Team Cohesion Research Articles

Relevance of the Socialization Process in the Brazilian Public Sector: A Review

This article explores the socialization process in companies through an extensive literature review. Socialization refers to how new employees are integrated into the company culture. This process can take many forms, including orientation sessions, training programs, mentorship arrangements, and team-building activities. The primary goal of socialization is to help new employees understand the company's values, goals, and expectations. Additionally, it aims to facilitate building relationships with colleagues. In conclusion, a successful socialization process can lead to greater job satisfaction, increased productivity, and stronger team cohesion, which is helpful to scholars, human resource managers, and other practitioners.

Work Motivation and Job Satisfaction among Primary Healthcare Workers in Georgia

Motivation is defined as human effort, striving, stimulation process for successful work, and achievement of organizational goals. The purpose of the research is to study the factors determining the motivation and job satisfaction of primary healthcare personnel in Georgia. The relevance of the issue is indicated by the poorly development of the primary healthcare system in Georgia, which is confirmed by the fact that the number of referrals to outpatient medical institutions is 3.6 per capita per year, while it reaches 7.5 in European countries. A quantitative study was conducted in this research. As a result of the research, it was determined that motivation and job satisfaction are complex constructs. The following main factors that influence the job satisfaction of employees in primary care organizations were identified: individual characteristics, financial and non-financial incentives, organizational structures and processes, including supervision, leadership, fairness, and responsibility for the distribution of resources, staff dynamics, and team cohesion, relationships with colleagues and management, relationships with patients, intellectual stimulation, opportunities for continuing medical education. A family physician’s and family nurse practitioner’s job satisfaction significantly improves the services and has a positive impact on the patient’s well-being. Health policymakers and managers need to critically analyze the importance of providing additional incentives. In order to improve the job satisfaction of primary health care workers, in addition to salary, special emphasis should be placed on supporting family life, creating decent living conditions, adequate free time, educational prospects, and better opportunities for professional development and promotion.

On Shared Leadership Modeling: Contrasting Network and Dyadic Approaches

Shared leadership is a dynamic phenomenon that has gained attention in behavioral science and management research over the last two decades. Network modeling is frequently employed to study this phenomenon, with the recent literature favoring a node-based approach over the traditional dyad-based approach. In this study, we investigate the differential impact of these approaches on shared leadership dynamics in student teams, specifically examining their effects on team task cohesion, team social cohesion, and team performance. We utilized multilevel structural equation modeling to compare node-based and dyad-based approaches in modeling shared leadership networks. Our findings indicate that increased leadership interactions positively influenced team performance and cohesion across both approaches. The dyad-based approach demonstrated a greater effect of leadership interactions on team performance, while leadership centrality significantly impacted performance exclusively in the node-based approach. This research contributes to the field by elucidating the differential impacts of node-based and dyad-based approaches, highlighting their strengths in capturing shared leadership dynamics and centrality effects. Our results underscore the critical importance of aligning theoretical foundations and research objectives with methodological choices in shared leadership studies. These insights enhance our understanding of shared leadership measurement and its implications for team outcomes, offering valuable guidance for future empirical investigations in this domain.

Unraveling Endogeneity: A Systematic Review of Methodologies in Digital Leadership and Remote Work Research

In the evolving landscape of digital leadership and remote work, methodological challenges, particularly endogeneity, have emerged as significant concerns. Endogeneity, which arises when independent variables correlate with regression error terms, can introduce biases that compromise the validity of research findings. This systematic review examines the methodological underpinnings of research in digital leadership and remote work, focusing on how studies have addressed or overlooked the challenges posed by endogeneity. Drawing from 45 seminal articles published between 2019 and 2023, the review reveals a predominant preference for quantitative approaches, with a subset exploring qualitative narratives. While 15 studies directly tackled endogeneity using rigorous methodologies, 10 did not address it, indicating potential gaps in their investigative rigor. This study not only provides clarity and direction for future research endeavors but also supports the advancement of research methodology in business and management by emphasizing the need for methodological rigor in the study of digital leadership and remote work dynamics. By systematically evaluating the methods used to address endogeneity, this research advances the field of business and management research methodology by identifying best practices and highlighting areas for improvement. Specifically, it advocates for the adoption of advanced econometric techniques, such as instrumental variables and fixed effects models, to mitigate biases and enhance the reliability of research outcomes. Furthermore, this review underscores the importance of integrating both quantitative and qualitative approaches to capture the multifaceted nature of digital leadership and remote work, thereby contributing to a more comprehensive understanding of these domains. The study also highlights the influence of unobserved factors on outcomes such as employee productivity, leadership effectiveness, and team cohesiveness. In sum, this research provides a foundational framework for scholars aiming to enhance the robustness and validity of their studies in digital leadership and remote work, aligning with the broader goals of advancing research methodologies in business and management.

It’s the hierarchy, stupid: Varying perceptions of organizational culture between demographic groups

The assumption of a uniform perception of organizational culture among all individuals within an organization is highly questionable. Rather, it is likely that various demographic groups perceive cultural elements differently owing to their diverse backgrounds and experiences. This study utilized an extensive dataset from Germany, encompassing 241,648 participants from 832 companies across diverse industries, to investigate where such perceptual differences are most pronounced: between men and women, across different age cohorts, or between managerial and non-managerial roles. The dimensions under scrutiny included transformational leadership, team cohesion, fairness, compensation, and the employers’ caring attitude. Significant disparities were observed between individuals occupying distinct hierarchical positions, with lesser differentials noted between individuals from varying age groups and genders. Moreover, the study explored interactions between these demographic characteristics to ascertain their significance. Significant effects were evident for certain cultural elements in relation to the interaction between gender and position, as well as age and position. These findings yield practical recommendations for effectively managing individuals from diverse demographic groups within organizations.

Facilitating team cohesion with psychodramatic tools

Facilitating team cohesion with psychodramatic tools

Game Performance Improvements in Sport Education and Tactical Games Models

The Tactical Games Model (TGM) is summarized as a physical education model where the emphasis is on developing the underlying core components of games and sports to develop the tactical and per-formance skills of participants, known as game performance (Metzler, 2011). The Sport Education Model (SEM) is a physical education model structured and sequenced in a league-based format to provide students with a realistic feeling of being part of a sports team and to gain an un-derstanding of all aspects of competitive organized sport. Evidence to support the SEM successfully developing game performance skills is lim-ited and inconsistent (Farias et al., 2015). The purpose of the study was to investigate the game performance of pre-service physical education teachers in two different instructional models, SEM and TGM, from pre-test to post-test. Forty-six male (n = 32) and female (n = 14) par-ticipants took part in either a SEM or TGM Team Handball Unit. Each unit consisted of 10 lessons planned and implemented by the instructor. The game performance components Adjust, Support, and Passing were examined by the researchers using the Game Performance Assessment Instrument (Oslin et al., 1998) through four-minute observations in a small-sided game situation at pre-test and post-test. No significant (p > .05) interaction was found between SEM and TGM instructional models over time for game performance variables. No significant (p > .05) difference was found in game performance between SEM and TGM instructional models. A statistically significant (p < .05) main effect was found for time, such that game performance scores increased from pre-test to post-test for both SEM and TGM instructional mod-els. Based on the findings of the current study, both SEM and TGM instructional models may increase game performance when instructed with fidelity. The results could be explained through understanding the connection the SEM and Situated Learning Theory (Lave & Wenger, 1991) and/or team cohesion. The results have practical implications for physical educators, and directions for future research are discussed.

Strategy actions to include students in a private hospital's nursing teams: A qualitative study.

Student nurse education focusses on preparing competent professionals integral to nursing teams. To develop strategic actions to include student nurses within the nursing team. A private healthcare group in South Africa. A qualitative approach in three phases was used. Thirty purposively sampled participants recorded reflective journals in phase one. Tesch's eight steps were utilised for analysis. Phase two involved non-probability volunteer sampling of 11 participants for the nominal group technique analysis. In phase three, total population sampling recruited nine panellists for an e-Delphi technique that provided data that were open coded. Phase one identified themes, including perceptions of responsibilities, support needs, recognition, conflict and communication issues. Phase two revealed five strategic actions: fair treatment, aligned work allocation, active participation, respect and acknowledgement of contributions. Phase three validated 19 strategic statements underpinning the strategic actions. Unit managers play a key role in fostering inclusivity, impacting student nurse retention. Enhancing team cohesion can improve workplace wellness and patient outcomes while aiding in retention and recruitment efforts.

The Influence of Organizational Commitment, Team Cohesion, and Leadership Style on Employee Retention in the Hotel Industry

This research aims to analyze the influence of organizational commitment, team cohesion, and leadership style on employee retention in the hotel industry in the Special Region of Yogyakarta. This research used a simple random sampling technique with a total of 153 respondents. Primary data collection was carried out using a questionnaire method via Google Form which had been tested for validity and reliability. The analysis used in this research is logistic regression analysis with the help of the IBM SPSS statistics 25 program. The results of data analysis show that simultaneously the factors of organizational commitment, team cohesion and leadership style have a positive and significant effect on employee retention. Partially, organizational commitment and team cohesion have no effect on employee retention. However, leadership style has a positive and significant effect on employee retention.

Enhancing team communication to improve implementation of a supervised walking program for hospitalized veterans: Evidence from a multi-site trial in the Veterans Health Administration.

The timely translation of evidence-based programs into real-world clinical settings is a persistent challenge due to complexities related to organizational context and team function, particularly in inpatient settings. Strategies are needed to promote quality improvement efforts and implementation of new clinical programs. This study examines the role of CONNECT, a complexity science-based implementation intervention to promote team readiness, for enhancing implementation of the 'Assisted Early Mobility for Hospitalized Older Veterans' program (STRIDE), an inpatient, supervised walking program. We conducted a stepped-wedge cluster randomized trial using a convergent mixed-methods design. Within each randomly assigned stepped-wedge sequence, Veterans Affairs Medical Centers (VAMCs) were randomized to receive standardized implementation support only or additional training via the CONNECT intervention. Data for the study were obtained from hospital administrative and electronic health records, surveys, and semi-structured interviews with clinicians before and after implementation of STRIDE. Eight U.S. VAMCs. Three hundred fifty-three survey participants before STRIDE implementation and 294 surveys after STRIDE implementation. Ninety-two interview participants. CONNECT, a complexity-science-based intervention to improve team function. The implementation outcomes included STRIDE reach and fidelity. Secondary outcomes included validated measures of team function (i.e., team communication, coordination, role clarity). At four VAMCs randomized to CONNECT, reach was higher (mean 12.4% vs. 3.8%), and fidelity was similar to four non-CONNECT VAMCs. VAMC STRIDE delivery teams receiving CONNECT reported improvements in team function domains, similar to non-CONNECT VAMCs. Qualitative findings highlight CONNECT's impact and the influence of team characteristics and contextual factors, including team cohesion, leadership support, and role clarity, on reach and fidelity. CONNECT may promote greater reach of STRIDE, but improvement in team function among CONNECT VAMCs was similar to improvement among non-CONNECT VAMCs. Qualitative findings suggest that CONNECT may improve team function and implementation outcomes but may not be sufficient to overcome structural barriers related to implementation capacity.

Promoting social and human factors through a gamified automotive software development environment

AbstractGamification is an attractive strategy for different contexts, including software process improvement, where it presents positive results associated with increased factors such as motivation and others classified into social and human factors. Such factors are required to improve software processes in the automotive industry due to the influence of changes in the conditions and the behavior of individuals. However, the treatment of gamification strategies requires rigor at a scientific level. Therefore, it is necessary to analyze critical dimensions such as the gamification maturity level, the ability to intervene, and the influence of social and human factors. Such analysis is motivated by the relationship between social and human factors and the success of a process improvement. The above justifies the researchers' interest in this article in analyzing a gamification strategy implemented in the automotive industry from such dimensions. Therefore, this article presents the analysis from the point of view of developing software‐controlled systems in automobiles. Besides, it uses a deductive approach to conduct this analysis to abstract all the design aspects of a strategy created and implemented in a software development automotive environment. One of the most representative findings of this study is the strategy's capacity to promote SHF, which identifies motivation, commitment, team cohesion, emotional intelligence, and autonomy.

Rightful Rewards: Refining Equity in Team Resource Allocation through a Data-Driven Optimization Approach

In group management, accurate assessment of individual performance is crucial for the fair allocation of resources such as bonuses. This paper explores the complexities of gauging each participant’s contribution in multi-participant projects, particularly through the lens of self-reporting—a method fraught with the challenges of under-reporting and over-reporting, which can skew resource allocation and undermine fairness. Addressing the limitations of current assessment methods, which often rely solely on self-reported data, this study proposes a novel equitable allocation policy that accounts for inherent biases in self-reporting. By developing a data-driven mathematical optimization model, we aim to more accurately align resource allocation with actual contributions, thus enhancing team efficiency and cohesion. Our computational experiments validate the proposed model’s effectiveness in achieving a more equitable allocation of resources, suggesting significant implications for management practices in team settings.

Training Military Units in Social Connection: A Quasi-Experimental Randomized Trial

In the military, team cohesion and communication are essential. The present study examined the impact of training in social connection on loneliness, cohesion, communication, and connection-promoting behaviors. U.S. Army platoons were assigned to receive Team Cohesion and Organizational Readiness Enhancement (TeamCORE) training (n = 118; k = 11) or training-as-usual (n = 135; k = 15). TeamCORE consisted of 2.5 h of training for unit members and 1 h of training for platoon leadership teams. TeamCORE trainees completed a baseline survey, post-training survey, and two-month follow-up survey. Training-as-usual completed a baseline survey and two-month follow-up survey. Measures assessed loneliness, cohesion, team communication, connection-promoting behaviors, and shared mealtime. While there was substantial attrition between the baseline and follow-up survey, more than 80% of team members and leaders gave TeamCORE training high acceptability ratings. Multilevel models revealed significant time-by-condition interactions on 1 of 10 cohesion items, 1 of 11 team communication items, 2 out of 12 connection-promoting behaviors and 1 of 2 shared mealtime items; no significant time-by-condition interaction was found for loneliness. For each significant interaction, higher levels of improvement or sustainment were observed in the TeamCORE condition relative to training-as-usual. There were no comparisons in which the training-as-usual condition changed more positively than the TeamCORE condition. TeamCORE resulted in selected improvements in cohesion, communication, connection-promoting behaviors, and shared mealtime. While quite modest, findings demonstrated that brief, scalable training can demonstrate high levels of acceptability and slightly shift some attitudes, potentially improving the team’s capacity for social connection over time.

Your team can make you a better person: Team cohesion is associated with off‐field prosocial behaviour via fairplay team norms and empathy in rugby union

AbstractAmple research has investigated the relationship between team cohesion and on‐field behaviour, while the association between the first and off‐field prosocial behaviour has been almost overlooked. To fill this gap, we conducted a study in a sample of Italian Rugby Union athletes to examine whether: (a) team cohesion is associated with off‐field prosocial behaviour; and (b) the underlying mechanisms of this association. We focused on the two dimensions of team cohesion, that is social and task cohesion, and hypothesized that social cohesion should be associated with off‐field individual prosocial behaviour via empathy, while the association between task cohesion and off‐field individual prosocial behaviour should be mediated by on‐field fairplay team norms. In total, 497 amateur, sub‐elite, and elite Italian Rugby Union players (128 females) took part in this study by filling out an online survey. Results revealed that social cohesion was associated with greater empathy, which in turn was associated with greater expression of off‐field prosocial behaviour. Task cohesion was associated with both greater on‐field fairplay team norms and greater empathy, which in turn was linked to more off‐field prosocial behaviour. Results are discussed with respect to the role of team cohesion in favouring the expression of prosocial behaviour off‐field, thus underlying the role of sport in fostering moral behaviour (also) in everyday community life.

L’humour pour faire bloc, étude mixte par devis séquentiel explicatif. Utilisation de l’humour par les infirmiers de bloc opératoire du nord de la France

Wouldn't humor and laughter be one of the keys to happiness? Do our communication patterns differ when we address people with a higher functional position with humor?The use of humor requires trust in the other and the trust of the other, allowing for cohesion in the health care team. In practical terms, team cohesion is what makes a group of people have a "potential" greater than the sum of the "potentials" of each of the team members. Humor would be a kind of glue.What style of humour would be predominant in the operating room for operating room nurses (IBODE)?If humor is useful to facilitate relationships, if it is a pacifying, leveling instrument and favorable to a group dynamic, it can also be a critical weapon reinforcing hierarchies, stereotypes and even domination.

Collaboration and Management Techniques for The Expansion of Small and Medium-sized Enterprises (SME) Contractors in Cape Coast Metropolis, Ghana

The construction industry, spearheaded by small and medium-sized enterprises (SMEs), plays a vital role in economic development and poverty alleviation. Yet, numerous SME contractors need help to expand, hindering their potential contribution. To address this critical gap, this study explored the factors influencing building contractors' growth in Ghana's Cape Coast Metropolis. A targeted questionnaire survey of one hundred and twenty-one (121) building and civil engineering contractors was employed to examine the interplay between two (2) key determinants of growth: building stable teamwork and implementing proper management systems. The analysis revealed six (6) crucial factors, three (3) within each category, that demonstrably drive contractor expansion in the Cape Coast Metropolis. These factors encompass fostering team cohesion through training, recognition, effective collaboration, strategic project differentiation, prioritising project management, and proactive risk mitigation. The study's findings underscore the critical importance of internal (teamwork) and external (management systems) factors in propelling SME contractor growth within this context. Equipping policymakers and stakeholders with this actionable knowledge will pave the way for targeted interventions and policy initiatives. These initiatives can empower building contractors with the necessary skills and support systems to overcome growth barriers, unlock their full potential, and contribute more significantly to the economic prosperity of Cape Coast Metropolis and beyond.

Leadership Styles and Relationship Conflict in Pakistani Banks: Exploring the Moderating Roles of Trust, Emotion, and Clarity

This study aims to explore the moderating impacts of cognitive trust, emotion regulation, and role clarity on the relationship between different leadership styles—transformational, transactional, and laissez-faire—and relationship conflict within the Pakistani banking sector. The objective is to understand how these moderating variables influence the dynamics between leadership approaches and interpersonal conflicts in a high-stress, compliance-driven environment. A quantitative research design was employed, targeting non-managerial staff across five major private banks in Pakistan. Data were collected through a self-administered survey using both digital and printed questionnaires. The survey assessed various constructs, including leadership styles, relationship conflict, cognitive trust, emotion regulation, and role clarity. SmartPLS 4 software was used to evaluate the measurement model and to test the hypothesized interactions between the variables. The analysis revealed that cognitive trust significantly moderated the relationship between transformational leadership and relationship conflict, suggesting that higher levels of trust can reduce conflicts in transformational leadership contexts. However, cognitive trust did not significantly moderate the effects of transactional and laissez-faire leadership on relationship conflict. Role clarity was found to be a critical moderating factor, effectively reducing relationship conflict across all three leadership styles, indicating its importance in providing clear expectations and reducing ambiguity in the workplace. Emotion regulation also played a significant moderating role in both transformational and transactional leadership, helping to mitigate relationship conflicts. However, it did not significantly moderate the relationship between laissez-faire leadership and relationship conflict. The findings underscore the importance of fostering cognitive trust, enhancing emotion regulation skills, and ensuring role clarity in organizational settings, particularly within the banking sector. By focusing on these moderating factors, organizations can better manage the adverse effects of different leadership styles on relationship conflicts, thereby improving overall team cohesion and productivity. This study provides valuable insights into the complex interplay between leadership styles and relationship conflict in a culturally specific context. It highlights the critical roles of cognitive trust, emotion regulation, and role clarity as moderating factors that can enhance leadership effectiveness and conflict management in the Pakistani banking sector.

Virtual Leadership and Team Cohesion: Communication Quality as a Mediator and Team Diversity as a Moderator

Virtual Leadership and Team Cohesion: Communication Quality as a Mediator and Team Diversity as a Moderator

THE INFLUENCE OF AGILE PRACTICES ON PROJECT OUTCOMES: PERFORMANCE, STAKEHOLDER SATISFACTION, AND TEAM DYNAMICS

Agile methodologies have become a cornerstone in modern software development, promising enhanced project performance, improved stakeholder satisfaction, and positive team dynamics. This study investigates the influence of Agile practices on key project outcomes, focusing on performance, stakeholder satisfaction, and team dynamics. The primary objective is to explore the core principles and practices of Agile methodologies, such as Scrum, Kanban, and Lean, and how these frameworks are applied in diverse project settings. The research examines the direct impact of Agile practices on project performance, including time efficiency, cost management, and quality delivery. Additionally, the study assesses how Agile approaches enhance stakeholder satisfaction by fostering continuous communication, adapting to changes, and ensuring alignment with project goals. Furthermore, the analysis explores the effect of Agile practices on team dynamics, emphasizing collaboration, self-organization, and cross-functional teamwork. By synthesizing findings from case studies, interviews, and surveys across various industries, this study aims to provide valuable insights into how Agile methods influence overall project outcomes and contribute to improved performance, stronger stakeholder relationships, and enhanced team cohesion. The results are intended to guide organizations in effectively implementing Agile practices to maximize project success and foster sustainable growth in dynamic environments.

Advancements, Dynamics, and Future Directions in Rural Environmental Governance Research in China

Rural environmental governance serves as the foundational pillar of national governance, intricately linked to the modernization of agriculture and rural areas, as well as the cultivation of rural culture. Furthermore, it plays a pivotal role in fostering industrial prosperity, ensuring effective governance, and elevating living standards. This study employs a range of sophisticated software tools, including VOSviewer, Bibliometrix, and ArcGIS, among others, to analyze and construct a comprehensive knowledge map encompassing 3370 research articles focused on rural environmental governance, sourced from the CNKI (China National Knowledge Infrastructure) and WOS (Web of Science) databases. This analytical endeavor delves into research themes, key areas of interest, developmental milestones, and emerging trends within the realm of rural environmental governance, thereby shedding light on the overarching trajectory of research endeavors in this domain within China. The findings reveal distinct phases in the evolution of research trends in the Chinese rural environmental governance literature, encompassing four distinct epochs: a period of sluggish growth (2002–2009), a phase of accelerated expansion (2009–2014), a span marked by stable and rapid advancement (2014–2021), and a recent period characterized by fluctuating decline (2021–2022). Moreover, the analysis highlights a burgeoning diversity in the distribution of relevant research disciplines. However, it is noteworthy that there exists a scarcity of highly prolific authors, and the formation of cohesive research teams has encountered challenges, underscoring significant deficiencies in research collaboration and academic discourse. As a prospective direction, future research should be tailored to the unique natural resources and socio-human characteristics intrinsic to different regions. It should also emphasize interdisciplinary and multidisciplinary investigations, with a focal point on economically disadvantaged regions situated in the central and western parts of the nation. Such an approach aims to bolster the overall caliber of domestic research endeavors in the field of rural environmental governance.