Team Organization Research Articles

The Pathway to Startup Success: A Comprehensive Systematic Review of Critical Factors and the Future Research Agenda in Developed and Emerging Markets

Notwithstanding the benefits derived from successful startup firms in the contemporary entrepreneurial landscape, for many startup firms, the pathway to success is extremely challenging; unfortunately, the failure rate is globally high. The aim of this article is to review empirical contributions regarding startup firms and provide a comprehensive analysis of the factors influencing their success in developed and emerging markets. Following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, a systematic search was undertaken within the Web of Science database, encompassing studies published between 2004 and 2024, which were analyzed. The PRISMA framework is preferred because it stands out from other guidelines due to its transparent and complete reporting and evidence-based recommendations. This work also employed aggregate impact estimation to rank the relative importance of each success factor regarding the success of startups. This article offers a comprehensive analysis of 24 success factors extracted from a systematic review of 48 empirical studies conducted on the subject. We prioritized each success factor according to their relative impact on the success of startup firms. These were classified as personal (entrepreneurial vision and leadership, adaptability, networking), organizational (team building, financial and resource management, innovation, strategy and marketing) and environmental factors (government support and dynamism of political, economic and cultural environment). The findings underscore the importance of a holistic approach that considers both internal and external factors in fostering startup success. However, it is essential to acknowledge that not all factors exert comparable effects on success; certain factors wield a substantial influence, whereas others demonstrate a significant yet lesser impact. Several conclusions and implications for startup founders, government policymakers and startup firm researchers are derived.

Risk and Prognosis of Hamstring Injuries in the National Football League: A 12-Year Review.

Hamstring injuries can have a significant burden on a professional football player's career and performance. One in 4 players will suffer a lower extremity strain in their career, with the hamstring being the most common. These injuries are often fraught with extended periods of recovery and reinjury rates varying between 16% and 38%. To determine the progression and duration of hamstring injury as well as risk factors and probability of reinjury in the National Football League (NFL). Descriptive epidemiology study. Data were extracted from the official publicly accessible NFL database of injuries. NFL players suffering a hamstring injury during the study period of 2008-2020 were identified. Injuries were reported weekly as mandated by the NFL. Players were deemed cleared from injury when no longer listed in the injury report (IR). Reinjury was defined as any subsequent hamstring injury after a player's initial injury. The duration of injury and factors associated with injury were analyzed. Secondary objectives included team-specific injury rates and timing of injury. A total of 2101 hamstring injuries occurred among 1354 players. The mean duration of the IR was 2.4 ± 2.1 weeks. A total of 442 (33%) players suffered subsequent reinjury, 27% of which occurred during the same season. The mean duration on the IR for reinjury was 2.4 ± 1.8 weeks, with no significant difference in duration compared with initial injury (2.4 ± 1.8 vs 2.2 ± 1.7; P = .138). Defensive skill players were most frequently injured (50.4%) followed by offensive skill players (37.7%). Of the 4812 total IR listings, 1806 (38%) did not participate in practice. A total of 1590 (33.5%) had limited participation in practice, and 1353 (28.5%) had full participation in practice. Injury rates among teams varied and ranged from 0.6% (Baltimore Ravens) to 5.7% (Houston Texans), with a median of 3.1% (P < .0001). Hamstring injuries can have a lasting impact on a player's career with more than a third of players suffering subsequent reinjury. Although suffering a hamstring injury predisposes a player to reinjury, previous injury was not associated with longer recovery times. Rates of injury among organizational teams vary; thus, further research to understand the difference in preventive measures and treatment protocols may be warranted.

Pupils' challenging behaviour towards their teachers: The role of teacher team collaboration in prevention. A qualitative study

Student challenging behavior toward teachers is a common phenomenon across countries. This qualitative study, based on 28 interviews with teachers and their school principals, from nine public schools in Denmark, examined how teachers prevent challenging behavior and the role of team organization. The findings emphasize that sharing knowledge, experiences, and responsibilities within teams facilitates prevention. School principals play a key role in supporting teachers and fostering reflection on teacher-student interactions. Trust among team members is essential for effective collaboration. Strengthening team organization and collaboration offers a practical approach to managing and preventing challenging behaviors within the student-teacher dynamic in schools.

Interfaith Collaboration: Boundary Crossing in a Participatory Action Research Project with Health Care Chaplains in The Netherlands.

This article explores the challenges faced by a multifaith chaplaincy team in a Dutch health care organization when searching for a shared professional identity regarding the role of worldview and religion. Using boundary theory, we show how the diverse worldviews and the contradictory visions on their role for chaplaincy's professional identity led to misunderstandings and conflict. However, open and respectful dialogue about these differences helped clarify disagreements and identify common ground. The findings suggest that in secular contexts worldview remains significant in chaplaincy and that engaging in dialogue about worldviews and seeking connections across differences is the basis for a shared professional identity.

The Impact of Workflow Interruptions on Multidisciplinary Team Communication in Hybrid Healthcare Settings

Workflow interruptions are skyrocketing in the contemporary workplace, especially in collaborative team environments. The reliance on (communication) technologies and accessibility through email and phone creates increasing avenues for frequent teamwork interruptions. In this study, we investigate in fourteen multidisciplinary team meetings in hybrid healthcare settings (1) which workflow interruptions naturally emerge and (2) how these interruptions influence the communicative processes within the team. We find evidence for an interruptive meeting environment, characterized by videoconferencing issues, disruptive beepers/phones that go off, and people leaving and entering the meeting room during patient discussions. Contrary to what was expected, team members initially respond to the interruption with positive statements (i.e., humor) as a coping mechanism, which decreases significantly in the minutes after the interruptive event. After the interruptive episode, significantly more negative statements, as well as conversational repetitiveness occurs. This research contributes to understanding naturally occurring workflow interruptions in actual organizational healthcare teams, by providing objective and fine-grained empirical insights into how workflow interruptions affect changes in the teams’ communication.

Identifying CFIR Inner Setting Factors in the Implementation of a Salon-Based Intervention to Reduce Barriers and Improve Pre-Exposure Prophylaxis (PrEP) Uptake Among Black Women in US South.

US Black women are disproportionally represented in new HIV diagnoses. PrEP is effective in HIV prevention, but Black women's uptake is low. The UPDOs salon-based intervention is effective in overcoming barriers to care but scaling implementation is needed. This mixed-method pilot study sought to understand how salon organizational factors may have influenced UPDOs implementation with a focus on organizational culture, team culture, relational connection, and communication within a Consolidated Framework for Implementation Research (CFIR) inner setting lens. Organizational culture and team culture were measured using the Organizational Culture Survey (OCS) and Team Psychological Safety Scale (TPS). Relational connection and communication were explored qualitatively using participant observations and semi-structured interviews. Findings were positive towards teamwork, morale, information flow, involvement, and supervision as well as reflected positive organizational environment that were supportive of developing knowledge and skills. Relational connection and communication created a trusting environment that facilitated implementation. Future research can benefit from examining organizational environment when scaling interventions to overcome HIV and PrEP inequities.

Postconcussive symptom severity, risk factors for prolonged recovery, and mental health history: Pathways of influence in a diverse pediatric sample

Postconcussive symptom severity, risk factors for prolonged recovery, and mental health history: Pathways of influence in a diverse pediatric sample

Guidelines Management to Promotion of Wushu in Schools Within Jinzhong City

Research Objective: Wushu in schools promotes physical fitness, self-discipline, and focus while also preserving cultural heritage and instilling a sense of tradition. It promotes teamwork, builds confidence, and instills lifelong values such as perseverance and respect. Thus, this research aimed to study construct guideline management to promote wushu in schools within Jinzhong City Shanxi Province China. Research Method: This research is qualitative. The population of 1250 persons as a sample from Taro Yamane table opened confidence at 95% sample group was 286 students were student in the wushu club from 10 high schools in Jinzhong City, the step of collection data a questionnaire survey from students, 7 Expert interviews, 10 experts for Focus group and5 experts for Connoisseurship discuss and confirm guideline. The statistics analysis of data used content analysis and mean(x̄) and standard division (S.D.) Results: The results showed that the guideline management for promoting wushu in school was planning, organization, leading, and controlling. The planning has 9 items The organization has 9 items The leading 9 items and the controlling has 7 items. Conclusion: This study developed comprehensive guidelines for promoting Wushu in secondary schools in Jinzhong City, Shanxi Province, China, using strategic planning, organizing, leading, and controlling methods. Key findings highlight the importance of structured planning, effective team organization, leadership in athlete development, and systematic evaluation processes. The study emphasizes that successful Wushu promotion requires aligning curriculum adjustments with national goals, continuous teacher and coach development, and the integration of modern technologies for training and evaluation.

Dis-continuity in Continuity-of-Care: a pathway for more equal access to mental health care services?

Abstract Background Access to healthcare is core to achieving universal health coverage. Reaching and obtaining appropriate health care services requires engagement by health care organizations and users. For people with mental illness, access emerges as a continuous process, reflecting oscillating health conditions. This challenges aspirations of continuity of care (COC), but we know little about the experiences of users. Methods We carried out observations of interactions between professionals and users (n = 18) and semi-structured interviews with users, professionals, and managers (n = 33) in the specialised mental health services in Central Denmark Region and FACT-inspired teams in three municipalities. We also conducted 3 focus groups with regional and municipal professionals from these teams. Data was analysed through a qualitative thematic analysis. Results From the perspective of users, COC builds on the acknowledgment of their entire life situation. For users, this is about making connections between their past, present and future lives. Past experience affect their present abilities to follow treatment and influence future hopes and expectations. The acknowledgment of these connections often translates into spaces of discontinuity in continuity, where users need occasional breaks from treatment but worry about being excluded from treatment. Crucially, the organization of the FACT-inspired teams allows for flexibility in the intensity of visits and treatment. The norms of professionals also support users’ perspectives on COC, as the norms focus on building trust in the relations between users and professionals. Conclusions One important step to achieve more equal access is to integrate the social world of users. This requires organizational and professional approaches that allow for user needs for dis-continuity in COC. Key messages • For mental health service users, continuity-of-care includes breaks from treatment (discontinuity). • More equal health access requires adapting continuity-of-care to needs as perceived by users.

Refining the Scrum Paradigm: A Comprehensive Study of Software Development Practices (2020-2023)

This article presents a complex vision on software production practices aimed at enhancing the Scrum methodology within software project management. The recommended best practices are closely aligned with contemporary trends in the IT sector, including the total digitalization and virtualization of production processes, the transition to fully remote software development models, the incorporation of artificial intelligence technologies, and the implementation of cost-effective models in team organization. The modifications to software production processes discussed herein are grounded in research conducted between 2020 and 2023, encompassing insights from leading Russian, European, and global IT companies. This research underscores a significant transformation in IT business practices, reflecting a shift towards new benchmarks for Scrum team efficiency. These benchmarks emphasize the data-driven formalization of production models, automation facilitated by AI tools, and noticeable cost optimization within engineering teams, which collectively align with the evolving demands of the modern IT landscape. The article details a series of management strategies designed to adapt to these shifts, including the formalization of sprint goals and processes within Scrum, management of technical debt, and the cost-efficient organization of development teams.

Nonbinary youth and young adult experiences in organized team sports in Canada

Research concerning sexual and gender minority inclusion in sport has primarily focused on cisgender and binary transgender participants. Participation in organized team sport among nonbinary people is understudied. The goal of this study was to identify the barriers nonbinary people face to entering and remaining in organized team sports in Canada. The Understanding Affirming Communities, Relationships and Networks Study surveyed 6495 15-29-year-olds in Canada, including 2513 nonbinary (encompassing genderqueer, agender, third gender and trans nonbinary) and 1929 cisgender respondents. A smaller proportion of nonbinary respondents (11%) participated in team sport compared to cisgender respondents (18%) (p = 0.001). More nonbinary respondents (62%) have played a sport and then stopped compared to cisgender respondents (57%) (p = 0.0008). The most commonly reported reason nonbinary people felt unsafe in sport was discriminatory comments, with >50% witnessing homophobic, transphobic, and/or sexist comments. Structural and policy changes by organizers, administrators, and coaches can support the inclusion of nonbinary people in organized team sports.

Optimalisasi Tindak Lanjut Laporan Hasil Pemeriksaan di Kementerian Pertanian: Peran Pimpinan dan Tim TLHP

This study aims to analyze the response of work units (satker) to the follow-up of Audit Reports (LHP) at the Ministry of Agriculture. Audit Reports issued by oversight institutions, such as the Inspectorate General, act as a stimulus to identify issues and provide recommendations that need to be addressed by the work units. The response is influenced by the readiness, commitment, and capabilities of leaders and staff responsible for the follow-up process. The study found that leadership commitment is crucial in determining the effectiveness of the follow-up; leaders who do not emphasize the importance of Audit Report Follow-Up (TLHP) tend to weaken the organizational drive to act. As a solution, work units that optimally follow up on audit findings establish organized TLHP teams, formulate clear action plans, and conduct regular monitoring and evaluation. This ensures that all recommendations are followed up on time and in accordance with procedures.

Too few or too many? Exploring the Link between gender dissimilarity and employee absenteeism

Despite well-intentioned gender diversity initiatives aimed at addressing gender imbalances by ensuring minimal female representation in predominantly male groups, such tokenism often exacerbates discrimination and social isolation for these women, potentially leading to absenteeism. Research suggests that the benefits of diversity are realized only when the ratio of women to men reaches a critical threshold that allows for genuine integration and participation. However, this threshold remains uncertain. We integrate tokenism theory with social identity and status characteristics theories to investigate the effects of gender ratios within organizational teams on individual absenteeism. Specifically, we theorize a U-shaped relationship between gender dissimilarity and absenteeism for women, but not for men. Study 1, with a one-year cross-lagged design, encompassing 10,332 blue-collar workers in 1064 teams, supports the U-shaped relationship for women, while the relationship for men was non-significant. In Study 2, we use an experimental design with a sample of 370 female blue-collar workers to explore two potential mechanisms that may together explain the U-shaped gender dissimilarity effect for women. We test whether the gender composition of the work group affects both women’s likelihood of reporting unpleasant experiences and the group’s norms regarding absence. We draw theoretical and practical implications from these findings.

Analysis of Employee Satisfaction in Non-Profit Organisations - Based on a Survey of an Association in Nanjing City

Since the beginning of the 21st century, with the gradual expansion of the non-profit organization team, its related needs in human resource management have become increasingly urgent. And the related research on human resource management in non-profit organizations has gradually attracted attention. However, compared with the more mature research on human resource management in for-profit organizations, there are relatively few studies on human resource management in non-profit organizations. This paper selects employee satisfaction as the starting point to study the human resource management of non-profit organizations. Employee satisfaction, as one of the dimensions for judging the human resource management level of non-profit organizations, can detect problems in the human resource management of the organization as early as possible and make corresponding improvements to meet the needs of employees and enhance their work enthusiasm. At the same time, employee satisfaction can also predict employees' mobility intentions and become an important reference for preventing brain drain in advance. This research is based on the relevant theory of job satisfaction, using a questionnaire survey and in-depth interviews as research methods. Take an association in Nanjing as an example to conduct field research and analysis on employee satisfaction in non-profit organizations. In-depth analysis, using SPSS software to carry out descriptive statistical analysis on the data collected by the questionnaire survey and test the reliability and validity of the questionnaire results, found the shortcomings of human resource management in non-profit organizations. Through relevant theoretical analysis, taking into account the actual situation of the association, it puts forward corresponding improvement measures and suggestions for the human resource management of non-profit organizations.

Development of an Indicator System for Evaluating Risks in Trekking Tourism

In today’s fast-paced and and high-stress society, trekking tourism is a leisure activity for stress relief and closer nature engagement. Given the adventurous nature inherent in trekking tourism, risk assessment is deemed both crucial and imperative. This study aims to develop a risk assessment framework for trekking tourism based on the Delphi method and Analytic Hierarchy Process (AHP). Initially, we conducted a literature review and expert interviews grounded in the Systems Theory of Accident Causation and the Human Factors Theory to establish the risk assessment paradigm specific to trekking tourism. Subsequently, we ascertained specific weights for each evaluation criterion and delineated explicit data sources for each operational indicator. The findings indicate that the formulated risk assessment system for trekking tourism is both scientifically grounded and practical, furnishing stakeholders in the tourism industry, organizational teams, and management authorities with an efficacious tool for evaluating the safety conditions of trekking tourism activities.

The role of mentoring programme coordinator: professional development meta-facilitator?

ABSTRACT This paper addresses an under-researched role in the professional development in education and mentoring in education literature, that of the mentoring programme coordinator. It draws on a multi-method study which includes a review of international research literature and a secondary analysis of existing datasets. The findings synthesise the sparse empirical research on mentoring programme coordinators by identifying key responsibilities associated with the role, together with factors which enhance and impede effective mentoring programme coordination. The findings are discussed in relation to the growing body of literature on professional development facilitators, and it is suggested that mentoring programme coordinators exemplify an original category of professional development meta-facilitators. Implications of the study for policy, practice and further research are presented, including research-informed recommendations for mentoring programme providers and organisational leadership teams who wish to enhance mentoring programme coordination, with a view to strengthening the impact of mentoring programmes and the professional learning and development of the educators such programmes support.

The Relationships Between Organizational Citizenship Behavior, Affective Commitment and Team Effectiveness in A Non-Profit Organization

Non-profit organizations play a crucial role in fostering healthy communities by providing vital services that contribute to economic stability and mobility. However, the effectiveness of these organizations hinges on the positive and engaged behavior of their employees. These organizations may face challenges in staffing and resource management that can hinder performance and funding, making team effectiveness and organizational citizenship behavior essential for success. This study investigates the relationships between organizational citizenship behavior (OCB), affective commitment, and team effectiveness in a non-profit organization based in Selangor. Utilizing a cross-sectional design and a quantitative approach, 118 employees across local and international branches of a non-profit organization participated in an online survey. Data analysis was conducted using SPSS version 26. The study found that conscientiousness, courtesy, and civic virtue are the dimensions of (OCB) that positively influence team effectiveness, while altruism and sportsmanship did not show a significant impact in the non-profit context. Conscientious employees who are diligent and responsible, along with those who exhibit courtesy by being considerate and communicative, and those who actively participate in organizational activities, contribute meaningfully to team success. Furthermore, affective commitment, or employees' emotional attachment and identification with the organization, was also found to enhance team effectiveness, highlighting the role of an engaged and committed workforce in driving positive outcomes.

Generative AI, Emerging Technology, and Organizing: Towards a theory of progressive encapsulation

Generative AI is upon us and is changing organizations and organizing. In this essay, we extend the relational perspective on technology, which argues for moving away from an entity-based view of technology to one that focuses instead on the evolving relations and functions between people, technologies, and organizations. We do so by introducing the concept of “progressive encapsulation” which captures GenAI’s potential ability to increasingly expand the “black box” and reduce visibility into and control over the relations and functions performed. We argue that progressive encapsulation is critical in our theorizing about GenAI. As an illustration and thought experiment we consider how GenAI and progressive encapsulation may necessitate changes in our theorizing about groups and teams in organizations.

Enhancing Team Dynamics and Leadership Skills for Residents Leading Multidisciplinary In-Patient Cardiac Arrest Teams

Background: Cardiac arrest is a prevalent event with low survival rates, both in out-of-hospital and in-hospital settings. There is a lack of specific training programs addressing team dynamics and leadership skills during resuscitation events, creating a clinical gap. This project aimed to enhance team dynamics and improve leadership skills during IHCA resuscitation events. Methods: We implemented the Mock Code Project for resident physicians from our Internal Medicine Residency Programs in the simulation center (i.e., in a controlled environment) to address this gap. Multidisciplinary team mock code scenarios were created for residents, allowing them to lead resuscitation simulations. The scenarios were based upon common conditions encountered during codes (Cardiac arrest). Trained evaluators provided real-time feedback, and pre-and post-surveys were conducted to assess team perception and gather feedback. Results: Baseline data revealed that 98.6% (143 of 145 residents total) felt uncertain or lacked confidence in leading effective codes in our hospital prior to the intervention. Post-test survey outcome data revealed that 95.1% of participants (136 residents of 143) reported that the sessions challenged their skills at leading codes and improved their skills at managing resuscitation teams. Conclusion: Organized codes with clear roles, responsibilities, bed positioning, and clear leadership significantly improve closed-loop communication, effective team interaction, and patient outcomes. The Mock Code Project fills the gap in training programs by focusing on team dynamics and leadership skills during IHCA resuscitation. Ongoing evaluations and feedback ensure continual improvement in resident confidence and skills. Implementing organized codes benefits residents and healthcare teams, ultimately improving patient care during IHCA. Well-designed mock code scenarios with real-time feedback from senior physicians are an effective way for trainees to develop these skills and this awareness without compromising patient safety.

Management of innovative projects to ensure innovative development of enterprises

The subject of the study is theoretical provisions, methodology of adaptive management of innovation projects and innovative development of enterprises, methodological basis, practical proposals for its research in modern conditions. The purpose of the article is to summarize generalization of the theoretical basis of the features of innovative projects, the expediency of using organizational structures for managing the processes of their formation and implementation, analysis of adaptive methodologies for managing innovative projects to ensure the employment of workers, their innovative development, and development of practical recommendations on these issues for a working enterprise. The purpose is revealed by solving the following tasks: generalize the features of innovative projects that determine the success of their implementation; determine the feasibility of using organizational structures of enterprise management for the formation and implementation of innovative projects to ensure innovative development; identify and propose the use of adaptive management methodologies for innovative projects to achieve successful innovative development of enterprises; develop a hybrid organizational structure for innovation management; the main directions of innovative personnel management of enterprises to promote their employment and management of innovative development are proposed. To solve the tasks, the following methods were used: theoretical generalization, analysis, synthesis, induction and deduction, structural and logical analysis, systemic and situational approaches, the method of working day photography, Agile adaptive management methodology, graphic method, and the authors' own practical experience. The conclusions and results of the article are as follows: it is proved that the management of innovation projects should take into account their features, be based on the use of project, matrix and hybrid organizational management structures and the application of adaptive methodologies for managing innovation development and the formation and implementation of innovation projects, such as Agile, Scrum, Kanban, Lean. For the operating enterprise Nebozvid LLC, using adaptive management methodologies, a hybrid organizational structure of the project department has been developed to ensure the innovative development of the enterprise through the implementation of innovative projects with the organization of small project teams. The main trends in innovative personnel management of enterprises are proposed, the use of which contributes to the success of innovative project management to ensure the innovative development of enterprises.