Team Efficacy Research Articles

DETERMINING THE RELATIONSHIP BETWEEN LEADERSHIP STYLES AND COACH EFFICACY OF DRAGON BOAT NATIONAL TEAMS IN ASIAN GAMES 2010

The main purpose of this research was to determine the relationship between leadership styles and coaches’ efficacy of Dragon Boat national teams from the viewpoints of athletes. 48 athletes completed the questionnaires of leadership scale in sport (LSS) and coach efficacy scale (CES), (N=n). Internal reliability of questionnaires was respectively 0.79 and 0.89 by means of Cronbach’s Alpha test. The results showed that 66% of athletes were between 20 and 25 years old. Also, 49% of them were national team members for 3-4 years. Pearson‟s correlation test (P≤0.5) showed a significant correlation between coach efficacy and leadership styles of training and instruction, democratic and social support. There was no significant correlation between coach efficacy and leadership styles of autocratic and positive feedback. Effect of leadership styles and coaches‟ behavior on coach efficacy and team success more often revealed the importance of using a suitable leadership style among coaches. Article visualizations:

Key influences on special education teachers’ intentions to leave

The subject of special education teachers’ intentions to leave has been a longstanding concern of researchers and practitioners. This paper reports on a study that examined the workplace predictors of teachers’ intentions to leave for a nationally representative USA sample of 2060 secondary school special education teachers (with students aged approximately 13–18). Structural equation modeling was used to assess the plausibility of a conceptual model, specifying linkages among special education teachers’ perceptions of workplace factors, job satisfaction and commitment, and teachers’ intentions to leave. Using the 2007–2008 Schools and Staffing Survey data set, two models were tested to assess job satisfaction and commitment as mediators. Administrative support and teacher team efficacy had strong, significant direct and indirect effects on special education teachers’ intentions to leave. Teacher job design/autonomy, poor socio-economic/human conditions, and student disengagement also exerted significant indirect effects through satisfaction and commitment. However, administrative support and team efficacy were the most important for these teachers in their effects. Among several demographic variables, teacher age was the most powerful demographic factor, with more experienced teachers having lower intentions to leave. The authors suggest that several conditions and attitudes embedded in the teachers’ responses are influenced by administrators.

Developing a workplace resilience instrument.

Resilience benefits from the use of protective factors, as opposed to risk factors, which are associated with vulnerability. Considerable research and instrument development has been conducted in clinical settings for patients. The need existed for an instrument to be developed in a workplace setting to measure resilience of employees. This study developed and tested a resilience instrument for employees in the workplace. The research instrument was distributed to executives and nurses working in the United States in hospital settings. Five-hundred-forty completed and usable responses were obtained. The instrument contained an inventory of workplace resilience, a job stress questionnaire, and relevant demographics. The resilience items were written based on previous work by the lead author and inspired by Weick's [1] sense-making theory. A four-factor model yielded an instrument having psychometric properties showing good model fit. Twenty items were retained for the resulting Workplace Resilience Instrument (WRI). Parallel analysis was conducted with successive iterations of exploratory and confirmatory factor analyses. Respondents were classified based on their employment with either a rural or an urban hospital. Executives had significantly higher WRI scores than nurses, controlling for gender. WRI scores were positively and significantly correlated with years of experience and the Brief Job Stress Questionnaire. An instrument to measure individual resilience in the workplace (WRI) was developed. The WRI's four factors identify dimensions of workplace resilience for use in subsequent investigations: Active Problem-Solving, Team Efficacy, Confident Sense-Making, and Bricolage.

Reducing length of stay and satisfying learner needs.

A complicated relationship exists between emergency department (ED) learner needs and patient flow with solutions to one issue often negatively affecting the other. Teaching shifts that allow clinical teachers and learners to interact without the pressure of patient care may offer a mutually beneficial solution. This study investigated the relationship between teaching shifts on ED length of stay, student self-efficacy and knowledge application.In 2012–2013, a prospective, cohort study was undertaken in a large Canadian acute-care teaching centre. All 132 clinical clerks completing their mandatory two-week emergency medicine rotation participated in three teaching shifts supervised by one faculty member without patient care responsibilities. The curriculum emphasized advanced clinical skills and included low fidelity simulation exercises, a suturing lab, image interpretation modules and discussion about psychosocial issues in emergency medicine. The clerks then completed seven clinical shifts in the traditional manner caring for patients under the supervision of an ED attending physician. Length of stay was compared during and one week following teaching shifts. A self-efficacy questionnaire was validated through exploratory factor analysis. Pre/post knowledge application was assessed using a paper-based clinical case activity.Across 40.998 patient visits, median length of stay was shortened overall by 5 minutes (95 % CI:1.2, 8.8) when clerks were involved in their teaching shifts. In the first academic block, median length of stay was reduced by 20 minutes per patient (95 % CI:12.7, 27.3). Self-efficacy showed significant improvement post teaching shifts (p < 0.001) with large effect sizes (d > 1.25) on dimensions of knowledge base, suturing, trauma and team efficacy. Students’ knowledge application scores improved from pre to post (p < 0.01), with notable gains in the generation of differential diagnoses.Teaching shifts are an effective educational intervention that has a positive relation to ED patient flow while successfully attending to learner needs. Teaching shifts for the most naïve clerks in the first academic block appear to maximally benefit length of stay. Students demonstrated improved self-efficacy and knowledge application after their teaching shifts.

Leadership Styles, Leader’s Effectiveness and Well-being: Exploring Collective Efficacy as a Mediator

The present study explored the relationships among leadership styles, leader’s effectiveness and well-being directly as well as indirectly through collective efficacy among the employees of the education industry, the latest entrant on the Indian scene. Ninety full-time employees participated in the study. They were administered the Multifactor Leadership Questionnaire (MLQ; Bass &amp; Avolio, 2004. The multifactor leadership questionnaire: Third edition manual and sampler set), Job-related Affective Well-being Scale (JAWS; Van Katwyk, Fox, Spector &amp; Kelloway, 2000. Journal of Occupational Health Psychology, 5[2] , 219–230) and Collective Efficacy scale (Karrasch, 2003. Lessons learnt on collective efficacy in multinational teams. Alexandria, VA: United States Army Research Institute for the Behavioral and Social Sciences). Mediation regression analysis was used to test the hypotheses. The results revealed that transactional style has influenced both the outcome variables directly as well as indirectly more than the other two leadership styles. The study contributes to the scantly explored indirect linkages of collective efficacy on leadership styles, effectiveness and well-being.

Relationship between job burnout, psychosocial factors and health care-associated infections in critical care units

Burnout is a serious problem for critical care unit workers because they are exposed to chronic psychosocial stressors, including high responsibility, advanced technology and high patient acuity. Recent evidence showed that staff burnout was directly associated with hospital infections, thus affecting quality and safety of care provided. The research aim was to investigate how burnout was associated with some psychosocial factors and with health care-associated infections in hospitalised patients. A total of 130 healthcare professionals from critical care units completed a self-reported questionnaire. The infection data were collected prospectively over a six-month period. The results showed that emotional exhaustion was related to cynicism due to high work demands. Cynicism affected team communication, which in turn was positively related to team efficacy, thus acting as a mediator. Finally, team efficacy was negatively related to infections. The study showed that emotional exhaustion and cynicism were related to psychosocial aspects, which in turn had a significant impact on healthcare-associated infections. Our findings suggest how burnout can indirectly affect healthcare-related infections as a result of the quality of teamwork. Thus, reducing burnout can be a good strategy to decrease infections, thus increasing workers' well-being while improving patient care.

Entrepreneurship and prior experience as antecedents of absorptive capacity of high-tech academic spin-offs

Abstract We investigate the influence of entrepreneurial orientation and team efficacy, in addition to the impact of domain-specific industry and research experience of spin-off management teams, on absorptive capacity, both potential and realised. A multiple regression analysis in 95 Dutch high-tech academic spin-offs indicates that entrepreneurial orientation and domain-specific research experience are positively related to potential absorptive capacity while entrepreneurial orientation, team efficacy and domain-specific industry experience are positively related to realised absorptive capacity. Analyses of the explained variance show that entrepreneurial orientation and team efficacy provide a higher contribution to absorptive capacity than domain-specific experience, which contributes to recent debates on antecedents of absorptive capacity for academic spin-offs.

A Socio‐Psychological Perspective on Team Ambidexterity: The Contingency Role of Supportive Leadership Behaviours

AbstractIn addressing the notion of team ambidexterity, we propose that socio‐psychological factors (i.e., team cohesion and team efficacy) may help team members to resolve paradoxical challenges and to combine exploratory and exploitative learning efforts. In addition, we theorize that senior executives may play an important role in facilitating the emergence of ambidexterity at lower hierarchical levels. In doing so, we develop a multilevel contingency framework and propose that the effectiveness of teams to achieve ambidexterity is contingent upon supportive leadership behaviours at the organizational‐level. Using multilevel, multisource, and temporally separated data on 87 teams within 37 high‐tech and pharmaceutical firms, we not only reveal how team cohesion and efficacy may matter for the emergence of team ambidexterity but also show that the effectiveness of supportive leadership behaviours from senior executives varies across cohesive and efficacious teams.

Team Leaders' Charismatic Leadership, Team Efficacy, Team Adaptive Performance : The Moderated Mediation Model of Team Leaders' Tenure

Team Leaders' Charismatic Leadership, Team Efficacy, Team Adaptive Performance : The Moderated Mediation Model of Team Leaders' Tenure

A Study on the Relationship of Positive Leadership on Team Strategy Formulation with the Mediating Effects of Team Knowledge Sharing and Team Efficacy

A Study on the Relationship of Positive Leadership on Team Strategy Formulation with the Mediating Effects of Team Knowledge Sharing and Team Efficacy

The Perceived Efficacy of Teams: A Social / Interactive Perspective

The Perceived Efficacy of Teams: A Social / Interactive Perspective

The experience of Patient Aligned Care Team (PACT) members.

In April 2010, the Veterans Health Administration (VHA) launched the Patient Aligned Care Team (PACT) initiative to implement a patient-centered medical home (PCMH) model. Few evaluations have addressed the effects of PCMH on health care professionals' experiences. The aim of this study was to contribute to evaluation of the PACT initiative and the broader literature on PCMH by assessing respondents' experiences of implementing a PCMH model and becoming a teamlet. A retrospective qualitative analysis of open-text responses in a survey fielded to all VHA Primary Care personnel (VHA Primary Care physicians, nurse practitioners, physician assistants, nurse care managers, clinical associates, and administrative clerks) in May and June 2012 (approximately 2 years into the 5-year planned implementation of PACT) using deductive and inductive content analysis. The main measures were two open-response fields: "Is there anything else you would like us to relay to the VA leadership in Central Office?" and "Do you have any other comments or feedback on PACT?" The data consisted of free text responses of 3,868 survey participants who provided text for one or both of the open-response fields. Although respondents viewed PACT positively as a model and reported it improved relationships with patients and increased patient satisfaction, they described multiple barriers to achieving functioning teamlets and unintended consequences, including reduced time with patients, increased participant burnout, and decreased team efficacy because of low-performing team members. A central theme related to staffing being insufficient for the new model. Insufficient staffing of PCMH teams is a critical barrier to realizing the benefits of the new model. Frontline staff have concrete recommendations for other problems, such as using back-up teams to cover during absences, but that will require providing more opportunities for feedback from staff to be heard.

Being excellent: predicting team performance, proactivity, and proficiency in technology industries

This research proposes a model based on team climate theory to explain the development of team performance, proficiency, and proactivity in technology industries. In the model, team performance, proficiency, and proactivity are indirectly related to team climate that consists of politics, emotional regulation, and charisma via the mediation of cooperation and team efficacy. Empirical testing of this model, by investigating personnel from high-tech organisations, confirms the theoretical applicability of team climate across high-tech working groups. Based on the empirical findings, this research provides managerial implications and research limitations.

An Investigation of the Role of Project Culture in Team Efficacy and Success in Project-Based Work

We examined the effect of project team culture on the evolution of team efficacy in a sample of 118 project teams. Little is known about the factors responsible for the development of team efficacy — the collective belief of a project team that it can be effective. Results reveal that culture in project-based work, is related to the project team’s efficacy, and the project team’s efficacy is related to success. Our findings provide project leaders with an alternative informal lever to enhance project success, by influencing team efficacy in project-based work.

The Effect of Action Learning-Based Teaching and Learning Strategies on Metacognitive, Problem Solving, Interpersonal Relationship and Team Efficacy of Nursing Students

The study is a single-group experiment design for the operation and measurement of nursing management practice training by applying action learning-based teaching-learning design. The study performed a total convenience sampling of 105 senior nusing students of N University in G Metropolitan City who applied for nursing management practice curriculum. The nursing management practice was implemented from Aug. 4 to Sept. 26, 2014. Each team consists of 4-8 subjects who participated in the practice for two weeks, for a total eight weeks. Prior to practice, pre-survey was carried out and post-survey upon the completion of the practice. A skill survey tool of metacognitive tools developed by Printrich & Groot(MSLQ) edited by Woo, and Marshall(2003), and modified by Kwon (2010) was used as a a tool to measure initiative in problem solving, understanding of interpersonal relationships, and team efficacy. The study result showed a statistically significant difference in subjects in Metacognitive (t=-5.124, p<.001), initiative of problem solving (t=-5.817, .000), understanding of interpersonal relationships (t=-4.947, .000), and team efficacy (t=-3.483, .001) after participating in action learning-based team project activities.

대학도서관 주제전문서비스에 영향을 미치는 조직 내부 요인 탐색

본 연구는 도서관 내부의 조직적인 관점으로 대학도서관 주제전문서비스에 접근하여, 주제전문서비스에 영향을 미치는 조직 내부적 영향요인의 탐색을 목적으로 한다. 이를 위해 도서관 조직 내부에서 주제전문서비스와 관계있는 사서직원을 대상으로 수행한 심층면담을 바탕으로, 조직구성원 개인 수준, 주제전문서비스 담당 팀의 수준, 도서관 전체 조직 수준에서의 주제전문서비스를 분석하였다. 조직적인 측면에서 바라본 주제전문서비스는 팀 내 중요성 인식, 팀 차원의 지원과 협력, 동기부여와 팀 효능감, 내부 커뮤니케이션 등의 조직행동요인으로 설명되었다. 결과적으로, 본 연구는 도서관의 목표달성에 기여하는 단위 활동으로서 주제전문서비스가 효과적으로 수행될 수 있도록 조직 차원에서 고려하여야 하는 내부요소를 탐색하였다는 데에 그 의의가 있다.

Second Screen and Sports: A Structural Investigation Into Team Identification and Efficacy

A second screen is defined as a second electronic device used by audience members while watching a television program. While second screen use during sport programming is on the rise, current understanding of second screen use and engagement is lacking. Thus, in an attempt to extend Niche Theory, the current study employs a structural equation model to further understanding of second screen use. Further, to better understand the outcome of second screen use, the current study examines the relationship between team identification, engagement, and self-efficacy with second screen use. Results suggest that engagement and self-efficacy both have a direct influence on attitude, whereas team identification and self-efficacy have a positive impact on engagement. Each of the hypothesized relationships is tested individually as well as in a theoretically constructed model of engagement and use.

Better to be flexible than to have flunked

Purpose– High team performance helps achieve several organizational benefits, such as strengthened competitive advantages, enhanced productivity, and higher profits and market share. For these reasons, the purpose of this paper is to propose a model based on the framework of proactive motivation and the theory of collectivism to analyze the formation of service flexibility and team performance.Design/methodology/approach– To test the hypotheses, this study conducts a survey of service staff in teams from high-tech firms in a well-known industrial zone in Northern Taiwan. These teams provide service for their industrial customers. From the survey, this study confirms the full mediating mechanism of service flexibility among the teams.Findings– The test results reveal that service flexibility fully mediates the relationship between team performance and its exogenous factors. Whereas collectivism negatively moderates the relationship between team efficacy and service flexibility, it does not moderate the relationship between service recovery and service flexibility. Furthermore, collectivism positively moderates the relationship between service flexibility and team performance.Originality/value– This study provides important findings that complement previous literature by examining three fresh antecedents for explaining how team performance is motivated by the mediating role of service flexibility and how some of the study’s model paths are moderated by collectivism. The mediating role of service flexibility indicates that managers can apply service flexibility as a firewall that calibrates a team’s input and output. Managers should encourage the application of agile solutions and advanced technology for facilitating team flexibility, consequently improving team performance.

Picking teams: Student workgroup assignment methods in U.S. schools of pharmacy

ObjectivesDetermine the most common methods to create student teams for course work/projects along with reporting faculty perceptions of the learning effectiveness, team efficacy, and team function via these methods; describe student team utilization and evaluation within an academic year. MethodsAn online survey was distributed via e-mail to all 130 schools/colleges of pharmacy in the United States. Responders identified method(s) used to create student teams, and ranked (via a four-point scale) effectiveness for the method(s) they used. This project was approved by the investigators’ institutional review board. ResultsA total of 49 (38%) pharmacy schools responded to this survey. Most responders (65%) delegate the responsibility to various faculty and staff versus a single person/office to create the student teams. Randomization was the most common method (80%) used, followed by student self-selection and work experience. In terms of student learning, responders perceived using work experience, grade point average, and randomization as effective methods; whereas, student self-selection, gender, and personality testing were perceived less effective. Only 43% of the responders used the same teams for all courses within the same semester; 74% reassigned teams each semester. ConclusionLiterature has been published reporting the value of student team/group learning within courses. However, this is the first published report specifically identifying the methods to create the student teams along with measuring the perception of team assignment methods. Although multiple methods were used to create student teams, additional research is needed to quantitate and assess which of these methods are associated with improved learning outcomes.

The efficacy and treatment outcomes of head and neck cancer multi-disciplinary teams in a tertiary referral centre

The efficacy and treatment outcomes of head and neck cancer multi-disciplinary teams in a tertiary referral centre