Team Intention Research Articles

Teamwork measure relates to provider experience, burnout, and intent to stay.

To develop a brief teamwork measure and determine how teamwork relates to provider experience, burnout, and work intentions. Survey of clinicians. We analyzed data from Optum's 2019 biannual clinician survey, including a validated burnout measure and measures of provider experience and intent to stay. A 6-item measure of team effectiveness (TEAM) focused on efficiency, communication, continuous improvement, and leadership. Construct validity was assessed with content, reliability, and correlation with burnout. Generalized estimating equations with robust SEs determined relationships among TEAM score, provider experience, and intent to stay, controlling for demographics, clustering, and practice factors. Of 1500 physicians and advanced practice clinicians (1387 with complete data; response rate 56%), there were 58% in primary care; 57% were women, and 38% identified as Asian, Black/Hispanic, or another race/ethnicity other than White non-Hispanic. Burnout was present in 30%. The Cronbach α was excellent (0.86), and TEAM correlated with the validated burnout measure (adjusted odds ratio [OR] of lower burnout with high TEAM score, 0.28; 95% CI, 0.19-0.40; P < .0001). Clinicians with TEAM scores of at least 4 were more likely to have positive provider experiences (79% favorable vs 24% with low TEAM score; P < .001), had lower burnout rates (17% vs 44%%; P < .001), and more often intended to stay (93% vs 65%; P < .001). TEAM index score was strongly associated with provider experience (adjusted OR, 11.72; 95% CI, 8.11-16.95; P < .001) and intent to stay (adjusted OR, 7.24; 95% CI, 5.34-9.83; P < .001). The TEAM index is related to provider experience, burnout, and intent to stay, and it may help organizations optimize clinical work environments.

Relationship Between Team Identification and Consumption Behaviors: Using a Meta-Analysis.

The purpose of this study was to conduct a comprehensive literature review and a meta-analysis on team identification, particularly its relation to two outcome variables: intention to attend games and intention to purchase licensed merchandise. Past literature was searched through several electronic databases, including SPORTDiscus, using relevant keywords. Thirteen studies for team identification and intention to attend sport games and nine studies for team identification and intention to purchase licensed merchandise meeting all selection criteria were identified. A random-effect model was used to conduct a meta-analysis. Funnel plot and Egger's test were conducted to test publication bias, followed by fail-safe N to examine the stability of the estimates. The results showed that the total effect size values for the relationships between team identification and intentions to attend games and to purchase licensed merchandise were 0.39 and 0.42, respectively, which indicates a medium-large effect size. The study confirms the predictive power of team identification when it pertains to sport consumption behaviors and provides insights into practical implications in utilizing team identification as a potential driver of promoting consumer behaviors by the way of achieving marketing objectives.

A glimpse at team composition and intention to grow in academic spin-offs

ABSTRACT Starting from the description of the main traits of the academic environment within which this peculiar form of new venture is born, the authors question—in light of the presented results about the growth rates of a national sample of academic spin-offs—whether and how the intention to grow expressed by the academic entrepreneur influences the composition of the team, and more specifically the integration of nonacademic knowledge and experience—as a vector of a higher growth rate within the target market. In particular, the research question to be answered is: Does the integration of nonacademic team members in the early stages tie with a higher intention to grow of the academic entrepreneur? The contribution is configured as a work in progress, and it introduces an advancement about team formation process. Implications for practitioners relate to the key role of team composition in fostering growth of academic spin-offs.

Real-time recognition of team behaviors by multisensory graph-embedded robot learning

Awareness of team behaviors (e.g., individual activities and team intents) plays a critical role in human–robot teaming. Autonomous robots need to be aware of the overall intent of the team they are collaborating with in order to effectively aid their human peers or augment the team’s capabilities. Team intents encode the goal of the team, which cannot be simply identified from a collection of individual activities. Instead, teammate relationships must also be encoded for team intent recognition. In this article, we introduce a novel representation learning approach to recognizing team intent awareness in real-time, based upon both individual human activities and the relationship between human peers in the team. Our approach formulates the task of robot learning for team intent recognition as a joint regularized optimization problem, which encodes individual activities as latent variables and represents teammate relationships through graph embedding. In addition, we design a new algorithm to efficiently solve the formulated regularized optimization problem, which possesses a theoretical guarantee to converge to the optimal solution. To evaluate our approach’s performance on team intent recognition, we test our approach on a public benchmark group activity dataset and a multisensory underground search and rescue team behavior dataset newly collected from robots in an underground environment, as well as perform a proof-of-concept case study on a physical robot. The experimental results have demonstrated both the superior accuracy of our proposed approach and its suitability for real-time applications on mobile robots.

Influence of Employee Relationship Unit on Team Intention:A Case Study in Implementation of Patient Safety Program

Incidencesregarding patient safety still occur,and not all are reported to the Hospital Patient SafetyCommittee. The aim studyto analyze the employee relationship influences the work unit staff’s intention inimplementingthe patient safety program—the study was conducted bythe quantitative design of observationalanalytics and through a cross-sectional staff approach. The research sites includedSidoarjo Regional Hospital,Anwar Medika Sidoarjo Hospital, and Ahmad Yani Surabaya Islamic Hospital. The research collects dataduring May–July 2019. The variables consist of employee relationship as the independent variable andintention as the dependent variable. The results show that the development stage’s employee relationshipwas broadly establishing (46.51%), whereas, for the relationship stage, it was a majority of trusts (72.09%).The source intention stage was mostly personal intention(62.79%), and at the intention level, most of thedistal intention was 84.88%. The leadership type affects theworking unit staff’s discretionto implementpatient safety programs in hospitals, with employee relationships as a variable mediator.The study concludedthat the employee relationships had a significant influence on the working unit staff’s intention in hospitalsto carry out patient safety programs. However,employee relationships affect the work unit staff’s intentionto carry out the patient safety program.

Robust Real-Time Group Activity Recognition of Robot Teams

Recognition of group activities is critical for the success of applications that depend on effective human-robot teaming. Awareness of these group activities (also referred to team behaviors in some literature), including the individual activities of human teammates and the overall team intent, allows robotic teammates to work alongside humans without explicit commands and to offer proactive assistance towards the overall mission. In this letter, we present a novel approach to robot recognition of team activities, simultaneously learning a projection from multi-sensory input data to a latent representation of individual activities and a projection from this representation to the overall activities. We introduce a smoothed iterative reweighted algorithm to solve this formulated optimization problem, guaranteed to converge to an optimal solution. We evaluate our approach extensively on benchmark group and team activity datasets, showing that our approach achieves state of the art performance while operating in real-time on mobile robots.

Transparency in Autonomous Teammates

Human–Machine teaming is a very near term standard for many occupational settings and still requires considerations for the design of autonomous teammates (ATs). Transparency of system processes is important for human–machine interaction and reliance but standards for its implementation are still being explored. Embedding social cues is a potential design approach, which may capture the social benefits of a team environment, yet vary with task setting. The current study examined the manipulation of transparency of benevolent intent from an AT within a piloting task requiring suppression of enemy defenses. Specifically, the benevolent AT maintained task communication as in a neutral condition, but included messages of support and awareness of errors. Benevolent communication reduced reported workload and increased reported team collaboration, indicating that this team intent was beneficial. In addition, trust and acceptance of the AT were rated higher by individuals tasked with depending on the system to protect them from missile threats. The need for information from ATs is beneficial, however may vary depending on team type.

중·고등학교 축구선수의 권력거리 신념이 운동몰입과 운동지속의도에 미치는 영향

중·고등학교 축구선수의 권력거리 신념이 운동몰입과 운동지속의도에 미치는 영향

Workplace bullying and relationships with health and performance among a sample of New Zealand veterinarians

AIM: To examine the relationships between workplace bullying, destructive leadership and team conflict, and physical health, strain, self-reported performance and intentions to quit among veterinarians in New Zealand, and how these relationships could be moderated by psychological capital and perceived organisational support.METHODS: Data were collected by means of an online survey, distributed to members of the New Zealand Veterinary Association. Participation was voluntary and all responses were anonymous and confidential. Scores for the variables measured were based on responses to questions or statements with responses categorised on a linear scale. A series of regression analyses were used to assess mediation or moderation by intermediate variables on the relationships between predictor variables and dependent variables.RESULTS: Completed surveys were provided by 197 veterinarians, of which 32 (16.2%) had been bullied at work, i.e. they had experienced two or more negative acts at least weekly over the previous 6 months, and nine (4.6%) had experienced cyber-bullying. Mean scores for workplace bullying were higher for female than male respondents, and for non-managers than managers (p<0.01). Scores for workplace bullying were positively associated with scores for destructive leadership and team conflict, physical health, strain, and intentions to quit (p<0.001). Workplace bullying and team conflict mediated the relationship between destructive leadership and strain, physical health and intentions to quit. Perceived organisational support moderated the effects of workplace bullying on strain and self-reported job performance (p<0.05).CONCLUSIONS: Relatively high rates of negative behaviour were reported by veterinarians in this study, with 16% of participants meeting an established criterion for having been bullied. The negative effects of destructive leadership on strain, physical health and intentions to quit were mediated by team conflict and workplace bullying. It should be noted that the findings of this study were based on a survey of self-selected participants and the findings may not represent the wider population of New Zealand veterinarians.

The Mediating Effects of Self-efficacy in the Relationship between Communicative Competence within the Medical team and Turnover Intention in Hospital Nurses

The Mediating Effects of Self-efficacy in the Relationship between Communicative Competence within the Medical team and Turnover Intention in Hospital Nurses

The Comparative Study between Archrival Teams' Impact on Attitudes toward Professional Baseball and Professional Baseball Team Reputation and Intention to TV watching

The Comparative Study between Archrival Teams' Impact on Attitudes toward Professional Baseball and Professional Baseball Team Reputation and Intention to TV watching

A Logical Hierarchical Hidden Semi-Markov Model for Team Intention Recognition

Intention recognition is significant in many applications. In this paper, we focus on team intention recognition, which identifies the intention of each team member and the team working mode. To model the team intention as well as the world state and observation, we propose a Logical Hierarchical Hidden Semi-Markov Model (LHHSMM), which has advantages of conducting statistical relational learning and can present a complex mission hierarchically. Additionally, the LHHSMM explicitly models the duration of team working mode, the intention termination, and relations between the world state and observation. A Logical Particle Filter (LPF) algorithm is also designed to infer team intentions modeled by the LHHSMM. In experiments, we simulate agents’ movements in a combat field and employ agents’ traces to evaluate performances of the LHHSMM and LPF. The results indicate that the team working mode and the target of each agent can be effectively recognized by our methods. When intentions are interrupted within a high probability, the LHHSMM outperforms a modified logical hierarchical hidden Markov model in terms of precision, recall, andF-measure. By comparing performances of LHHSMMs with different duration distributions, we prove that the explicit duration modeling of the working mode is effective in team intention recognition.

Investigating the Effect of Nurse–Team Communication on Nurse Turnover: Relationships Among Communication Processes, Identification, and Intent to Leave

Enhanced team communication may strengthen nurses' attachment to their organizations and teams and improve nurse retention. This study examines the relationships among nurse–team communication, identification (organizational and team), and intent to leave. Hospital nurses (N = 201) completed surveys measuring 3 nurse–team communication processes: promoting team synergy, ensuring quality decisions, and individualizing communication. Hierarchical regression analyses revealed that promoting team synergy was a significant predictor of intent to leave, whereas ensuring quality decisions and individualizing communication did not account for significant additional variance in intent to leave. Separate analyses showed that the relationship between promoting team synergy and intent to leave was partially mediated by team identification or by organizational identification. Further analyses were conducted on the 7 communication practices for promoting team synergy. Mentoring emerged as the only significant predictor of intent to leave; however, its relationship to intent to leave was fully mediated by organizational identification or partially mediated by team identification. Pragmatic suggestions are offered to improve nurse identification and reduce turnover.

Strategic marketing planning for opportunity exploitation in young entrepreneurial companies

Both entrepreneurship and marketing theory and practice are opportunity driven. To exploit opportunities, entrepreneurial companies need to apply so-called professional management instruments, such as strategic marketing planning (SMP). SMP seems to be especially important for young companies in growth industries market. However, research has not addressed whether entrepreneurial companies use SMP, under what conditions and with what effect on performance. In this study we identified and tested antecedents of SMP in young companies in Germany. In our model, we developed a multidimensional model of SMP and tested a series of hypotheses using data gathered from 157 entrepreneurial companies. We found out that environmental uncertainty, external capital and managerial experience and, to some extent, top management team size and intentions to change are linked positively to the use of SMP in such firms.

A method for conflict detection based on team intention inference

One of the typical causes of errors in team cooperative activities, such as in central control rooms of power plants and cockpits in aircrafts, is conflicts among team members' intentions. If mutual awareness and communication were perfectly established and maintained, conflicts could be detected and recovered by team members; however, this does not happen in practice. In this paper, we provide a framework for detecting conflicts among team members' intentions based on team intention inference, aiming to make machines function as a coordinator for cooperative activities. In previous work, we developed a method for team intention inference based on a definition of ‘we-intention’. We-intention is other-regarding intentions relating to situations in which some agents act together, and is represented as a set of individual intentions and mutual beliefs. In this framework, a conflict can be defined as a set of individual intentions and false beliefs (undesired procedures), and detected by searching for such combinations. We applied the proposed method to the operation of a plant simulator operated by a two-person team, and it was confirmed through an experiment that this method could list candidates for conflicts by type and set the actual conflict high in priority in the tested context.

A method for team intention inference

Recent advances in man–machine interaction include attempts to infer operator intentions from operator actions, to better anticipate and support system performance. This capability has been investigated in contexts such as intelligent interface designs and operation support systems. While some progress has been demonstrated, efforts to date have focused on a single operator. In large and complex artefacts such as power plants or aircrafts, however, a team generally operates the system, and team intention is not reducible to mere summation of individual intentions. It is therefore necessary to develop a team intention inference method for sophisticated team–machine communication. In this paper a method is proposed for team intention inference in process domains. The method uses expectations of the other members as clues to infer a team intention and describes it as a set of individual intentions and beliefs of the other team members. We applied it to the operation of a plant simulator operated by a two-person team, and it was shown that, at least in this context, the method is effective for team intention inference.

Unilateral do-not-attempt-resuscitation orders and ethics consultation: a case series.

To describe the role of an ethics consultation service in unilaterally withholding cardiopulmonary resuscitation. Retrospective case series of 31 ethics consultations regarding unilateral do-not-attempt-resuscitation orders between 1992 and 1996. A large, urban, academic medical center. Patient characteristics, physicians' rationale for withholding cardiopulmonary resuscitation, ethics consultants' recommendations, and patient outcomes were measured. The consultation service agreed with the medical team's intent to withhold cardiopulmonary resuscitation in 25 cases, but a unilateral do-not-attempt-resuscitation order was written in only seven of these. In 17 cases, the disagreement between the physician and the patient or surrogate over code status was resolved in a conference organized by the ethics service. The process of ethics consultation is useful in resolving disagreements over withholding cardiopulmonary resuscitation and other treatment and can frequently result in a consensus. Hospital policies that permit unilateral treatment limitation should be based on a model that is process-based and that encourages interdisciplinary participation in decision-making, such as that recently proposed by the Houston Task Force.