A Study of the Developmental Mechanisms of Inter-Team Conflict Processes Within Multi-Team Systems - An Exploratory Analysis Based on a Collaborative R&D Context

Purpose

The analysis of the pivotal determinants that impact the progression of inter-team conflict processes in multi-team systems, as well as their underlying mechanisms, serves to explicate the developmental framework of said conflict processes.

Methodology

This study adopts a vantage point centered on the evolution of inter-team conflict in multi-team systems, with a specific focus on the sequential progression including "conflict latency → conflict perception → conflict management → conflict outcome → conflict feedback.

Results

By transmuting qualitative data into quantitative data through the discernment of inter-conceptual relationships' directionality and quantity, this study distills the key chain of relationships between categories. Employing the explanatory structure model, the developmental mechanism of inter-team conflict processes in multi-team systems is unveiled. Notable sources of conflict include team goal identification, team role multiplicity, inter-team relationships, and team competence. Factors that exert a significant influence on conflict management comprise inter-team conflict types, inter-team relationships, team competence, inter-team heterogeneity, team affiliation, and system goals. Reviewing the genuine motivations underlying conflict management behavior, as well as adopting a lengthier temporal perspective, emerges as a crucial consideration when analyzing the implications of conflict management on both the system and the team for evaluative purposes. Inter-team communication emerges as a pivotal influence on the efficacy of conflict management, which, in turn, is influenced by boundary managers, inter-team heterogeneity, and the inter-team interactive memory system.

Conclusion

Through an in-depth analysis of the hierarchical interrelationships among factors that influence conflicts within teams, we have established a model for the conflict development process. This model is instrumental in comprehensively understanding the dynamics of conflict evolution within teams. It serves as a reference point for formulating more precise and effective conflict management strategies. Moreover, this model not only offers practical guidance for resolving conflicts within a multi-team framework but also enhances inter-team collaboration. Therefore, it contributes significantly to achieving the objectives of the multi-team system.

Fluid teams in the metaverse: exploring the (un)familiar

The metaverse is a new and evolving environment for fluid teams and their coordination in organizations. Fluid teams may have no prior familiarity with each other or working together. Yet fluid teams are known to benefit from a degree of familiarity-knowledge about teams, members, and working together-in team coordination and performance. The metaverse is unfamiliar territory that promises fluidity in contexts-seamless traversal between physical and virtual worlds. This fluidity in contexts has implications for familiarity in interaction, identity, and potentially time. We explore the opportunities and challenges that the metaverse presents in terms of (un)familiarity. Improved understandings of (un)familiarity may pave the way for new forms of fluid team experiences and uses.

Leader Intuition: Good or Bad for Multiteam System Performance? The Roles of Information Load and Introversion

Some leaders tend to use their intuition to think and make decisions more than others do. This individual difference (i.e., an intuitive cognitive style) may have important implications for the collectives of people they lead. Unfortunately, scholars lack a clear understanding of the conditions under which intuition is effective, especially in the context of large and complex organizational structures such as multiteam systems (MTSs). We argue that the effects of leaders’ intuitive cognitive style on MTS performance depends on the amount of information load they face in their roles, as well as their level of introversion: a personality characteristic that is associated with an inward and reflective focus. Using a sample of 222 MTSs comprised of Captains in the United States Air Force, our study demonstrated that the intuitive cognitive style of leaders in high information load roles positively affected MTS performance, especially if they were high in introversion. In low information load roles, however, an intuitive cognitive style had a negative effect on MTS performance, especially for leaders low in introversion. We also argued and found that MTS coordination effectiveness played a key mediating role. Our study advances research in multiple areas of work, including intuition, MTSs, and leadership.

A theoretical exploration of out-group versus in-group perspectives on the dynamics of team effectiveness

Purpose

Past research on transactive memory systems (TMS) often treated the focal team as an isolated entity. Previous literature overlooked two aspects of TMS: its existence beyond the boundaries of the focal team (further referred to as out-group TMS) and the way the out-group TMS helps teams adapt and remain effective when the circumstances change. This study aims to fill this gap by exploring the overlooked aspects of TMS on the dynamics of team effectiveness.

Design/methodology/approach

This study adopts a theoretical perspective and proposes two sets of propositions. First set explores the overlooked construct of out-group TMS and defines the boundaries of its applicability by building on Lewis’ (2003) dimensions of TMS. Second set explores ways in which out-group TMS can combine with in-group TMS to enable higher team effectiveness in fast-paced settings facing uncertainty and change.

Findings

The study’s conceptual perspective builds the grounds for improving scholars’ understanding of the drivers of team effectiveness in relation to the locus of TMS. The study investigates ways to combine in-group and out-group TMS and conceptually discusses their effects on team effectiveness: a mediation, an interaction and an additive model. The investigation concludes that out-group TMS plays a critical role and that overlooking its impact can be devastating for organizations in fast-paced environments.

Originality/value

This study unveils the unique and previously underexplored dynamics of transactive memory in teams with looser boundaries. Further, it extends scholars’ understanding of team cognition in contemporary, fast-paced business environments.

Integrating network theory into the study of integrated healthcare

Healthcare policy in the United States (U.S.) has focused on promoting integrated healthcare to combat fragmentation (e.g., 1993 Health Security Act, 2010 Affordable Care Act). Researchers have responded by studying coordination and developing typologies of integration. Yet, after three decades, research evidence for the benefits of coordination and integration are lacking. We argue that research efforts need to refocus in three ways: (1) use social networks to study relational coordination and integrated healthcare, (2) analyze integrated healthcare at three levels of analysis (micro, meso, macro), and (3) focus on clinical integration as the most proximate impact on patient outcomes. We use examples to illustrate the utility of such refocusing and present avenues for future research.

Forms and functions of bridging factors: specifying the dynamic links between outer and inner contexts during implementation and sustainment

BACKGROUND

Bridging factors are relational ties, formal arrangements, and processes that connect outer system and inner organizational contexts. They may be critical drivers of evidence-based practice (EBP) implementation and sustainment. Yet, the complex interplay between outer and inner contexts is often not considered. Bridging factors were recently defined in the updated Exploration, Preparation, Implementation, Sustainment (EPIS) framework. Further identification and specification of this construct will advance implementation models, measures, and methods. Our goal is to advance bridging factor research by identifying relevant dimensions and exemplifying these dimensions through illustrative case studies.

METHODS

We used a multiple case study design. Each case (n = 10) represented different contexts, EBPs, and bridging factor types. Inclusion criteria were the presence of clearly distinguishable outer and inner contexts, identifiable bridging factor, sufficient information to describe how the bridging factor affected implementation, and variation from other cases. We used an iterative qualitative inquiry process to develop and refine a list of dimensions. Case data were entered into a matrix. Dimensions comprised the rows and case details comprised the columns. After a review of all cases, we collectively considered and independently coded each dimension as function or form.

RESULTS

We drew upon the concepts of functions and forms, a distinction originally proposed in the complex health intervention literature. Function dimensions help define the bridging factor and illustrate its purpose as it relates to EBP implementation. Form dimensions describe the specific structures and activities that illustrate why and how the bridging factor has been customized to a local implementation experience. Function dimensions can help researchers and practitioners identify the presence and purpose of bridging factors, whereas form dimensions can help us understand how the bridging factor may be designed or modified to support EBP implementation in a specific context. We propose five function and three form bridging factor dimensions.

CONCLUSIONS

Bridging factors are described in many implementation models and studies, but without explicit reference or investigation. Bridging factors are an understudied and critical construct that requires further attention to facilitate implementation research and practice. We present specific recommendations for a bridging factors research agenda.

A socio-technical system approach to knowledge creation and team performance: evidence from China

Purpose

The purpose of this study is to extend the existing literature on knowledge management, which generally focuses on knowledge sharing. The model of this article explains how knowledge creation and team performance can be increased through the integration of social and technological factors

Design/methodology/approach

To empirically test the model, multi-wave and multi-source data were collected from 80 teams whose members use social media as a tool for communication and interaction.

Findings

The analysis results provide insights into some interesting findings. The results show transactive memory system (TMS) as an important factor that can significantly contribute to knowledge creation in teams. Especially, the TMS strengthens the significant positive effect of enterprise social media (ESM) and insignificant positive effect of knowledge complementarity on knowledge creation. Furthermore, knowledge creation is found to be a significant predictor of team performance

Originality/value

Much of the knowledge management literature focuses on the ways to increase the quantity of accessible knowledge to organization members. Such knowledge management studies are more relevant to knowledge exchange among individual employees, teams and organizations. However, this study takes a nuanced approach to explore how knowledge creation can be increased in teams by implementing a knowledge integration mechanism. A general model of knowledge creation is proposed, but the strength of this model lies in the moderating effect of TMS which strengthens the effect of knowledge complementarity and ESM on knowledge creation in teams which eventually increases team performance.

Contracting as a bridging factor linking outer and inner contexts during EBP implementation and sustainment: a prospective study across multiple U.S. public sector service systems

BACKGROUND

Bridging factors are relational ties (e.g. partnerships), formal arrangements (e.g. contracts or polices) and processes (e.g. data sharing agreements) linking outer and inner contexts and are a recent evolution of the Exploration-Preparation-Implementation-Sustainment (EPIS) framework. Bridging factor research can elucidate ways that service systems may influence and/or be influenced by organizations providing health services. This study used the EPIS framework and open systems and resource dependence theoretical approaches to examine contracting arrangements in U.S. public sector systems. Contracting arrangements function as bridging factors through which systems communicate, interact, and exchange resources with the organizations operating within them.

METHODS

The sample included 17 community-based organizations in eight service systems. Longitudinal data is derived from 113 contract documents and 88 qualitative interviews and focus groups involving system and organizational stakeholders. Analyses consisted of a document review using content analysis and focused coding of transcripts from the interviews and focus groups. A multiple case study analysis was conducted to identify patterns across service systems and organizations. The dataset represented service systems that had sustained the same EBP for between 2 and 10 years, which allowed for observation of bridging factors and outer-inner context interactions over time.

RESULTS

Service systems and organizations influenced each other in a number of ways through contracting arrangements. Service systems influenced organizations when contracting arrangements resulted in changes to organizational functioning, required organizational responses to insufficient funding, and altered interorganizational network relationships. Organizations influenced service systems when contract arrangements prompted organization-driven contract negotiation/tailoring, changes to system-level processes, and interorganizational collaboration. Service systems and organizations were dependent on each other as implementation progressed. Resources beyond funding emerged, including adequate numbers of eligible clients, expertise in the evidence-based practice, and training and coaching capacity.

CONCLUSION

This study advances implementation science by expanding the range and definition of bridging factors and illustrating specific bi-directional influences between outer context service systems and inner context organizations. This study also identifies bi-directional dependencies over the course of implementation and sustainment. An analysis of influence, dependencies, and resources exchanged through bridging factors has direct implications for selecting and tailoring implementation strategies, especially those that require system-level coordination and change.

Multiple Team Membership: An Integrative Review

With many employees operating in a multiteam environment, multiple team membership (MTM) has become a critical topic across a number of disciplines. Although MTM research is often regarded as being in its beginning stages, there has been a recent uptick of research. An integration of the literature at this phase allows scholars to see the most pressing challenges and begin to identify general insights to move research forward effectively. Accordingly, this review contributes to the literature through drawing meaningful connections regarding MTM between disciplines and providing nascent opportunities for future research. The final review includes 44 articles that directly examine MTM. These articles are supplemented by the project and management literatures to elaborate upon the theoretical bases and findings of these articles.

The Influence of Transactive Memory System on Individual Career Resilience: The Role of Taking Charge and Self-Promotion

The transactive memory system is known as an effective group cognitive system as well as a knowledge-sharing structure for organizations to keep competitive advantages in today's dynamic and knowledge-based business environment. However, its influence at the individual level remains vague. The purpose of this study is to explore the influence of a transactive memory system (TMS) on individual career resilience through the theoretical perspective of conservation of resources theory (COR). This research proposes and examines a moderated mediation model that elaborates how a transactive memory system affects individual career resilience. A two-stage empirical study was conducted among 328 employees from companies in China. The findings suggest that a transactive memory system significantly influences individual career resilience positively, and employee taking-charge behavior plays a mediating role in that relationship. Furthermore, the results supported our moderated mediation model, which indicates that individuals with high self-promotion motives are more likely to engage in taking-charge behavior than those with low self-promotion motives, and the former reported higher career resilience than the latter eventually. Theoretical and practical implications are also provided in the discussion section.

From individuals to the organization

Purpose

This study aims to develop a process model that details the mechanisms and learning processes by which entrepreneurial learning transpires at multiple levels in the organization. Using the transactive memory system (TMS) framework as a reference, the model specifies how individual streams of knowledge are routinized in nonhuman elements and, over time, become embedded in organizational routines and procedures.

Design/methodology/approach

The research uses a case-study methodology building on 18 in-depth semi-structured interviews, 20 h of non-participative observations and internal company documents.

Findings

The study demonstrates that knowledge is channeled from individuals to the organization via mechanisms that operate at the venture-team level – principally externalizing distinctions; rotating task work; co-constructing the task; and routinizing behavior. These mechanisms are fundamental for creating knowledge repertoires on which team members can build and for channeling different knowledge domains into the organization.

Originality/value

The study offers a dynamic view of entrepreneurial learning, underlining the structural and transactive components of TMS as being foundational for embedding knowledge in organizational routines and procedures.