Team Level Research Articles

Power and Status Inconsistency and Conflict in Teams

Power and status, two forms of social hierarchy, are fundamental feature of social relations, and they have two functions that are especially important for teams that lack formal hierarchy: 1) to establish order and coordination, and 2) to motivate employees to strive for promotion. Hierarchy provides clear social governance in groups by allowing leaders to assign tasks or allocate resources, and it provides incentives for individuals to climb the organizational ladder to obtain greater compensation and comfort. Individuals with high power and/or high status are more likely to perform leadership behaviors in teams. However, they may also cause conflict by activating threat and distrust when other team members perceive that aspirants’ leadership behaviors are misaligned with their power and/or status. This misalignment can be complex because social hierarchy has multiple forms such as status and power and multiple levels such as team and organizational levels. The current study investigates (1) how the inconsistency between power and status of a team member affect conflict with other team members and (2) how team member’s needs for power and needs for status moderate the power-status inconsistency and conflict relationship. Data was collected from a sample of MBA student teams at a large mid-western university in the United States. In the results the study found no evidence of the power-status inconsistency and conflict relationship, yet found the moderating effect of needs for power on that relationship.

The interplay among environmental sensitivity, job stressors, and leadership styles on employee well-being

Investigating the role of individual differences in Environmental Sensitivity for well-being and stress at work is an emerging area of research with significant potential for practical implications in organizational management and human resources. Recent studies have begun to explore how individuals with high sensory-processing sensitivity (SPS) may be more vulnerable to work-related stress than their less sensitive peers, but may also derive greater benefits from positive job resources when available. The present study aims to investigate the role of leadership style in the complex interplay between individual differences in sensitivity, stress at work, and general well-being. A questionnaire was administered through Qualtrics to a total of 317 workers from two medium–large–sized Italian companies, across two waves between May and July 2022. Findings provided support for a three-way interaction effect, with job stressors exerting an adverse effect on participants’ well-being, mitigated by democratic and let-it-be leadership styles at the team level, particularly among highly sensitive individuals. Thus, our findings suggest a vantage sensitivity effect and underscore the importance of cultivating positive work climates to enhance workers’ ability to cope with stressors and improve their global well-being, with particular relevance for highly sensitive individuals.

A Meta-synthesis of Qualitative Research on Effective Return to Work Counseling for Individuals with Work Participation Restrictions - A Systematic Review.

The aim of this systematic review was to summarize the qualitative evidence on factors of effective counseling aiming at work participation for people with chronic diseases and/or disabilities. We conducted a systematic literature search in MEDLINE (PubMed), CINAHL, Web of Science, PsycINFO, and PubPsych in March 2023. Our inclusion criteria stipulated that counseling should be specifically designed for individuals experiencing constraints in work participation and published in German or English between 2013 and 2023. To assess the quality of the included studies, we used the checklist of the Critical Appraisal Skills Programme. We synthesized our findings according to the meta-ethnographic methodology by Noblit and Hare. Of the 2901 papers found in the systematic search, we included 16 qualitative studies in our meta-synthesis. Studies were conducted in Australia, the USA, Canada, Nordic countries, and Germany. Our "model of the effectiveness of counseling for work participation" consists of four levels. At the extended organizational level, potential factors include the provision of sufficient time and work resources for counselors or contact persons. At the team and stakeholder level, structural collaboration, for example, is crucial. In the counseling dyad, counselors can employ shared decision-makingand at the individual level, personal character traits and the client's motivation are exemplary factors. This study provides a comprehensive overview of factors contributing to effective counseling in the context of work participation. The delineation across various levels underscores that effectiveness in counseling is a collective outcome, involving not only the advisor but also other stakeholders.

Preparing Military Interprofessional Health Care Teams for Effective Collaboration.

Military Interprofessional Health care Teams (MIHTs) are the backbone of modern military medicine. However, these teams face distinct operational challenges, including frequent personnel rotation, diverse work environments, and the constant possibility of rapid deployment. Serving in dynamic teams that deploy for both military and humanitarian missions, MIHTs face the unique challenge of constant restructuring and reorganization. Consequently, preparing MIHT members to function effectively as a team presents a significant hurdle. This difficulty highlights the limited applicability of existing literature focused on training civilian interprofessional health care teams. To address this gap, we conducted interviews with MIHT members to understand specific training elements that equip MIHT members to effectively collaborate. By gaining a deeper understanding of their needs, we can improve training programs and ultimately optimize MIHT performance, readiness, and patient care. We conducted individual semi-structured interviews with military health care professionals. We employed purposeful sampling to ensure a diverse range of perspectives from individuals with direct experience working in or leading MIHTs. The 30 participants interviewed represented a broad spectrum of MIHT professions. The data used for this study stems from a broader research program on MIHTs conducted between 2017 and 2019. We conducted a secondary analysis focusing specifically on interview data related to education and training. Using Braun and Clarke's 6-step approach to Thematic Analysis, we identified themes from the data to build an understanding of MIHT perspectives on training effectiveness. The participants' insights allowed us to identify 3 critical themes related to the training elements they considered most beneficial for fostering collaboration within MIHTs: (1) MIHT members rely on their own predeployment readiness; (2) MIHT contexts require unique, adaptive communication skills; and (3) MIHT training is an ongoing endeavor. We need our MIHTs to be ready to deploy and effectively collaborate, which involves being clinically, emotionally, physically, and operationally ready. MIHT members describe 3 aspects of specific training elements as having significant potential to equip them to effectively collaborate: (1) MIHT members rely on their own predeployment readiness; (2) MIHT contexts require unique, adaptive communication skills; and (3) MIHT training is an ongoing endeavor at both the individual and team levels. By investing in tailored training programs that address these areas, we can empower MIHTs to continuously adapt, excel, and ultimately, positively impact patient outcomes in diverse military health care settings.

Train one and get a crew: a multilevel evaluation of team-centric leadership training for airport security screening crew leaders

PurposeThis study aims to introduce a team-centric leadership training program tailored for leaders of critical action teams. It emphasizes the critical role of effective teamwork in high-stakes environments.Design/methodology/approachThe authors developed a team-centric leadership training program for crew leaders of airport security teams. The training program comprised in-class teaching on the psychological foundations of teamwork and practical simulations. The training program’s effectiveness was assessed at the individual and team levels using Kirkpatrick’s evaluation model to obtain a complete evaluation of its effectiveness. First, a pre- and posttraining questionnaire recorded changes in self-efficacy, knowledge and skills about teamwork at the individual level from 62 leaders. Second, the authors assessed the transfer effects of the team-centric leadership training on self-reported team processes and team performance during a work shift of 37 crews.FindingsResults indicate an improvement in the application of teamwork skills but not in self-efficacy or knowledge among crew leaders who underwent the training. Additional analysis revealed that leaders with initially high self-efficacy in teamwork experienced a reduction posttraining, whereas those with initially low levels reported an increase. Teams led by trained leaders demonstrated a higher engagement in key team processes than those led by untrained leaders. No effect has been found on team performance.Originality/valueThis study offers a cost-effective alternative to conventional teamwork training methods, specifically designed for high-pressure security contexts. The authors advocate for the adoption of this training model by security professionals, aiming to elevate team processes and operational efficacy in critical action teams.

Leadership as a situated practice: Critical connections and liberated networks

Learning Development is founded on multidisciplinary partnerships and collaboration, which can make it difficult for practitioners to recognise leadership in themselves and have it recognised by others, stymieing progression and confidence. This study aims to explore what leadership looks like in a collaborative, community-driven, third space field of practice, and how Learning Development practitioners might recognise leadership in themselves and enact it in practice. Based on based on semi-structured interviews, a phenomenological approach is taken to explore the perceptions and experiences of 20 participants who self-identify as Learning Developers with an interest in leadership. Four key themes emerged from the analysis: Being in the role; Being part of a team; Being part of a community; and Taking a wider view. Each indicates how leadership in Learning Development is values-driven, social, networked, critical, and operates on the three levels of team, community, and field. The interrelationships between these are expressed as a model for strategic influence driven by collaborative connections, and findings suggest that practitioners act as a hub through which knowledge and connections can flow. Given the challenges currently facing the higher education sector, it is vital that institutions are able to harness these crucial roles to remain flexible, responsive, and effective. This study provides a means for recognition and advancement in fields that lack the clear progression routes of academic and professional services colleagues.

Gender and healthcare leadership: Addressing critical knowledge gaps by explicitly considering the gendered concept of care.

This scoping review of gender and healthcare leadership synthesized the barriers and facilitators at multiple levels employing a framework that integrates a specific focus on the concept of care. The 71 sources identified focus predominantly on barriers to women's leadership at the individual and team level and, to a lesser extent, at the organizational and system level. Facilitators tend to be presented as recommended actions than evaluated interventions. Healthcare leadership tends to ignore the gendered context of care elevating leaders who are least likely to provide such care. Where personal caregiving circumstances are considered, they are individualized, reflecting the literature in general. More critical analysis is needed to focus on women's experiences and how their gender can predetermine their success in achieving and being in leadership positions. Healthcare leadership researchers are encouraged to include gender and care-focused analyses and interventions to address the under-representation of women in healthcare leadership.

Attack efficiency in first league men’s volleyball for playing positions, according to the value level of the teams

Background and Study Purpose. The attack is a crucial technical element in scoring points in volleyball. This research aims to identify differences in attack efficiency and errors based on the value level of teams in the competitive system, considering different playing positions. Material and Methods. The analysis included 86 attacking players from the rosters of 12 teams in the men’s domestic first league. The distribution by positions was as follows: 37 outside hitters, 19 opposites, and 30 middle blockers. Statisticians from each team recorded the data using Data Volley software during three championship matches. For each player, the following parameters were interpreted: Attack Efficiency (E%), Error% (=), Blocked Attack% (/), Poor% (-), Blocked but Recovered% (!), Positive% (+), and Winning% (#). Attack efficiency was analyzed for each playing position across top teams (positions 1-4 in the final ranking), mid-level teams (positions 5-8), and lower-level teams (positions 9-12). Results. Across all three playing positions, top teams demonstrate higher percentages in attack efficiency, winning executions, and positive outcomes compared to average and lower-level teams. Top and average teams also have lower percentages of errors in attack executions. For the outside hitter position, no statistically significant superiority is observed between top and middle teams for any attack variable, indicating a balance in player performance. In the opposite hitter position, top and middle-level players show higher attack efficiency and direct point scores (Winning). They also have lower poor execution rates, despite the lack of statistical confirmation for superiority in many attack variables. Among all positions, top middle blockers exhibit a clear superiority over low-level teams across all attack variables. Conclusions. The findings of the study highlight the critical role of team value level in influencing attack efficiency and execution quality across different playing positions in volleyball. The results underscore the importance of strategic differentiation in training and game planning. This is especially crucial for teams aiming to optimize their performance. Coaches and trainers should focus on tailored approaches that address the specific strengths and weaknesses of each playing position. They should also consider the overall team value level in their strategies. This approach could lead to improved competitive outcomes and a more effective utilization of player potential across all levels of competition.

Determinants of knowledge transfer activities among university researchers: a systematic review

Purpose This systematic review aims to identify the key determinants of knowledge transfer (KT) activities among researchers. Design/methodology/approach This study systematically reviewed KT literature in academic settings from 1995–2023. The authors searched Web of Science and Scopus using predefined keywords, following PRISMA guidelines for screening and eligibility assessment. From 158 selected articles, the authors extracted data and conducted a descriptive analysis to map KT activities’ evolution. A narrative synthesis approach categorized determinants of researchers’ KT activities. Findings The systematic review findings revealed a general conceptual framework that categorizes the identified determinants of KT into four categories. At the individual level, the factors are related to the sociodemographic characteristics of the researcher (e.g. gender, age, experience), their psychological aspects (e.g. attitude, intrinsic motivation, intention) and personal characteristics (e.g. self-efficacy, communication skills). At the research team level, leadership style and team dynamics. At the organizational level, the findings emphasize university characteristics (e.g. size, structure and ranking), KT culture installed and university resources. At the inter-organizational level, the key determinants were funding sources, network strength and trust. Research limitations/implications The studies included in our database were different in terms of contexts, country of the study, the disciplines of KT and the types of KT activities examined. This variety restricts the direct comparison of research findings thus the generalizability of our conclusions. Future research should focus on specific contexts, disciplines, countries or types of KT activities to provide generalizable findings. Practical implications A better understanding of all the factors influencing KT among university researchers is essential for several reasons. First, it will enable the government to develop effective policies to promote KT ecosystems. Second, universities can create strategies, policies and programs to support researchers’ engagement in KT activities. Finally, researchers can be more strategic in their KT efforts. Originality/value This systematic review contributes to the literature by providing a comprehensive conceptual framework that identifies KT determinants at different levels and fills a gap in the existing literature that only addresses specific aspects of KT determinants. This framework can be a theoretical reference for future empirical studies. Furthermore, it practically provides recommendations for different actors including, government, universities and researchers.

Do Virtual and the Face-to-face Ways of Working Have an Impact on the Effectiveness of Teams? An Empirical Study in the Context of Multicultural IT Teams

This paper pursued to identify whether there are differences between virtual and face-to-face teams concerning their ability to develop a natural and incremental chain of linkages between individual, team and organization level effectiveness, in the context of interactions between their multicultural members and of interdependence that teamwork entails. The novelty and relevance of the research consist in empirically testing the above chain, along with the differences and similarities between virtual and co-located teams, on a sample of 159 respondents working in multicultural IT project teams from Romania and the Czech Republic. Structural equation modelling based empirical findings show statistically insignificant differences regarding the construction of the chain of effectiveness between virtual and co-located multicultural teams. Complementary, in terms of average values for all three levels of results, the face-to-face multicultural teams are superior to virtual multicultural ones, limited by the exclusion of team reaction time and lifespan from the research model.

Development of a framework of the skills and attributes needed by mental health professionals to provide optimal clinical care to people experiencing complex psychosis: A Delphi consensus study.

Complex psychosis is associated with high social and economic costs. The key skills and attributes needed by mental health professionals to provide optimal clinical care to people experiencing complex psychosis have not previously been defined. A framework detailing these skills and attributes is needed to support the identification of training needs for those working with this population. A modified online Delphi method was used to reach consensus on the skills and attributes essential for mental health professionals to deliver optimal clinical care to people experiencing complex psychosis. Participants were international healthcare professionals and academic researchers who self-identified as experts in complex psychosis. Participants were asked to rate their level of agreement with each item on a five-point Likert-type scale and to provide comments. Qualitative feedback was used to modify existing, or create new, items for subsequent rounds. 64 responses were received across three Delphi rounds. 167 items reached consensus and were endorsed (132 in Round 1, 31 in Round 2 and 4 in Round 3). Median score range for endorsed items was 4.5/5, with 88.6% scoring 5/5. All 167 endorsed items were included in the framework, categorised into 14 overarching domains. Multiple skills and attributes were identified as being core components required in the delivery of optimal care by mental health professionals to people experiencing complex psychosis. The resulting framework provides a benchmark for training and skill development of mental health clinicians at both individual and team levels to optimise effective working with this high-needs population.

Venture Capital, Environmental Regulation and Regional Green Innovation: Evidence from China

Venture capital can promote green innovation by providing financial support for green innovation activities. Based on panel data from 30 provincial-level administrative regions in China, this research analyzes the impact of venture capital on green innovation and its underlying mechanisms. The results show that venture capital significantly promotes regional green innovation. Through the mediation analysis, it is found that venture capital primarily promote green innovation by increasing R&D investment and improving the level of research team level. The increase in R&D investment is the main pathway through which venture capital influences the level of green innovation, as firms receiving venture capital are more willing to allocate these funds towards green innovation activities. The study also finds that the impact of venture capital on green innovation is influenced by environmental regulation, with an upper limit to the intensity of environmental regulation. Environmental regulation below this limit value amplifies the positive effect of venture capital on green innovation, while regulation exceeding this threshold reduces the effect of venture capital on green innovation. The article confirms the important role of venture capital in promoting green innovation, enriches the research on the innovation effects of venture capital, and provides theoretical references for green development.

Developing Creativity in the Higher Education on the Relationship between Community Art and Whole Child Approach

Under the umbrella of the VUCA-world and growing international competition creativity plays a more important role in higher education. In this context, divergent thinking, fluency, flexibility, problem-sensitiveness and originality are key factors for work, life, and literacy. In the first part of the article we will discuss the philosophical phenomena of this process, which comes from John Dewey’s ’learning by doing’ principle. In fact, rethinking higher education comes to the front in the 21st century, changing teaching education in order to develop creativity with various innovative ways. In the second part of the article Visual Arts, especially Community Art, will be in focus. This promotes communication, collaboration, critical thinking and problem-solving, creativity and innovation, especially project-based learning via Totem Project, which was implemented at J. Selye University from November to December 2022. The aim of the project was community building and creativity development. Building a community is based on collaboration amongst students and teachers (the project had 50 members in total and consisted of 100 working hours) in order to develop creativity, team-building, and collaborative professionalism via sharing aims and expectations, building community and trust, respect and listening. The Totem Project started to map prior knowledge on community in order to develop engagement and creativity at three levels: individual, team, and organizational levels. Finally, at the end of the paper, conclusions will underline some open dilemmas and questions.

The emergence of team compassion: Theoretical implications and practical interventions

With the recent experiences involving COVID-19, there is a growing need for organisations to better understand compassion in addressing employees’ suffering and boosting their well-being. Particularly, as teamwork is becoming ubiquitous, organisational scholars have identified positive benefits of compassion at the team level such as improving communication, decreasing interpersonal conflicts and boosting team effectiveness. Using a multilevel theoretical framework in reviewing compassion research, this article advances our understanding of team-level compassion by elucidating the processes through which individual-level compassion gives rise to team-level compassion. First, we delineate composition and compilation models of the emergence of team compassion and review empirical studies with respect to the two models. Second, we explain three social mechanisms in teams – social learning, emotional contagion and reciprocity – that shape the emergence of team compassion. Finally, we discuss interventions that can facilitate the emergence of team compassion and offer practical guidance for managers seeking to foster team compassion. JEL Classification: D23, I31

Even if you build it, they may not come: challenges in the uptake of workplace mental health toolkits

BackgroundStrategies to promote workplace mental health can target system, organization, team, and individual levels exclusively or in concert with each other. Creating toolkits that include these different levels is an emerging innovative strategy to support employees working in various sectors. Our paper describes the development, implementation, and refinement of two different online toolkits: the Healthy Professional Worker Toolkit for Education Workers and the Health Worker Burnout Toolkit.MethodsThe Knowledge to Action Framework guided the team during the development and early interventions phases of toolkit development. Stakeholder engagement regarding the intended use of the toolkit of promising practices for workplace interventions was integrated throughout with different forms of feedback in a research capacity between 2022 and 2024.ResultsReflecting on the different phases of the KTA Framework, we describe first the engagement involved in building the toolkits and then on their utilization. Our toolkits were built to include different resources aimed at empowering workers, teams, and employers offering innovative ideas to address the mental health-leaves of absence and return to work cycle in one case and the different forms and consequences of burnout in the other. Criteria for inclusion were informed by ongoing research with a range of stakeholders and other intended toolkit users including managers, supervisors, executives, human resource specialists, staff, and others in healthcare and educational organizations and settings. In the implementation phase, the volume of resources available in each toolkit considered a strength by some was overwhelming for some partners and individual workers to navigate. Capacity, engagement, time, and readiness for change, are themes that heavily influenced if and when organizations interacted with each toolkit, and how much time they spent exploring the resources provided.ConclusionIt is critical to ground toolkits in the experiential evidence of workplace mental health as is linking these to evidence-informed interventions that correspond to workplace concerns. Organizational readiness to adopt and adapt resources and implement changes is a key consideration. Ultimately, user engagement is what brought these toolkits to life.

Tactical analysis of direct attack from the English Premier League and Spanish La Liga.

The aim of this study was to evaluate the effect of tactical and contextual dimensions on the offensive performance, in terms of degree of penetration or creation of goal scoring opportunities (GSO), of direct attacks in the English Premier League (EPL) and Spanish La Liga. In total, 10,078 team possessions from 40 random La Liga and EPL matches were initially selected. From that, 2,384 possessions categorized as open play direct attacks were selected for analysis, including a first univariate binary regression analysis and a further construction of adjusted binary multivariate logistic regression models. Four independent tactical dimensions ("Initial zone," "Initial opponent position," "Initial opponent pressure," and "Width of the possession") and four independent contextual dimensions ("Match location," "Match status," "Quality of opponent," and "Quality of the observed team") were initially analyzed to predict penetration performance on one hand and scoring opportunity performance on the other hand. The results showed that the distribution of the type of attacks was different in La Liga and EPL (χ 2 = 11.015, p = 0.001), but direct attacks were not different in La Liga and EPL in terms of performance. Three of the four tactical dimensions ("Initial zone," "Initial opponent position," and "Width of the possession") showed association with "Penetration performance" (p < 0.01), while only "Width of the possession" showed association with "Scoring opportunity performance" (p < 0.01). Two of the four contextual dimensions ("Match status" and "Quality of observed team") showed association with "Penetration performance" (p < 0.05), while none of them showed association with "Scoring opportunity performance." In conclusion, direct attacks are frequent in EPL and La Liga but very ineffective offensively in terms of creation of goal scoring opportunities. The tactical dimensions that explain a higher effectiveness in terms of getting penetrative performance are vertical progression through the field, attacking against a defensive low-block, as well as starting the team possessions from the defensive zones instead of middle zones, while the only tactical dimension that explains higher performance in creating GSOs is vertical progression. Contextual dimensions, such as "Match status" and "Team level," also influence the offensive penetration performance during direct attacks but not GSO performance.

Impact of dimensions of absorptive capacity on multinationals' reverse knowledge transfer: from an Indian context

Purpose The purpose of this study is to provide a holistic view of how the different dimensions of absorptive capacity (AC) impact reverse knowledge transfer (RKT). Although the importance of AC has been realized in knowledge and RKT literature, scholars have hardly explored the differentiated importance of each component of AC. When knowledge leads to competitive advantage, understanding the differentiated contribution will help enhance the impact of AC on RKT. This becomes even more important for emerging economy multinationals (EMNCs), which struggle in the global market and suffer from various liabilities. Therefore, this study focuses on the multidimensional impact of AC on RKT from Indian multinational subsidiaries based in developed nations to their parent firm. Design/methodology/approach This study is a quantitative study. The authors tested the research model using a structural equation modeling design based on survey data collected from subsidiaries (in developed economies) of Indian multinationals. Findings The results show that acquisition, assimilation and transformation components of AC have positive impact on RKT. However, the authors found that the exploitation dimension has no impact on RKT. Originality/value To the best of the authors’ knowledge, the research design is original and this is the first study on the impact of all components of AC on RKT. AC is one of the most widely researched variables in knowledge literature, including different versions of Zahra and George’s concept of AC. However, its impact has not been explored much in RKT literature. This study addresses this gap and extends the literature on AC and RKT. The advantages of this study can be seen at the team and organization level.

LGGL-01 “INTERVENTION OUTCOMES OF ENHANCED RECOVERY AFTER SURGERY PROTOCOL VERSUS STANDARD CARE FOR GLIOMA PATIENTS IN SELECTED HOSPITALS IN DEMOCRATIC REPUBLIC OF THE CONGO: RANDOMIZATION AND STRATIFICATION OF PROVIDERS AND HOSPITALS”

Abstract Enhanced Recovery after Surgery (ERAS) protocols aim to improve perioperative care and patient outcomes. A pragmatic, multicenter, randomized controlled trial will be conducted in the Democratic Republic of Congo (DRC) to assess ERAS’ efficacy compared to the current standard of care (SOC) for glioma patients. Eligible providers will be randomized at the surgical team level to ERAS or SOC, ensuring consistent practices within teams. Hospitals representing diverse healthcare settings will be included, and randomization will be stratified by hospital to ensure balance. 100 glioma patients (50 in each group) will be included, and primary analysis expects fewer post-operative complications and shorter hospital stays in the ERAS group, with higher patient satisfaction. Subgroup analyses will be conducted by hospital center. Randomization and stratification aim to mitigate provider and hospital-specific influences, enhancing the study’s validity and equitable representation. This unique trial design seeks to provide insights into ERAS benefits for glioma patients in resource-constrained settings, guiding clinical practice and healthcare policy to improve care and outcomes.

When affective commitment leads to viability: The role of trust as a mediator and virtuality as a moderator

This study investigates the relationship between affective commitment and team viability, considering team cognitive and affective trust as mediators and the team's level of virtuality as a moderator. A survey-based study was conducted with 177 Portuguese work teams from several companies, and hypotheses were tested through partial least structure equation modelling (PLS-SEM). Our results reveal no statistical evidence of a direct positive association between affective commitment and viability but a significant indirect relationship through cognitive trust. This result highlights the critical role of cognitive trust in promoting viability. Moreover, our findings reveal that virtuality negatively moderates the relationship between affective trust and viability. Although affective trust is positive for viability when virtuality is low, it becomes detrimental when teams present high levels of virtuality. For practice, our results suggest the importance of promoting cognitive trust among teams and the need to be mindful regarding the level of virtuality because it may impact how trust influences team outcomes.

An expected shot outcome model for points in elite Gaelic football

ABSTRACT This study develops a logistic regression model to predict the likelihood of scoring a point in Gaelic football based on shot characteristics. A total of 3537 shots from 67 elite inter-county games in 2019 are analysed. The findings indicate that shot distance, pressure, type (open play/dead ball), side and team level are significant predictors in the model with shots from open play significantly less likely to result in scores than shots from dead ball situations. Pressure is found to be a key to the model with the model indicating that taking a shot under high pressure as compared to low pressure is similar to taking the shot from approximately 9 m further away. Also, interaction effects between shot type and distance, type and angle, and side and method are found to be significant with the outcome that shots from the left side of the field with the right foot are most likely to be successful. The variation in the difference between expected and actual scores for games is found to be similar across team levels.