Team Relationships Research Articles

Testing The Relationship Between Trust And Positive Relationships Within A Top Management Team: A Second-Order Structural Equation Modeling Approach

Purpose: This paper presents the results of investigation of how trust within the team affects positive interpersonal relationships in top management teams (TMT).
 Design/Methodology/Approach: In accordance with the positive approach in management sciences positive relationships and trust within teams are crucial resources which allow management teams to face the strategic challenges of the modern market. Based on critical literature review the theoretical framework of the model was created to test the relationship between antecedents of trust and positive interpersonal relationships within TMTs. The study is based on a survey conducted on a sample of 123 top managers and members of teams in Poland. The verification of the theoretical model was performed based on a second-order structural equation modelling approach.
 Findings: This research shows that among antecedents of trust
 Originality/value: Studies of managerial teams in the field of interpersonal relations are rare. This paper contributes to fill this gap by selecting TMT teams as subjects for research. The study reported in this paper contributes to current understanding of the nature of relationship between trust and positive relationships in team.
 Keywords: trust, positive relationships, top management team (TMT), trust within team
 Paper type: Research paper.

Perspectives on the Intersection of Electronic Health Records and Health Care Team Communication, Function, and Well-being

Understanding of the interplay between the electronic health record (EHR), health care team relations, and physician well-being is currently lacking. Approaches to cultivate interpersonal interactions may be necessary to complement advancements in health information technology with high-quality team function. To examine ways in which the EHR, health care team functioning, and physician well-being intersect and interact. Secondary qualitative analysis of semistructured interview data from 2 studies used keyword-in-context approaches to identify excerpts related to teams. Thematic analysis was conducted using pattern coding, then organized using the relationship-centered organization model. Two health care organizations in California from March 16 to October 13, 2017, and February 28 to April 21, 2022, participated, with respondents including attending and resident physicians. Across data sets, themes centered around the interactions between the EHR, health care team functioning, and physician well-being. The first study data focused on EHR-related distressing events and their role in attending physician and resident physician emotions and actions. The second study focused on EHR use and daily EHR irritants. The 73 respondents included attending physicians (53 [73%]) and resident physicians (20 [27%]). Demographic data were not collected. Participants worked in ambulatory specialties (33 [45%]), hospital medicine (10 [14%]), and surgery (10 [14%]). The EHR was reported to be the dominant communication modality among all teams. Interviewees indicated that the EHR facilitates task-related communication and is well suited to completing simple, uncomplicated tasks. However, EHR-based communication limited the rich communication and social connection required for building relationships and navigating conflict. The EHR was found to negatively impact team function by promoting disagreement and introducing areas of conflict into team relationships related to medical-legal pressures, role confusion, and undefined norms around EHR-related communication. In addition, interviewees expressed that physician EHR-related distress affects interactions within the team, eroding team well-being. In this study, the EHR supported task-oriented and efficient communication among team members to get work done and care for patients; however, participants felt that the technology shifts attention away from the human needs of the care team that are necessary for developing relationships, building trust, and resolving conflicts. Interventions to cultivate interpersonal interactions and team function are necessary to complement the efficiency benefits of health information technology.

Navigating team resilience: A video observation of an elite yacht racing crew

AbstractIn this paper, we take a process perspective to inductively theorize how shifting sources of adversity and subjective experiences of team relationship quality influence team resilience across time. Building on the literature, we characterize team resilience as a set of team‐level processes—anticipation, coping, and learning—which can support teams to work interdependently to return to, or beyond, pre‐adversity levels of performance. Despite the rising interest, existing research has tended to be theoretical or exploratory in relation to sources of everyday team adversity. To further understand team resilience, we examine how the characteristics of team resilience unfold across time between a crew of sailors during a challenging multi‐day yacht race and competitive demands. Using video observations and interview data, we explore in real‐time how team resilience processes are (i) shaped by dynamism in the sources of external (environmental) adversity and internal team adversity encountered and (ii) influenced by shifts in the subjective experience of team relationship quality across time. We make two contributions: a novel conceptualization of how external (environmental) adversity and internal team adversity affect team resilience processes across time and a theorization of how relationship quality affects team resilience in the context of shifting adversities.

HETEROGENEITY OF TOP MANAGEMENT TEAM RELATIONSHIP, CORPORATE SOCIAL RESPONSIBILITY AND CORPORATE PERFORMANCE

Based on the perspective of corporate social responsibility, this paper builds an index of executive-team relationship heterogeneity based on four dimensions of academic, financial, market and foreign background relationships, and systematically explores the objective results, advocacy paths and value effects of executive-team relationship heterogeneity on corporate performance in the context of social relationships in China. The results show that the higher the heterogeneity of executive-team relationships is, the more negative the impact on corporate performance will be. As for the path of influence, a mediating effect test is used to verify that executive-team relationship heterogeneity can affect corporate performance by influencing the level of CSR performance. This paper expands the literature on factors influencing corporate performance at the micro level of the context of executive team relationships, which is an important guideline for improving the structure and mechanism for selecting managers in listed companies, further regulating the corporate governance system, and enhancing corporate value.

The influence and mitigation of bad apples on group dynamics and outcomes

This research investigates the effect of exceptionally poor team members (identified as “bad apples”) on team dynamics and team performance. The negative impact of bad apples is shown to harm group dynamic factors of team effectiveness, relationships, cohesion, and increase conflict. In addition, we show that bad apples reduce team satisfaction and overall team grades. The use of a two-stage peer evaluation process is explored as a viable technique to minimize the negative impact of bad apples and appears to reduce the number of bad apples. We conclude with a discussion of applicable tools and techniques that can be utilized in a classroom to enhance the group experience and outcomes.

Effective Teams in Vocational Rehabilitation: An Exploration of Complexities and Practice in Aotearoa-New Zealand.

Vocational rehabilitation (VR) involves complex skills, and often inter-disciplinary teams need to work effectively to meet the needs of stakeholders. Research highlights important influences on effective teamwork, including funding systems, team structure, policies and procedures, and effects of professional hierarchies. This qualitative study aimed to explore these issues in-depth including how factors interact to produce problems and solutions. We focused on identifying challenges and opportunities for VR teams working in the Aotearoa-New Zealand context which may also be transferrable to other settings. Qualitative descriptive instrumental case study involving focus groups and interviews with two VR teams (n = 14). Teams worked in musculoskeletal injury and were geographically diverse. Reflexive thematic analysis was used to analyse the data. Analysis constructed three overarching themes: Having the Power, Being Human, and VR is Not for Everyone. Achieving trusting relationships within the team was paramount. This was achieved through seeing everyone as equal, and as human. Equality within the team was particularly important for professionals that occupied different positions of power in a wider professional hierarchy. VR specialist skills (experience and postgraduate qualifications) were often under-recognised, leading them to have little power in VR decision making processes. VR professionals also experienced competing demands between client needs and business drivers. Findings offer detail of processes teams engage in to create effective team relationships and manage systemic factors to facilitate positive outcomes. Additionally, findings highlight opportunities in decision-making processes for VR medical certification that may increase job satisfaction and better utilize skills and expertise.

The Negative Effect of Work Environment and Team & Co-Worker Toward Employee Burnout: Testing The Mediating Role of Engagement

Due to its relevance to businesses, employee engagement has been the subject of extensive study, and many scholars have linked it to burnout as its antipode. The work environment and team and co-worker interactions promote engagement and reduce burnout if well-managed. This study investigates the function of engagement as a mediator between the indirect effects of work environment, team, and co-worker relationships on employee burnout. Respondents are sourced from a public firm employee (Tbk). Using SEM-PLS, three hundred thirty-one obtained data are processed. The results indicate that burnout is negatively related to the work environment and team and co-worker relationships and that employee engagement somewhat mediates these relationships. To mitigate burnout, an additional study can investigate employee satisfaction and performance.

Blueprints for well-being: Modeling the way through Human-Centered Leadership and Pathway to Excellence.

Blueprints for well-being: Modeling the way through Human-Centered Leadership and Pathway to Excellence.

Impacto de los «daily huddle» en la seguridad del paciente pediátrico hospitalizado

IntroductionIn 2017, the Joint Commission proposed daily meetings called “huddle” as an indicator of quality of care. They are brief daily meetings of the multidisciplinary team, where security problems of the last 24h are shared and risks are anticipated. The objectives were to describe the most frequent safety events in Pediatric wards, implement improvements in patient safety, improve team communication, implement international safety protocols, and measure the satisfaction of the staff involved. Material and methodsProspective, longitudinal and analytical design (June 2020–February 2022), with previous educational intervention. Safety incidents, data related to unequivocal identification, allergy and pain records, data from the Scale for the Early Detection of Deficiencies (SAPI) and the Scale for the Secure Transmission of Information (SBAR) were collected. The degree of satisfaction of the professionals was evaluated. ResultsThree hundred forty-eight security incidents were recorded. Medication prescription or administration errors stood out (n=103). Drug prescription or administration errors stood out (n=103), especially those related to high-risk medication: acetaminophen (n=14) (×10 doses of acetaminophen; n=6), insulin (n=6), potassium (n=5) and morphic (n=5). An improvement was observed in the pain record; 5% versus 80% (P<.01), in the SAPI registry 5% versus 70% (P<.01), in SBAER scale 40% vs 100% (P<.01), in unequivocal identification of the patient 80% versus 100%; (P<.01) and in the application of analgesic techniques 60% versus 85% (P=.01). In the survey of professionals, a degree of satisfaction of 8 (7–9.5)/10 was obtained. ConclusionsHuddles made it possible to learn about security events in our environment and increase the safety of hospitalized patients, and improved communication and the relationship of the multidisciplinary team.

Relationship clusters and performance of conflict management strategies in cross-organisational projects teams

PurposeThe link between relationship typologies and effectiveness of conflict resolution approaches remains to be tested despite its significance in conflict management in construction project delivery. By using the four relationships attributes based on the group attachment theory, the purpose of the study was to explore the cluster of relationships among project teams and organisations and the performance of conflict management strategies across these clusters in the Ghanaian construction industry.Design/methodology/approachUsing a deductive questionnaire survey in the Ghanaian construction industry, a total of 137 responses were gathered and analyzed using cluster analysis, mean scores and ANOVA to reveal the relationship clusters and performance of conflict management strategies across these clusters.FindingsThe results revealed eight relationship clusters that exist among project teams and organisations with distinct influence of roles & tasks function, cognition, emotions and behavior attributes across the relationship clusters. In the aspect of the effectiveness of conflict management strategies, it was noted that the performance of these strategies were significantly different across the groups. For instance, integrating as a conflict management strategy was deemed to be effective in resolving conflict in unitary, adversarial, pluralist, mutuality, collaborative and partnering relationship clusters. In the case of coopetitive and coercive relationships, the performance of integrating as a conflict management strategy was less effective. This study thus has empirically proved that, different relationship clusters of teams and organizations exist within the Ghanaian construction industry, and that they perform different roles & tasks functions, cognition, emotions and behavioural attributes in their formation. Additionally, the performance effectiveness of conflict management strategies differed across the relationship clusters.Originality/valueBy aligning the relationship attributes to the dynamics of relationship clusters experienced in project teams and organisations, relationship quality, suitability and effectiveness of conflict management strategies can be optimized. The findings can inform project teams and stakeholders to develop fit-for-purpose relationship attributes among teams and organisations to enhance team effectiveness, relationship quality and conflict management in the industry.

Employee Engagement in the Education Industry in Klang Valley, Malaysia

In this study, five variables; team and co-worker relationships, work environment, leadership, training and career development, and organizational culture were examined, to examine the influence on employee engagement in Klang Valley, Malaysia. Using quantitative approach, data was collected using an online survey. The findings revealed that three hypotheses were supported; employee engagement and team and co-worker (? = 0.377, t = 5.380, p < 0.05); employee engagement and work environment ((? = 0.179, t =2.035, p < 0.05) and employee engagement and training and career development ((? = 0.304, t = 3.887, p < 0.05). The result also revealed two hypotheses were not supported: employee engagement and leadership (? = 0.008, t = 0.107, p > 0.05) and employee engagement and organizational culture (? = 0.038, t = 0.492, p > 0.05). Based on the results of the study, it was found that team and co-worker relationships, work environment, and training and career development are significantly related to employee engagement. On the other hand, leadership and organizational culture have no significant relationship to the employee engagement.

I Can’t Work Like This: The Effects of Action-State Orientation Diversity on Relationship Conflict in Teams

Action-state orientation (ASO) is a self-regulatory motivational difference reflecting the extent to which individuals will initiate action, avoid distractions, and persist in the face of obstacles or failure. Although differences in action- and state-oriented members are likely to harm team outcomes, the impact of ASO diversity on team functioning has not been explored. Therefore, this study examined the effects of ASO diversity on team relationship conflict, as well as the moderating effects of transition processes and interpersonal processes. Results indicated that teams with high levels of ASO diversity (i.e., having a mixture of action-oriented and state-oriented members) reported higher levels of relationship conflict. Further, interpersonal processes, but not transition processes, moderated the ASO diversity-relationship conflict link. These results draw attention to a novel form of team diversity that increases interpersonal disagreement and emotional friction between members as well as identify a means of mitigating these effects through processes that facilitate confidence building, affect management, and conflict resolution.

How learning spaces matter in entrepreneurship education: introducing the concept of topopraxis

ABSTRACT Research into entrepreneurship education has explored content, audience and pedagogy but much is still to be studied when it comes to the spatial dimensions of learning – that is, where entrepreneurship is taught, how this matters for pedagogies used, and the implications for learning. We seek to strengthen a theoretical foundation for understanding learning spaces and the spatial dimensions in entrepreneurship education (EE). We extend the teaching model framework by Fayolle and Gailly, to develop a conceptual model that relates place and pedagogy into learning spaces in EE, informed by recent pedagogical trends in experiential learning and design pedagogy. The model concerns the where-how, the topopraxis, of two types of learning spaces in team-based EE that are grounded in theory on the spatial dimensions of social interaction pertaining to team ‘territory’, and stakeholder proximity. The model proposes that topopraxis in EE programmes will impact learning processes and outcomes in the form of team relationship building, conceptual development , and student identity formation. To illustrate the applicability of the model, we analyse two cases of EE programmes, both conducted in studio environments, but differing in topopraxes and learning outcomes. Finally, we offer implications for EE research, and for the design of entrepreneurship programmes.

Allowing Relationships to Unfold: Consult Reason and Topics Discussed in Initial and Subsequent Palliative Care Visits Among Children Who Died From Relapsed/Refractory Cancer.

Background: Children with relapsed/refractory cancer have a myriad of palliative care needs. While pediatric oncology clinicians meet many of these needs, studies suggest that these children often have distressing symptoms and that families feel unprepared for their child's end-of-life (EOL). Oncology clinicians cite barriers to pediatric palliative care (PPC) consultation, including concerns that PPC teams will upset families with EOL discussions. This study evaluated topics addressed by PPC teams over the course of their relationship with children who died from cancer. Methods: Retrospective chart review of children who were diagnosed with relapsed/refractory cancer, received PPC consultation at an academic children's hospital, and died between January 2008 and January 2017. Information was extracted regarding the child's treatment, EOL care, and the content of PPC consultation over the course of the team's relationship with the child/family. Results: Fifty-six children were included in the analysis. The most frequent reasons for the initial consult were pain (n = 31, 55%) and non-pain symptom management (n = 18, 32%). At the initial consult, the PPC team most often discussed symptom management and psychosocial support. Prognosis was not discussed in any initial consult. Over subsequent visits, the PPC team expanded their scope of discussion to include goals of care, advance care planning, and hospice. Discussion: Concerns from oncology clinicians that PPC teams will extend beyond the reasons for initial consult into prognostic/EOL discussions at the first visit may be unfounded. Greater familiarity with PPC team practices may facilitate more timely consultation of PPC and its complementary set of services.

Psychological impact of Covid-19 pandemic in mental healthcare workers: a cross-sectional study in an Italian Department of Mental Health.

The Covid-19 pandemic is having a great impact on the lives of healthcare workers, but its psychological impact on Mental Healthcare Workers (MHWs) remains to be better explored. The aims of the present study were to assess the correlates and predictors of stress and adverse psychological effects in MHWs during the first waves of the Covid-19 pandemic. A total of 124 MHWs (psychiatrist/psychiatry resident, nurse, psychologist/psychotherapist, psychiatric rehabilitation therapist/educator, other mental health professional) working in public facilities of the ASST Spedali Civili of Brescia, Italy, was assessed between June 28, 2020 and August 10, 2020 with an online questionnaire that included sociodemographic, professional and Covid-19 exposure information, the Impact of Event Scale - Revised and the Depression Anxiety Stress Scales 21. Multivariate linear regression models were designed to identify individual predictors of post-traumatic, depressive, anxiety and stress-symptoms. The professional role of nurse, having more years of professional experience and experiencing the death of a patient emerged as predictors of more severe post-traumatic symptoms. The professional role of nurse emerged as the only predictor of more severe depressive symptoms; the professional role of nurse and having more years of professional experience emerged as predictors of more severe anxiety symptoms; more years of professional experience, higher workloads, worse team relationships and experiencing the death of a loved one emerged as predictors of more severe stress symptoms. Alongside other stressful factors, the professional role of nurse and more years of professional experience emerged as predictors of adverse psychological events. Working as a MHW, particularly with high levels of contact with patients during the Covid-19 pandemic, may be considered strenuous work, requiring dedicated training and interventions to improve resilience. Anxiety, Covid-19, depression, mental healthcare workers, stress-related disorder, stressful life events.

LMX differentiation as a double‐edged sword: A social hierarchy perspective for understanding the beneficial and detrimental effects of LMX differentiation on team performance

AbstractDrawing on the social hierarchy within teams literature, we contend that leader‐member exchange differentiation (LMXD) may function as a coordination‐enabling mechanism and as a conflict‐enabling mechanism in transmitting its positive and negative effects on team performance. Specifically, we propose that the positive effect of LMXD on team performance is due to its impact on team role clarity, whereas the negative effects operate through team relationship conflict. To shed light on the boundary conditions that qualify the divergent mechanisms, we further examine the moderating roles of three team structural characteristics (also referred to as team type dimensions), including authority differentiation (AD), skill differentiation (SD), and temporal stability (TS). We conducted two studies to examine our model, which involve multi‐source and multi‐phase lagged data from multiple organizations from diverse industries. Across the two studies, we find consistent support for the coordination‐enabling mechanism and the roles of AD and SD in qualifying this mechanism. Regarding the conflict‐enabling mechanism, both studies support the moderating effect of SD. In contrast, we find limited support for the moderating effect of TS on both the coordination‐enabling and conflict‐enabling mechanisms, although we were only able to examine this in Study 2. We discuss the implications of these findings for future research on LMXD and team performance.

Translating evidence in a priority setting partnership: knowledge gaps between healthcare providers and oesophageal cancer patients

IntroductionDespite the fact that health information is now more accessible than ever, knowledge gaps remain between patients and healthcare providers (HCPs). To date, the patients’ need for information following a diagnosis of oesophageal cancer has not been adequately met.PurposeThe purpose of this study was to identify why knowledge gaps exist between oesophageal cancer patients and HCPs and how to address them.MethodsPurposive sampling of a group of people living with and after oesophageal cancer who had participated in a priority-setting partnership where 45% of questions from patients had existing evidence-based answers. A 7-set question series was developed for use in a patient/HCP focus group in addition to 11 individual phone interviews with survivors of oesophageal cancer. Qualitative semistructured interviews were conducted to explore oesophageal cancer patients’ access to information. The data was analysed thematically, which involved coding all patient transcripts before identifying and reviewing key themes.ResultsThe three primary themes that emerged were as follows: opportunity (HCP team factors and relationship development), ability (patient factors) and priority (pacing of information delivery).ConclusionEffective communication between patients and HCPs was identified as an integral component of the enhancement of patient knowledge. HCPs should continue to refine and improve methods of information delivery and encourage conversations regarding information preferences.

Evolutionary Algorithm for Software Project Scheduling Considering Team Relationships

During software development, human relationships between team members have a significiant influence on development efficiency. Meanwhile, finishing tasks might require new skills that employees have not yet grasped due to changes of customer requirements or other reasons. However, such factors have not been taken seriously in existing software project scheduling work. To address this, a software project scheduling model considering the team relationships is established, which minimizes the duration and cost of software projects by finding the best employee-task allocation. The model introduces the communication cost factor of each team member, and its quantitative connections with changes in human relationships and the growth of skill proficiency are analyzed, respectively. In addition, a selection mechanism for external employees is designed to meet new skill requirements. To solve the model, a bi-population discrete evolutionary algorithm based on information feedback is proposed. Some initial individuals are generated by utilizing heuristic information of "employee suitability". Adaptive tuning of the subpopulation size is realized by the feedback of "evolutionary quality". The selection probabilities of different crossover operators are adjusted according to the "improvement rate". Additionally, a local search strategy is developed based on the "degree of team cooperation" and the ‘improvement rate’. The experimental results show that by considering human relationships under different communication cost factors, the scheduling performance is significantly improved. Compared with the state-of-the-art algorithms, the proposed algorithm can obtain a schedule with a higher quality in problems of different scales.

Team Effectiveness: A Key to Success in ‘IT Organizations’

This study is an attempt is to examine the relationship between different characteristics which makes project teams effective and lead to the success of projects in IT organizations. A survey was conducted on 110 IT professionals who are part of various project teams in IT organizations. A correlation test is used to see the interdependence, and a linear regression model is used to establish a relationship in team effectiveness variables. The result shows that team purpose and goals, team roles, team processes and team relationships contribute to the team's effectiveness and are interdependent. Team purpose &amp; goals and team relationships are positively related. Team roles are also positively related to team processes. There is a need to build and maintain effective teams to maximize team productivity in the organization. This paper lays emphasis on the necessity of investing efforts in various team effectiveness dimensions, regarding team purpose and goals, team roles, team processes and team relationships for developing effective teams. Teamwork is an important lever to create a competitive edge in a globalized competitive environment, so this study contributes significantly to evaluating characteristics responsible for team effectiveness in IT organizations and would be useful for managers to create effective &amp; resilient teams as workplace resilience has been considered an essential asset for enhancing performance and well-being in the face of challenging circumstances.

Behavioral Health Models to Understand High-Risk Prenatal Patient Adherence to Visit Schedule in Camden

Methods: This study included adult, English speaking patients of the high-risk prenatal clinic at Cooper University Hospital that missed at least one appointment. We completed three, one hour focus groups with seven participants. Constant comparison analysis was used to determine common themes discussed by participants. Axial coding and basic unit descriptors were defined by both facilitators to determine common themes discussed during the focus group sessions. Results: We identified two main themes in regards to patient visit non-adherence in our population: logistic issues and perceived relationship issues between the patient and the care team. Logistic issues included issues with rescheduling, seeing different providers, parking, wait time and office hours. In regards to patient-care team relationships, subjects frequently brought up issues with respect, feeling heard by providers, communication and professionalism. All seven patients identified at least one of the five domains of logistic barriers as a concern. Five of the seven participants identified an issue across the four domains of relationship issues. Discussion: The focus group analysis illustrated recurrent themes of logistic barriers and deficiencies in patient-care team relationships that contributed to high-risk prenatal visit non-adherence. A follow-up survey study is necessary to quantitatively assess the most prominent reasons for visit non-adherence based on the themes identified in our study.