Team Performance Research Articles

Optimizing Delegation in Collaborative Human-AI Hybrid Teams

When humans and autonomous systems operate together as what we refer to as a hybrid team, we of course wish to ensure the team operates successfully and effectively. We refer to team members as agents. In our proposed framework, we address the case of hybrid teams in which, at any time, only one team member (the control agent) is authorized to act as control for the team. To determine the best selection of a control agent, we propose the addition of an AI manager (via Reinforcement Learning) which learns as an outside observer of the team. The manager learns a model of behavior linking observations of agent performance and the environment/world the team is operating in, and from these observations makes the most desirable selection of a control agent. From our review of current state of the art, we present a novel manager model for oversight of hybrid teams by our support for diverse agents and decision-maker operations across multiple time steps and decisions. In our model, we restrict the manager’s task by introducing a set of constraints. The manager constraints indicate acceptable team operation, so a violation occurs if the team enters a condition which is unacceptable and requires manager intervention. To ensure minimal added complexity or potential inefficiency for the team, the manager should attempt to minimize the number of times the team reaches a constraint violation and requires subsequent manager intervention. Therefore, our manager is optimizing its selection of authorized agents to boost overall team performance while minimizing the frequency of manager intervention. We demonstrate our manager’s performance in a simulated driving scenario representing the case of a hybrid team of agents composed of a human driver and autonomous driving system. We perform experiments for our driving scenario with interfering vehicles, indicating the need for collision avoidance and proper speed control. Our results indicate a positive impact on our manager, with some cases resulting in increased team performance up to \(\approx 187\%\) that of the best solo agent performance.

ANALISIS DINAMIKA PELATIHAN DALAM MENINGKATKAN DISIPLIN KERJA ORGANISASI HOCKEY DI JAKARTA TIMUR

Work discipline is an important factor that affects individual and team performance in an organization. This study aims to analyze the dynamics of training in improving the work discipline of hockey organizations in East Jakarta. The object of this research is the East Jakarta Zone within the scope of the hockey organization. The research method used is a quantitative approach with questionnaire survey techniques or interviews of hockey athletes in East Jakarta. The data collected were analyzed using descriptive methods to identify the effect of training on improving work discipline on hockey organizations in East Jakarta. The results of this study indicate that structured and sustainable training is able to improve athlete discipline, both in terms of compliance with rules, time management, and teamwork. In addition, training dynamics involving motivational approaches and consistent supervision from coaches play a significant role in building a culture of discipline among team members. The implication of this study is the importance of preparing training programs that not only focus on technical aspects, but also character development and work discipline to achieve optimal organizational performance.

Just In Time! Assessment of Internal Medicine Resident Point of Care Ultrasound (POCUS) Attitudes and Behaviors After Spaced Intervention at Two Residency Programs

Point of care ultrasound (POCUS) is a complex psychomotor skill that requires scaffolded support for skill acquisition. However, the effect of spaced curricular elements on learner POCUS behaviors are not clearly understood. Using a multi-site observational cross-sectional survey study, we measured resident baseline POCUS use, behaviors, and attitudes and then implemented POCUS workflow and just-in-time POCUS curricula during internal medicine resident ward rotations and assessed changes. Self-reported personal and team POCUS use and documentation habits all improved between baseline and the just-in-time teaching. Personal POCUS use correlated with team POCUS use (ρ=0.431; p<0.001) and co-resident POCUS use (ρ=0.242; p=0.035). Attending POCUS use correlated with team POCUS use (ρ=0.523; p< 0.001), but not personal use. Overall, we found moderate, but statistically significant, improvements in reported resident and team performance of POCUS and documentation habits, suggesting that just-in-time interventions may promote POCUS use. Co-learning also appears to be a key influencer for POCUS use.

A playbook for optimizing emotional intelligence benefits

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This study aimed to examine the impact of emotional intelligence (EI) and organizational communication on perceived team effectiveness among Nigerian bank employees. The researchers hypothesized that EI components and organizational communication would predict team effectiveness both independently and jointly. Results confirmed these hypotheses, showing that all components of EI positively correlated with team effectiveness, and organizational communication was a significant predictor. The combination of EI and communication jointly predicted team effectiveness, with use of emotions and regulation of emotions being particularly significant. Key managerial insights include investing in EI training and fostering open communication to enhance team performance. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Video-based peer assessment of collaborative teamwork in a large-scale interprofessional learning activity.

The assessment of team performance within large-scale Interprofessional Learning (IPL) initiatives is an important but underexplored area. It is essential for demonstrating the effectiveness of collaborative learning outcomes in preparing students for professional practice. Using Kane's validity framework, we investigated whether peer assessment of student-produced videos depicting collaborative teamwork in an IPL activity was sufficiently valid for decision-making about team performance, and where the sources of error might lie to optimise future iterations of the assessment. A large cohort of health professional students (n = 1218) of 8 differing professions was divided into teams containing 5-6 students. Each team collaborated on producing a short video to evidence their management of one of 12 complex patient cases. Students from two other teams, who had worked on the same case, individually rated each video using a previously developed assessment scale. A generalisability study quantified sources of error that impacted the reliability of peer assessment of collaborative teamwork. A decision study modeled the impact of differing numbers of raters. A modified Angoff determined the pass/fail mark. Within a large-scale learning activity, peer assessment of collaborative teamwork was reliable (G = 0.71) based on scoring by students from two teams (n = 10-12) for each video. The main sources of variation were the stringency and subjectivity of fellow student assessors. Whilst professions marked with differing stringency, and individual student assessors had different views of the quality of a particular video, none of that individual assessor variance was attributable to the assessors' profession. Teams performed similarly across the 12 cases overall, and no particular professions marked differently on any particular case. A peer assessment of a student-produced video depicting interprofessional collaborative teamwork around the management of complex patient cases can be valid for decision-making about student team performance. Further refining marking rubrics and student assessor training could potentially modify assessor subjectivity. The impact of professions on assessing individual peers and the case-specificity of team performances in IPL settings need further exploration. This innovative approach to assessment offers a promising avenue for enhancing the measurement of collaborative learning outcomes in large-scale Interprofessional learning initiatives.

Unraveling the Relationship Between High‐Performance Work Systems and Team Performance: The Contingent Role of Competitive Team Climate

Unraveling the Relationship Between High‐Performance Work Systems and Team Performance: The Contingent Role of Competitive Team Climate

Cultural group diversity and team performance: The importance of international employees

Cultural group diversity and team performance: The importance of international employees

Beyond xG: A Dual Prediction Model for Analyzing Player Performance Through Expected and Actual Goals in European Soccer Leagues

Soccer is evolving into a science rather than just a sport, driven by intense competition between professional teams. This transformation requires efforts beyond physical training, including strategic planning, data analysis, and advanced metrics. Coaches and teams increasingly use sophisticated methods and data-driven insights to enhance decision-making. Analyzing team performance is crucial to prepare players and coaches, enabling targeted training and strategic adjustments. Expected goals (xG) analysis plays a key role in assessing team and individual player performance, providing nuanced insights into on-field actions and opportunities. This approach allows coaches to optimize tactics and lineup choices beyond traditional scorelines. However, relying solely on xG might not provide a full picture of player performance, as a higher xG does not always translate into more goals due to the intricacies and variabilities of in-game situations. This paper seeks to refine performance assessments by incorporating predictions for both expected goals (xG) and actual goals (aG). Using this new model, we consider a wider variety of factors to provide a more comprehensive evaluation of players and teams. Another major focus of our study is to present a method for selecting and categorizing players based on their predicted xG and aG performance. Additionally, this paper discusses expected goals and actual goals for each individual game; consequently, we use expected goals per game (xGg) and actual goals per game (aGg) to reflect them. Moreover, we employ regression machine learning models, particularly ridge regression, which demonstrates strong performance in forecasting xGg and aGg, outperforming other models in our comparative assessment. Ridge regression’s ability to handle overlapping and correlated variables makes it an ideal choice for our analysis. This approach improves prediction accuracy and provides actionable insights for coaches and analysts to optimize team performance. By using constructed features from various methods in the dataset, we improve our model’s performance by as much as 12%. These features offer a more detailed understanding of player performance in specific leagues and roles, improving the model’s accuracy from 83% to nearly 95%, as indicated by the R-squared metric. Furthermore, our research introduces a player selection methodology based on their predicted xG and aG, as determined by our proposed model. According to our model’s classification, we categorize top players into two groups: efficient scorers and consistent performers. These precise forecasts can guide strategic decisions, player selection, and training approaches, ultimately enhancing team performance and success.

Does diversity matter? Explaining the effects of team diversity on team performance using data from a student’s business simulation game

Purpose The purpose of this study is to determine the impact of different diversity criteria (age and gender) on team performance using a business simulation game, where performance is operationalized by market valuation (Tobin’s Q) and profitability (cumulative net income). Design/methodology/approach The authors collected data of a business simulation game at a German public university (128 student groups and 645 individuals). Using multiple linear regression models, they investigated the impact of the different diversity criteria on team performance. Findings The authors found no significant effects of gender diversity on market valuation and profitability. However, the results of this study indicate a positive relationship between age diversity and both performance variables. Originality/value This paper contributes to the debate on the relationship between diversity and team performance by using data from a business simulation game. This study adds value by considering different diversity factors, objective performance indicators and the endogeneity of team formation (the seminar leaders randomly assign students to teams) which has not been applied in similar studies yet. Because of the setting of a simulated business game, the results could also be applied to the real economy where we observe working teams every day.

Abstract Su801: Use of Large Language Models to Optimize Clinical Text Analysis for In-Hospital Cardiac Arrest Identification

Introduction/Background: In-hospital cardiac arrest (IHCA) is experienced by approximately 300,000 patients annually in the US. While individual care teams can readily identify IHCA at the bedside, the reporting of these events after the event often lacks consistency and poses a major challenge for hospitals across the US. Accurate and timely reporting of IHCA events is crucial for facilitating QI initiatives, such as CPR quality review, optimizing team performance, and benchmarking IHCA outcomes. Hypothesis: Large language models (LLMs) can be used to identify IHCA events at the patient encounter-level by analyzing targeted note types from the inpatient record with high performance. Methods: Adult (≥18 years old) inpatient encounters at the Hospital of the University of Pennsylvania from 06/2018 to 03/2022 with a reported clinical emergency were identified from a QI database. Discharge summaries and notes associated with the encounters of interest were extracted from the EHR and deidentified using a natural language processing tool. Notes were reviewed by research staff to ascertain true IHCA events. Positive IHCA was defined as the loss of pulses followed by the delivery of CPR. An LLM, GPT4 v. 32K-Chat, was employed on the Penn Medicine Microsoft Azure Databricks environment to compare zero- and few-shot prompting methods to identify IHCA. Model performance was measured using accuracy, precision, recall and F1 scores. Results: Manual chart review determined 96.8% and 3.2% of cases to be IHCA+ and IHCA-, respectively. A balanced pilot dataset of positive and negative cases was created and the accuracy values across strategically sampled note types was checked. Using zero-shot learning with Chain-of-Thought (COT) prompting, the LLM performed with an accuracy of 86%, precision of 77%, recall of 100%, and F1-score of 87%. Using three-shot learning with COT, the LLM performed with an accuracy of 90%, precision of 83%, recall of 100%, and F1-score of 91%. Conclusions: This study demonstrates the potential efficacy of leveraging LLMs to automatically classify IHCA from strategically sampled note types using both zero and few-shot learning approaches. In the future, we will implement temporal sampling of note types and refine model parameters such as output token size and temperature. These findings suggest that such technologies can be effective in real-world clinical settings, providing a scalable solution to improve patient outcomes and quality improvement efforts.

Use of insitu simulation to improve team performance and utilization of a rapid sequence intubation checklist.

Intubation checklists have emerged as tools to reduce adverse events and improve efficiency during rapid sequence intubation (RSI) in pediatric emergency departments (PEDs). This study aimed to use multidisciplinary simulation (SIM) training as an educational tool to improve PED team performance during RSI scenarios through utilization of an RSI checklist. We created a checklist modeled after previously published PED checklists. PED multidisciplinary teams participated in video-recorded SIM training sessions involving a scenario requiring intubation three times, first without interruption then while receiving our intervention of rapid-cycle deliberate practice (RCDP) debriefing focusing on checklist utilization and team dynamics. Learners went through the scenario once more uninterrupted to apply learned skills. Team performance was evaluated via video review using the Simulation Team Assessment Tool (STAT) focusing on airway management and human factors sections. Scores were compared before and after intervention along with pre- and postintervention surveys. A total of 483 learners participated in 64 SIM training sessions, 44 of whom met inclusion criteria and were included for data analysis. Scores increased postintervention for airway management, human factors and in total. Least-squares mean differences for total, airway, and human factors scores were 9.55 (95% confidence interval [CI] 7.24-11.85), 4.22 (95% CI 2.91-5.52), and 5.33 (95% CI 3.86-6.8), respectively, which was statistically significant with p-value of <0.001 across all categories. Surveys demonstrated improved role understanding and checklist utilization comfort postintervention. This study supports the benefit of multidisciplinary SIM training with RCDP-style methodology as an educational method for improving airway management, teamwork skills, and RSI checklist utilization for PED staff. Incorporation of additional maintenance SIM sessions for ongoing education is likely to be further beneficial and would allow evaluation of degradation of skills over time following initial training.

Effects of Recruitment, Selection and Training on Construction Project Team Performance in Australia

The article provides a review and synthesis of previous research findings backed by a pragmatic perspective pertaining to the effects of recruitment, selection, and training on construction project team performance in Australia. The paper has been structured in a manner that includes a brief introduction to the topic, definition of the problem statement and methodology, definition of recruitment, selection and training, importance of recruitment, selection and training for construction projects, investigation of current state of recruitment, selection and training in global construction projects and its relatability to Australian context, ascertainment of shortfalls and challenges of present approaches and how those impact the construction team’s performance at present, and finally analysis of existing strategies and novel concepts to overcome the shortfalls of existing recruitment, selection, and training practices. The study has been concluded with actionable recommendations to improve the existing recruitment, selection and training processes in a way that enhances the overall performance of construction projects, which has been verified with the assistance of industry professionals. The author anticipates that the content provided in this article shall be beneficial for effective decision making by organizational leadership as well as human resources personnel to establish and retain high performing construction project teams.

Statistical Metric xG in Football and Its Impact on Scoring Performance: a review article

Background and purpose Modern football increasingly demands an analytical approach, particularly in terms of enhancing scoring performance. The aim of this article is to analyze the modern statistical indicator of expected goals (xG) in football and its impact on the performance of teams and players according to the data of modern scientific literature. The use of xG allows coaches, analysts, and fans to better evaluate the effectiveness of attacking actions, predict match outcomes, and make informed decisions regarding game strategy. Material and methods Articles were selected using a search tool in the Scopus, Web of Science, and Google Scholar databases. The search was carried out using the keywords "xG", "football", "performance", "football statistics", "football analytics", "shot on goal" The search was conducted as follows: first, the word "football" was entered, 43,706 sources were found, then "football statistics, analytics" was specified, 109 sources were found, among which 5 were selected that most corresponded to the topic of our research. Results It has been found that the probability of converting a shot into a goal depends on the player's position in the finishing zone, the location of the shot, the angle to the goal, the distance to the goal, the part of the body used to take the shot, the preparation for the shot, the number of touches before the shot, the number of players in the ball's path, and the goalkeeper's position. It was also determined that some zones are better suited for preparing a shot or continuing a combination play due to a low xG value. Conclusions The conducted analysis made it possible to study how the metric of expected goals (xG) affects performance. Coaches use xG data to optimize their game plans, focusing on creating high-quality scoring chances rather than simply increasing the number of shots. In addition, xG can inform defensive strategies by highlighting the types of shots most likely to lead to goals, allowing teams to adjust their defensive positioning and pressure tactics accordingly.

The Application of the Myers-Briggs Type Indicator to Human Resource Management System in China

Abstract: The Myers-Briggs Type Indicator has long been an important personality assessment instrument in human resource management. It helps managers to recruit employees, assign tasks, build employee relations and measure performance. With the economic reform and opening-up policy that accelerated worldwide coordination, it was introduced in China. The study, taking a literature review approach and comparative approach, aims to explore how the Myers-Briggs Type Indicator is used in Chinas human resource management system. And through the analysis of the development and status of Chinas human resource management, and the comparison with Self-directed Search and Big Five Personality Theory, to see if there is room for improvement in its use in the future. The result shows that most of the research and use of the Myers-Briggs Type Indicator in China is about recruiting. It can be developed in team building and performance evaluation in the future, like The Big Five Personality Theory. And also in assigning tasks.

Simulation-Based Training in Clinical Event Debriefing Improves Leadership Performance.

Clinical event debriefing (CED) improves healthcare team performance and patient outcomes. Most pediatric emergency medicine (PEM) physicians do not receive formal training in leading CED. Our objectives were to develop a CED curriculum and evaluate its effect on performance, knowledge, comfort, and clinical practice. This was a single group pre-post-retention study. We developed a hybrid curriculum with simulation, an interactive module, and individual feedback. We invited faculty and fellows from the PEM division of our hospital to participate. During an in-person training day, participants led standardized clinical simulation scenarios followed by simulated CED with immediate feedback on their leadership performance. They watched an interactive module between scenarios. Participants returned for a retention assessment 2-6 months later with a third simulation and debrief. Participants completed surveys measuring attitudes, experiences, and knowledge. Participants also evaluated the curriculum.The primary outcome was CED leadership performance using a novel 21-item tool that we developed, the Debrief Leadership Tool for Assessment (DELTA). A blinded, trained rater measured performance with DELTA. Secondary outcomes included changes in knowledge and comfort and changes in clinical practice. Twenty-seven participants enrolled and completed all parts of the curriculum and assessments. Debrief leadership performance improved by a mean of 3.7 points on DELTA pre-training to post-training (95% confidence interval = 2.7, 4.6, P < 0.01) and by 1.4 points from pre-training to retention (95% confidence interval = 0.1, 2.8, P = 0.03). Knowledge and comfort also significantly improved from pre-training to post-training and were sustained at retention. Most (67%) participants changed their clinical practice of CED after completing the curriculum. All participants would recommend the training to other PEM physicians. A hybrid simulation-based curriculum in leading CED for PEM physicians was associated with improvement in CED leadership performance, knowledge, and comfort. PEM physicians incorporated training into their clinical practice.

Project Team Rewards and Performance of Information Technology-Based Projects in Commercial Banks in Kenya

Purpose: The expected outcome of projects is to achieve a positive performance consistently. Yet, there is no agreed definition of project performance, which complicates the achievement of the purpose. Projects in Kenya are mostly complex and difficult to manage and project team management practices are mostly used in projects for effective functioning. However, project managers in Kenya have been focusing on technical constraints of projects and neglecting project teams’ related constraints. The objective of the study was to investigate the influence of project team rewards on project performance in commercial banks in Kenya. Methods: The study adopted a pragmatic research approach. A cross-sectional study design and explanatory research design were adopted in the study. The unit of analysis was 429 projects in the 39 commercial banks operating in Kenya as of close of business on 31st December 2020 categorized into 20 types of Information technology projects. The target population was 195 Information Technology project managers as well as 78 staff working in human resource department, 78 staff working in finance department, and 78 staff working in operations departments in the 39 commercial banks operating in Kenya. The study used stratified random sampling to choose 206 respondents from the study population. Secondary and primary data was employed in this study. Annual reports of commercial banks provided secondary data. In addition, a semi-structured questionnaire was adopted to obtain data. Qualitative data, which was obtained from open-ended questions, was analyzed by use of thematic analysis, and the results were presented in a descriptive form. Inferential and descriptive statistics will be used to analyze quantitative data with the help of Statistical Package for Social Sciences (SPSS version 26). Descriptive statistics included frequency distribution, mean, standard deviation, and percentages. Inferential statistics included univariate regression analysis and Pearson correlation. Results: The study found that project team rewards had a significant effect on performance of information technology-based projects in commercial banks in Kenya. Conclusion: The study recommends that commercial banks should also diversify and strengthen their reward structures to better align with team members’ contributions and achievements. They should further strengthen their recognition and promotion programs to ensure that these elements are consistently applied and effectively contribute to team performance.

Team commitment and performance of construction project in Nigerian construction industry

Team commitment and performance of construction project in Nigerian construction industry

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

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

Gender diversity in top management team and corporate social responsibility performance: examining the moderating nature of TMT international experience

Purpose This study is based on the role congruity theory that examines the association between top management team (TMT) gender diversity and corporate social responsibility (CSR) performance. Design/methodology/approach This study uses data from the Taiwan Economic Journal database and the Market Observation Post System provided by the Taiwan Stock Exchange. The sample consists of 4,140 annual observations of Taiwanese-listed companies in the electronics industry from 2016–2020. Findings The results revealed that TMT gender diversity is positively associated with CSR performance, and TMT international experience strengthens the positive association between TMT gender diversity and CSR performance. Practical implications CSR is imperative. The TMT’s gender diversity aligns with current environmental trends and social expectations, driven for CSR implementation essential. This diverse configuration enables the TMTs to address corporate adaptability and maintain global competitiveness. Originality/value The findings contribute significantly to the literature on TMT gender diversity by extending the application of role congruity theory beyond individual to team-level contexts and across gender boundaries. By incorporating diverse capabilities such as international experience within TMTs, the authors identify key boundary conditions that foster CSR. This expansion not only aligns with practical realities but also opens new avenues for research into the dynamics of diverse management teams.

Ranking performances of Olympic-style weightlifters adjusted for body mass on the same scale for both sexes: A novel approach

ABSTRACT Males typically outperform females in Olympic-style weightlifting, as judged by total weight lifted, and similarly heavier athletes outperform lighter athletes. Current methods can standardise weightlifting performances across body mass to compare different body mass classes, but they do not address the sex gap. This study introduces a novel approach that puts male and female performances on a single unified scale, across the range of body mass, allowing mixed sex teams to be compared. The method uses standardised residuals or “z-scores” derived from models of performance regressed on sex and body mass fitted by GAMLSS (generalised additive models for location, scale and shape). Reference data come from the International Weightlifting Federation (IWF) world championships and Olympics 2017–2023. To ensure the validity of the model for ranking team performances in the future, results from 2000 to 2023 were compared and shown to be stable over time. A web application is available to aid athletes, coaches and health professionals to compare performances and monitor progress over time.