Team Level Research Articles

An in-depth exploration of a positional subgroup in professional sport

An inevitable structural feature within sport teams involves ‘the groups within the group,’ otherwise known as subgroups. Although there is a large body of literature dedicated to group dynamics constructs at the total team level, little research has explored such topics at a positional subgroup level, particularly in professional sports. Thus, the purpose of this study was to provide an in-depth exploration of group dynamics perceptions from a specific positional subgroup in professional sports, with a particular emphasis on group cohesion and leadership. Specifically, we interviewed six experienced professional gridiron football offensive linemen to explore their perspectives of the factors influencing group cohesion within their positional subgroup. The analysis revealed environmental factors as well as internal roles and interpersonal processes that shaped group development and cohesion within the subgroup. Notably, the impact of veteran athlete leadership and how the behaviors of both the coaching staff and general managers could either positively or negatively influence group cohesion in professional football were apparent. Therefore, the present results are of interest to members of professional organizations generally, and gridiron football specifically, including general managers, head coaches, assistant coaches, support staff, and athletes regarding how the dynamics within a positional subgroup can impact individual and team outcomes. Lay summary: This article describes professional athletes’ opinions about group cohesion and leadership. All athletes were part of a positional subgroup in gridiron football. The analysis revealed environmental factors as well as internal roles and interpersonal processes that shaped group development and cohesion within the subgroup and the team as a whole.

People performance measures and commitment of academic staff in Nigeria Universities

People performance measure is critical for appraisal purpose to ensure sustainable commitment. The indices of performance are investigated to ascertain the extent of relationship to their commitment. The approach to people performance measure in our Universities affect commitment of people at individual and team levels and tend to reduce overall institutional performance. The study used survey research design. The primary data gathered through questionnaire were analysed using correlation. Based on the analysis, the findings revealed that people performance measures have significant positive effect on employee commitment among academic staff of Nigerian Universities. It is therefore recommended that task performance measure, contextual and adaptive performance measures be emphasised in appraising performance of academics in our Universities. This will imply a review of the academic appraisal policy to include more indices of the people’s performance particularly in the areas of contextual, adaptive and task performance measures in order to achieve greater commitment and promote institutional achievements

Inclusive leadership and team climate: the role of team power distance and trust in leadership

PurposeThe purpose of this paper is to investigate the effect of inclusive leadership on team climate. Drawing on the social exchange theory (SET), this study proposes a theoretical model in which (1) inclusive leadership enhances team climate, (2) the moderating effect of team power distance and trust in leadership in the relationship between inclusive leadership and team climate.Design/methodology/approachA quantitative research method was applied, with a survey of 247 Nigerian employees nested in 59 teams in multiple small manufacturing firms across diverse industries widely distributed into textile, furniture, bakery and palm oil production firms. The partial least square structural equation modelling was used to test the study's proposed hypotheses.FindingsThe results revealed that inclusive leadership has a positive and direct effect on team climate. Also, this study found that (1) team power distance positively influences the relationship between inclusive leadership and team climate; and (2) trust in leadership positively influences the relationship between inclusive leadership and team climate.Research limitations/implicationsThis study affirms the explanatory power of SET to investigate inclusive leadership and team climate at the team level. Also, the study utilised the SET to confirm the significance and value of team power distance and trust in leadership in the relationship between inclusive leadership and team climate at the team level in the Nigerian context.Practical implicationsThe paper examined the relationship between inclusive leadership and team climate with team power distance and trust in leadership as moderators. The findings suggest that inclusive leadership play a paramount role in understanding team climate among small manufacturing firms. Moreover, the findings can be applied in organisations by creating different assessment mechanisms, e.g. webinars and training sessions, to encourage effective inclusive leadership behaviours in fostering a team climate for creativity and innovation.Originality/valueThe main contribution of this current research to knowledge is on the examination of the distinctive leadership style that influences team climate. The study indicates that when team members are allowed to fully contribute to the team, inclusion is promoted among group members, and trust in leadership is strengthened, which increases their perception of team climate within organisations.

Power Threat Meaning Framework applied to staff support

The current article provides a practice example of using the Power Threat Meaning Framework (PTMF) within a staff support context. It was based within a community mental health team undergoing a service transformation. Some of the observed benefits of this approach to team reflective practice and staff support were highlighted, including open communication about the impact of organisational changes on a team and individual practitioner level. Reflections from the lead and co-facilitators are also described in detail.

Examining the effects of creativity, collaboration, creative diversity and autonomy on team creative performance

The present study investigated the multidimensional relationships among some of the factors which affect the creative performance of teams, including creativity, collaboration, diversity, and autonomy in educational settings. Two hundred and thirty one (231) university students of Informatics worked in teams for a whole semester, and their projects were evaluated for creativity with the Consensual Assessment Technique. Structural equation modeling and path analysis with bootstrapping were used to analyze the collected data and examine relationships. According to the results, the creative diversity of teams had a significant positive relationship with their creative performance, whereas the aggregated individual creativity of members did not have a significant effect. Collaboration among team members had a positive impact on the teams’ creative outputs and also partially mediated the relationship between creative diversity and creative performance. Autonomy of members correlated significantly with their creativity, however, at the team level, there was not a significant relationship between autonomy and creative performance. Theoretical and practical implications are discussed and future research directions are proposed.

Managing disruption(s) at work: A longitudinal study of communicative resilience and high-reliability organizing

ABSTRACT This paper used communication theory of resilience (CTR) and high-reliability organization (HRO) theory to investigate the influence of resilience processes on disruption management outcomes (DMOs) at both the individual and team levels and at two points in time. Perceptions of individual and team stress, efficacy, and performance were examined longitudinally in surveys with working adults (N = 192, 151). Results indicated (a) communicative resilience was significantly related to improvements in DMOs at time 1 (T1), (b) highly-reliable organizing was significantly related to improvements in DMOs for individuals and teams at both collection times, and that (c) high-reliability organizing practices were generally more predictive of positive DMOs than communicative resilience; however, the two forms of resilience are compatible and complementary.

A culture of constraints: How head coach turnovers affect the backroom staff and player development in professional football

In professional football, head coach turnovers are arbitrarily perceived as a shortcut solution to convert losing streaks into winning results within time-limited competitive seasons. Despite a speculative mentality guiding turnover decisions, a new coach is invariably appointed with the expectation of improving performance. As often overlooked, however, coaching replacements inevitably create unintended club-wide spillover effects. This study addresses two related club-wide research questions: (1) How do head coach turnovers affect player development at the team level?; and, (2) What are the spillover effects for backroom staff? Undertaken in Brazil, where turnover rates exceed those in Europe, 30 backroom staff practitioners (i.e., assistant coaches, goalkeeping coaches, fitness coaches, physical therapists, physiologists, and a medical doctor) completed semistructured interviews focused on their experiences. A reflexive thematic analysis revealed an overarching culture of constraints driven by conflicting behaviors and working practices. Three themes were highlighted at the team level: pragmatic playing style, methodological mismatch, and delaying team cohesion. At the individual level, four themes were identified: internal disruption, repetitive adaptations, job insecurity, as well as mental and emotional unrest. The findings indicate how within-season coaching turnovers represent a hazard that unintentionally constrains the mutual collaboration among the stakeholders directly involved with player development.

«I AM UKRAINE. I AM THE ETERNAL DREAM OF UNITY» PROJECT IMPLEMENTATION (in honor of the 80th birthday of the famous singer Raisa Kyrychenko)

The article reveals the influence of the People’s Artist of Ukraine Raisa Opanasivna Kyrychenko’s song creativity on the development of children’s vocal and choral skills, in particular, students of Poltava City School of Arts «Raisa Kyrychenko Small Academy of Arts» within «I am Ukraine. I am the Unity of the Eternal Dream» project implementation. The following methods have been used: source studies (studying scientific research onR. O. Kyrychenko’s song creativity); analytical (understanding the role of the development of students’ vocal and choral skills in the process of preserving the cultural heritage of the Ukrainian singer), as well as the method of theoretical generalization. The scientific novelty of the research consists in determining the innovative nature of the project «I am Ukraine. I am the Unity of the Eternal Dream», presented in honor of the 80th anniversary of the birth of the famous singer Raisa Kyrychenko. Its purpose is to support and develop the Ukrainian vocal art of student youth, enrich the cultural achievements of Ukraine, and realize the creative potential of the younger generation.
 The main objectives of the project have been solved. They are the following: the development of spiritual enrichment and creative growth of young talents and their teachers; the exchange of pedagogical and performance experience through master classes, lectures-concerts, and thematic lessons; and raising the professional level of performers and creative teams of the art school.
 The project «I am Ukraine. I am the Unity of the Eternal Dream» is one of the significant results of Poltava City School of Arts «Raisa Kyrychenko Small Academy of Arts». In the same context, the authors note the relevance and expediency of its implementation in the educational process of the educational institution, as well as emphasize the consistent study of Ukrainian folk song creativity as a necessary condition for the formation of students’ sense of national dignity and ethnic belonging to their people.

Compassionate Mind Training for Caregivers in Residential Youth Care: Investigating their Experiences Through a Thematic Analysis

ObjectivesCompassion can be valuable in demanding help settings, both to professionals and clients. Nevertheless, compassion-based interventions have not yet been investigated in residential youth care. This qualitative study aimed to examine the caregivers’ experiences with the Compassionate Mind Training program for Caregivers (CMT-Care Homes), as well as their perceptions regarding the barriers/enablers, transfer of learnings, and impact at individual, group, and organizational levels.MethodThree focus groups were conducted, enrolling 19 caregivers after their participation in the CMT-Care Homes. Data were examined using thematic analysis.ResultsFour overarching themes, 10 themes, and 14 subthemes were identified. The CMT-Care Homes seemed to enable the development of the three flows of compassion (i.e., compassion towards others, receive compassion from others, and self-compassion). While the program’s acceptability, practice, and transfer of learnings seem to facilitate compassion, reported difficulties with some formal practices and fears, blocks, and resistances to compassion might be barriers to its development. Knowledge and practices were transferred to work, both at individual and collective levels, increasing caregivers’ emotional health and strengthening team functioning. The program also contributed to improve care practices and to promote an affiliative organizational climate. Indirect impact on youth was also reported, regarding their reactions to the caregivers’ compassionate attitudes.ConclusionsFindings demonstrated promising benefits of the CMT-Care Homes in residential youth care settings, at personal, team, and organization levels. Compassion was helpful in working with youth, and in regulating caregivers’ own emotions at work. Limitations regarding method and data analysis should be considered.

Towards an Integrated Framework of Antecedents and Outcomes of Organisational Ambidexterity

Ambidexterity is critical for organisations’ technological advancements and competitive advantage. The prior literature is fragmented and uses multiple constructs that impede the development of conceptual understanding and an integrated framework of antecedents and outcomes of organisational ambidexterity. This study uses a systematic review of 47 empirical studies to categorise its antecedents in each stream that relate to the impact of human resources (employee characteristics, social relationships) and organisational (organisational structure and environment) factors on ambidexterity. Further, this study also identifies different research streams that are linked to the outcomes of ambidexterity, such as individual level, team and department level, firm level and organisational level outcomes. The author discusses key findings in relation to their antecedents and outcomes, which will support the conceptual clarity of researchers and practitioners. By using methodological analysis, this review might provide new possibilities for future studies. This study further proposes an integrated framework that elucidates each stream of antecedents and outcomes of ambidexterity. This review provides a conceptual framework and research direction for forthcoming research on ambidexterity.

Determinants of implementing the ID ROLL OUT study's interventions: qualitative results

Abstract Issue Antimicrobial stewardship programmes (ASP) and infectious disease (ID) specialists aim to ensure the rational use of antimicrobials and to improve patient outcomes. Whilst ASPs are established to varying degrees, ID specialists are rarely available in secondary and tertiary care hospitals in Germany. Description of the problem With the ID ROLL OUT study, we implemented and evaluated an intervention, which comprises ASP with and without ID specialists’ consultation in ten hospitals (excl. university hospitals) in south-west Germany. Little has been reported on the medical and pharmaceutical staff's perspectives on the implementations. This study describes barriers, facilitators, and suggestions for improvement to successfully establish a large-scale multicentre intervention. The participants responsible for implementing the intervention were interviewed using semi-structured, guided interviews at two time-points (t1: n = 17; t2: n = 18). The recorded interviews were analysed for content, following Kuckartz. Results A high level of acceptance and a positive attitude towards the intervention are conducive to the intervention's successful implementation. The teams find extra time for the study and a close staff collaboration at a local team level to be helpful. The main barriers identified are a high workload, lack of acceptance by colleagues in key roles, and the Covid-19 pandemic. Lack of digitalisation and entrenched internal structures were identified as major barriers. To further improve implementation, more infectious disease training should be provided, along with support from superiors and extension of the intervention phase. Moreover, government-mandated ASP guidelines and quality management by the German Medical Association are desired and expected to contribute in the future. Lessons The identified determinants provide much-needed key information, which is important for the efficient, targeted and successful implementation of future similar interventions. Key messages • Acceptance, positive attitude and staff collaboration help to implement the intervention. • Heavy workloads and lack of support from key colleagues hinder the intervention’s implementation.

Workplace implications for female leaders from stereotype threat in a video conferencing context

PurposeThis study considered the use of video conferencing virtual backgrounds with employees located in a large multinational corporate organisation in Ireland and the USA to discern if background images evoking gendered stereotypes of leadership can cue stereotype threat in female technology workers undertaking a leadership activity, thus negatively effecting performance. This study aims to contribute to the body of research on stereotype threat by establishing whether virtual backgrounds used in video conferencing software are inherently identity safe or whether their use could have a negative performance impact on marginalised groups.Design/methodology/approachUsing a mixed methods research design with 22 participants in two countries working in the one large organisation, using two quantitative methods (an experiment and a survey) and one qualitative method (semi-structured interviews), the study examined the relationship between performance on the leadership activity and exposure to gendered backgrounds on a video conference call.FindingsIt found that female leaders undertaking a leadership test experienced more anxiety and achieved lower scores on average when exposed to a male-gendered virtual background compared to male colleagues or female leaders exposed to a female gendered background. It was also found that these leaders were aware of the stereotype of leadership being White and male, and showed symptoms of prolonged exposure to stereotype threat in the workplace. While the authors still are working through a post-pandemic environment, it may be judicious for organisations to restrict the use of virtual backgrounds to identity-safe ones, specifically chosen by the company.Research limitations/implicationsThe study makes several practical recommendations, indicating actions which can be taken at the individual, team and corporate levels. Re-running this experiment in a more controlled environment with a larger sample set could yield more definitive, statistically significant results and contribute more to the literature.Practical implicationsSome individual impacts were found via the interviews. Male leaders in the organisation need to do more to mentor and endorse their female colleagues. By doing this, they can counter the negative effects of solo status and the subsequent performance degradations of their female counterparts, while also setting an example for other leaders. Participation in the mentoring programme and initiatives such as Dare and value, inclusion, belonging, and equity should be encouraged and supported. Reverse mentoring should also be encouraged among the population of male leaders to aid in allyship and bias-awareness.Social implicationsTeams should note that a democratic vote is not always the best way to decide on the names of teams, projects or meeting rooms. These may skew towards niche interests that can serve to alienate members of the team who do not associate themselves with that interest. Rather, the teams should strive to be fully inclusive and educated on the need for identity-safety. Team events may also serve to alienate members if teams are not mindful of the need to be inclusive. Activities, such as “go-kart” racing and physical or competitive team events have been highlighted as unsuitable for some team members, and should be avoided in favour of inclusivity.Originality/valueA significant body of research has documented the effect to which stereotype threat can be triggered by both the physical environment and by the use of various technology media. However, there is a dearth of research exploring the relationship between stereotype threat, defined as “the concrete, real-time threat of being judged and treated poorly in settings where a negative stereotype about one’s group applies” (Steele et al., 2002, p. 385), and video conferencing software features, such as virtual backgrounds.

Nursing home managers' descriptions of multi-level barriers to leading person-centred care: A content analysis.

Research suggests that person-centred care can be beneficially implemented and sustained, even though barriers remain that prevent uptake in clinical practice. Understanding barriers to person-centred care seems important, as this has an impact on care practices and resident outcomes. Moreover, there is limited knowledge about nursing home managers' descriptions of barriers when leading person-centred care. To explore barriers to leading person-centred care as narrated by nursing home managers. A descriptive qualitative design was used to collect data using individual interviews with 12 nursing home managers in highly person-centred nursing homes. Data were analysed using content analysis. Multi-level barriers to leading person-centred care were identified on the (1) person level, (2) team level and (3) organisational level. Placing professional and family considerations ahead of resident considerations was described as a barrier on the personal level (1). Also, staff's divergent care values, processes, and priorities together with turnover and low foundational knowledge were identified as barriers on the team level (2). On an organisational level (3), constrained finances, functional building design and group level rostering were identified as barriers. Multi-level barriers influence nursing home managers' ability to lead and promote person-centred care. Promoting the development of person-centred practices requires efforts to eliminate barriers on person, team and organisational level. Identifying and overcoming barriers at various levels in nursing home care has the potential to promote person-centred practices. This study can inform stakeholders and policymakers of challenges and complexities in person-centred practices. Multi-level strategies are needed to target challenges at person-, team- and organisational level when striving to develop person-centred care.

Assessment of the Level of Practical and Theoretical Knowledge as a Starting Point for the Implementation of Lean Hospital Concept

Background: The implementation of the Lean Hospitals concept can contribute to the improvement of internal processes in healthcare organizations. The level of a management team’s knowledge is an important part of effective implementation of Lean Hospital elements in hospitals. The purpose of this article is to determine the degree of theoretical and practical knowledge of Lean Hospitals (defined for the purposes of the study as a set of lean tools) among the management teams of Polish hospitals. The authors focused on examining the discrepancy between practical and theoretical knowledge to determine which of them is less prevalent in hospitals in order to correctly establish elements of the implementation procedures, which must be improved and perfected to more effectively implement the lean concept in healthcare. Methods: The research methods used to achieve the study objectives included, respectively, an analysis of the literature on the subject and gathering of data using the Qualtrics Platform with a CAWI survey. Respondents rated their level of knowledge regarding Lean Hospital tools on a Likert scale. Basic descriptive statistics and radar diagrams were used to analyze and present the data. Statistical analysis was performed using Excel spreadsheets. Results: It was established that the vast majority of management teams in the studied hospitals had limited basic knowledge about Lean Hospitals, if any. The greatest lack of knowledge was found in the field of practical (implementation) knowledge of Lean Hospital tools. The research found no significant discrepancy between the level of theoretical and practical knowledge at the level of general knowledge and detailed knowledge relating to the knowledge of individual lean tools. The standardized work tool was rated best in terms of self-assessing practical knowledge. The worst rated tools in terms of both theoretical and practical knowledge self-assessment were Kaizen, Kanban and TPM. Conclusions: The results of the conducted studies indicate a low level of knowledge and advancement in the implementation of the Lean Hospitals concept in selected Polish hospitals. Limited knowledge of the Lean Hospital concept was established for entire management teams. A low level of knowledge was noted in both theoretical and practical knowledge. Supplementing knowledge only at the theoretical level without taking care of the practical knowledge aspect may prolong the implementation procedure or stop it completely. Therefore, based on the result of the research, it can be concluded that the first stage of lean implementation in hospitals should focus on supplementing the knowledge and preparing the employees for work in a lean culture, diverting particular attention to the practical part of the training.

Intersectoral leadership on family planning programme performance: A prospective longitudinal study

Background: There had been no research on shared leadership at the team level in diverse organisation. Aims: This study aimed to investigate the effect of shared intersectoral leadership on family planning programme’s performance. Method: This was an observational study with a prospective longitudinal time series design. This study distributed questionnaires to 30 teams which were taken by simple random sampling to provide agreed answers. The measurement of the impact of shared leadership on performance was carried out three times. Linear regression was then used to analyse the data. The shared leadership team qualified as adequate. Result: The beta coefficient value indicated that shared leadership had a strong impact on the team’s performance of the family planning programme with a value of 0.817 - 0.824 (p = 0.000). Conclusion: Once the shared leadership approach is effectively utilised, the team performance of family planning programmes will improve.

Exploring the implementation path of teaching Civics in online courses in colleges and universities under the background of big data

Abstract In this paper, a web-based teaching platform is constructed based on the background of big data, which is modeled by using a neural network algorithm. First, the neural network structure is output, and the error function is minimized by dynamic iterations using the activation function as neurons. Then, the error values were trained with implicit nodes, the activation function was modeled nonlinearly, and the sample set was extracted to define the cost function. Finally, the optimal particle is trained iteratively using the gradient descent method to derive the optimal solution, thus completing the construction of a web-based teaching platform based on the big data background. The experimental results show that after using this platform for online ideological education teaching, the percentage of students visiting online courses every day is 35%, which is 29% higher than that before using it. Therefore, to improve the construction level of ideological and political education online courses, it is necessary to strengthen the construction of ideological and political education online course platform resources, improve the informatization level of ideological and political education teacher teams, and promote the integration of ideological and political education online courses and classroom teaching.

A modified metaheuristic algorithm for a home health care routing problem with health team skill levels

Home Health Care (HHC) services have emerged as a result of the need to provide care to patients/people who cannot be treated in hospital due to their special conditions and/or need home care. The care and treatment processes provided by this service have been appreciated by researchers as they can be less expensive and just as effective than care provided by a hospital or a skilled care facility. HHC gains importance due to the increasing epidemic disease cases, the increase in the elderly population, etc. In this study, it is aimed to provide high quality service as well as minimizing travel costs by considering the constraints related to travel balancing and type of transportation vehicle. So, environmental and economic factors could be included in the model. The proposed Home Health Care Routing Problem with Health Team Skill Level (HTSL-HHCRP) model was coded in GAMS 24.2.1 software. A new hybrid method named as Genetic Algorithm Simulated Annealing-Marine Predators Algorithm (GASA-MPA) has been developed to solve the large dimensions of the problem. In hybrid approach, SA has been used with an initial point obtained by GA. On the other hand, feasibility of the neighborhood solutions is guaranteed by solving a constraint satisfaction problem via MPA. Test problems’ performance was analyzed using the Relative Deviation Index (RDI) evaluation criteria. In addition, the sensitivity of the results according to some parameters selected by scenario analysis was examined. Results confirm the efficiency of the GASA-MPA algorithm in terms of time and objective function. Furthermore, by addressing skill levels of the healthcare team, it is shown that the proposed algorithm performs better than more traditional evolutionary algorithms in HHCRP. The comparisons show that the proposed method outperformed the classical methods not only in terms of best solution, but also the Gap (%) and RDI values.

A Multimodal Social Signal Processing Approach to Team Interactions

Social signal processing develops automated approaches to detect, analyze, and synthesize social signals in human–human as well as human–machine interactions by means of machine learning and sensor data processing. Most works analyze individual or dyadic behavior, while the analysis of group or team interactions remains limited. We present a case study of an interdisciplinary work process for social signal processing that can develop automatized measures of complex team interaction dynamics, using team task and social cohesion as an example. In a field sample of 25 real project team meetings, we obtained sensor data from cameras, microphones, and a smart ID badge measuring acceleration. We demonstrate how fine-grained behavioral expressions of task and social cohesion in team meetings can be extracted and processed from sensor data by capturing dyadic coordination patterns that are then aggregated to the team level. The extracted patterns act as proxies for behavioral synchrony and mimicry of speech and body behavior which map onto verbal expressions of task and social cohesion in the observed team meetings. We reflect on opportunities for future interdisciplinary or collaboration that can move beyond a simple producer–consumer model.

Application of the COM-B model to explore barriers and facilitators to participation in research by hospital pharmacists and pharmacy technicians: A cross-sectional mixed-methods survey

BackgroundCombining research and clinical practice is crucial for advancing evidence-based healthcare and improving pharmacy service delivery. While hospital pharmacists report significant interest in research, this does not translate to high levels of research engagement. Furthermore, little is known regarding barriers and motivators for pharmacy technician involvement in research. ObjectiveTo characterise the barriers and enablers to engaging in practice-based research reported by hospital pharmacy staff using the Capability, Opportunity, Motivation - Behaviour (COM-B) framework. MethodsAn online cross-sectional survey, using the validated Research Capacity in Context tool, was sent to all employees of a statewide hospital pharmacy service. Respondent characteristics and quantitatively reported barriers and motivators were analysed using descriptive statistics. Qualitative data from open text responses were analysed through inductive thematic analysis. Results were mapped to the components of the COM-B framework at individual, team and organisation levels. Results278 responses were received (response rate 43.3%) from pharmacists (68.0%) and pharmacy assistants/technicians (28.4%) across 19 hospitals. Research behaviour was influenced by factors linked to five of six COM-B subdomains. Reflective motivation, linked to a desire to improve practice and patient care, self-development, and recognition, indicates pharmacy staff would like to engage in research. However, barriers related to physical opportunity (lack of time for research, other work roles that take priority) and psychological capability (lack of skills and mentorship) hindered involvement. Social opportunity and automatic motivation, tied to managerial support, role perceptions and departmental research culture were also reported facilitators. Subtle differences in the factors that motivate hospital pharmacists and pharmacy technicians were identified. ConclusionsMapping factors associated with research participation by hospital pharmacy staff to the COM-B model is an important step towards identifying evidence-based intervention types that could form the basis of strategies to optimise hospital pharmacy staff engagement with practice-based research, using the behaviour change wheel.

Motivation in Project Management: Systematic Review of the Literature

Motivation plays a critical role in project management as it affects team performance, project success, and organizational outcomes. The purpose of the review: to study the impact of motivation on the effectiveness of the project, to determine the main factors influencing the motivation in project management and the types of motivation of the project team, as well as methods for managing motivation in project activities. The review covered 44 articles published between January 2019 and February 2023 in the Scopus database, Web of Science and Google Scholar. Articles were selected based on their relevance to the topic and analyzed through a predetermined set of criteria. The results obtained show that project management motivation is a complex and multifaceted process that includes various levels of analysis, including individual, team and organizational factors. Project managers should focus on creating a motivating environment for team members to increase project success. Moreover, intrinsic motivation is a better predictor of task performance than extrinsic motivation. The conducted systematic review contributes to the understanding of motivation in project management and provides a basis for further research on this topic. The results of this review have important implications for project managers, who can use this knowledge to motivate team members and improve project success. Moreover, more research is needed on the motivation behind traditional and agile project teams.