Team Trust Research Articles

대학 운동선수의 진로 불안과 팀 신뢰, 인지된 경기력의 관계

Purpose: The purpose of this study is to examine the relationship between career anxiety and the perceived athletic performance of collegiate athletes. This study also assessed the role of team trust as mediating effect between career anxiety and the perceived athletic performance of collegiate athletes.BR Method: In this study, 364 samples were collected, but 36 of them were excluded due to incomplete and insufficient answers. Therefore, 328 questionnaires were used for the final data analysis. SPSS WIN 25.0 was used for data analysis including an exploratory factor analysis, reliability test and regression analysis.BR Results & Conclusion: The following are the results obtained from the final data analysis. Firstly, career anxiety had a positive effect on the perceived athletic performance of collegiate athletes. Secondly, all team trust factors partially mediated the relationship between career anxiety and the perceived athletic performance of collegiate athletes.

Can Teamwork Promote Safety in Organizations?

In this review, we conceptualize teamwork as the linchpin driving safety performance throughout an organization. Safety is promoted by teams through various mechanisms that interact in a complex and dynamic process. We press pause on this dynamic process to organize a discussion highlighting the critical role played by teamwork factors in the engagement of safe and unsafe behavior, identifying five team-level emergent states that enable effective teamwork and safety: psychological safety, team trust, collective efficacy, shared mental models, and situation awareness. Additionally, we consider foundational conditions that support team-driven safety, the development of safety culture, and the importance of team safety climate in shaping performance. We discuss leveraging teams to generate safety and identify directions for future research investigating the relationship between teamwork and safety. Overall, we submit that researchers and practitioners would benefit from taking a systems perspective of safety by integrating principles of team science to better understand and promote safety in organizations.

Trust and team coordination in critical situations


 In this paper I explore the process of team coordination. I propose a model by which team coordination emerges as a function of team mental models and team trust. Furthermore, I introduce a hierarchical approach to team mental models, and propose a framework that provides a better understanding of team processes and opens new avenues of research in the area of team cognition. I conclude with implications for future research and practice.
 

Trust in provider care teams and health information technology-mediated communication.

Teams of healthcare providers use health information technology (HIT) to facilitate communication and collaboration. Effective team-based care requires trust, yet we know relatively little about how physicians build and maintain trust with their fellow providers and, further, how HIT affects trust among provider team members. We describe priority areas for advancing our understanding of trust within healthcare teams, which may inform policies and HIT design in efforts to improve clinical decision making, provider satisfaction, quality of care, and patient healthoutcomes.

What makes teams more innovative in small high-technology ventures The role of leadership

Fostering team innovation has been considered as a major leadership function in high-technology ventures because they face intense competition in the market. In this research, we analysed the direct and indirect effects of transformational leadership on team innovation in small high technology ventures. A total of 24 team leaders and 133 employees from high tech industries in Iran participated in our study. Using structural equation modelling, we found that transformational leaders play a crucial role in enhancing team innovation, facilitating team trust and team communication quality. Nevertheless, transformational leadership was not related to team innovation directly. We also found that transformational leadership plays a facilitating role in improving trust and communication within a team. In the context of developing countries, this study provides empirical evidence of the prominent role of transformational leadership in encouraging team innovation by facilitating communication and trust among team members.

Super Mario Meets AI: The Effects of Automation on Team Performance and Coordination in a Videogame Experiment

Recent advances in artificial intelligence (AI) have piqued interest in how these technological advances will transform jobs and labor markets. While prior work has focused on understanding the tasks where AI outperforms humans, we ask how the introduction of automated agents affects teams, their routines, and organizations. We randomize the introduction of automated agents and new hires into experimental firms engaging in a coordination-based game on the Nintendo Switch console. We demonstrate experimentally that even in a task where automated agents outperform humans, the introduction of an automated agent decreases team performance. These effects are especially large in the short-term and in low- and medium-skilled teams. We furthermore document that automation can generate adverse spillover effects into teams that do not receive an automated agent but must coordinate with it. Our results indicate that these effects are driven by an increase in coordination failures, and we provide suggestive evidence that automation reduces team trust and individual effort provision. Overall, our team-based approach highlights that human-machine interaction is key to expanding our understanding of how AI will transform teams, organizations, and work more broadly.

What Makes Teams More Innovative in Small High-Technology Ventures The Role of Leadership

Fostering team innovation has been considered as a major leadership function in high-technology ventures because they face intense competition in the market. In this research, we analysed the direct and indirect effects of transformational leadership on team innovation in small high technology ventures. A total of 24 team leaders and 133 employees from high tech industries in Iran participated in our study. Using structural equation modelling, we found that transformational leaders play a crucial role in enhancing team innovation, facilitating team trust and team communication quality. Nevertheless, transformational leadership was not related to team innovation directly. We also found that transformational leadership plays a facilitating role in improving trust and communication within a team. In the context of developing countries, this study provides empirical evidence of the prominent role of transformational leadership in encouraging team innovation by facilitating communication and trust among team members.

178: Maternal decision-making about fetal therapy for complicated monochorionic twin gestations: A qualitative exploration

Women with complicated monochorionic twin gestations are faced with difficult choices when offered laser photocoagulation. We explored women’s decision-making process and their understanding of clinical options with the goal of improving physician counseling about fetal therapy. We performed a single-center prospective cohort study of women offered laser photocoagulation for twin-twin transfusion syndrome (TTTS) or twin anemia polycythemia sequence (TAPS). Participants were interviewed after they decided for or against surgery and again in the postpartum period. Interview topics included women’s understanding of TTTS or TAPS, the risks, benefits and alternatives of laser photocoagulation, expected outcomes, the rationale behind her decision, changes in perspective after delivery, and thoughts on the counseling provided by the care team. Qualitative thematic analysis of interview transcripts was performed using QRS NVivo 10. 32 women were offered laser photocoagulation, 31 agreed to participate in the study, of whom 27 completed the prenatal interview and 24 completed the postpartum interview. Women demonstrated adequate understanding of the risks, benefits and alternatives to fetal therapy (Table 1). The primary factor women considered was the chance of survival for one or both babies. Most women (63%) felt that laser photocoagulation represented their only viable clinical option. Only 19% of women considered termination or selective reduction. Additional factors influencing women’s decision included trust in the healthcare team and avoiding prematurity. 89% of women used internet resources, primarily hospital websites, TTTS Foundation and Facebook groups. In the postpartum interview women were highly satisfied with the counseling they received and did not later regret their decisions, but felt unprepared for the challenges of prematurity. Women with complicated monochorionic gestations understood the clinical options they were provided, including laser photocoagulation. Infant survival was the leading factor in their decision to pursue fetal surgery.View Large Image Figure ViewerDownload Hi-res image Download (PPT)

Effect of Trust on Micro Entrepreneurship Development with the Mediatory Role of Social and Emotional Capital

Policymakers are pouring in huge incentives for microenterprise like subsidized capital, grants and capacity building programs. Still, they were not able to achieve success. Interestingly, successful microenterprises are more often achieved success without these intermediations. It means that there may be other factors intangible in nature that determines their success. This study provides a new dimension to the success of microenterprise i.e. the intangible component of intermediation. We define them as social and emotional capital. For this, we propose a theoretical framework motivated from the exploratory work of Panda (2016) in which microenterprises development (MED) is affected through the intangible factor of trust. This trust creates social and emotional capital, which in turn enables microenterprises development. Trust is measured through Trust in Work Team, Trust in Management, and Trust in Work Setting. Whereas social capital is classified into Cognitive, Structural, and Relational Dimension. Emotional capital is proxies by Gratitude Culture at Work. To establish its empirical validity, a survey was conducted using a Likert scale type close-ended questionnaire. Data was collected from 366 participants from micro-enterprises in Pakistan and analyzed using Structured Equation Modeling. Emotional capital has a direct significant effect on MED as well as through the Cognitive dimension on social capital which in turn affects MED. Moreover, social capital positively affects MED when it is related to cognitive and structural dimensions and has no influence in the relational dimension. The results suggest that trust has a significant effect on MED, social, and emotional capital when it is associated with work team and does not significantly affect when it is associated with management and work settings.

Mediating effect of team trust on the influence of top management team (TMT) processes against HRM decision quality and satisfaction performance

PurposeThe purpose of this paper is to test the mediating role of top management team (TMT) team trust in examining the relationship between team processes (internal and external) and human resource management (HRM) decision performance (quality and satisfaction) in the context of the People’s Republic of China.Design/methodology/approachThe sample data of this study include 524 team members from 76 TMTs in east China’s Shanghai, Jiangsu, Zhejiang, Anhui provinces. IBM SPSS AMOS 22.0 software was employed for the data analysis.FindingsThe study finds that TMT internal and external processes have significant positive effects on HRM decision quality and satisfaction. The study further finds that TMT team trust partially mediates the relationship between TMT processes (internal and external processes) and HRM decision quality and satisfaction.Practical implicationsThis research provides useful insights into the role of TMT team trust in enhancing managerial decision performance.Originality/valueThis study is among the limited studies that explore the influence of team trust in the relationship between TMT processes (internal and external processes) and HRM decision quality and satisfaction among TMTs in China. This study has extended TMT knowledge in mainstream management with guidelines on how to enhance organizational decision performance.

Understanding the antecedents of knowledge sharing behaviour and its relationship to team effectiveness and individual learning

Due to the competitive and rapidly changing nature of the external business environment, university students must acquire the ability to cooperate, share knowledge, and enhance team effectiveness and learning in the workplaces of the future. Consequently, the design of business courses in higher education merits further discussion. Based on the notions of team-based learning and flipped classrooms, we proposed a business course model that consisted of three main phases: before-class, in-class, and after-class online course activities. After implementing the course models in two business courses at two public universities in Taiwan, a survey based on social learning and social exchange theories was distributed. The data collected from 218 undergraduate business students were analysed. The findings reveal that value in team members’ contributions is positively associated with team trust and each has a significant impact on knowledge sharing and team effectiveness. Knowledge sharing played a key role in this learning context and was a significant mediator between perceptions of value in team members’ contributions and team effectiveness, as well as between team trust and team effectiveness. In addition, team effectiveness was a benefit to individual learning in these classes.

Promoting employee job crafting at work: the roles of motivation and team context

PurposeDespite receiving much attention in recent job design literature, job crafting research has neglected motivational and multilevel perspectives, limiting the understanding of how to foster employee job crafting. Drawing on job crafting and self-determination theory, the purpose of this paper is to explore individual- and team-level predictors and the mechanisms involved in employees’ job change behaviors. The authors propose that employees’ intrinsic motivation and two team-level properties – team knowledge sharing and trust – have important roles to play.Design/methodology/approachThe multilevel data were collected from 311 employees from 62 work teams in Korean companies. Hierarchical linear modeling analysis was used. A supplementary data collected from 162 individuals working in the USA were used for analysis.FindingsThe results showed that intrinsic motivation and team knowledge sharing are positively related to job crafting. In addition, intrinsic motivation mediated the relationship between team knowledge and individual job crafting. Finally, team trust was shown to play a cross-level moderating role, strengthening the positive relationship between employees’ intrinsic motivation and job crafting.Originality/valueApplying motivational and multilevel perspectives, this paper uncovers the roles of individual motivation and team context in fostering employee job crafting. This study helps to extend the theoretical domains of job crafting and provides practical insights into how to promote employees’ job crafting.

Authentic leadership, knowledge sharing, and employees’ creativity

PurposeThis paper aims to analyze the influence of authentic leadership on knowledge sharing and employee’s creativity through the mediating role of team environment of psychological safety and trust.Design/methodology/approachThe participants in this study were 60 team leaders and 300 team members’ working in different Overseas Employment Promoters Agencies (OEPA) at Islamabad region, Pakistan. In addition to the authentic leadership of their supervisors, employees reported their perception of being psychologically safe and in the environment of team trust at work, whereas supervisors rated employee’s creativity at work areas. Confirmatory factor analysis (CFA) was carried out using structural equation modelling (SEM) for validation of results among the variables.FindingsThe major findings of the study were (a) authentic leadership positively predicted knowledge sharing and employees’ creativity through the mediator’s role of team environment (psychological safety and team environment of trust), and (b) team environment of psychological safety and team environment of trust affected both the knowledge sharing and employee’s creativity.Practical implicationsAuthentic leadership has to be synergized with environment of psychological safety and team environment of trust, to enhance employees’ creativity. The results of the study delineated practical applications for both the researchers and policymakers. The results of this study would also augment the body of knowledge on human resource practices in both developed and developing countries.Originality/valueThis is one of the first studies to empirically examine the influence of authentic leadership on knowledge sharing and employee’s creativity through the mediator role of team environment of psychological safety and trust in OEPA in Pakistan.

Jordanians' Perspectives On Open Consent In Biomedical Research.

IntroductionThe informed consent process is an integral step in biomedical research. However, the emergence of biobanks and the need for open consent (also called “broad” or “blanket” consent) create challenges to this process.Aims and methodologyA survey was used to examine Jordanians’ perspectives on open consent and reuse of stored samples in future research.ResultsThe majority of participants had positive perceptions of informed consent and its importance. In addition, they appreciated the challenges that are associated with multiple uses of their biospecimens. About 55% agreed to provide open consent for reuse of their donated biospecimens. Participants (75–80%) also agreed that issues such as the possibility of sharing samples with international research centers, storage duration, and use of biospecimens after their death should be clarified as part of open consent. The inconvenience of the re-contact process, trust in the research team, and the importance of biobanks were all associated with participants’ willingness to provide open consent (P<0.05). On the other hand, privacy and confidentiality, doubt about future use of samples, unknown storage period, and the possibility of cross-border sample sharing were significantly associated with participants’ reluctance to provide open consent.ConclusionThe majority of Jordanians accept the idea of open consent. Clarification of issues such as international sample sharing, duration of storage, domains of intended research, confidentiality, and privacy can provide more support for the use of open consent.

Towards a Theory of Longitudinal Trust Calibration in Human–Robot Teams

The introduction of artificial teammates in the form of autonomous social robots, with fewer social abilities compared to humans, presents new challenges for human–robot team dynamics. A key characteristic of high performing human-only teams is their ability to establish, develop, and calibrate trust over long periods of time, making the establishment of longitudinal human–robot team trust calibration a crucial part of these challenges. This paper presents a novel integrative model that takes a longitudinal perspective on trust development and calibration in human–robot teams. A key new proposed factor in this model is the introduction of the concept relationship equity. Relationship equity is an emotional resource that predicts the degree of goodwill between two actors. Relationship equity can help predict the future health of a long-term relationship. Our model is descriptive of current trust dynamics, predictive of the impact on trust of interactions within a human–robot team, and prescriptive with respect to the types of interventions and transparency methods promoting trust calibration. We describe the interplay between team trust dynamics and the establishment of work agreements that guide and improve human–robot collaboration. Furthermore, we introduce methods for dampening (reducing overtrust) and repairing (reducing undertrust) mis-calibrated trust between team members as well as methods for transparency and explanation. We conclude with a description of the implications of our model and a research agenda to jump-start a new comprehensive research program in this area.

Contemporary Views of Research Participant Willingness to Participate and Share Digital Data in Biomedical Research

Using social media to recruit participants is a common and cost-effective practice. Willingness to participate (WTP) in biomedical research is a function of trust in the scientific team, which is closely tied to the source of funding and institutional connections. To determine whether WTP and willingness to share social media data are associated with the type of research team and online recruitment platform. This mixed-methods longitudinal survey and qualitative study was conducted over 2 points (T1 and T2) using Amazon's Mechanical Turk (MTurk) platform. Participants were US adults aged 18 years or older who use at least 1 social media platform. Recruitment was stratified to match race/ethnicity proportions of the 2010 US Census. The volunteer sample consisted of 914 participants at T1, and 655 participants completed the follow-up survey 5 months later (T2). Outcomes were (1) past experience with online research and sharing social media data for research; (2) WTP in research advertised online; (3) WTP in a study sponsored by a pharmaceutical company, a university, or a federal agency; and (4) willingness to share social media data. Opinions were solicited regarding the European Union's General Data Protection Regulation statute, which came into effect between T1 and T2. Of 914 participants completing the first survey (T1), 604 (66.1%) were aged 18 to 39 years and 494 (54.0%) were female. Of these, 655 participants (71.7%) responded at T2. While 680 participants (74.4%) indicated WTP in biomedical research, only 454 (49.3%) were willing to share their social media data. Participants were significantly less likely to participate in federally sponsored (odds ratio [OR], 0.58; 95% CI, 0.51-0.64; P < .001) or pharmaceutical company (OR, 0.59; 95% CI, 0.53-0.66; P < .001) research than university-led studies. They were also less likely to share their social medial data for federal (OR, 0.65; 95% CI, 0.58-0.72; P < .001) or pharmaceutical company (OR, 0.50; 95% CI, 0.44-0.56; P < .001) research compared with academic studies. Willingness to participate in pharmaceutical company-led research decreased 11.89% from T1 to T2 (OR for T2, 0.62; 95% CI, 0.54-0.77; P < .001). Reasons for WTP were interest in furthering science, financial incentives, trust in the organization, and data security. While 63.0% of respondents reported seeing new privacy policy emails related to the General Data Protection Regulation law, only 27.1% indicated this positively influenced their WTP. Thematic analysis of responses indicated that WTP may improve with stronger data security measures. This study suggests that researchers may see reduced online research participation and data sharing, particularly for research conducted outside academia.

Selective incivility, trust and general well-being: a study of women at workplace

PurposeThe purpose of this paper is to study if trust on team members and leaders leads to an experience of civil behavior in the workplace or reduced incivility at the workplace. The study was conducted on women employees and therefore termed as selective incivility.Design/methodology/approachIn the study, the relationship between team trust and leader trust was the antecedent variables and general well-being was the consequent variable. Civil behavior in the workplace was the mediating variable. The research was conducted on 228 working women in different sectors of the Indian organization. Trust (in leaders and on teams) and general well-being were measured by established scales. Selective incivility scale was developed based on the qualitative inputs from working women. Data were analysed on SPSS and AMOS version 20.FindingsThe study showed that trust (between leader and subordinates and among team members) led to an experience of civil behavior at workplace, and experience of civil behavior led to an experience of general well-being.Research limitations/implicationsThis research has contributed to both theoretical and managerial aspects. On the theoretical front, this research has emphasized the role of trust in building a civil environment in the workplace. On the managerial front, it has contributed to showing how low incivility encourages inclusivity and maintains the general well-being of employees, and therefore advocates the practice of civil behavior.Practical implicationsThe study is relevant in managing politics at workplace. With an environment of trust, the insecurity and doubt in the minds of employees are reduced. This leads to higher well-being of employees. In the modern times, workplaces are becoming more diverse. There are not only gender differences but also differences in age, sexual orientation and persons with disabilities. Presence of low incivility can go a long way in encouraging an inclusive workplace. It is thus relevant in managing workplace diversity and for creating a more inclusive environment.Social implicationsDiverse workplace constituting women and minority race have experienced more workplace incivility (Cameron and Webster, 2011). Also, presence of higher percentage of men in the workforce composition enhanced incivility toward women (Trudel and Reio, 2011). As the paper indicates that low incivility leads to general well-being, it also tries to point out that overall health of organization also improves. It should not be ignored that it is not only the employee who is exposed to incivility who gets affected but also the other employees who are witness to such situation.Originality/valueThis study investigates the mediating effect of civil behavior at the workplace between trust, both team member and leader, and general well-being.

Trust Engineering for Human-AI Teams

Human-AI teaming refers to systems in which humans and artificial intelligence (AI) agents collaborate to provide significant mission performance improvements over that which humans or AI can achieve alone. The goal is faster and more accurate decision-making by integrating the rapid data ingest, learning, and analyses capabilities of AI with the creative problem solving and abstraction capabilities of humans. The purpose of this panel is to discuss research directions in Trust Engineering for building appropriate bi-directional trust between humans and AI. Discussions focus on the challenges in systems that are increasingly complex and work within imperfect information environments. Panelists provide their perspectives on addressing these challenges through concepts such as dynamic relationship management, adaptive systems, co-discovery learning, and algorithmic transparency. Mission scenarios in command and control (C2), piloting, cybersecurity, and criminal intelligence analysis demonstrate the importance of bi-directional trust in human-AI teams.

The relationship between organizational justice and nurses' productivity at Menoufia University Hospitals

Background: Organizational justice is one of the factors that may affect nurses' productivity. Justice is the key to the survival and sustenance of growth and development in the nurses and organization purpose: The purpose of the study was to identify the relationship between organizational justice and nurses' productivity. Research design: A descriptive correlational design was used. Setting: The study was conducted at at Shebin El-Kom Menoufia University Hospitals. Sample 300 staff nurses were included in the study. Instruments: Data were collected by using organizational justice questionnaire and productivity questionnaire. Results: more than half (58%) of staff nurses had low level of organizational justice, slightly more than three quarter (76%) of staff nurses had low level of nurses’ productivity. Recommendations: Nurses mangers must provide a safe work environment and team trust to deliver healthcare effectively for better patient outcomes. Training program must be developed for staff nurses to improve their knowledge, skills, and attitude toward organizational justice and nurses' productivity.

Research opportunities for determining the elements of early trust in virtual teams

Purpose This paper aims to analyze cognitive-based trust development during the beginning phase of virtual teams (VT) before any trustor’s firsthand, knowledge-based trust of a trustee can develop. At this phase, early cognitive trust development is largely an individual construct that can help set the tone for subsequent phases and may also influence final VT effectiveness and performance. Design/methodology/approach This study begins with an analysis of cognitive-based trust and trust in VT and then focuses on the models and antecedents of early trust development in VT. Findings The conclusion offers a precise visualization of the research on early trust development in VT that identifies new research opportunities, particularly valuable for new field research. Research limitations/implications This literature review could be useful to both researchers of early trust formation in VTs and to organizations that use VTs as a part of their workforce. The figures and tables produced in this literature could be useful to researchers of early trust development in VTs in two areas. First, researchers can use this information to quickly identify the academic literature associated with each component of early trust models, the type of research conducted for each component. Second, new research opportunities based on this sample for each component of the early trust model is clearly identified. Practical implications Organizations need to ensure that members of VTs can form quickly and operate effectively within a short period. Identifying factors that may influence early trust formation could give managers and VT members an understanding of the importance of trust development in the early stages of VTs and how this may ultimately influence a VTs performance, effective teamwork and productivity. Originality/value The conclusion offers a precise visualization of the research on early trust development in VT that identifies new research opportunities, particularly valuable for new field research.