Work Team Members Research Articles

Leader affiliative humour and work outcomes in multicultural teams

ABSTRACT Leader affiliative humour is when the leader makes funny remarks to reduce tension or amuse followers. Previous authors find leader affiliative humour may produce favourable effects. Yet, research demonstrates that it can also cause undesirable results. This study draws on the cultural perspective to propose follower power distance orientation as a moderator in leader affiliative humour’s favourable and unfavourable influences on work outcomes in multicultural teams, which refers to work teams composed of members from different countries and cultural backgrounds. To collect data from members of multicultural work teams, we conducted an individual-level three-wave survey with a two-month time lag each in a large Taiwan-based financial holding company operating in more than 20 countries. Analyses of matched data collected from 192 worker-supervisor pairs find leader affiliative humour can improve task performance via increased leader-member exchange only when the follower’s power distance is low and can initiate organizational deviant behaviours via perceived acceptability of norm violation only when the follower’s power distance is high. Our study provides empirical evidence from multicultural teams to demonstrate how leader affiliative humour may favourable or unfavourable influence workers with different levels of power distance orientation to complement the leader humour and the multicultural team literature.

Veränderungen in der Bereitstellung und Inanspruchnahme der Gesundheitsversorgung in deutschen Hausarztpraxen während der COVID-19-Pandemie – eine Befragung von Patient*innen in drei Bundesländern

IntroductionDuring the COVID-19 pandemic general practitioners (GP) practice teams were temporally confronted with major challenges which were accompanied by changes in practice organization and service provision. So far, little has been known about the views of patients who visited the GP practice for other than COVID-related reasons with regard to provision and use of GP services, the adjustments in the practice and the work of the practice team members. MethodsThe patient survey is a sub-study of the mixed-methods study VeCo-Praxis (GP healthcare for patients not suffering from COVID during the Corona pandemic) of the research practice network RESPoNsE (Research Practice Network East), which was conducted in the federal states of Berlin, Brandenburg and Thuringia. The questionnaire-based survey was carried out among patients who visited their GP practice in November 2022. The topics covered in the survey were developed by two focus groups consisting of 13 members of the RESPoNsE patient advisory board. The questionnaire was developed and piloted in a participatory approach with the RESPoNsE Patient Advisory Board. The results were analyzed descriptively using SPSS and discussed with the advisory board. Results1,405 questionnaires from 37 practices were analyzed. 97% of respondents felt that the treatment they received at their GP practice during the COVID-19 pandemic was good. For the vast majority, appointments and acute consultations, prescriptions, laboratory tests, discussions of diagnostic results, routine follow-up check-ups and health checks were available to a sufficient extent. From the patients’ perspective, the practices have successfully adapted to the challenges caused by COVID-19. Overall, the patients’ trust in and their appreciation of the work of the practice staff have increased since the pandemic. Patients stated that GP practices should continue hygiene procedures, such as wearing a mask or keeping physical distance, in the future. DiscussionDespite multiple reports of a significant decline in both provision and utilization of standard care in GP practices during the pandemic, our survey showed that the majority of patients felt that they received adequate GP care and were highly satisfied. The results should be interpreted against the background of possible selection bias. ConclusionIn this survey, GP patients were predominantly appreciative of GP care during the COVID-19 pandemic. The patients’ assessment of the provision and use of GP services during the pandemic complements the corresponding perspective of GPs and medical practice assistants.

Predicting digital product performance with team composition features derived from a graph network

This paper examines video games, a form of digital innovation, and seeks to predict a successful game based on the composition of game development team members. Team composition is measured with observable features generated from a graph network based on development team information derived from individual team member work on previous games. Features include network features, such as team member closeness, success percentile, and failure percentile, and non-network features, such as the number of games published prior by the studio. We propose a novel framework using these features to predict the chance of success for new games with an accuracy higher than 92%. Further, we investigate important features for prediction and provide model interpretability for practical implementations. We then build a decision support tool that allows video game producers, and associated stakeholders such as investors, to understand how the predictive model decides, predicts, and performs its recommendations. The findings have implications for those seeking to proactively impact digital product performance through graph network-generated features of team composition, where features are directly observable, as opposed to features that are more challenging to observe, such as personalities.

MODELING THE PROCESSES OF INTERACTION BETWEEN TEAM MEMBERS DURING THE IMPLEMENTATION OF COMPLEX SOFTWARE PRODUCTS

In the context of intensive development of information technology and increasing complexity of software products, the importance of effective interaction between members of work teams when implementing complex software solutions, such as enterprise automation systems based on the 1C platform, is increasing. This article is devoted to the study and modeling of interaction processes between members of project teams aimed at increasing the effectiveness of their joint activities during the implementation of projects for the implementation of corporate information systems. As part of the study, existing approaches and methods for organizing teamwork, as well as software systems that provide monitoring and management of collaboration of specialists, were analyzed. Particular attention is paid to considering the specifics of interaction when implementing 1C systems, characterized by a high degree of adaptability and variability depending on the characteristics of a particular enterprise. Research materials and methods include studying scientific literature on the issues of managing project teams, analyzing statistical data on the results of implementing corporate information systems in various sectors of the economy, as well as conducting interviews with managers and participants in 1C implementation projects at medium and large businesses. As part of this study, methods for modeling the work of a project team were studied. In the process of work, the analysis of her activities (business and interpersonal) was taken into account. In the course of the work, the conflict phase of team development was identified, and a model of effective motivation was created. For this purpose, game theory tools were used. As a result of the study, key factors were identified that influence the effectiveness of interaction between project team members, among which are a clear distribution of roles and responsibilities, well-established communications, and the use of modern collaboration and task management tools. Based on the data obtained, the authors proposed a conceptual model for organizing effective interaction between participants in 1C implementation projects, taking into account the specifics of this subject area and aimed at minimizing risks and improving the quality of the results of project activities.

DEVELOPING A STRATEGIC LEADERSHIP MODEL FOR INCLUSIVE VIRTUAL WORK TEAMS: A RESPONSE TO COVID-19 AND THE CHANGING NEEDS OF THE GLOBAL WORKFORCE

This article examines the useful strategies that will help leaders effectively lead members of virtual work teams. Research suggests that the greatest challenges for work team leaders are in the areas of cultural awareness, clarity of group roles and the choice of communication technology. Effective leaders might better prepare their team members for success when working in virtual teams by training them in each of these three areas and by encouraging a shared understanding of cultural differences, the clear communication of member roles and expectations, and by utilizing the most appropriate communication technology based on specific team member needs. Encompassing each of these elements, The Strategic Leadership Model for Inclusive Virtual Work Teams is presented as a viable strategic approach for virtual team leaders.
 Keywords: Strategic Leadership, Culture, Virtual Teams.

Analysis of the Implementation of the Agile Project Management Approachin the Insourcing Team at PT Telekomunikasi Selular Regional XI Malukudan Papua

Every company is required to be more agile in order to continue to survive and grow, so it is necessary to form a leaner and more agile work team to have a big impact on the company. The implementation of the agile approach needs to be evaluated as well as the level of project success of the agile team so that it is hoped that they can work more optimally. This research aims to find out and understand the implementation of the agile approach and the level of project success in the work teams that are formed. The variables that are the initial guide in conducting research are divided into the variables contained in the agile practice guide, namely the project life cycle, creating an agile environment, delivering products in an agile environment, organizational considerations. Apart from that, the research also explored the variables contained in the dimensions of project success. This research was carried out using a qualitative approach, collecting related documents and in-depth interviews conducted on the agile team which was the object of research. Next, to test the validity of the data, a member check process was carried out using data obtained from interviewees, namely leaders and agile team members. After processing and analyzing the data, it was discovered that the team did not fully implement the agile approach, including in relation to project approach objectives, project charter and team charter, location of work team members, and dependence on parties outside the team as well as in terms of the level of project success, including project effectiveness not being achieved, business and direct success in terms of cost savings has not been achieved, and new technology, products and market shares have not been created. The gaps that occur between theory and what is implemented in the field are expected to become input for further improvements.

Strategy implementation: the role of middle manager leadership and coordination

PurposeStrategy implementation is a critical component of firm performance and middle managers play a key role in the implementation process. This study was conducted to enhance the authors’ understanding of how middle managers influence strategy implementation (SI) effectiveness by investigating the impact of leadership and work team coordination.Design/methodology/approachA field study was conducted using interviews and survey data gathered from executive managers, middle managers and work team members within a large municipal organization undergoing a major strategic change.FindingsMiddle manager transformational and instrumental leadership have a direct positive impact on work team SI effectiveness. Additionally, middle manager transformational leadership has an indirect positive effect on work team SI effectiveness through coordination.Practical implicationsThe study offers insights into managers and practitioners seeking to improve SI effectiveness by highlighting the importance of middle manager leadership development and the coordination of interdependent tasks within work teams.Originality/valueThe study provides valuable insight into an important but previously unstudied relationship between middle manager leadership and SI effectiveness. The work also helps bridge the chasm between leadership research and strategy research by linking leadership behavior to SI effectiveness – a key ingredient of firm performance.

Pyschological traumatic perinatal experiences during the Covid-19 pandemic, epigenetic hypothesis and protective suggestions

AbstractWhether Covid-19 will continue with different viral mutations it will last is not yet known. For this reason, correct management of the process becomes important in order to ensure that future generations are least affected by this experience. This literature review aims to discuss hypotheses for the epigenetic effect of perinatal experiences affecting mental health during the Covid-19 pandemic and protective intervention recommendations. A comprehensive understanding of epigenetic mechanisms can allow early risk detection and directed prevention and intervention strategies. There is a need for epigenetic studies that monitor the short- and long-term effects in women/infants going through the perinatal period during the Covid-19 pandemic. Epigenetic studies are costly and take a long time. At this time where the pandemic is still ongoing, it is predicted that the negative effects will be reduced by predicting epigenetic effects and taking protective approaches in line with the results obtained from previous studies. These will be possible with the collective work of multidisciplinary team members. Mental health care professionals should receive training on epigenetics in the perinatal period and should be able to integrate it into counseling processes.

Understanding how communication network centralities and goal orientations are related to knowledge hiding

ABSTRACT Drawing on social capital and motivational theories, this research examines how organisational members’ network centralities and motivational traits impact their reactions to the tension between their pursuit of social capital and preservation of personal intellectual capital. Specifically, this study focuses on how work team members’ communication network centralities (degree and betweenness centralities) and their goal orientations (performance and learning goal orientations) are related to their knowledge hiding behaviours. Online survey data were collected from 200 employees in 31 organisational teams across the U.S. and China. Multiple regression analyses of these cross-sectional data reveal that a member’s betweenness centrality in the communication network is positively related to knowledge hiding, and one’s learning goal orientation is negatively related to knowledge hiding. The integration of both the network and motivational perspectives allows for a more inclusive and nuanced understanding of knowledge hiding, and offers pragmatic insights into effective knowledge management.

Development of rehabilitation medicine in Hungary, results of the last decades

In recent decades, medicine has undergone incredible development, the boundaries of the specializations have changed, they have become more differentiated, and new specialities have emerged. The evolution of rehabilitation medicine and the development of its current competencies correspond to this process. An independent new interdisciplinary clinical specialty was born in Hungary. The purpose of this publication is to present the development and results of rehabilitation medicine in Hungary over the past twenty years. A descriptive presentation of the results was made using Hungarian publications and data of rehabilitation medicine, without a systematic analysis. In the past 20 years, significant changes have taken place in the field of rehabilitation. A national network was established in inpatient care, and specialized departments for special tasks were organized. In 1998, only nearly 2,941 beds were used for rehabilitation, currently there are more than 6,500 rehabilitation beds in the country. The number of treated cases was 11,384 (1987), which rose to 95,693 in 2019. Since the beginning, 552 doctors have obtained rehabilitation qualifications, but the work of other team members (nurses, physiotherapists, occupational therapists, psychologists, speech therapists, social workers) is also indispensable for carrying out rehabilitation activities. Rehabilitation departments and chairs have been established at the four medical faculties, and graduate and postgraduate training is coordinated. The national institute remained the center of research and education. The development of the field of rehabilitation and the results of research were also presented at international conferences organized in Hungary. Orv Hetil. 2023; 164(19): 722-728.

Association Between Familiarity of the Surgeon-Anesthesiologist Dyad and Postoperative Patient Outcomes for Complex Gastrointestinal Cancer Surgery

The surgeon-anesthesiologist teamwork and relationship is crucial to good patient outcomes. Familiarity among work team members is associated with enhanced success in multiple fields but rarely studied in the operating room. To examine the association between surgeon-anesthesiologist dyad familiarity-as the number of times working together-with short-term postoperative outcomes for complex gastrointestinal cancer surgery. This population-based retrospective cohort study based in Ontario, Canada, included adults undergoing esophagectomy, pancreatectomy, and hepatectomy for cancer from 2007 through 2018. The data were analyzed January 1, 2007, through December 21, 2018. Dyad familiarity captured as the annual volume of procedures of interest done by the surgeon-anesthesiologist dyad in the 4 years before the index surgery. Ninety-day major morbidity (any Clavien-Dindo grade 3 to 5). The association between exposure and outcome was examined using multivariable logistic regression. Seven thousand eight hundred ninety-three patients with a median age of 65 years (66.3% men) were included. They were cared for by 737 anesthesiologists and 163 surgeons who were also included. The median surgeon-anesthesiologist dyad volume was 1 (range, 0-12.2) procedures per year. Ninety-day major morbidity occurred in 43.0% of patients. There was a linear association between dyad volume and 90-day major morbidity. After adjustment, the annual dyad volume was independently associated with lower odds of 90-day major morbidity, with an odds ratio of 0.95 (95% CI, 0.92-0.98; P = .01) for each incremental procedure per year, per dyad. The results did not change when examining 30-day major morbidity. Among adults undergoing complex gastrointestinal cancer surgery, increasing familiarity of the surgeon-anesthesiologist dyad was associated with improved short-term patient outcomes. For each additional time that a unique surgeon-anesthesiologist dyad worked together, the odds of 90-day major morbidity decreased by 5%. These findings support organizing perioperative care to increase the familiarity of surgeon-anesthesiologist dyads.

Experience of ambulance drivers on transfer of suspected or confirmed patients for COVID-19.

To unveil the experience of ambulance drivers regarding the transfer of suspected or confirmed patients for COVID-19. Exploratory study with a qualitative approach conducted in October 2021 with 18 drivers from the Northwestern Mesoregion of the State of Ceará-Brazil. The individual interviews occurred virtually, via Google Meet®, and for data processing the IRAMUTEQ® software was used. Six classes were obtained: Feelings experienced during transfers; Concern about contamination of the work team and family members; Therapeutic itinerary, patients' clinical status and increase in the number of transfers; Disinfection of ambulances between transfers of patients with suspected and/or diagnosed COVID-19; Gowning for patient transfers and Psychospiritual aspects of drivers during the pandemic. The experience was marked by challenges in adapting to the new routine and procedures during transfers. It was evidenced feelings of fear, insecurity, tension and anguish in the worker's reports.

Team Member Exchange Leadership Model To Improve Company Strategy Development

<span lang="EN-US">Company leaders have different potential and planning strategies. To develop a company requires leadership and team support. Many of the work teams do not experience positions alternately so that it affects the company's performance commitment. the research method uses library research by collecting several leadership theories and company The purpose of this study is to analyze the leadership model of the exchange of working team members to develop private companies in Indonesia. The results of the study explain that a company led by an entrepreneurial spirit, charismatic, democratic model is able to improve team performance so that the company can develop quickly through planning strategies and periodic evaluations from leaders and members of the work team. To thrive in the future and be profitable, teams and organizations can work alternately in a job title in a team member exchange leadership system.</span>

Detrimental Effect of the Characteristic-Human-Capital-Inputs-Based Horizontal Pay Dispersion on Team Member Work Role Performance via Employee Benign and Malicious Envy: An Evidence from China.

PurposePay for employee characteristic human capital inputs, which results in part of horizontal pay dispersion (HPD) and is well acknowledged by organizations and employees, has been greatly ignored by scholars. This study proposes “the characteristic-human-capital-inputs-based HPD” and explores what impact it tends to exert on team member work role performance (TMWRP), why, and when. Drawing on social comparison theory, goal-setting theory, and self-regulatory depletion theory, we develop a dual-mediation model elaborating the detrimental effect of this type of HPD on TMWRP from the perspective of employee benign and malicious envy and test it using objective and subjective data of 364 members coming from 65 Chinese ordinary employee teams.MethodsWe on-site collected objective data including each member’s pay level, outcome performance, and characteristic human capital inputs. Using five-point Likert rating method, team supervisors were requested to evaluate each member’s TMWRP and members were asked to self-rate benign and malicious envy. Hierarchical regression analysis, simple slope analysis, and bootstrapping approach were employed to verify the model.ResultsThe characteristic-human-capital-inputs-based HPD adversely affects TMWRP by reducing employee benign envy (the mediating effect=−0.053, 95% CI=[−0.111, −0.002], excluding 0) and enhancing employee malicious envy (the mediating effect=−0.025, 95% CI=[−0.059, −0.004], excluding 0). The positive linkage between employee benign envy and TMWRP is only observed in lower-paid employees (the simple slope=0.145, p<0.05). Employee pay level does not moderate the relationship between malicious envy and TMWRP (β=−0.033, p>0.10).ConclusionThe characteristic-human-capital-inputs-based HPD, which involves the HPD part mainly resulting from employee differences in characteristic human capital inputs, tends to impair TMWRP through inhibiting employee benign envy and promoting employee malicious envy. Employee pay level is an important boundary condition constraining the positive effect of benign envy on TMWRP.

Fatal fall incidents in the Indian construction industry: a case study analysis

The fall from height fatal accident rate is higher than those of other accidents in the construction sector because of work-related causes. The purpose of this study was to investigate the causal factors of fatal fall incidents in the Indian construction industry. This study adopted a three-level accident causation model developed by Loughborough University researchers, aiming to identify immediate circumstances, shaping factors and originating influences in selected incidents. The accident cases were retrieved from police records and government documents. Accident data from 2019 to 2020 were studied, and specific emphasis was placed on fatal fall events. These events were subjected to content review to determine causal factors. In total, ten fatal fall cases were analysed in which immediate circumstances were established for all the cases that involved the use of unsafe methods of work. In some cases, shaping factors were identified as possible contributors to the events, such as the work process nature and team members’ communication. Originating influences could not be established in any of the cases. The study findings could give a more comprehensive qualitative insight into the causal factors of fatal fall accidents, which could alert stakeholders in developing safety programmes and providing effective fall preventive measures.

Interprofessional Collaborative Relationship-Building Model in Action in Primary Care: A Secondary Analysis.

IntroductionTeam-based care has been integrated into primary care (PC) across Canada because it improves patient safety, effectiveness, efficiency, person-centredness, and equity. However, this integration in and of itself may not lead to improved patient care without effective interpersonal relationships amongst team members. Currently, teams have few tools to guide the development of collaborative relationships. The Interprofessional Collaborative Relationship-building Model (ICRB) was developed to be a tool for understanding the stages of development of the interprofessional team's relationship-building.PurposeThis qualitative secondary data analysis illuminates a PC team's experiences of their developing interprofessional relationships with occupational therapists and physical therapists who joined the PC team.MethodEleven team member interviews of one primary care team from a family medicine teaching clinic affiliated with a training university and the health region in central Canada were analyzed using secondary data analysis. The team included family physicians (n = 4), nurses (n = 2), a social worker (n = 1), a mental health counselor (n = 1), occupational therapists (n = 2), and a physical therapist (n = 1). We used the ICRB for directed content analysis using the phased approach that includes the three main steps of data preparation, data organization and data presentation.ResultsThis team experienced the ICRB stages of Looking For Help, Fitting-In, and Growing Reciprocity thereby learning about one another to better understand what OT and PT may bring to the PC setting. However, contrary to the ICRB, co-location, was the context within which the collaborative relationship-building took place rather than a distinct developmental stage. Although team members did experience some level of Growing Reciprocity, this developing team had not yet established collaborative leadership processes. As the ICRB originally posited, communication and patient focus facilitated all stages of the relationship-building process and helped the team develop shared values and role clarity that establish how different team members contribute to improving quality care.ConclusionsThe context of co-location with a patient focus and open communication facilitated the team's development with the occupational therapists and physical therapist. Collaborative leadership is a worthy goal for future research and clinical focus as it has implications for improving overall patient quality care and team member work satisfaction.

The negative impact of individual perceived isolation in distributed teams and its possible remedies

AbstractPrevious research on distributed teams indicates that physical distance between team members is problematic for team functioning. We advance this research by investigating the role of team members' psychological experiences of isolation using both a longitudinal diary study and a time‐lag field study, applying a Job Demand–Resource (JD‐R) theory lens (Bakker &amp; Demerouti, 2017). With the diary study, we capture daily fluctuations of perceived isolation and its antecedents and consequences. Results show that (a) where distributed team members work, and (b) how much they communicate, contribute to the degree to which distributed team members may feel isolated. The combined results of the diary study and the time‐lagged field study show that 1) perceived isolation, and 2) perceived isolation combined with high role ambiguity, contribute to experiences of helplessness. Subsequently, feelings of helplessness hamper the level of perceived team implicit coordination. Theoretical and practical implications for managing distributed teams are discussed.

Formation of Employee Discipline Character Through the Implementation of Talenta’s Human Resource Information System at PT. Pelayaran Tamarin Samudra Tbk.

Currently, many companies have used information technology as a medium to support the achievement of organizational goals and PT. Pelayaran Tamarin Samudra Tbk. Previously, this company had utilized information technology in its team member attendance system, namely, by applying a fingerprint attendance device; this tool was less effective and efficient because the type of business carried out in this company was a field, namely shipping. This study aims to analyze team member discipline by applying the Human Resource Information System at PT. Pelayaran Tamarin Samudra Tbk. This type of research is descriptive with a qualitative approach, assisted by quantitative data obtained from distributing questionnaires and observations. In determining the sample, the author uses a random sampling technique. From the total population of employees, as many as 200 people took 40 people as samples. Analysis of the data through the stages of qualitative descriptive data with percentages and descriptions of the explanation of the primary data resulting from the distribution of the questionnaire. The results showed team member work discipline by applying the Human Resource Information System Talents at PT. Pelayaran Tamarin Samudra Tbk. Already effective. The study's conclusion states that the factors that shape the character of work discipline in the company, namely leadership examples, respect, fairness, and firmness, have been carried out well, only for the factors of supervision and sanctions that need to be improved again.

팀 긍정정서가 팀 효과성과 팀원들의 일 열의에 미치는 영향 - 팀의 높은 질적 관계의 매개효과 검증 -

In response to increasing demand for cooperation intelligence in the Fourth Industrial Revolution era, the value of relationships in organizations continues to emphasized. Along with these practical needs, high quality connections (HQCs) have a lot of attention in organizations along with the development of positive organizational research. The purpose of this study is to identify the influence of team HQCs. Using a multi-level analysis that utilizes a hierarchical linear model(HLM), we examine the team HQCs antecedents and their influence at the team and individual levels. In order to investigate this model, we have collected data from employees and team leaders of 40 work teams in the Conglomerate IT company. In results, team positive emotions had a significant positive effect on team HQCs, and team positive emotions also had a positive effect on both team effectiveness and team member work engagement. On the other hand, in the case of team HQCs, it had a significant influence on the team members' work engagement, but it did not affect team effectiveness. It showed that teams which have a high qualitative relationship affect individual motivation for work more than team effectiveness. Finally, as a result of examining the mediating effects of Team HQCs, it confirmed that team HQCs showed partial mediating effects only in the relationship between team positive affect and employees’ work engagement. It appeared that high qualitative relationships in the team play an important role in influencing individual enthusiasm in the team. From a practical point of view, it is necessary to establish a qualitative relationships to active interaction in eliciting team members’ enthusiasm. And if team has positive affect, employees think work as an enjoyable play, so it is suggested that organizations should develop and cultivate positive affect. In the conclusion segment of this study, the implications and limitations of the findings were reviewed in-depth, and future research subjects in this field were also discussed.

Bridging the Gap Between Educator and Learner: The Role of Psychological Safety in Medical Education.

Bridging the Gap Between Educator and Learner: The Role of Psychological Safety in Medical Education.