Team Efficacy Research Articles

What is bullying hiding? Exploring antecedents and potential dimension of knowledge hiding

PurposeThe purpose of this study is to examine the relationships among knowledge attributes (complexity and implicitness), interpersonal distrust, knowledge hiding (KH) and team efficacy and second, to explore a new dimension of KH.Design/methodology/approachData for this research were collected from more than 940 employees working in manufacturing, information technology (IT), finance and the purification industry. Structural equation modeling was used to test hypothesized relationships.FindingsFirst, the research confirmed the existence of bullying hiding behaviors in the knowledge economy era based on “knowledge power.” Second, the findings suggest that knowledge attributes are an important predictor of KH behaviors in organizations. The findings implicate the mediating effect of interpersonal distrust and the moderating role of team efficacy, while team efficacy negatively moderated the relationships between interpersonal distrust with evasive hiding and playing dumb, but positively moderated the relationship between interpersonal distrust with rationalized hiding and bullying hiding.Originality/valueThis is the first study to propose bullying hiding, a behavior that has emerged in organizational knowledge transfer, and it is more detrimental to knowledge sharing than other KH behaviors. The results of research on the different regulating effects of team efficacy on KH behaviors enrich the boundary conditions of KH research.

The Influence of Entrepreneurial Leadership on Team Performance –Focusing on the Mediating Role of Team Efficacy

With the advent of the Fourth Industrial Revolution, companies pursue innovation and opportunities, and corporate performance is also newly defined. As a result, the demand for new leadership is stronger. This paper conducted an empirical analysis to examine the role of team efficacy between entrepreneurial leadership and team performance. Using the SPSS 21.0 and AMOS 20.0 Statistics Package, 530 members in 79 work teams in China collected data was analyzed. The results showed that entrepreneurial leadership has a positive (+) effect on team performance, and team efficacy has a partial mediating effect between entrepreneurial leadership and team performance. This study deepened the understanding of entrepreneurial leadership and revealed the importance of entrepreneurial leadership in organizations. Future research can focus on multi-level research involving self-efficacy and individual entrepreneurial intent.

팀 기반 프로젝트 학습에서 팀효능감과 지각된 태만이 학습성과에 미치는 영향 : 팀효능감과 지각된 태만의 상호작용효과를 중심으로

이 연구의 목적은 팀 기반 프로젝트 학습에서 학습성과에 영향을 미치는 팀효능감과 태만의 효과를 살펴보는 것이다. 이를 위해 H 대학교 사회복지학과에서 팀 기반 프로젝트 학습으로 진행된 수업 사례를 분석하였다. 2019년에 개설된 전공수업에 참여한 58명의 대학생을 대상으로 자료를 수집하고 위계적 회귀분석으로 팀효능감과 지각된 태만이 학습성과에 미치는 영향과 두 변인의 상호작용효과를 규명하였다. 분석결과, 첫째, 팀효능감은 학습성과에 정적 영향을 미쳤다. 둘째, 지각된 태만은 개인의 학습성과에 통계적으로 유의한 영향을 미치지 않았다. 셋째, 팀효능감과 지각된 태만의 상호작용효과는 학습성과에 유의한 영향을 미치며, 지각된 태만이 학습성과에 미치는 부정적 영향을 팀효능감이 감소시키는 것으로 나타났다. 연구결과에 기반하여 팀 기반 프로젝트 학습의 학습성과를 높이기 위한 방안에 대해 논의하였다.

Improving knowledge, self-efficacy and collective efficacy regarding the Brazilian dietary guidelines in primary health care professionals: a community controlled trial

BackgroundCapacity-building of health professionals regarding to nutrition is a strategy for qualifying public health work to promote healthy diets in primary health care (PHC) services.ObjectiveTo evaluate the effect of an intervention based on Brazilian Dietary Guidelines (BDG) on the knowledge, self-efficacy (SE) and collective efficacy (CE) of interprofessional teams working in PHC.MethodsIt refers to a pre-post intervention study involving 24 health professionals divided into a control group (CG) and intervention (IG). The IG received a 16-h educational workshop on the BDG, guided by a validated protocol. Knowledge, SE and CE for using the BDG were assessed via a self-administered scale, ranging from 0 to 16 and 0 to 36 points, respectively; the scale was previously validated, completed before and after 2 months of the intervention. The effects of the intervention were estimated by paired t-test for intragroup comparisons over time.ResultsThe mean difference in the knowledge and SE scores of the IG pre- and post-intervention was 2.0 (CI 0.49–3.51) and 6.75 (CI 4.05–9.45) points, respectively. These results means the IG participants obtained 59 and 52.8% more points in knowledge and in SE in relation to CG, with significative difference (p = 0.007 and p < 0.00, respectively). There was no significant variation in the CE scores in both groups.ConclusionsConsidering the results presented and due to the originality of the study in question, the educational workshop was effective in increasing the knowledge and SE of professionals working in PHC in using the Dietary Guidelines in their work routines. These findings can assist other research in developing nutrition interventions with interprofessional teams.

The Structural Relationship among Individual Creativity, Team Trust, Team Efficacy and Collective Intelligence in Collaborative Learning at Universities

The Structural Relationship among Individual Creativity, Team Trust, Team Efficacy and Collective Intelligence in Collaborative Learning at Universities

On the collective efficacy of social media teams

PurposeThe purpose of this study is to investigate the contribution of social media teams to firm social media performance. Although social media teams are tasked with planning, executing and optimizing the social media marketing effort of firms, little systematic research has examined their roles. Drawing on social cognitive theory, the present study develops collective social media efficacy as a key mechanism to explain the contribution of social media teams to firm social media performance.Design/methodology/approachThe study tested a conceptual framework in which social media team members' previous experience, short-term training and online resources use contribute to collective social media efficacy. In turn, collective social media efficacy is hypothesized to enhance firm social media performance. The study employed primary data and PROCESS macro to test its proposed hypotheses.FindingsThe findings revealed that previous social media experience, short-term training and online resources use contributed to firm social media performance by enabling social media teams to build strong collective social media efficacy.Originality/valueThe findings offer novel insights into how firms can optimize their social media marketing effort by systematically managing their social media teams. The findings add to the nascent literature on the organizational influences of social media performance.

Perspectives and experiences of Chinese nurses on quality improvement initiatives: A mixed-methods study.

To investigate Chinese nurses' views and experiences in relation to quality improvement implementation, as well as to determine the impact of contextual factors on nursing quality improvement initiatives. Nurses play a major role in carrying out quality improvement initiatives. Contextual factors influence the implementation and success of quality improvement initiatives. Studies that investigated the impact of contextual factors on Chinese nurses' practice in quality improvement remain limited. A sequential explanatory mixed-methods design was used for this study. A quantitative cross-sectional survey was used to assess the context of quality improvement initiatives. Simple random sampling was used to recruit quality improvement teams. The sample included 356 nurses from tertiary teaching hospitals; 291 (81.7%) of them completed questionnaires. Nursing managers and nurses (n=18) were purposively selected to participate in semi-structured interviews; their experiences and perceptions regarding the contextual factors of quality improvement initiatives were obtained. In the quantitative phase, the "microsystem" (mean=5.24) and "QI team" (mean=4.97) contexts were reported as supportive contexts. The organizational context was weak, with a mean score of 3.92. In the qualitative phase, three themes related to the contextual challenges emerged: (1) nurses' attitudes and satisfaction, (2) team efficacy, and (3) organizational infrastructure and culture. Efforts to elevate organizational culture and reward systems are needed in Chinese hospitals. Further education aimed at increasing skills and knowledge should be provided, to ensure effective quality improvement implementation. During quality improvement initiatives, management tasks should focus on increasing nurses' satisfaction, solving skill and knowledge deficits, and clarifying nurses' roles in relation to quality improvement.

Designing a simulation center: an experiential guide

Purpose Health-care simulation has evolved rapidly in the past few decades; it has become an integral component of education and training to improve the efficacy of both individuals and teams. Designing an optimal simulation-based learning space is a multitiered and multidisciplinary process involving architects, engineers and simulation educators. The purpose of this paper is to present the experience of designing a simulation center for a tertiary academic hospital. Design/methodology/approach The study is based on an in-depth analysis of the final structural blueprint of the center and qualitative thematic analysis of semi-structured interviews with persons involved in the design process Findings Thematic analysis led to three thematic categories, namely, organization of space, equipment and administrative and staff requirements. Research limitations/implications The paper describes the experience of designing one center within an academic tertiary setting. This experience may lack external validity and generalizability. Moreover, the operationality and functionality of the center have not been studied yet. Finally, the interviewees were interviewed post-design, which may pose as recall bias. Practical implications For future simulationists or educators attempting to undertake a simulation center design, this paper will help guide them to anticipate the needed human and technical resources and potential challenges. Originality/value The study offers recommendations meant to guide others attempting to design a simulation center within an academic institution.

Systematic review on multidisciplinarity and management of multimorbid chronic patients in hospital

Abstract Multimorbidity requires that many physicians shift the focus of the care they provide towards the management of multiple chronic conditions such as heart diseases, diabetes, chronic obstructive pulmonary disease and mental illness. The aim of this systematic review is to summarize the scientific evidence on the effects of Multidisciplinary Teams (MDT) on chronic patients' management in hospital settings, evaluating outcomes, costs and workload. Medline, Scopus and Ovid were queried for relevant articles using the Population-Intervention-Context-Outcome (PICO) model. Selected articles were assessed for quality and risk of bias using the National Institutes of Health Quality Assessment Tool for Observational Cohort and Cross-Sectional Studies. Data were analyzed using descriptive statistics, and comparison among comorbid patients with at least one mental illness versus those without was performed using Chi-square test (p &amp;lt; 0,05). Out of 7332 records, 7 studies met the inclusion criteria and 85 indicators were identified: 52% improved significantly, 46% did not show any variation and 2% (nausea and delirium) worsened. In particular, in-hospital mortality was significantly reduced in 65% of the studies describing such indicator. The presence of a mental illness showed a statistically significant increase of length of stay (p &amp;lt; 0,05), hence related to a lower bed-day saving, while no statistically significant effect was observed on 30-day readmissions (p = 0,13). In addition, few studies highlighted that a higher workload leads to greater burn-out rates. MDT meetings represent a fundamental step in a complex path care. They are useful to discuss clinical cases to define their diagnosis and to formulate shared treatment plans in order to deliver personalized treatment options and appropriate follow-up. These findings should stimulate decision makers to invest in the development of MDT and further research should be conducted to evaluate team efficacy. Key messages Successful management of chronic diseases can be enhanced by Multidisciplinary Teams. Caregivers can be involved in this relational process to ensure a better path care.

Organizational well-being among healthcare workers of middle management: a pilot study

Abstract Background The organizational well-being assessment makes possible to identify risks for health in workers and organizations and to introduce health promotion actions in the workplace. The aim of the study is to analyze the organizational well-being among health professional managers who manage professional groups (e.g., nurses, midwives, physiotherapists) in hospital and identify potential main discomfort factors of these middle management workers. Methods A bicentric pilot study was performed in October 2019. A questionnaire with validated scales was administered to all the health professional managers of two Italian hospitals. The scales investigated variables such as distress, stress risk factors (e.g., physical and emotional workload, job control, job autonomy, role clarity, relationships, support), well-being, and job satisfaction. Results A self-reported questionnaire was administered to 38 out of 40 managers. They were male for 21% and female for 79%. The average age was 53.9 years. T-test analysis showed no significant difference between the two hospitals. The entire sample shows low general distress level, but 25% of the sample declares moderate distress and 8% high distress. The managers refer pace and workloads often (37%) or always (47%) excessive, they refer to not be able to 'detach' themselves from work issues when they get off work (60%) and to be too tired to live their lives (63%). They report that rarely (29%) or never (43%) have a say in how to do their job and refer that their direct supervisor is never available to listen their work problems (43%). The managers often or always perceive tension in working relationships (49%) and refer to do not have the needed support from colleagues (56%). Thirteen percent of managers applied for move into another ward. Conclusions This study shows that health professional managers experience general working discomfort and perceive problems with regard workload and poor support from colleagues and supervisors. Key messages Managers’ well-being can be compromised by both organizational and relationship factors. Middle management well-being should be improved to reduce distress risk and increase professional team efficacy.

The influence of the project team efficacy and organizational factors on the success of mining project management

Some authors have proposed that project team efficacy influences the success of project management; however, this relationship has not been well investigated. The object of this study is to analyze the relationship between project team efficacy and the success of project management and to examine three moderator variables (task uncertainty, task interdependence, and chaos effect) in the relationship between these variables. This study was based on a sample of 52 mining work teams and the suggested hypothesis were confirmed, there is an influential relationship between project team efficacy and the success of mining project management, as well as the significance of the moderate variables.

The Future is Yet to be Told: The Promise of Combining Visionary Leadership with Storytelling

Although there is a voluminous literature on the broader construct of transformational leadership, there are few and decidedly mixed findings on the effects of the more circumscribed dimension visionary leadership. Prior research indicates that it may not only matter whether or not leaders engage in visionary communications, but also how they do it. For example, are there rhetorical tools that enhance the effectiveness of visionary leadership? In a three-wave, two- source field study of 148 teams, we examined the idea that storytelling augments the effects of visionary leadership on team efficacy and, in turn, team performance. Results confirmed that, as hypothesized, visionary leadership was more strongly positively related to both team efficacy and team performance when storytelling was high, rather than low. Moreover, team efficacy mediated the interactive effects of visionary leadership and storytelling on team performance. We discuss the theoretical and managerial implications of these findings.

Inventor Commingling and Innovation in Technology Startup Mergers &amp; Acquisitions

How does knowledge recombination via inventor “commingling” in technology startup acquisitions relate to innovation outcomes? Commingled teams have inventors from the acquiring and acquired firms, and reflect collaboration benefits and costs of integrating human resources across organizational boundaries. The benefits to such team design are “unsticking” knowledge and introducing variety to the possible knowledge to be recombined, while the costs include disrupted team standard operating procedures and routines and the need for enhanced coordination. In addition, innovation efficacy of commingled teams may also depend on the form of inter-organizational R&D cooperation, ranging from less integrated (strategic alliances) to more integrated (M&As) structures. We argue that the control and authority associated with integrated structures aids innovation. We assemble a large panel dataset of technology startups which eventually experienced a merger, some of which also had a prior alliance with the acquirer. Using a difference-in-differences design, we find that innovation quantity, quality, and exploration all increase post-merger for firms with higher rates of inventor commingling. Since commingling can be endogenous to the cost of inventor collaboration, we exploit exogenous introductions of direct flights between the acquired and acquiring firms to instrument for commingling, and find robust results. Inventor-level commingling is also more effective under integrated collaboration structures.

Team Adaptation Under Inconsistent Team Rewards

Organizations use teams as an adaptive and flexible response to rapidly changing environmental conditions. Team adaptive performance, which is team performance under changing environmental conditions, can be facilitated by motivational mechanisms. In this paper, we investigated the effect of team rewards on team adaptive performance. Noting the temporal nature of team adaptation and emergent states, we hypothesized that team reward consistency over time (as compared to inconsistency) would result in higher team adaptive performance. We further posited that team efficacy beliefs and team distributive fairness perceptions would partially mediate this relationship. We used a between-subjects (team reward condition: consistent or inconsistent) experimental study with 43 3-person student teams who performed a coordination task with a change in the task at the midpoint. The empirical results supported our predictions. Team reward consistency led to higher team adaptive performance. Team distributive fairness perceptions fully mediated this relationship. Team reward consistency also resulted in higher team efficacy beliefs, which also contributed to team adaptive performance. Thus, our paper highlights the importance of team rewards on team adaptation.

How Psychological Safety Affects Team Performance: Mediating Role of Efficacy and Learning Behavior.

This article examines the mechanisms that influence team-level performance. It investigates psychological safety, a shared belief that the team is safe for interpersonal risk taking and a causal model mediated by learning behavior and efficacy. This model hypothesizes that psychological safety and efficacy are related, which have been believed to be same-dimension constructs. It also explains the process of how learning behavior affects the team’s efficacy. In a study of 104 field sales and service teams in South Korea, psychological safety did not directly affect team effectiveness. However, when mediated by learning behavior and efficacy, a full-mediation effect was found. The results show (i) that psychological safety is the engine of performance, not the fuel, and (ii) how individuals contribute to group performance under a psychologically safe climate, enhancing team processes. Based on the findings, this article suggests theoretical and methodological implications for future research to maximize teams’ effectiveness.

Big data innovation and diffusion in projects teams: Towards a conflict prevention culture

Despite the enormous literature on how team conflicts can be managed and resolved, this study diverges, by examining factors that facilitate conflict prevention culture in project teams, especially when introducing Big Data Technology. Relying on findings from relevant literatures and focus group discussions, 28 attributes for embedding conflict prevention culture were identified and put together in questionnaire survey. Series of statistical tests including reliability analysis and exploratory factor-analysis. The results identified five critical success factors for entrenching the culture of conflict prevention in project teams introducing big data driving innovations. The five-factor solution include “building effective relationship”, “effective project communications”, “project team efficacy”, “pro-active conflict management approach” and “effectual project documentation”. Result of this study presents a Conceptual framework for effective management of human resource in relation to conflict prevention among project teams, as an effective strategy for facilitating seamless adoption and diffusion of big data innovation in organisations.

The Association between Reasons for a Rapid Response Team Alert and Immediate Patient Management in Total Hip Arthroplasty Patients

BackgroundThe purpose of this study is to evaluate the value and efficacy of rapid response teams (RRTs) for different triggering events in total hip arthroplasty (THA) patients. MethodsA retrospective review of all RRT events at a single, tertiary referral center from 2014 to 2016 was performed. Inclusion criteria were defined as patients >18 years old that underwent primary or revision THA. Information queried included demographics, primary reason for RRT, Charlson Comorbidity Index (CCI), underlying etiology, whether any changes in management occurred, and whether the patient was uptriaged. ResultsIn total, 168 RRTs were called on 153 hip arthroplasty patients (mean age 65.2 ± 14.1 years; mean body mass index 32.3 ± 4.8, 66% female). Length of stay in RRT for primary and revision THA was 3.4 and 6.2 days, respectively. This was significantly longer than the length of stay for primary THA patients (2.4 days, P < .001) and revision THA patients (4.6 days, P = .005) that did not require an RRT. There were no mortalities. RRTs for hypotension/presyncope (11%) and for syncope (11%) resulted in significantly fewer changes in management (P < .01) than tachycardia (77%), hypoxia (57%), AMS (79%), and other (47%). RRTs for hypotension/presyncope (28%), syncope (15%), and hypoxia (30%) resulted in significantly fewer patients being uptriaged (P < .001) than tachycardia (81%). Hypotension/presyncope was found to be significantly more commonly due to volume depletion (67%) (P < .001) than other etiologies. Hypoxia was significantly more commonly due to atelectasis (57%) and opioids/oversedation (30.4%) (P = .037). AMS/delirium was also significantly more commonly caused by opioids/over-sedation (71%) (P < .001). ConclusionIn patients undergoing THA, RRTs for hypotension/presyncopal symptoms and syncope were significantly less likely to result in changes in management or uptriaging compared to tachycardia. The most common etiologies were potentially preventable, including volume depletion and opioid use.

Building efficacy beliefs through team task engagement and past task performance in contemporary teams

It is important for organizations to identify the drivers for effective collaboration in contemporary teams, such as self-managed ad hoc teams. Therefore, we aimed to investigate (1) the influence of team task engagement and mastery experiences on collective efficacy beliefs and (2) the temporal relationship between team task engagement and task performance over time. We postulate that to build collective efficacy in contemporary teams over time, it is necessary to enhance positive emotional states (i.e., team task engagement) and mastery experiences (teams’ past task performance). The study adopted a three-wave longitudinal design in which 575 individuals nested within 112 self-managed ad hoc teams participated in a decision-making task. Results showed that team task engagement and past task performance positively predicted future collective efficacy. Moreover, team task engagement positively predicted teams’ task performance over time. This study contributes to the understanding of the antecedents of team effectiveness, specifically in contemporary teams. JEL CLASSIFICATION: C92; J24; O15

The Effect of Team Debriefing-based Emergency Simulation Education

Objectives: This study was conducted to identify the effects of team debriefing-based emergency simulation education for the self-efficacy of group work, team efficacy, and interpersonal understanding. Methods: 120 fourth-year students of the nursing department of C university in A city and a team of five to six nursing professors developed the curriculum as a module. Six scenarios and two theoretical lectures, on emergency simulations, were conducted over 14 weeks and the data collection period was from April 29 to June 14, 2019. Data analysis was conducted using the SPSS 21.0 statistical program. The data analysis was done with descriptive statistics, paired t-test. Results: The self-efficacy of the group differed significantly from 3.78 points before team-based emergency simulation education and 4.0 points (t = 4.08, p= 0.000) after education; similarly the team efficacy also varied significantly different from 3.85 points before education and 4.01 points (t = 2.10, p= 0.038) after education, but there was no significant differences in interpersonal understanding before and after the education. Conclusions: Team debriefing-based emergency simulation education has proven to be an effective method of teaching, enhancing the ability of nursing students in terms of justice by improving their self-efficacy and team efficacy. Key words: Team debriefing, Emergency simulation education, Self-efficacy of group work, Team efficacy

Deep-level diversity in entrepreneurial teams and the mediating role of conflicts on team efficacy and satisfaction

Team start-ups have substantial advantages over solo start-ups, but teams often do not live up to their potential due to conflicts creating unfavorable team dynamics. Based on an experiment with 665 individuals in 133 randomly composed teams participating in a new-venture simulation, we found team members’ deep-level characteristics that trigger motivations to act, i.e., achievement motivation and leadership orientations, to be particularly important sources of task conflicts. We found that diversity in leadership orientation reduces conflicts because not all team members can lead at the same time. Unlike hypothesized, we found that diversity in achievement motivation also reduces conflicts, for which, ex-post, we explore potential reasons. Furthermore, we demonstrate that the mediating task and relationship conflicts differently affect team outcomes due to their different nature of task-relatedness: while task conflicts affect task-related team efficacy and may escalate into relationship conflicts, relationship conflicts directly affect team satisfaction, but not team efficacy. Further emphasizing the importance of a motivational basis of conflicts, we found that individuals’ general self-efficacy, a more belief-related construct, affects team outcomes only through team efficacy, but not via conflicts.