Team Performance Research Articles

A Review of Research on The Impact of Differential Order Atmosphere

At present, research on the differential order atmosphere mainly focuses on its impact. The outcome variables mainly focus on behavior, and cognition and emotion are often used as mediating variables between perceived differential order atmosphere and employee work behavior. Scholars have not reached a consensus on whether the impact of a differential order atmosphere on employee behavior, cognition, and emotions is negative or positive. The research on the outcome variables of differential order atmosphere mainly focuses on three aspects: team and individual performance, employee silence and indifference behavior, and knowledge sharing and destruction. Some research on the differential order atmosphere currently only focuses on the consequences of its effects, without delving into the underlying mechanisms; Moreover, the impact of differential order atmosphere on employee behavior, cognition, and emotions is uncertain, and the effect of differential order atmosphere may have boundary conditions. Previous studies have explained this through organizational factors, leadership factors, and personal factors such as team trust, narcissistic leadership, regulatory orientation, and psychological resilience.

Human leading or following preferences: Effects on human perception of the robot and the human–robot collaboration

Achieving effective and seamless human–robot collaboration requires two key outcomes: enhanced team performance and fostering a positive human perception of both the robot and the collaboration. This paper investigates the capability of the proposed task planning framework to realize these objectives by integrating human leading/following preferences and performance into its task allocation and scheduling processes. We designed a collaborative scenario wherein the robot autonomously collaborates with participants. The outcomes of the user study indicate that the proactive task planning framework successfully attains the aforementioned goals. We also explore the impact of participants’ leadership and followership styles on their collaboration. The results reveal intriguing relationships between these factors which warrant further investigation in future studies.

LEADERSHIP IN HYBRID WORK TEAMS: IMPACT OF TRANSFORMATIONAL AND AUTHENTIC LEADERSHIP ON RELATIONSHIPS AND TASK PERFORMANCE IN STUDENT TEAMS

Transformational and authentic leadership have caught researchers’ attention, and it has gained recognition and position within leadership studies. This quantitative research aims to measure the correlation between leaders' transformational and authentic leadership in interpersonal relationships and task performance perceived by their hybrid work teams. For this quantitative research, four previously investigated and validated instruments were utilized: the Authentic Leadership Questionnaire (ALQ) Avolio et al. (2007), which has an acceptable internal consistency reported with Cronbach’s alpha values ranging from .66 to .93; the Multifactor Leadership Questionnaire (MLQ-5X) Bass and Avolio (1994), known for its high reliability with a reported Cronbach's alpha of 0.71; the HQIR: High-Quality Interpersonal Relationships Questionnaire (Carmeli et al., 2009), which also exhibits high reliability with a reported Cronbach’s alpha of 0.93; and the Individual Work Performance Questionnaire (IWPQ) Koopmans et al. (2011), with Cronbach's alpha values ranging from 0.77 to 0.83, and which will be used with a common translation into Latin American Spanish. Using a sample of 156 participants who are members of student hybrid teams (N = 156), the findings of this study demonstrated a positive correlation between transformational leadership and both interpersonal relationships and task performance in hybrid work teams. This study represents one of the first investigations of transformational and authentic leadership and its correlation with interpersonal relationships and task performance in Latin America, and it has some leadership implications within hybrid work teams.

The Influence of Leadership Styles on Team Performance in Public Transportation in Dubai, The,-UAE

The Influence of Leadership Styles on Team Performance in Public Transportation in Dubai, The,-UAE

A stimulus-based model of the team adaptation process: An integrated conceptual review.

As organizations face constant pressures to respond to changing situations and emergent demands, team members are frequently called upon to change their processes and routines and adapt to new ways of working together. In examining adaptation, most researchers have taken a behavior-driven approach where they collapse across the many types of adaptive demands teams face and rely on traditional input-process-outcome frameworks (e.g., Hackman, 1987; McGrath, 1984) to isolate specific behavioral responses. However, this perspective has resulted in several critical limitations. There are key differences in the way teams must collectively respond to different types of adaptive stimuli to be successful, and current research cannot account for or differentiate adaptive demands by stimulus type and needed responses. In this integrated conceptual review, we address these limitations and develop a novel, stimulus-based phase model of team adaptation. We examine studies across our newly developed stimulus detection, urgency identification, and duration assessment phases, and through the team's adaptive response, adaptive performance, and learning from the experience. We integrate research within each phase of the adaptive process, highlighting factors that demonstrate what successful team adaptation "looks like," and describe future avenues of research to address key issues within each phase. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Development and testing of a resuscitation-specific measure of organizational culture for resuscitation teams

BackgroundThe organizational culture (shared beliefs, perceptions, and values) of teams informs their behaviours and practices. Little is known about organizational culture for resuscitation teams. Our objective was to develop a reliable and valid resuscitation-specific organizational culture instrument (ROCI) with the goal of improving team performance. MethodsUsing Neonatal Resuscitation Program principles, literature review, and discussion of existing culture measures with experts, we identified organizational culture components for resuscitation and adapted existing measures to resuscitation. We developed a ROCI with five subscales (role clarity, shared-mental models, closed-loop communication, team adaptability, and psychological safety) and administered it to neonatal resuscitation team members across a hospital network. Survey psychometric assessment included reliability analyses (Cronbach’s α, Pearson correlation coefficients) and validity testing (confirmatory factor analysis [CFA] and regression models examining the association of culture with implementation outcomes: climate and perceived success). ResultsAcross 11 hospitals there were 318 complete responses (41 % response rate). Of the 22-items tested, 18 were retained after iterative psychometric assessment. The ROCI had excellent overall reliability (Cronbach’s α = 0.994) and very good subscale reliability (Cronbach’s α = 0.789–0.867). The CFA goodness-of-fit statistics confirmed five constructs (subscales). At the individual-level, the ROCI and all subscales were associated with both implementation outcomes. At the hospital-level, the ROCI overall and three subscales were associated with perceived success. ConclusionThe ROCI is a reliable and valid measure of the organizational culture of resuscitation teams. Future ROCI assessments may provide a foundation to inform culture change initiatives to improve resuscitation quality and outcomes across populations and contexts.

Training for cultural intelligence and communication in remote work: challenges and opportunities

This article explores the challenges and opportunities of cultural intelligence (CQ) and communication training in remote work settings. With the increasing prevalence of virtual work, understanding and managing cultural differences have become crucial for effective collaboration. The study reviews the literature on CQ, emphasizing its importance in fostering communication, building trust, and ensuring successful teamwork in globally dispersed teams. It also addresses the role of emotional intelligence and intercultural skills in enhancing remote work dynamics. The findings highlight the need for tailored training programs to develop these competencies, considering different virtual teams' unique needs and dynamics. By integrating CQ into remote work strategies, organizations can improve team cohesion, performance, and effectiveness in a globalized work environment.

Team-based infection preventionist review improves inter-rater reliability in identification of healthcare-associated infections.

Accurate reporting of healthcare-associated infections (HAIs) to the National Healthcare Safety Network (NHSN) is a critical function of infection prevention and control (IPC) teams. Validation was performed to increase inter-rater reliability in HAI adjudication among infection preventionists. Benefits included improved data integrity, enhanced team performance, and individual growth.

Full of sound and fury.

The subject of noise in the operating theatre was recognized as early as 1972 and has been compared to noise levels on a busy highway. While noise-induced hearing loss in orthopaedic surgery specifically has been recognized as early as the 1990s, it remains poorly studied. As a result, there has been renewed focus in this occupational hazard. Noise level is typically measured in decibels (dB), whereas noise adjusted for human perception uses A-weighted sound levels and is expressed in dBA. Mean operating theatre noise levels range between 51 and 75 dBA, with peak levels between 80 and 119 dBA. The greatest sources of noise emanate from powered surgical instruments, which can exceed levels as high as 140 dBA. Newer technology, such as robotic-assisted systems, contribute a potential new source of noise. This article is a narrative review of the deleterious effects of prolonged noise exposure, including noise-induced hearing loss in the operating theatre team and the patient, intraoperative miscommunication, and increased cognitive load and stress, all of which impact the surgical team's overall performance. Interventions to mitigate the effects of noise exposure include the use of quieter surgical equipment, the implementation of sound-absorbing personal protective equipment, or changes in communication protocols. Future research endeavours should use advanced research methods and embrace technological innovations to proactively mitigate the effects of operating theatre noise.

Team-centered IDAC: Modeling and simulation of operating crew in complex systems – Part 1: Team model and fundamentals

Operation of highly complex systems such as Nuclear Power Plants (NPPs) generally require highly trained professional operating teams. Factors associated with teamwork, such as ineffective communication and coordination, can be important contributing factors to accidents and unsafe behavior. The impact of crew interactions on team effectiveness and, consequently, on the entire system, has not been fully and quantitatively explored in high-risk environments such as NPPs. Since a team is an interactive social system, team-specific issues must be studied and evaluated from a “team perspective”—based on team dynamics and processes. This paper is part of a two-papers series that presents a simulation-based Team Model for NPP control room operations. The current paper, Part 1, describes the theoretical fundaments of the model and details its elements. The accompanying paper describes the simulation aspects, and a full application of the method to a pipe break accident in a four- four-loop steam generator feedwater system. The proposed model is based on the IDAC (Information, Decision, and Action in Crew context) cognitive model framework. The resulting model, Team-centered IDAC (Tc-IDAC), examines the team activities “Collaborative information collection,” “Shared decision making,” and “Distributed action execution” through specific modules for Team Error Management. These modules include error detection, error indication and error correction, and team performance shaping factors.

Dynamic brain networks in spontaneous gestural communication

Gestures accent and illustrate our communication. Although previous studies have uncovered the positive effects of gestures on communication, little is known about the specific cognitive functions of different types of gestures, or the instantaneous multi-brain dynamics. Here we used the fNIRS-based hyperscanning technique to track the brain activity of two communicators, examining regions such as the PFC and rTPJ, which are part of the mirroring and mentalizing systems. When participants collaboratively solved open-ended realistic problems, we characterised the dynamic multi-brain states linked with specific social behaviours. Results demonstrated that gestures are associated with enhanced team performance, and different gestures serve distinct cognitive functions: interactive gestures are accompanied by better team originality and a more efficient inter-brain network, while fluid gestures correlate with individual cognitive fluency and efficient intra-brain states. These findings reveal a close association between social behaviours and multi-brain networks, providing a new way to explore the brain-behaviour relationship.

Pemberitaan Pemain Naturalisasi Dalam Media dengan Analisis DNA Dan Visone

Sports mass media have recently been discussing the discourse on the naturalization of national team players. This discourse is a project initiated by PSSI (All Indonesia Football Association) and BTN (National Team Agency). The reason for doing this is to boost the national team's performance to achieve more in the international arena. This naturalization discourse has raised pros and cons in the eyes of national football lovers. This naturalization issue has been linked to media interest in reporting it. From this problem, the author has a question: how do the media in Indonesia frame the news of the Naturalization of Indonesian National Team Players in recent times? The study used qualitative research and media framing analysis techniques. Data collection was carried out by observation and observation of several media. As for the data analysis technique, this study used media framing analysis with the DNA and Visone applications to determine the media's bias in its reporting. The existence of these similarities makes a country's sovereignty that must be loved. Several specific media reports naturalized players with certain frames to lead readers to be pro or con. This study concluded that some media in Indonesia framed the news of naturalization positively because the increasing achievements of the national team can prove it. A small portion of the media viewed it negatively because it was difficult for local players to defend the Indonesian national team. Keywords: Naturalized player, Framing analysis, DNA and Visone

Impact of Change Management, Resource Allocation, and Performance Monitoring on Team Performance in High-Stakes Industries

Impact of Change Management, Resource Allocation, and Performance Monitoring on Team Performance in High-Stakes Industries

Relative age effect in Mexican professional and youth soccer

In youth football, categories are defined by the players’ year of birth. In one category, there can be an age difference of almost 12 months, which may manifest itself in considerable physical differences. The impact of this "relative age" is reflected in elite teams by an overrepresentation of players born in the first months of the year, called "Relative Age Effect" (RAE). In the present study, this bias was analyzed among the 4499 Mexican players (3531 men, 968 women), registered by the 18 professional clubs for the 2022 season in men’s First Division, their U20, U18, U17, U16, U14 categories, women's First Division, and their U17 categories. From every player were collected: birthday, playing position, minutes played for their teams, and their teams’ final rank in the National Championships. In all categories, except women's First Division, a statistically significant RAE was found, whose size was greater in the lower categories than in the major ones. The playing positions that presented a higher size of RAE were not the same in the different categories. A positive correlation was found between RAE and individual and team performances. These results indicate the need to take a deeper look at the selection and development processes of talented players in Mexico, because players initially favored by their greater relative age do not reach the professional soccer teams in the same proportion.

Improved staffing policies and practices in healthcare based on a conceptual model.

Staffing policies are critical in healthcare facilities. However, problems from a mismatch between staff numbers requirements and offers are frequently encountered. This research examines the joint effects of quantitative and qualitative staff mismatch in a healthcare organization in China to understand how staffing management policies affect staffing adequacy and how staffing adequacy leads to important human resource (HR) outcomes. In a previous study, we identified four dimensions of staffing management policies, namely decision-making, data management, productivity optimization, and title vs. competency. Based on this categorization, an 11-item scale was generated and evaluated for psychometric quality. A quantitative study was conducted with 1,323 healthcare professionals (including clinical and administrative staff) working at the hospital, matched by dyads and teams. A conceptual model with work engagement as a mediator between quantitative staffing adequacy interactions and qualitative staffing adequacy was tested with structural equations. The findings indicate that staffing policies do exert effects on staffing adequacy. These findings further indicate that quantitative and qualitative staffing adequacy interact in explaining work engagement and team performance and that the moderated mediation occurs as hypothesized. Our findings indicate that both types of staffing adequacies contribute to higher team performance via a heightened sense of work engagement from healthcare professionals. Furthermore, a modulation is observed between the two types of staffing adequacies during the promotion of higher team performance. The supported model is helpful in improving staffing management policies and increasing staffing fit so as to improve hospital performance.

Comparative Study of Speed and Agility Across Different Playing Positions

The purpose of the present study is to find out the correlation between Physical variables and different playing positions in football. The objective of this study is to examine and compare the speed and agility of district-level football players across different playing positions: defenders, midfielders, and forwards. Speed and agility are critical physical attributes that contribute significantly to a football player's performance, and understanding their variation across positions can provide valuable insights into position-specific training and talent identification. A sample of 90 players from Bhopal district-level teams was selected for the study, and their speed and agility were assessed through standardized tests such as the 50-meter sprint test for speed and the Shuttle Run Agility Test for agility. The results reveal significant differences in both speed and agility between playing positions. Forwards demonstrated the highest average speed, which is essential for offensive runs and goal-scoring opportunities, while midfielders exhibited superior agility, reflecting their need to navigate tight spaces and switch directions frequently during the game. Defenders displayed moderate levels of both attributes, balancing the need for speed in counterattacks and agility in defensive maneuvers. The findings suggest that position-specific physical training could enhance the performance of football players, and coaches should consider these differences when developing conditioning programs. This comparative analysis highlights the importance of tailoring speed and agility training to the specific positional requirements, which could lead to better overall team performance.

Utilising Design Thinking To Alleviate The Effects Of Covid-19 On Civil Servant Operations

The phenomenon of design thinking has a significant potential to form a synergistic interaction of individual abilities of leaders, managers and civil servants in the context of global challenges caused by the consequences of the COVID-19 pandemic. Against the backdrop of these issues, ensuring the effectiveness of key state institutions and organisations is of particular relevance, which, in turn, requires a detailed analysis of potential measures to counteract negative impacts. The aim of the study is to analyse the potential of design thinking in the context of developing and implementing a comprehensive mechanism for overcoming the effects of COVID-19 on the activities of civil servants. The article focuses on the functionality of design thinking in terms of civil servants’ basic professional and personal skills. The possibility of their allocation as separate indicators of the concept is considered. The structural elements of design thinking are outlined, and each of them is described in detail. The imperative for establishing a unified mechanism to address the pandemic’s existing and potential adverse consequences is clearly demonstrated. The peculiarities of integrating design thinking based on the Stanford concept into the work of civil servants in Ukrainian public institutions are described. It is assumed that implementing this goal will increase the efficiency of civil servants, forming an effective mechanism for mitigating the risks caused by the pandemic. The author identifies sustainable principles that can facilitate the operational and strategic management of team performance in the civil service. The priorities for further improvement of design thinking skills to improve the efficiency of public institutions are revealed. The specifics of the Stanford model as an effective tool for team development and management decision-making are investigated. The main principles of the mechanism for overcoming the destructive effects of COVID-19 through the introduction of design thinking technology, which helps improve public institutions’ efficiency and quality of work and create favourable conditions for team effectiveness, are analysed. The study’s results have practical value in the development, improvement and modernisation of the design thinking concept to minimise the impact of the adverse effects of the COVID-19 pandemic.

Procrastination as a social problem

Procrastination, or the unwillingness to get things done on time, is one of the most widespread problems in modern society. Every year more and more people experience this phenomenon, leading to serious consequences for both individuals and society as a whole. Procrastination can lead to poor mental health, reduced productivity and quality of work, as well as social and economic losses. In our information society, where access to various forms of entertainment and distractions is unprecedented, it is no wonder that procrastination has become such a widespread problem. Social media, video games and other entertainment formats easily capture our attention and take away time that should be devoted to work or study. As a result, we often find ourselves tangled in a hopeless situation: aware of our reluctance to start work or perform responsible tasks, but unable to control our behaviour. However, procrastination is not only a personal problem for each individual. Its negative impact extends to the entire social structure of society. For example, employees prone to procrastination can cause delays in the completion of collective projects or reduced team performance. Procrastination, or the unwillingness to get things done on time, is one of the most widespread problems in modern society. Every year more and more people experience this phenomenon, leading to serious consequences for both individuals and society as a whole. Procrastination can lead to poor mental health, reduced productivity and quality of work, as well as social and economic losses. In our information society, where access to various forms of entertainment and distractions is unprecedented, it is no wonder that procrastination has become such a widespread problem. Social media, video games and other entertainment formats easily capture our attention and take away time that should be devoted to work or study. As a result, we often find ourselves tangled in a hopeless situation: aware of our reluctance to start work or perform responsible tasks, but unable to control our behaviour. However, procrastination is not only a personal problem for each individual. Its negative impact extends to the entire social structure of society. For example, employees prone to procrastination can cause delays in the completion of collective projects or reduced team performance.

The Effect of Entrepreneurial Spiritual Capital on the Performance of Science and Technology Innovation Teams

Combined with the research on science and technology innovation teams, we use digital empowerment as the mediating variable and organizational resilience as the moderating variable to establish the moderated mediation model, explore the role mechanism of entrepreneurial spiritual capital on the performance of science and technology innovation team from the perspective of entrepreneurial traits, and carry out an empirical research on a sample of 351 scientific and technological talents in the science and technology innovation team of enterprises. The results show that: entrepreneurial spiritual capital has a significant positive effect on science and technology innovation team performance; digital empowerment mediates between entrepreneurial spiritual capital and science and technology innovation team performance; organizational resilience positively moderates the relationship between digital empowerment and science and technology innovation team performance, and further moderates the mediating role of digital empowerment between entrepreneurial spiritual capital and science and technology innovation team performance.

Assessment of the effectiveness of hospital external disaster functional drills on health care receivers’ performance, using standardized patients and mass cards simulation: a pilot study from Saudi Arabia

BackgroundGiven the increasing frequency of disasters globally, it is critical that healthcare systems are prepared for these mass casualty events. The Saudi health system’s preparedness for mass casualty incidents needs to be more robust, potentially due to limited disaster drills and inadequate standardized patient (SP) simulation training. This study aims to (i) assess the performance of front-line hospital staff in Saudi Arabia through a functional drill and (ii) evaluate the drill’s effectiveness using SP and MAC-SIM cards, providing detailed insights into its design and execution.MethodsA functional drill was conducted at a government hospital in Riyadh, Saudi Arabia, on December 19, 2022, using a cross-sectional approach with two phases. 141 healthcare receivers served as subjects, while 23 volunteers acted as SPs. The scenario simulated a building collapse to assess the emergency department (ED) response, interdepartmental communication, and surge capacity. Data were collected through direct observation of healthcare practitioners’ interactions with the SPs, analysis of SP data, and participant feedback. Quantitative data were analyzed descriptively, while qualitative data were examined for patterns and themes related to simulation performance and effectiveness.ResultsThe hospital receivers’ performances demonstrated accurate triage categories. The ED team assessed most patients (67%) in less than 5 min. For patients requiring definitive care, such as intensive care unit, 95% spent less than 2.5 h in the ED. Most patients (65%) required ‘other treatments’. Communication was efficient in the triage zone and the yellow treatment area. Participants’ feedback on using MAC-SIM cards during the simulation was overwhelmingly positive with 82.61% reporting that MAC-SIM use helped them respond better. Experienced SPs (paramedics) with prior disaster knowledge and experience outperformed inexperienced SPs (nurses) in the functional exercise.ConclusionThis groundbreaking study is the first in the Arabic Gulf region to use SPs with MAC-SIM cards in functional drills. The findings highlight the potential of simulation exercises to improve hospital team knowledge and performance when responding to disasters. Multiple evaluation techniques can effectively identify participant strengths and weaknesses, informing future disaster improvement plans. This information is a valuable resource for Arabic and middle-income countries where disaster medicine is still developing.