Team Performance Research Articles

Interprofessional education in cardiothoracic surgery: a narrative review.

Interprofessional education, an approach where healthcare professionals from various disciplines learn with, from, and about each other, is widely recognized as an important strategy for improving collaborative practice and patient outcomes. This narrative review explores the current state and future directions of interprofessional education in cardiothoracic surgery. We conducted a literature search using the PubMed, Scopus, and Web of Science databases, focusing on English-language articles published after 2000. Our qualitative synthesis identified key themes related to interprofessional education interventions, outcomes, and challenges. The integration of interprofessional education in cardiothoracic surgery training programs varies across regions, with a common focus on teamwork and interpersonal communication. Simulation-based training has emerged as a leading modality for cultivating these skills in multidisciplinary settings, with studies showing improvements in team performance, crisis management, and patient safety. However, significant hurdles remain, including professional socialization, hierarchies, stereotypes, resistance to role expansion, and logistical constraints. Future efforts in this field should prioritize deeper curricular integration, continuous faculty development, strong leadership support, robust outcome evaluation, and sustained political and financial commitment. The integration of interprofessional education in cardiothoracic surgery offers considerable potential for enhancing patient care quality, but realizing this vision requires a multifaceted approach. This approach must address individual, organizational, and systemic factors to build an evidence-based framework for implementation.

Artificial Intelligence Empowerment in Leadership: A Systematic Review of Positive Impacts and Applications

The growth of Artificial Intelligence and the potential to empower leadership within various organizational contexts represent an emergent area of inquiry in this systematic review, with the lens focusing on the positive impacts and potentials of AI applications in augmenting and enhancing leadership practices. Based on PRISMA guidelines, the aim of the review is to identify most of the literature are journal articles, research studies, and any other relevant publications within the last 10 years that were published in English, with high importance attached to empirical studies and documented cases of AI implementation in leadership roles. Key themes will be how AI can help drive decision-making and how AI tools analyze organizational data and market trends to inform strategic choice. The paper covered the AI's applicability for personalized leadership development; in particular, how AI can be adopted to tailor learning experiences to individual leader requirements in the context of lifelong growth. Next, it suggested that an AI-enhanced tools may boost team performance through communication, workflow efficiency, and team collaboration. And the paper determined and analyzed the changing role of a leader in an AI-intense environment that still requires the very traits of human-centered leadership to ensure ethical handling and human oversight of the technological potential. From ongoing initiatives, the paper attempts to derive guidance and best practices applicable to school’s organizational leadership, policy makers, and AI developers alike with the intention of contributing to better understanding AI's potential in support of leadership leading to more effective, ethical, and human-centered organizations.

Pengaruh Kepemimpinan Intruksional Kepala Madrasah dan Komitmen Kerja Terhadap Kinerja Guru Madrasah Tsanawiyah Kabupaten Agam

Instructional leadership and work commitment are things that school principals must have. Teachers have an important role in education. Teacher performance also needs to be improved. Principals play an important role in shaping schools, especially in encouraging higher levels of institutional independence. The purpose of writing this article is to analyze the influence of the madrasa head's instructional leadership and work commitment on the performance of Madrasah Tsanawiyah teachers in Agam Regency. The research used by the author is Systematic Literature Review (SLR) with the PRISMA (Preferred Reporting Items for Systematic Review and Meta Analysis) method. The data used in this research is secondary data originating from national scientific articles in the period 2020 to 2024. The database used is Google Scholar. The keywords used are work commitment, leadership, teacher performance. The results of this research are: The results of this research show 15 articles that show a positive relationship between instructional leadership and work commitment to performance. The conclusion is that instructional leadership and work commitment influence performance, where the better the application of leadership and commitment to the organization, the more performance will improve. This relationship indicates that factors such as good leadership and high work commitment play a crucial role in maximizing individual and team performance in the organization.

Assessing Team Performance in a Longitudinal Neonatal Resuscitation Simulation Training Program: Comparing Validity Evidence to Select the Best Tool.

Introduction Neonatal resuscitation is a high-acuity, low-occurrence event that requires ongoing practice by interprofessional teams to maintain proficiency.Simulation provides an ideal platform for team training and evaluation of team performance. Our simulation center supports a longitudinal in situ simulation training program for delivery room teams. In addition to adherence to the Neonatal Resuscitation Program standards, team performance assessment is an essential component of program evaluation and participant feedback. Multiple published teamwork assessment tools exist. Our objective was to select the tool with the best validity evidence for our program's needs. Methods We used Messick's framework to assess the validity of evidence for potential teamwork assessment tools. Four possible tools were identified from the literature: the Mayo High Performance Teamwork Scale (Mayo), Team Performance Observation Tool (TPOT), Clinical Teamwork Scale (CTS), and Team Emergency Assessment Measure (TEAM). Relevant context included team versus individual focus, external evaluator versus self-evaluation, and ease of use (which included efficiency, clarity of interpretation, and overall assessment). Three simulation experts identified consensus anchors for each tool and independently reviewed and scored 10 pre-recorded neonatal resuscitation simulations. Raters assigned each tool a rating according to efficiency, ease of interpretation, and completeness of teamwork assessment. Interrater reliability (IRR) was calculated using intraclass correlation for each tool across the three raters. Average team performance scores for each tool were correlated with neonatal resuscitation adherence scores for each video using Spearman's rank coefficient. Results There was a range of IRR between the tools, with Mayo having the best (single 0.55 and multi 0.78). Each of the three raters ranked Mayo optimally in terms of efficiency (mean 4.66 + 0.577) and ease of use (4+1). However, TPOT and CTS scored highest (mean 4.66 ± 0.577) for overall completeness of teamwork assessment. There was no significant correlation to NRP adherence scores for any teamwork tool. Conclusion Of the four tools assessed, Mayo demonstrated moderate IRR and scored highest for its ease of use and efficiency, though not completeness of assessment. The remaining three tools had poor IRR, which is not an uncommon problem with teamwork assessment tools. Our process emphasizes the fact that assessment tool validity is contextual. Factors such as a relatively narrow (and high) performance distribution and clinical context may have contributed to reliability challenges for tools that offered a more complete teamwork assessment.

International collaboration for sustainable development in the Third Space: A conceptual framework and relevant approaches based on China-US sponge city exchange

International collaboration for sustainable development is increasingly crucial in the face of global environmental challenges. This article presents a conceptual framework and relevant approaches for such collaboration, focusing on the Third Space—a dynamic arena where diverse cultures converge, contest, and cooperate. Drawing on a China-US sponge city exchange as a case study, the article explores how language and communication, relationships and culture, team performance and policies, and technology and outreach intersect in the pursuit of sustainable urban development. Through autoethnographic analysis grounded in pedagogical theories and real-world experiences, the study elucidates key themes and strategies for successful international collaboration, answering the question “how can international teams better collaborate towards sustainable development?” The resulting conceptual framework provides valuable insights for practitioners, policymakers, and researchers seeking to navigate the complexities of sustainable development across international borders.

Rankings and Benchmarks of Volleyball Performance Indicators in High-Intensity Volleyball Games

<p>目的：本研究旨在探索高強度排球比賽中技術指標之排名與獲勝基準。方法：資料透過排球資訊系統 (Volleyball Information System, VIS) 收集2017-2021 年台灣企業排球聯賽攻守數據。採用迴歸分析及條件機率鑑定各項技術指標之排名及獲勝基準。結果：結果顯示各項指標之排名及獲勝基準僅有些微地性別差異。首先，防守失誤及攻擊得分是男子組前兩名的指標，女子組則是攻擊得分為最重要之指標，防守失誤次之。其餘的八個指標排名男女組皆一致。 其次，若要將獲勝機率提升至50%以上 (獲勝基準)，攻擊得分必須要超過每局一半的分數，但僅僅2到3個攔網得分便能達到獲勝基準。再者，少數的發球失誤並不嚴重拉低獲勝機率，但1到2顆的發球得分卻可以達到獲勝基準。雖然非得分的技術指標 (如接發球失誤及舉球失誤) 之數量不多，但卻顯得相當重要。結論：條件機率足以呈現排球各項技術指標中整體團隊之獲勝基準。本研究基於統計的佐證提出陣容組建、訓練計畫、以及戰術運用等實務建議。</p> <p> </p><p>Purpose: This study aimed to investigate the rankings and benchmarks of performance indicators in high- intensity volleyball games. Methods: Data were collected through the Volleyball Information System (VIS)for the Top Volleyball League (TVL) seasons in Taiwan from 2017 to 2021. We adopted regression analysis and conditional probability to identify rankings and benchmarks of performance indicators. Results: Results revealed that there were no major differences between the sexes. Dig fault and spike point ranked men’s top 2 indicators while spike point possessed women’s highest rank followed by dig fault. The rankings for the remaining eight indicators were consistent across both sexes. In order to reach over 50% of the winning probability for a set (benchmark), more than half of the points must come from spiking. Achieving the benchmark could be accomplished with just 2 to 3 blocks, and a few service faults were not detrimental. In addition, 1 to 3 service aces was essential to meet the benchmark. Non-scoring indicators such as reception fault and set fault were not common but crucial for overall performance. Conclusion: Conditional probability could sufficiently present benchmarks of overall volleyball team performance indicators. This study offers statistical evidence for roster construction, training plans, and tactic applications.</p> <p> </p>

Building and Maintaining a High-Performing Team

This article discusses effective strategies for establishing and maintaining high-functioning teams. It asserts that team performance starts with careful member selection based on complementary skills, commitment to goals, and interpersonal chemistry. Once formed, teams must define clear roles and specific, measurable goals. Member expectations around norms, communication and decision-making should be aligned upfront. Ongoing performance management through feedback, recognition and addressing poor performance is also necessary. Teams require open communication facilitated through meeting structures and collaboration tools. Conflict should be addressed constructively through open discussion focused on problem-solving rather than blaming. Providing frequent, specific recognition and rewards helps sustain motivation. When implemented consistently, these techniques can transform a group of individuals into a cohesive unit that consistently achieves superior outcomes through a people-first, process-driven approach.

Personality type, teams and job satisfaction

Key digested messageResults from a survey of 883 people show that those whose personality type matched that of the team expressed a higher level of job satisfaction and rated team performance higher. Implications for team development are outlined.

Business Intelligence Implementation for Groceries Commodity Price Data Analytics

As a startup company specializing in agricultural technology, currently PT XYZ does not have any effective and integrated tools to analyze groceries commodity for purchase and sale data-driven decision making. This research will integrating multiple data sources for accurate analysis, tailoring the business intelligence (BI) system to PT XYZ’s specific needs, and developing a robust solution that supports comprehensive decision-making. BI implementation solution will be developed using Pentaho Data Integration & Apache Superset. Applied research used as its method, that contains processes to gather user requirements to gather user needs from each information, design the solution, and dashboard development. The study focused on analyzing data from both internal sources, such as purchase and sales transactions, and external sources, including market price data, using these BI tools to provide comprehensive insights. The developed dashboard contains several sections that allow users to see price recommendation price and get the insight for the last seven days trend, monitor the market position, see team performance, and find the summary about estimated and actual margin comparison. Pentaho successfully handled ETL and data modeling, while Apache Superset enabled straightforward dashboard setup, though chart customization is limited.

The Relationship between Shared Leadership, Team Identification, Job Calling and Team Performance, Team Fighting Morale: Focused ROK Army of Noncommissioned Officer

The Relationship between Shared Leadership, Team Identification, Job Calling and Team Performance, Team Fighting Morale: Focused ROK Army of Noncommissioned Officer

Effects of High Intensity Interval Training Program on Individual Movement during Competition in Field Hockey Players

PURPOSE: This study aimed to develop a field hockey-specific training program based on high-intensity interval training (HIIT) and to verify its effectiveness by observing changes in individual movements during international competitions for female field hockey players.METHODS: The field hockey-specific training program was developed based on HIIT (≥95%HRmax, work:rest ratio=1:1) through meetings with experts’ and the participation of 13 female field hockey players who were enrolled in the Korean national team. Participants were trained for nine weeks (27 sessions) using this training program. Their individual movements were collected using GPS units during the Four Nations competitions and the 2022 Asian Games before and after applying the training program. Individual movements were defined as total distance covered, meters per minute (MpM), maximal velocity (MV), absolute distance, proportion of total distance covered at low-intensity (LI), moderate-intensity (MI), and high-intensity (HI), and number of accelerations, decelerations, and sprint efforts (SE).RESULTS: After applying the training program, the MpM (9.6 m/min), MV (0.69 km/hr), and SE (3.47 bouts) improved compared to before applying the program. Further, after applying the training program, the absolute distance (633.94 m) and the proportion (14.83%) at LI decreased, while those of MI (553.40 m and 9.78%) and HI (273.07 m and 5.05%) increased compared to before applying the program.CONCLUSIONS: The field hockey-specific training program developed in this study resulted in positive changes in individual movements during competitions, leading to improvements in team and individual performance.

창의적 수행에 대한 인지유연성, 공유리더십 및팀 리더의 코칭의 다수준 영향

The interdependence and uncertainty of the internal/external work system of the organization increase, and proactivity is required from the teams and individuals that are the basis of organizational performance. In this study, shared leadership was set as the proactivity of team and creative performance was set as the proactivity of individual. And the antecedents and the cross-level relationship were investigated, based on the perspective of social exchange theory. The data of 150 employees from 37 teams belonging to various organizations were collected and the multilevel model was tested. As a result, appraisal justice and cognitive flexibility had effects on creative performance at the individual level. As cross-level direct effect, shared leadership had an effect on creative performance. As cross-level moderating effect, shared leadership and the leader supportive coaching moderated the relationship between cognitive flexibility and creative performance. The implication of this study is as follows. First, by confirming that the social exchange theory explained the motivation for individual initiative, it expanded the social exchange theory. Second, it was revealed that the team leader's supportive coaching and shared leadership are environmental factors that change the relationship between cognitive flexibility and creative performance. Third, it revealed that the cross-level effect of shared leadership in the multi-level model, which we reduced ecological fallacies in shared leadership theory. The limitations of the research and the direction for future research were also discussed.

Flexing the emotional muscle: Investigating how team reflexibility shapes performance via emotional intelligence

In team settings, the development of reflexibility and emotional intelligence significantly influences performance outcomes. Identifying these relationships is crucial for optimizing team dynamics and achieving superior results. Present research investigates the relationship between team reflexivity and team performance through the mediating role of Emotional Intelligence. Team reflexibility affects team performance positively and developing emotional intelligence skills improves team performance. SPSS and AMOS software was used to analyze the data and the hypothesis was tested using structural equation modeling (SEM) and data obtained from 317 IT company employees in Coimbatore, India. The outcomes of the study provide both practical and theoretical insights for IT company employees to increase team performance through flexible and emotional intelligence skills. Employees with a high level of Intelligence Quotient (IQ) are insufficient for today's business. To be successful, workers must have a certain level of Emotional Intelligence (EI). Employees with a high EI tend to have better relationships and connections, higher performance due to collaboration, and a more positive and peaceful workplace. This research gives managers and leaders an in-depth understanding of highly reflective teams, which will allow them to be more inventive while also altering their emotional abilities to perform better and retain the organization in the long run.

Integration of Team Performance, Emotional Intelligence, and Human Resource Management Practices: A Systematic Review

In this article, we will discuss how to combine team performance with emotional intelligence and use human resource management practices in an increasingly competitive globalization situation. Research data was collected through trusted journal databases such as Scopus and Google Scholar to ensure broad and relevant literature coverage. You can search for literature using Publish or Perish (POP) applications and enter keywords relevant to the research subject. In order to gain a more holistic understanding of the research subject, data collection involved combined methods using quantitative and qualitative analysis. In the current era of globalization, the level of productivity and sustainability of an organization can be improved through teams that work effectively, have good emotional intelligence skills, and implement optimal human resource management practices. The importance of this Research is highly visible in increasing understanding of the relationship between these factors and how they affect business today

Analysing Learning Styles for Engineering Capstone Projects: 4MAT Analysis on Student Outcomes and Perceptions

Capstone projects are integrated into engineering curricula to combine various subjects and impart essential professional skills that may be difficult to teach solely through traditional lecture-based courses. These projects play a crucial role in preparing students for their future roles as professional engineers, thereby significantly impacting a university’s industry reputation and ranking. The challenge in engineering education lies in aligning the teaching approach of educators with the diverse learning styles of their students. This study aims to examine the impact of the learning style of the students measured by their watching-doing scores using the 4MAT tool, on the attainment of the benefits of the graduation project (GP). The Bayesian Belief Networks (BBN) approach was adopted in this study to analyse the data collected from 271 students enrolled in both GP1 and GP2 semesters in the engineering department of United Arab Emirates University. Results show that regardless of learning style, both watching and doing category students share similar perspectives on various aspects of the GP course, such as the optimal team performance ratio. However, when assessing the overall effectiveness of the GP programme, doing students exhibit a higher level of agreement than watching students. The study provides valuable insights to faculty members, helping them navigate the optimal balance between providing mentorship and fostering students’ independence during the different stages of their final-year design capstone projects. These findings underscore the importance of tailored educational strategies to accommodate diverse learning styles, contributing to more effective engineering education and better-prepared graduates.

The Impact of Communication Timing and Sequencing on Team Performance: A Comparative Study of Human-AI and All-Human Teams

The Impact of Communication Timing and Sequencing on Team Performance: A Comparative Study of Human-AI and All-Human Teams

The Relationship Between Team Diversity and Team Performance: Reconciling Promise and Reality Through a Comprehensive Meta-Analysis Registered Report

The Relationship Between Team Diversity and Team Performance: Reconciling Promise and Reality Through a Comprehensive Meta-Analysis Registered Report

What Mistakes Can Be Made When Performing the Electrical Cardioversion Procedure?-Analysis of Emergency Medical Team Performance during the Championships in Emergency Medicine.

Medical personnel carrying out electrical cardioversion (EC) procedures must remember to have the R-wave sync mode switched on, use the correct energy and maintain personal safety. The defibrillators used by medical response teams most often switch out of cardioversion mode once a shock is delivered. Therefore, this mode must be switched on again before subsequent shocks are delivered. The main aim of the study was to assess the ability of emergency medical teams participating in emergency medicine championships to perform EC. The research was a retrospective observational study and was based on an analysis of the evaluation sheets from two tasks simulating the management of a patient with unstable tachycardia conducted during the International Winter Emergency Medicine Championships. Three-person teams consisting of paramedics and representing the Polish emergency services were included in the study. The team representing the championship organiser and the few foreign teams participating in the competition were excluded from the study. The decision to conduct EC was taken by 36 teams (83.72%) in 2015 and 27 teams (87.10%) in 2019. In both editions of the championships, during consecutive shocks, the percentage of actions performed correctly decreased significantly-switching on synchronisation mode in 2015 (94.4%, 83.33%, 72.22%) and in 2019 (100%, 88.89%, 81.48%); correct energies in 2015 (91.67%, 80.56%, 77.78%) and in 2019 (92.59%, 85.19%, 81.48%); shocks in a safe manner in 2015 (94.44%, 94.44%, 91.67%) and in 2019 (100%, 96.30%, 96.30%). Teams participating in the assessed tasks in a significant majority of cases correctly qualified the patient for EC, and correctly carried out the actions required for this procedure. It is of particular note that with every subsequent shock, the percentage of shocks carried out without the sync mode increased significantly.

Assessing Team Performance in Complex Team-Based Command and Control Missions Through Information Sharing and Team Cohesion

Assessing Team Performance in Complex Team-Based Command and Control Missions Through Information Sharing and Team Cohesion

Authentic Leadership and Team Performance: Exploring the Mediating Role of Dynamic Adaptive Capability

Introduction/Main Objectives: This research explores Dynamic Adaptive Capability to achieve Team Performance in higher education institutions, focusing on the challenges posed by a rapidly changing global environment. The study emphasizes the importance of dynamic adaptability as a mediating variable, connecting Authentic Leadership and Justice Climate as key elements influencing Team Performance. Background Problems: The main question of this research is whether Authentic Leadership improves Team Performance through Dynamic Adaptive Capability. The urgency of this research in Indonesia's higher education context is critical, considering that the ever-changing global environment demands rapid and effective adaptation to remain competitive and relevant. Novelty: Empirical evidence explaining how Authentic Leadership can improve Team Performance in Indonesian higher education still needs to be explored. Therefore, research that finds this mechanism is still required and adds Dynamic Adaptive Capability as a mediator. Research Methods: This research collected a survey of the Head of the Study Program as a team representative, used purposive sampling, and utilized AMOS SEM analysis to test the hypothesis. Finding/Results: The research shows that Authentic Leadership positively impacts Dynamic Adaptive Capability and Team Performance. Meanwhile, Justice Climate has no relationship with Team Performance but positively impacts Dynamic Adaptive Capability. Dynamic Adaptive Capability positively mediates Authentic Leadership and Team Performance while negatively mediating Justice Climate and Team Performance. Conclusion: In addition to supporting several hypotheses, this research also highlights the complex and diverse nature of these relationships, prompting recommendations for strategic planning and further investigation to deepen our understanding of the dynamics in organizational environments.