Team Resilience Research Articles

The power of many: analyzing the impact of shared leadership on project teams

PurposeShared leadership has received significant empirical and theoretical attention in the project management literature. However, a dearth of studies reveals how shared leadership promotes project performance. Drawing on the theory of conservation of resources, this research proposes a serial mediation model that investigates the relationship between shared leadership and project performance through team failure learning and team resilience.Design/methodology/approachA field study was conducted that surveyed 79 project teams in various industries (comprising 380 project team members and 79 project managers) using a multisource, time-lagged survey design.FindingsOur findings show that shared leadership has a positive impact on project performance. More importantly, team failure learning and team resilience play sequential mediating roles in the relationship between shared leadership and project performance.Practical implicationsThis research offers new ways for project managers to manage project performance effectively. Project managers are encouraged to recognize the benefits of shared leadership. To do this, they should facilitate team failure learning and improve team resilience, which serves to boost project performance.Originality/valueThis research provides a novel perspective on how shared leadership influences project performance. To the best of our knowledge, we are among the first to explore the serial mediating effects of team failure learning and team resilience on the relationship between shared leadership and project performance.

The effects of individual and team resilience on psychological health and team performance: a multi-level approach

AbstractThe challenges that individuals and teams face in complex and unstable environments can negatively affect individuals’ psychological health and team performance. In such contexts, resilience becomes an essential resource for both teams and individuals. It is therefore important to develop a comprehensive approach of resilience at work. The aim of this study is to examine the concurrent and differential effects of individual and team resilience, at both the within-group and between-group levels, on team performance and psychological health (i.e., operationalised as stress and subjective well-being). A cross-sectional survey of 530 employees nested within 68 teams was conducted. Multilevel Structural Equation Modelling analyses indicated that both individual resilience and team resilience at the within-group level were related to psychological health and team performance. Individual resilience was more strongly related to psychological health than to team performance, while the opposite was the case for team resilience. At the between-group level, individual resilience was related to psychological health, while team resilience was related to team performance. These findings suggest that resilience comprises of several components that are equally important but in different ways. Having resilient individuals in a team matters more for psychological health and ensuring that teams sustain a resilient group dynamic is more important for team performance.

Predicting PTSD among labour ward staff: The role of burnout, intent to leave, and emotional support

Abstract Background Healthcare professionals in delivery rooms frequently encounter stressful situations. Following an examination of how midwives coped and functioned during the unfamiliar and chaotic period of the Covid-19 pandemic, it is crucial to understand their challenges and the support they receive to enhance well-being and patient care. This study aimed to examine the relationship between burnout, intentions to leave, and PTSD (Post-Traumatic Stress Disorder) symptoms among healthcare professionals, and to identify predictors of PTSD. Methods We employed a mixed-methods design, consisting of a survey of 196 midwives and gynecologists assessing burnout, intentions to leave, exposure to negative work experiences, and PTSD. Additionally, we conducted 15 semi-structured interviews and 13 interviews with labour ward head nurses. Results Most participants experienced difficult events in the delivery room or multiple such events, reporting insufficient emotional support. The main themes identified were stress, fear, anxiety, and frustration. Burnout and a lack of emotional support were significant predictors of PTSD symptoms, with participants highlighting the need for more support to manage complex situations. Discussion Addressing burnout through prevention and intervention programs is essential. Emotional support plays a crucial role in mitigating PTSD symptoms, enhancing resilience and well-being among midwives and gynecologists. Implications for Nursing Management: Understanding the psychological impact of stressful situations on healthcare professionals is crucial for guiding policies and interventions aimed at maintaining staff psychological well-being. Midwives’ managers can leverage this research to identify actions that improve staff resilience and cohesion during crises. Strengthening the resilience of health teams is pivotal in providing optimal health services. Key messages • Burnout and insufficient emotional support are key predictors of PTSD among healthcare workers in labour wards. • Enhancing support and resilience for midwives and gynecologists is crucial for their well-being and patient care.

Pioneering the Game: Visionary Leadership in Higher Education Athletics and Athletes’ Sport Engagement

This study investigates the correlation between visionary leadership practices and athletes' engagement in higher education sports, focusing on five core dimensions: Inspiring Vision, Strategic Thinking, Innovation and Creativity, Team Empowerment, and Adaptability and Resilience. Data were collected from athletes participating in various sports at five universities in China. Results indicate that athletes positively evaluated visionary leadership across all dimensions, with "Inspiring Vision" receiving the highest ratings. Engagement in sports was found to be highly correlated with strong leadership practices, particularly in areas like Clear Vision, Individualized Development, and Coach-Athlete Relationships. No significant differences in leadership evaluations were found when considering demographic variables like sex and academic program. This research underscores the importance of visionary leadership in enhancing student-athletes' involvement and success in higher education athletics.

Adaptive Leadership for Multilevel Resilience in the Context of Disruptions

ABSTRACTThis paper examines the relationship between adaptive leadership and three levels of resilience: individual, team, and organizational. Developing multilevel resilience enables organizations to better anticipate conflicts and respond to environmental disruptions. Through correlation and regression analysis based on 148 respondents from companies in Russia, we build the relationship between adaptive leadership and three levels of resilience, unpacking the new role of leadership in shaping managerial responses to contextual change. The results suggest that adaptive leadership can positively influence all three levels of resilience, with adaptive leadership having the most significant impact on team resilience, then organizational resilience, leaving employee resilience behind. Such findings contribute to a deeper understanding of how exactly managerial mechanisms should be redesigned to overcome disruptions and develop leadership capabilities.

The role of transformational leadership in the associations between coach-athlete relationship and team resilience: A study on elite football players

This study explores the relationship between the quality of coach-athlete relationships, transformational leadership style, and team resilience in elite football players. The coach-athlete relationship is an essential factor affecting many performance-related properties of athletes, such as mental health, psychological needs, motivation, and resilience. The study examines how the quality of coach-athlete relationships explains the team resilience feature through transformational leadership. The research group includes 210 elite players from the Super League, First League, Second League, and Third Leagues of the Turkish Football Federation (TFF) in the 2020–2021 football season. The study used descriptive and relational models to explore the current state of the dependent and independent variables and examine their relationships. The findings revealed insights into the mediating role of the coach’s transformational leadership qualities, highlighting how the quality of coach-athlete relationships impacts team resilience.

Pathways to survive in abrupt adversities: a configurational approach to understanding the resilience of new venture teams

AbstractNew venture teams (NVTs) face challenges caused by adversity, making team resilience crucial for venture survival. While team resilience factors have been identified, we do not yet understand how they combine. We examine their combinations from a configurational approach. Based on a fsQCA analysis of team resilience factors in thirty-eight NVTs and five follow-up in-depth case interviews, we explore how team resilience factors combine to form particular team resilience pathways for survival in adversity. Our analysis reveals three pathways: relaxed team improvisers, validated team visionaries, and relational team connectors. The theoretical implications include enhancing the framework regarding the resilience of NVTs and introducing a new causal mechanism based on the causal complexity of team resilience factors.

Unraveling the dark side of resilience: entrepreneurial resilience diversity in new venture teams and entrepreneurial performance

PurposePrevious studies may have overstated the benefits of entrepreneurial resilience while neglecting its potential adverse effects, especially in the context of team entrepreneurship. This study focuses on the structural characteristics of resilience, entrepreneurial team resilience diversity, to delve into the potential dark side effects of entrepreneurial resilience. Drawn upon the similarity-attraction theory, this study investigates the detrimental impact of entrepreneurial team resilience diversity on entrepreneurial performance from the team-member exchange (TMX) perspective, which describes the reciprocal relationships within a team and the moderating effect of environmental hostility.Design/methodology/approachThe study collected data by conducting a two-wave survey. With the assistance of officials from entrepreneurship service agencies, entrepreneurship parks and entrepreneurship training institutions in southeast China, this study collected survey data from 361 participants of 91 entrepreneurial teams. The current research conducted empirical tests with SPSS and PROCESS macro to test the hypotheses.FindingsEmpirical results from a two-wave survey of 91 entrepreneurial teams in China reveal the detrimental effects of entrepreneurial resilience. In the context of team entrepreneurship, the diversity of a team’s entrepreneurial resilience negatively impacts entrepreneurial performance by impairing the quality of TMX. Moreover, the indirect effect of TMX is strengthened in more hostile environments.Originality/valueExisting studies have mainly focused on the positive side of resilience. However, based on the similarity-attraction theory, this study explores the potential adverse effects of the structural characteristics of entrepreneurial team resilience from the perspective of team-member exchange (TMX). This study enriches the literature on resilience by demonstrating how resilience functions in new venture teams and challenges the assumption that resilience is universally beneficial to entrepreneurs. Introducing team members with high resilience in a hostile environment may not always benefit the team, deepening the understanding of entrepreneurial resilience when confronting adversities.

The Role of Athlete Leadership Quality in the Characteristics of Team Resilience in Elite Soccer Teams: A Cross-Sectional and Longitudinal Mediation of Team Identification

We present two studies examining the relationship between athlete leadership quality and team resilience and explored the mediating effect of team identification. In Study 1, 194 soccer players (Mage = 18.50, SD = 4.49) from eight national teams participated. Structural equation modeling showed cross-sectionally that the four types of athlete leadership qualities were positively related to the characteristics of resilience and negatively to vulnerability under pressure. Team identification was shown to be a mediator of these relationships. Study 2, with four different time-points, involved 208 young soccer players (Mage = 16.05, SD = 3.39) from two professional clubs (i.e., La Liga). Cross-lagged panel models revealed that task leadership quality (Times 1–2) was positively related to the characteristics of resilience (Times 3–4) and negatively to vulnerability under pressure (Times 3–4). However, team identification did not mediate these relationships. Therefore, practitioners should consider the perceptions of leader quality to achieve benefits during competition.

Exploring the relationship between coach-initiated motivational climate and athlete well-being, resilience, and psychological safety in competitive sport teams

Exploring the relationship between coach-initiated motivational climate and athlete well-being, resilience, and psychological safety in competitive sport teams

Tackling adversity with open minds: Team personality composition facilitates shared leadership and team resilience

AbstractResilient teams can efficiently resolve disruption and overcome adversity. Despite growing interest in building and maintaining resilient teams, our understanding of the factors that promote team resilience necessitates further theorizing and empirical testing. Based on conservation of resources and shared leadership theories, we propose that team member personality (i.e., mean openness to experience) serves as a resource that facilitates team resilience via shared leadership. Further, we argue that the strength of influence of shared leadership on team resilience is contingent on the variance of openness to experience scores among team members. We draw our conclusions from three studies (i.e., two recall experiments and a multi‐source field study) involving working professionals in virtual teams. Our findings shed light on the interactive role of team member personality in explaining team resilience, thereby extending our knowledge of the personality predictors of shared leadership and team resilience.

Live agent training as an important process safety measure to strengthen resilience in hazardous (CBRN) work situations.

Various occupational groups as well as emergency responders are important human factors in combating incidents and emergencies in a broad range. Negative deviations from a process-safe condition should be detected and transformed into a safer condition to prevent negative consequences. Therefore, training and education of personnel is an important measure in this case as well as a major influencing factor on the vulnerability to errors during operations and their resilience. From lack of training to incorrect execution due to excessive stress, fear, or unfamiliar situations, it is important to counteract this with targeted training under conditions that are as close to reality as reasonably achievable. Realistic training situations involving live agents allow to recognize mistakes or inadequacies not only in personnel but also in material or in mission planning and to create a more effective working environment. Many violations of work guidelines are due to well-intentioned deviations from nonexecutable standard operation procedures that have never been tested. Repeated, progressive training under real hazardous conditions can help to strengthen mission readiness and resilience of teams. It better prepares them for their dangerous activities.

Team resilience in multiple project environments: What characteristics should be explored?

Purpose: This paper aims to explore how project team members' resilience differs based on industry type, project budget, company type, and gender. Design/methodology/approach: Using the conservation of resources theory, this study focuses on exploring the insight of the gathered data from the perspective of descriptive statistics. To achieve this objective, a descriptive analysis was conducted using purposive sampling and snowball techniques, gathering data from 349 respondents. The collected data was analyzed using IBM SPSS software version 25. Findings: The study's results indicate that male respondents are dominant, primarily working in the construction industry, while female respondents tend to work in other industry sectors. Moreover, male respondents exhibited higher resilience scores, but no significant difference in resilience was observed based on gender. However, resil-ience levels varied according to the industry sector. Respondents from industries other than the construction sector tended to display higher resilience. Research limitations/implications: Considering that the study finds only minor variations, businesses in the same industrial sector might think about implementing a practice benchmark. Examining businesses outside of these im-portant industries, however, may provide difficulties. Subsequent data-gathering endeavors may be broadened to encompass more industry sectors and subsequently scrutinized via case studies utilizing smaller samples from certain sectors. Originality/value: This study reveals that it is important to further expand and investigate these insights. Resources for team resilience, such as team confidence, a roadmap for teamwork, the ability to improvise as a team, and psychological safety for the team, can be added to future research. Furthermore, it is crucial to do quantitative research to look at how these elements show up in various industry sectors.

The relation between perceived need-supportive coaching behaviours, winning games, and team resilience: a longitudinal examination among basketball and soccer teams

ABSTRACT In team resilience literature, team performance is consistently regarded as a primary outcome of resilient teams. However, empirical evidence linking team resilience to objective performance indicators such as effectively winning a game remains scarce. Drawing upon team resilience literature and Self-Determination Theory, this study firstly investigated whether team resilience predict the odds of winning. In addition, as sports teams inevitably experience common setbacks, this study examined whether athletes’ perceived need-supportive and controlling coaching behaviours predict team resilience over time. This research therefore contributes to coaching literature by providing insights into how coaches could arm teams against adversities and increase their resilience. We conducted a three-wave longitudinal study with a sample of 397 basketball and soccer players, belonging to 39 distinct teams. They completed questionnaires at the beginning, middle and end of the season. Multilevel binomial logistic regressions indicated that team resilience significantly increased the odds of winning on top of athletes’ perceived need-supportive and psychologically controlling coaching behaviours, which emerged as non-significant predictors. Random intercept cross-lagged panel models further revealed that perceived need-supportive coaching behaviours predicted higher levels of team resilience over time, while perceived psychologically controlling behaviours was associated with lower team resilience in the following waves. We conclude that team resilience is a clear predictor of actually winning a game. Although coaches’ need-supportive or controlling behaviours do not directly predict their teams’ odds of winning, it might enable them to create a resilient team capable of handling collective adversities.

Team resilience in high-performance women’s football: Contextual stressors and opportunities for development

The purpose of this study was to conduct a pre-intervention team resilience needs assessment in the context of high-performance women’s football. The needs assessment included a review of the literature, focus group discussions, and input from an expert steering group. Following scoping meetings with senior personnel from the National Governing Body, teams in the top two tiers of a professional women’s football league and within the academy structure were contacted. Five focus groups made up of football players were conducted. Altogether, 27 participants (Mage = 23.96, SD = 4.49) took part. The focus groups were analyzed using reflexive thematic analysis from a critical realist standpoint. The study identified the contextual stressors that high-performance women’s football teams encounter (i.e., organizational stressors arising from a newly professionalized environment and on-pitch stressors arising from low social resources), effective team resilience practices currently employed by group members (i.e., establishing a strong foundation for high quality relationships; unity in managing pressure; and learning from setbacks to inform future preparation for adversity) and the perceived gaps for team resilience development (i.e., limited effectiveness and inconsistent use of deliberate pressure training; inadequate psycho-social resources; and lack of effective proactive group level strategies during pressure). The study highlighted the importance of a systematic needs assessment within an Intervention Mapping Framework prior to undertaking an intervention as several nuances to the specific context of high-performance women’s football were identified.

From crisis to opportunity: The role of inclusive coaching in struggling schools

This paper sheds light on the substantial challenges faced by schools today in the UK, especially in the aftermath of a negative school inspection report. Stigmatised and labelled as ‘faliing’ and with limited support, staff within these schools are often emotionally exhausted and professionally traumatised (Jeffrey & Woods, 1996), when they begin the arduous journey towards school improvement. A longitudinal study, implemented within a secondary school located in an economically and socially disadvantaged region of Wales, focuses on the outcomes of a school-wide talent development program, with a strong emphasis on coaching, made available to staff in all roles, from caretaking to leadership. Through the adoption of a data-driven, strategy-aligned, professional development programme, this paper describes how the internal talent of the whole school was harnessed and directed towards a transformative shift: one that took the school from an initial inspection assessment of ‘in significant need of improvement’ to a more favourable ‘satisfactory’ rating and beyond. Central to this programme was a coaching initiative aimed at bolstering staff self-efficacy, which over time resulted in significant improvements in staff wellbeing, team resilience and overall performance, benefiting both staff and students across the school. This study highlights the efficacy of an inclusive, school-wide approach to staff development, with coaching playing a pivotal role in driving positive change.

Resilience in Residential Child Care - Results of a Survey Among Professionals

ABSTRACT The high turnover among professionals in residential child care is a problematic development. One attempt to explain the departure of professionals from residential child care is the concept of resilience. The authors surveyed former and current professionals (n = 1158) using a standardized resilience questionnaire. The paper addresses the questions of how resilient professionals in residential child care are (compared to the general population) and whether lower resilience is responsible for professionals leaving residential child care. We examine the extent to which the resilience facets (individual, organizational resilience, and team resilience) individually impact the decision to leave residential child care. The results show that particularly high team resilience counteracts the departure of professionals from residential child care, while individual and organizational resilience do not exert a significant influence on the decision to stay in residential child care. Initial implications for innovation management in residential child care with regard to strengthening team resilience and organizational resilience will be discussed in conclusion.

How healthcare team build Resilience to Stress

Introduction: This study explores how the interaction theory of stress and coping, the expansion and construction theory of positive emotions, and the conservation of resources theory can help healthcare teams resist stress. Community resilience has been overlooked in health research on individual resilience. This study examines the resilience of teams to overcome knowledge gaps. Methodology: A snowballing method was used to select 10 members of the oral and maxillofacial surgery team for the study. Zoom was used to conduct 10 semi-structured interviews with three study participants. What causes team stress? How is stress tolerance defined? What strategies does the team use to build resilience? Interviews were coded using thematic analysis. Results: Research has found that patient care, long working hours, conflicting work commitments and a lack of control contribute to employee stress. Transactional theories of stress and coping suggest that a problem- and meaning-centered approach can help people cope with a variety of stressors. Teams also leverage social capital, constructive criticism, and positive emotions. It turns out that people have different definitions of resilience. Resilience is defined as a quality, characteristic, or strategy for coping with stress. Conclusion: The paper concludes with recommendations for implementation. Research shows that unpleasant emotions are expressed in difficult, low-stress work situations. It supports the non-suppression of unpleasant feelings, their resolution, and solutions. Management needs to step in and teach team members to express uncomfortable feelings in a constructive way.

Reproduction of higher education personnel: motives for entry and retention measures

Introduction. The trends in the reproduction of intellectual resources have a significant development potential worldwide towards the realisation of a proper strategy for increasing the countries’ competitiveness. The stimulating programmes for the development of national universities set a due benchmark for the elaboration and testing of new ways to attract young people to the scientific and educational environment, as well as the formation of professional commitment. The accumulated practice of implementing federal programmes to support science and education raises a question of the outcome and efficiency of measures funded by the state. The aim of the study is to identify the dominant motives of the teaching staff belonging to the “young personnel” category for long-term work in the profession and at the university, as a consequence of the managerial measures applied by the administration. Materials and methods. To diagnose the priorities in the structure of young people’s motives to work in the system of higher education, the data obtained from a survey of young university specialists were used. The survey involved 140 people with different lengths of work experience in higher education. To assess the effectiveness of managerial practices aimed at retaining young specialists, a semi-structured interview with managers who realise the tasks of searching for, attracting, and retaining young people at universities was held. A total of 25 professionals took part in the interviewing: heads of departments, deans and vice-rectors of three Siberian universities. The methods of statistical data processing and assessment of the experts’ opinions coherence (Kendall’s coefficient of concordance) were applied. Results. The dominant motivations for young people to stay in higher education are: the system’s resource and readiness to support initiatives of young teachers–researchers (3.9 p.); regular self-education and professional growth (3.9), lucrative compensation (3.6), and the opportunity to work in priority branches of science (3.4). The higher school associates the transformation of all basic activity processes with staff rejuvenation: change in the format of communicating with stakeholders; intensification of work performance methods, as well as strengthening of intellectual, emotional, and professional resilience of work teams. The output and impact of the measures to stimulate due professional commitment were assessed. A major instrument contributing to high efficiency is represented by communication support measures based on regular feedback and included in individual adaptation and professional development programmes. Conclusion. The management system has to solve the staff rejuvenation problem at two levels: operational and strategic. It is necessary today to seek due options for the implementation of policy decisions and target indicators, and simultaneously to lay the foundations for involving specialists in the future scientific and educational environment. The application of different meaningful content actions in solving a particular task entails the manager’s professional deformation and blurring of the rules of interaction with the subject of labour.

An Evidence-Based Team Resilience Program to Reduce Health Care Burnout and Turnover

An Evidence-Based Team Resilience Program to Reduce Health Care Burnout and Turnover