Team Organization Research Articles

Transformative Interaction Capability on Teamwork Performance: Strategies or Challenges? Perspective On Merchant Marine College

This study aims to build a new conceptual model based on the novelty produced by previous researchers called Transformative Interaction capability. Transformative interaction capabilities are expected to resolve the results of research between frequent and team performance. Structural study methodology was adopted in this study and a sample of 260 samples was taken from analysis units spread throughout Indonesia as a Merchant marine college. Data collection was carried out using a questionnaire and data analysis was carried out using Amos 25. The findings in this study indicate that there is a strategic path to improve the performance of the public organization team at the Merchant marine College. There are two ways to improve team performance. The strategy includes transformative interaction capabilities to improve team performance. The results of this study bring benefits for theoretical and practical development.

Formation of an effective management team in a Russian medical organization

In today’s unstable business environment, there is active development in the medical services market. Competition, as one of the main features of market relations, has a significant impact on medical organizations. The healthcare market has its specific characteristics, as the outcomes of medical organizations’ activities include not only economic but also certain medical effects. The state, in turn, engages in creating and maintaining a competitive environment in the medical services sector through the enforcement of antitrust legislation. Consequently, the management of the organization needs to constantly monitor and maintain competitiveness in the healthcare market to ensure its development and successful functioning. The managerial team of a medical organization plays a crucial role in accomplishing this task. This article explores the problem of forming an effective management team that, despite changes in external environmental factors and the internal state of the medical organization, organizes the work of the team aimed at the successful implementation of both general and key competencies of the organization and its individual specialists, thereby enhancing the competitiveness and stability of the organization in its market segments. Methodological approaches to forming an effective management team are presented. Field research on the stages and results of forming a management team in a Russian medical organization is provided. Directions and recommendations for forming an effective management team are developed. The conclusion emphasizes the necessity of using technologies for forming an effective management team in the practice of Russian medical organizations.

Transformation of the Team Role Model of Scientific Schools Into a Markov Chain

The modern paradigm of performing scientific research is steadily improving. One of the directions of its development is the substantiation and organization of team interaction of scientists working on solving a certain scientific problem. The complexity of the tasks to be solved, the need to ensure continuity in scientific research, and the complexity of projects require the introduction of new project management approaches, even in the organization of scientific teams aimed at obtaining unique results.The provisions considered in the study are relevant for the development and organization of scientific research. Moreover, examples of best practices for the success of project teams, considering the types of roles of participants, can be transferred from the field of project management to the field of organization of scientific research. The presented tools will make it possible to move from qualitative ideas about the activities of scientific teams to quantitative assessments of the effectiveness of the researchers work. The use of modeling tools to demonstrate the necessity of each role listed in the scientific school's organizational structure as a "Belbin's team," emphasizing the most crucial ones that influence its growth, and the potential to combine specific project roles without sacrificing project quality are what make this research innovative from a scientific standpoint.

Analysis of integrated project delivery in the Irish Construction industry

The construction industry is complex and suffers from considerable challenges related to Project Delivery Systems (PDS) most notably cost overruns and delays. Integrated Project Delivery (IPD) has gained traction in recent years and is lauded to be an effective mechanism to overcome many of these challenges. However, implementing IPD in practice is not an easy endeavor, and there is a need to understand the motivation to adopt it as well as to understand the key challenges and critical success factors for its effective implementation. This exploratory study aims to address this deficit. We capture real-world data from professionals in the Irish construction industry to understand current practices and analyze the perceived challenges and critical success factors for the successful implementation of IPD. Our findings reveal a significant lack of awareness among participants regarding IPD and very low levels of implementation. Issues such as lack of trust, fear of litigation and reluctance to change are the major barriers to implementation. Critical success factors for successful implementation center on establishing integrated systems such as BIM and ensuring that information, process knowledge and organizational teams are integrated.

Forming communicative competence among workers of agrarian industry of Kyrgyzstan using multimedia technologies

The article substantiates the relevance of using multimedia technologies to establish effective communication between agricultural specialists. The concept of qualitative formation of communication at the stages of training of a specialist in educational organizations and in the course of subsequent professional activity is developed. The presented concept is fair for any branch of agriculture and is able to set up communications both within the team of one farm and between the teams of different agricultural organizations. The concept is based on the principle of using multimedia technologies that allow simulating practical situations to evaluate the actions performed by specialists to solve the created problem.

Creation of content for interactive multimedia projects based on the application of artificial intelligence

The main idea of the considered research is the development of interactive media elements, virtual panoramas and virtual tours on the historical theme of Ukraine with the help of generative artificial intelligence. For this, it is suggested to use Midjourney to generate images based on text descriptions. Then the generated images are combined in programs for creating panoramas and virtual tours. To organize joint work, it is suggested to use Notion space, a tool that will make development distributed, involve a wider group of specialists, making the interaction process more effective. The research considered is relevant in modern conditions, especially when the teams of educational and research organizations are forced to work not from the usual offices, but in conditions of temporary relocation in different regions of Ukraine and outside the country. The study offers an innovative approach to using generative art and virtual reality to create historical-themed virtual tours and augment artworks, providing users with a unique experience of interacting with historical heritage. Using Notion Space to organize collaborative work enables effective interaction between distributed teams and experts, improving development processes and knowledge sharing. The proposed research integrates technology, art and education, providing a unique platform for visual engagement with cultural heritage and history.

Leader Signaled Knowledge Hiding and Erosion of Cocreated Value: Microfoundational Evidence From the Test Preparation Industry

This article is an initial step toward theorizing the erosion of cocreated value in knowledge-intensive workplaces. In doing so, our research study examines how knowledge hiding behavior instigated and promoted by organizational leaders can adversely impact the microfoundations of the organization. The current study explores knowledge hiding in the Indian test preparation industry. To conduct our research inquiry, we applied a qualitative inductive approach. We interviewed 25 employees working in the test preparation industry, and the responses were analyzed using the Gioia method, a variant of grounded theory. The findings of our study reveal how leader-signaled knowledge hiding in this industry hinders value cocreation for stakeholders through outcomes, such as reduced organizational commitment, moral decoupling, team stratification, information asymmetry, and leader-induced trust deficit. The current study synthesizes findings of the explorative research complemented by a literature review to propose a conceptual framework.

The effectiveness of agile leadership in practice: A comprehensive meta-analysis of empirical studies on organizational outcomes

PURPOSE: The COVID-19 pandemic and the digital transformation have hastened the demand for enterprises to be more flexible and adaptive in a fast-changing environment, making agile leadership a prominent business trend. Agile leadership improves innovation efficiency, employee performance, and team effectiveness. However, there is limited research on agile leadership’s effects on organizational outcomes. Thus, this study provides a meta-analytic review of the impact of agile leadership on organizational outcomes that cover various common dimensions like operational, employee, customer, financial, and social environments. METHODOLOGY: The study has two phases: the first phase performs bibliometric literature analysis, and the second phase performs meta-analysis. In the bibliometric literature analysis, 74 articles that were published between 2004 and 2023 were identified from Scopus and Google Scholar, and their type of publication, year of publication, countries involved in agile leadership research, keywords involved, and their association are examined. For the meta-analysis, 24 articles that performed empirical research were chosen from which the various independent and dependent variables studies, along with their standard regression coefficients (𝛽) and correlation coefficients (𝛾) that represent the relationship between agile leadership or agile leaders and that of other factors, were extracted and examined. FINDINGS: The study found that there was a significant rise in publications on agile leadership after 2020, and Turkey, the United States, and Indonesia were involved more than other countries. Moreover, agile leadership is studied more in terms of operational outcomes and employee outcomes. The results of the meta-analysis indicate that agile leadership has a strong relationship with factors like interpersonal trust (𝛽=0.93), organizational performance (𝛽=0.90), organizational effectiveness (𝛽=0.89), individual career success (𝛽=0.89) and innovation management (𝛽=0.81). Thus, it is clear that agile leadership has a stronger impact on operational outcomes than employee outcomes. Agile leadership characteristics such as digital innovation, trust, competency, result orientation, and wisdom are significant for organizational growth, team collaboration, team effectiveness, and organizational innovation. IMPLICATIONS: Identifying agile leadership concepts helps assess the progress of empirical research, improve leadership theories and models, and identify potential growth opportunities. The success of agile leadership depends on factors like a company’s culture, industry, and size, and this can be studied further. Furthermore, organizations may need to adjust their strategies on customer service, financial management, and investment so that they better reflect the values of agile leadership. ORIGINALITY AND VALUE: This study classifies numerous different research models that shed light on the efficiency of agile leadership based on a comprehensive literature review that serves as the basis for this study. In addition, this study identifies potential problem areas that need to be fixed, and as a result, it makes a contribution to the research on agile leadership.

Розробка методології імплементації транзакцій в розподілених системах з мікросервісною архітектурою

The paper describes the analysis of the problems of using microservice architecture in distributed systems. Emphasis is placed on flexibility in the choice of technologies, scalability and organization of teams working on given microservices, technical and domain problems of transaction implementation in comparison with a monolithic system. The main focus is on transactions, as they ensure atomicity, consistency, isolation, and persistence across multiple services. In the process of analyzing modern approaches and solutions for working with transactions in distributed systems, it was found that one of the effective solutions is the use of the Transactional Outbox pattern. Its implementation in the form of Spring starter is presented. The latter is added to the system, configured and facilitates the use of transactions and the publication of events that are part of a transaction in a microservice architecture. The developed methodology for implementing distributed transactions based on message queues, using the above-mentioned starter, is described in detail. The basic configurations and settings of message queues for the correct operation of transactions in distributed systems are defined

Assessing Motivational Factors in Young Serbian Athletes: A Validation Study of the Sport Motivation Scale-II

Background. Motivation is considered crucial in sports participation and performance, influencing athletes’ psychological well-being, investment in training, and interpersonal relationships. Self-determination theory (SDT) is a prominent framework used to understand motivation in sports, highlighting the importance of autonomous motivation for optimal performance and well-being. A large number of questionnaires for examining processes in sports were created by relying on the constructs of SDT. Objective. This study explores the psychometric characteristics (construct validity) of the Sport Motivation Scale II (SMS-2), as well as gender and age differences in motivation among young Serbian athletes. This questionnaire has proven to be important for understanding the motivation of adult athletes, but so far, its psychometric characteristics have not been sufficiently examined on a sample of young athletes in Serbia. Given the high dropout rate from sports in adolescence, valid questionnaires to assess the motivation of young athletes can help to identify athletes who are at risk of leaving a sport. Design. The sample consisted of 365 young athletes (51% girls, aged 12–16) from Serbia participating in team sports (at an organized level, not a recreational level), including volleyball, basketball, and handball. They completed the SMS-2 using paper and pen, in the presence of a psychologist and with parental consent obtained by the clubs. The questionnaire has been translated into Serbian. Young athletes from team sports were selected due to the large number of adolescents in Serbia who are engaged in organized team sports. There is a small number of adolescents who are involved in organized individual sports. Results. Factor analysis of the SMS-2 revealed six factors, in line with the original structure of the Scale: identified motivation, intrinsic motivation, amotivation, external motivation, integrated motivation, and introjected motivation. The questionnaire demonstrates satisfactory psychometric properties, with Cronbach’s alpha coefficients indicating good internal consistency. Gender differences were obtained only in external motivation, where boys scored higher than girls. No significant differences emerge in motivation across age groups or among athletes participating in different sports. It is possible that differences were not found in relation to the type of sport because there are similarities in the process of working with young athletes in team sports. Conclusion. The Sport Motivation Scale II (SMS-2) showed satisfactory psychometric characteristics in a Serbian sample of young athletes. The original structure was replicated, with six factors representing six types of motivation, in line with SDT. These findings suggest the SMS-2’s validity across gender, age, and sport types, offering a valuable tool for assessing motivation in young athletes engaged in organized team sports.

Enhancing Trust and Knowledge Sharing of Digital Age Work Teams in Polish Medium and Big Companies

Nowadays, in the digital era of globalization, information society and the development of new technologies, including communication technologies, cooperation and sharing knowledge in teams are becoming more and more important in the work environment. Cooperation and knowledge sharing in teams in the digital era may become a challenge because of the remote working of part of the employees. The aim of the research was to investigate the relations between type of work (stationary/hybrid/remote) and knowledge sharing and cooperation in teams as well as the relations between help and trust and knowledge sharing in teams in organizations. The research has shown that in medium and big companies in Poland there are no differences in level of sharing knowledge in terms of form of work an employee performs. The level of perceived trust and perceived help were in some dimensions positively correlated with sharing knowledge.

Towards a Transcultural Approach for Inter-Professional Communication in Complex IT Project Teams—Aiming to Avoid Cross-Functional and Cross-Hierarchical Conflicts

IT projects are becoming increasingly complex due to rapidly advancing technologies, the need to tackle more difficult problems, and the involvement of a larger variety of experts with different backgrounds and experiences from different countries and cultures. It is also common for these teams to often work remotely in virtual settings. In this context, besides conflicts between IT project team members, cross-functional and cross-hierarchical organizational conflicts might emerge as well. These conflicts can vary in terms of their origin, nature, and intensity. This paper is a qualitative study focused on understanding interpersonal communication-based conflicts in multicultural and multidisciplinary IT project teams. The purpose is to find a common approach that can mitigate and eventually resolve these conflicts, aiming to promote shared knowledge and ultimately reduce the gap in understanding and the likelihood of conflicts. Both secondary research (a literature survey) and primary research (involving experienced managers and experts from project teams in the Romanian IT industry) were conducted in order to reach the objectives, besides sets of lessons learned and recommendations, to develop a framework for systematic conflict analysis and to propose a practice for a transcultural framework of common team vocabulary. To achieve these, a number of conflicts were investigated in IT project teams and corresponding cases. Based on the research findings, the authors concluded that a more formal approach is needed to address the problem of conflicts. From a theoretical standpoint, this paper suggests the concept of management diversity and provides a typology of organizational conflicts. Nevertheless, the framework for systematic analysis of conflict typology (FACT) and the framework of common team vocabulary in the multicultural environment of IT organizational project teams, as well as the sets of lessons learned and recommendations, might be useful and inspiring for both scholars and managers, not only in the IT sector.

CoBUSters: organization and deployment of a mobile Covid-19 test team for large-scale testing in collectivities as a societal outreach from a university hospital.

During the summer of 2020, government agencies in Belgium were hasty to create additional test capacity for the diagnosis of acute infections with SARS-CoV-2. Large-scale initiatives were necessary to absorb the waves of covid-19 infections throughout all levels of society.
 Within the Antwerp University Hospital (UZA) we realized that it would be impossible to perform large-scale testing of schools, universities, companies, or other collectivities if sampling capacity would not be made available within the collectivities themselves. A large number of scholars or students would not be able to move toward test centers. So, we created a mobile testing team that on-call would be sent to the collectivities to perform testing within the schools, universities, and companies. The test team started in October 2020 with a single bus which was transformed to accommodate the administrative handling of the test e-form, the scanning of the eID of the person to be tested, as well as the sampling through a nasopharyngeal itself. The structure of the bus allowed to perform the testing of 12 students every 15 minutes. Within a couple of weeks, the demand for large-scale testing increased to more than 1000 a day. Towards the end of 2020, a second bus was put into operation. During the year 2021, additional vans were put into operation as the daily number of tests further increased.
 The mobile test team remained in operation until the end of May 2022. During this lifespan, more than 200,000 nasopharyngeal samples were collected by the test team. The highest number of tests on a single day was 4,200. The mobile test team operated within three Belgian provinces, serving more than 2,500,000 people. Besides the testing teams, we created a dispatching team which was evaluable 7/7 for calls and registration of demands for new testings. Besides schools, we performed collective testing in colleges, universities, nursing homes, large companies, prisons, and hospices for homeless people. We even performed large-scale tests within municipalities at the hights of the covid waves. TAT for reporting results was less than 24 hours after sampling.
 The mobile test team, CoBUSters, became known throughout the entire country as a truly innovative social project. Many wondered why a hospital developed a service that was well outside of the regular hospital-related activities. We however did this because this aligns with our mission as a community-based hospital with a strong societal-oriented focus. Hospitals should not remain within their walls, but when society needs them they should quickly develop activities to support society as a whole. This project allowed us also to interact on an almost daily basis with healthcare providers on the first line of healthcare (GPs, home care nurses). From the hospital, we provided the services that the first line could have never mobilized like administrative and nursing staff or manipulation of huge numbers of PCR tests. Together we were able to protect our collectivities against massive outbreaks of the SARS-CoV-2 virus. Even tertiary hospitals have a fundamental societal role when called upon. We should never forget this.

Motivasi Kerja dalam Meningkatkan Produktivitas Kerja Pegawai Dinas Perindustrian dan Perdagangan Provinsi Sumatera Utara

In this study, the complexity of motivational factors is closely related to the context of organizational culture, team dynamics, and perceptions of rewards and recognition of individual contributions. Participation in decision-making, opportunities for career development, and interpersonal relationships at work also emerged as important elements in motivating employees. The qualitative analysis highlighted that there is no one-size-fits-all approach to understanding work motivation in this environment. However, the need for recognition of achievement, a sense of involvement in the work process, and support from superiors and coworkers have a significant impact on individuals' motivation levels. This study provides an in-depth understanding of what influences work motivation at the Office of Industry and Trade of North Sumatra Province. The implications of this study emphasize the importance of a sensitive approach to individual needs and preferences in designing effective motivation strategies to improve productivity.

Inter-team cooperation: an overlooked imperative in South Korea's transition to the technological frontier

ABSTRACT The transition for Newly Industrialized Countries to the technology frontier is critical for continued development. Now at this juncture, South Korea's performance indicates problems creating and commercialising new technology products. Various explanations exist but none is complete. We posit that the study of the inter-team dynamics of South Korean national-level project teams in public research institutes, governmental organisations and businesses provides important insights into understanding this problem. Using Social Interdependence Theory, we test for team cooperation as it is crucial for creativity and new technology innovation requisite at the technology frontier. Our findings show that team activity management at the local organisational level is perceived as positive by the teams, but they have serious concerns over the present government top-down directorial policy. This suggests the adoption of a more collaborative approach between the levels of the National System of Innovation.

The Power of Peer Leaders: Exploring the Link between Peer Leadership Behaviors and Sustainable Work Outcomes.

Most leadership studies primarily focus on formal leaders, often overlooking the influence of leaders within the team. While prior research has shown that peer leaders can have a beneficial impact on various team outcomes, it is yet unclear which peer leadership behaviors precisely foster a supportive and sustainable work environment. Building upon the recent identification of 10 peer leadership roles and 37 underlying functions, the current study aims to investigate the relationships between these peer leadership roles and functions and key outcomes (i.e., job satisfaction, team cohesion, team effectiveness, and OCB). A total of 31 organizational teams, comprising 182 employees from diverse sectors, participated in a quantitative survey. Employing multilevel modeling analysis, the findings demonstrated that each leadership role and nearly every function predicted at least one outcome, highlighting their significance within organizational teams. Additionally, Necessary Condition Analysis revealed that specific roles and functions were necessary for generating one or more outcomes. Finally, we found that most of the significant relationships remained consistent across teams, regardless of their size, tenure, or level of team identification. These findings refine our understanding of shared leadership and how peer leaders can create a sustainable workplace by fostering employee well-being and productivity in organizational teams.

Examining the fluidity of innovation teams: a conceptual framework.

As innovative endeavors have become more complex and time-intensive, there has become an increasing reliance on expert teams in organizations. Expert innovation teams are comprised of team members with extensive experience and mastery in a particular discipline. These teams utilize fluid membership that expands the available knowledge of the team but creates challenges for effective teamwork. We argue that the mechanism for creating an enduring impact and developing a product to fruition requires the cognitive and social integration of fluid team members. This article focuses on how teams effectively integrate knowledge with diverse, and possibly fluid, team members and how teams can organize knowledge through planning and reflection to implement the idea successfully. Knowledge integration and team reflexivity are considered in tandem to emphasize the multi-faceted nature of generating and implementing innovative solutions and the conflicting teamwork processes that hinder innovative efforts. To understand how these competing teamwork processes required for successful innovation interact, we developed a framework that considers resilience as the factor that elicits team creative performance. In doing so, we discuss how innovation teams build resilience over time and how creative failure can lead to greater levels of innovation.

Assessing the significance of employee flexibility and organization policy for survival of organizations during turbulent conditions

Purpose The purpose of this study is to assess the significance of employee work flexibility and the policy of the organization for survival during any crisis. This study also investigates the moderating role of leadership support (LS) during such turbulent conditions. Design/methodology/approach This study has used literature from the fields of organization performance, human resources and organization policy (OP), along with the theories of resource-based view (RBV) and dynamic capability view (DCV) to develop a conceptual model. Later, the conceptual model is validated using the structural equation modeling technique. The study used a survey method with a sample of 311 participants. These participants are employed as human resource managers (HRM) and other supportive workforce at different levels in the organizations. Findings The study shows that innovativeness and employee flexibility (EFL) are critical toward organizations’ survival during any crisis. Also, the study highlights the importance of OP and LS for the survival of organizations during and after any turbulent condition. Research limitations/implications This study provides valuable inputs to the leadership teams of organizations, especially HRM. This research also provides food for thought for policymakers and researchers in the field of organizational performance. This study also contributes to the overall body of literature on organization analysis and extends the literature on RBV and DCV. Originality/value The study adds value to the overall body of literature on organization performance and capabilities along with human resource management. Few studies have nurtured issues on EFL during turbulent conditions. Also, there are limited studies in the areas of OP such as favorable and unfavorable policies toward employees. Thus, this study can be considered unique. Moreover, the study investigates the moderating role of LS which adds value toward the body of literature on organizational leadership capability.

Team Coaching and Personal Construct Psychology Theoretical Elaboration and Practical Implications in a Case Study

Since its original formulation, Personal Construct Psychology (PCP) has been expanding its range of convenience beyond the clinical field to many other aspects of the human experience. Its permeability has allowed many practitioners to extend Kelly’s contributions to various field of application and intervention. The present paper explores organizational functioning and team coaching, starting from the idea that it is possible to consider groups and organizations as meaning-making systems. Several contributions of PCP literature are outlined and a superordinate formulation is suggested. Finally, a case study is presented in order to underline PCP’s practical implications for team coaching interventions.

Value Creation, Value Appropriation, and Cooperation in Team Production

We propose a theoretical framework and develop a game-theoretical analysis to advance our understanding of the cooperation dilemma in team production. We conceptualize team production as a process where productive and appropriative activities coexist, shifting the focus from whether team members cooperate to what type of cooperative behavior they are willing to adopt. Depending on whether members cooperate to create value and compete to appropriate value, we can observe scenarios of full, partial, and no cooperation. After characterizing member behavior in the different scenarios, we study which form of cooperation can be sustained through repeated interaction, mutual monitoring, and reciprocity. To do so, we allow for different deviations from cooperation which are then accompanied by different reactions according to an equivalent retaliation strategy. Our focus is on how member behavior and incentives to cooperate relate to the size of the team. We also introduce conceptual elements that describe team production in organizational teams as well as inter-organizational relationships.