When Do Humans Heed AI Agents' Advice? When Should They?

OBJECTIVE

We manipulate the presence, skill, and display of artificial intelligence (AI) recommendations in a strategy game to measure their effect on users' performance.

BACKGROUND

Many applications of AI require humans and AI agents to make decisions collaboratively. Success depends on how appropriately humans rely on the AI agent. We demonstrate an evaluation method for a platform that uses neural network agents of varying skill levels for the simple strategic game of Connect Four.

METHODS

We report results from a 2 × 3 between-subjects factorial experiment that varies the format of AI recommendations (categorical or probabilistic) and the AI agent's amount of training (low, medium, or high). On each round of 10 games, participants proposed a move, saw the AI agent's recommendations, and then moved.

RESULTS

Participants' performance improved with a highly skilled agent, but quickly plateaued, as they relied uncritically on the agent. Participants relied too little on lower skilled agents. The display format had no effect on users' skill or choices.

CONCLUSIONS

The value of these AI agents depended on their skill level and users' ability to extract lessons from their advice.

APPLICATION

Organizations employing AI decision support systems must consider behavioral aspects of the human-agent team. We demonstrate an approach to evaluating competing designs and assessing their performance.

Automation function and malfunction: effects on human performance in accident handling tasks

By conducting a mixed-design experiment using simplified accident handling tasks performed by two-person teams, this study examined the effects of automation function and condition (before, during, and after malfunction) on human performance. Five different and non-overlapping functions related to human information processing model were considered and their malfunctions were set in a first-failure way. The results showed that while the automation malfunction impaired task performance, the performance degradation for information analysis was more severe than response planning. Contrary to other functions, the situation awareness for response planning and response implementation tended to increase during malfunctioning and decrease after. In addition, decreased task performance reduced trust in automation, and malfunctions in earlier stages of information processing resulted in lower trust. Suggestions provided for the design and training related to automation emphasise the importance of high-level cognitive support and the benefit of involving automation error handling in training.

Translation and psychometric validation of the Thai version of TeamSTEPPS® team performance observation tool

In healthcare, effective communication and teamwork are pivotal in reducing medical errors. Integrating team training into health professions education is crucial. Accurate measurement of team performance during training requires reliable assessment tools. The TeamSTEPPS® Team Performance Observation Tool (TPOT), recently updated by the Agency for Healthcare Research and Quality, serves this purpose. However, it had not been translated and validated for use in Thailand. We aimed to translate and assess the psychometric properties of the Thai version of TPOT. Employing a back-translation process, TPOT was adapted to the Thai context. The resulting Thai TPOT instrument was administered to 518 healthcare professionals who had undergone TeamSTEPPS® training. Participants were asked to evaluate two prerecorded, 7-minute simulated team emergency scenarios using the Thai TPOT instrument. Results exhibited high internal consistency (Cronbach's alpha = .96) and inter-rater reliability (ICC = .98). Confirmatory factor analysis affirmed the construct validity of the Thai TPOT. These findings establish the Thai TPOT as useful for evaluating teamwork within healthcare teams.

Unveiling the Impact of Communication Network on Engineering Project Team Performance: The Interplay of Centralization and Tie Strength

Purpose

Recent research has focused on the impact of communication networks on the performance of construction project teams, attempting empirical exploration from various social network analysis perspectives. However, there is still a significant gap in understanding the variations in performance and the mechanisms for teams using different communication networks. Drawing from organizational learning theory and social network theory, this study, based on the Input-Mediator-Output (IMO) model, explores the effects of the interaction between centralization and tie strength in communication networks on team performance, as well as the mediating mechanisms of knowledge sharing behavior and team resilience performance in engineering project teams.

Methods

Drawing on classic group communication experiment, we design an online communication and collaboration platform to simulate the execution of a construction engineering project. Finally, data was collected through the communication experiment with 720 participants, and hypotheses were tested using ANOVA and PROCESS.

Results

The results indicate that under conditions of weak tie strength, centralized communication networks yield higher performance. Conversely, under conditions of strong tie strength, decentralized communication networks demonstrate superior performance. Furthermore, this study also verifies the mediating role of knowledge sharing behavior and team resilience performance when tie strength is strong.

Conclusion

This study focuses on engineering project team, exploring the evolutionary development of knowledge sharing behavior and team resilience performance from the perspective of the interaction of communication network structural characteristics, as well as the paths to enhancing team performance. Our research results highlight the interactive effects of structural indicators and relational indicators of communication networks, revealing the mechanism by which the structure of communication networks impacts team performance. Additionally, from the perspectives of forming and timely adjusting team communication models, and motivating and supporting employee communication behavior, our study provides practical insights for project managers and relevant administrators.

The association between team cohesion and performance: A network analysis of nurses

Team cohesion, as a necessary condition for the cooperation and development of a team, has been shown to have a strong association with team performance. However, the mechanism of this internal correlation is unclear and more in-depth studies are lacking. The study aimed to explore the complex links between the dimensions of team cohesion and performance in nurses. A total of 1639 practice nurses from 118 nursing teams were included in this cross-sectional study. Data were collected using the Team Cohesion Scale (including consistency of affection, behavior, and cognition) and the Team Effectiveness Scale (including cooperation satisfaction, and task performance). Using network analysis, the team cohesion and performance network was constructed, and the strength and bridge strength of nodes were calculated. The results showed that the edges between team cohesion and performance dimensions were all positively correlated. Cooperation satisfaction and consistency of affection are the core variables in the network. Interventions targeting cooperation satisfaction and consistency of affection need to be developed at the team level to maximize team cohesion and performance among nurses.

Composition considerations for fluid teams: a review

The need exists to better understand how to comprise fluid teams-teams that are assembled on short notice, from members with little to no familiarity, who come together to carry out a time-limited task, and then disband. Due to the ever-increasing complexity of the modern workplace, the demand for these types of fluid teams is growing in task domains such as the military, aviation, healthcare, and industry. The aim of this paper is to review the team composition literature to shed light on composition considerations for forming fluid teams.

Supporting fluid teams: a research agenda

Fluid teams are teams that are rapidly assembled from across disciplines or areas of expertise to address a near-term problem. They are typically composed of individuals who have no prior familiarity with one another, who as a team must begin work immediately, and who disband at the completion of the task. Prior research has noted the challenges posed by this unique type of team context. To date, fluid teams have been understudied, yet their relevance and application in the modern workplace is expanding. This Perspective article presents a concise overview of critical research gaps and opportunities to support selection, training, and workplace design for fluid teams.

Collectivism Impairs Team Performance When Relational Goals Conflict With Group Goals

This research challenges the idea that teams from more collectivistic cultures tend to perform better. We propose that in contexts in which there are tradeoffs between group goals (i.e., what is best for the group) and relational goals (i.e., what is best for one's relationships with specific group members), people in less collectivistic cultures primarily focus on group goals but those in more collectivistic cultures focus on both group and relational goals, which can lead to suboptimal decisions. An archival analysis of 100 years of data across three major competitive team sports found that teams from more collectivistic nations consistently underperformed, even after controlling for a number of nation and team characteristics. Three follow-up studies with 108 Chinese soccer players, 109 Singapore students, and 119 Chinese and the U.S. adults provided evidence for the underlying mechanism (i.e., prioritizing relational goals over group goals). Overall, this research suggests a more balanced view of collectivism, highlighting an important context in which collectivism can impair team performance.

Evidence for a new model of the complex interrelationship of ball possession, physical intensity and performance in elite soccer

BACKGROUND

How the physical metrics, especially physical intensity, and possession interact with each other, and subsequently combine to influence performance remains opaque. Therefore, we investigated the interrelationship of possession, physical metrics, and team performance in elite soccer.

METHODS

Four seasons of a top European league were used to derive 80 team league performances (points), together with possession and physical data. Physical metrics were absolute distances (m) during the whole match and ball-in-play, and rates of distance covered (m⋅min-1 ) as the index of physical intensity, notably when in-possession/out-of-possession, in total and within five speed categories. Interrelationships of possession, physical metrics, possession, and performance were assessed with Pearson's correlations and mediation analysis.

RESULTS

Overall possession (r = 0.794) and time out-of-possession within the defensive third (r = -0.797) were most strongly correlated with performance. The strong relationships between in-possession distances and performance appeared coincidental due to greater time in-possession. Physical intensity had a complex relationship with possession and performance, with opposite relationships according to possession status: lower physical intensity when in-possession and higher physical intensity when out-of-possession were associated with possession and performance. Mediation analysis revealed the direct, independent importance of possession for team performance; however, the association of physical intensity with performance was largely (>79%) mediated by possession.

CONCLUSION

Based on these findings, we propose a novel model of the interrelationships between possession, physical intensity, and performance, whereby higher possession is the largest, direct contributor toward enhanced team performance, with lower physical intensity in-possession a consequence of higher possession, but greater physical intensity when out-of-possession a cause of increased possession.

Individual characteristics on multicultural team performance: does the role played by leaders and team members matter?

The main purpose of this study was to analyze the impact of individual characteristics of cultural sensitivity, adaptability, cohesion, and cultural diversity on the multicultural team performance. Also, we analyzed the moderating effect of being a team member or a team leader on the relationships mentioned above. To test out hipotheses, data were collected from 415 members of multicultural teams specifically, from 304 team members and 111 leaders. The findings provided evidence to support a positive relationship between cultural sensitivity, adaptability, cohesion, and team performance. Cultural diversity did not show a significant impact on team performance. The study also showed that the leaders and members had different perceptions about the factors that influence team performance. For instance, team members consider that cohesion influences team performance, while leaders consider adaptability as the key factor to achieve performance. Main implications from findings are discussed.

What can we learn from COVID-19?: examining the resilience of primary care teams

Introduction

The COVID-19 pandemic continues to place an unprecedented strain on the US healthcare system, and primary care is no exception. Primary care services have shifted toward a team-based approach for delivering care in the last decade. COVID-19 placed extraordinary stress on primary care teams at the forefront of the pandemic response efforts. The current work applies the science of effective teams to examine the impact of COVID-19-a crisis or adverse event-on primary care team resilience.

Methods

Little empirical research has been done testing the theory of team resilience during an extremely adverse crisis event in an applied team setting. Therefore, we conducted an archival study by using large-scale national data from the Veterans Health Administration to understand the characteristics and performance of 7,023 Patient Aligned Care Teams (PACTs) during COVID-19.

Results

Our study found that primary care teams maintained performance in the presence of adversity, indicating possible team resilience. Further, team coordination positively predicted team performance (B = 0.53) regardless of the level of adversity a team was experiencing.

Discussion

These findings in turn attest to the need to preserve team coordination in the presence of adversity. Results carry implications for creating opportunities for teams to learn and adjust to an adverse event to maintain performance and optimize team-member well-being. Teamwork can act as a protective factor against high levels of workload, burnout, and turnover, and should be studied further for its role in promoting team resilience.

Women's wheelchair basketball lineup analysis at the Tokyo 2020 paralympic games: game related statistics explaining team sport performance

Introduction

Performance analysis through game-related statistics in wheelchair basketball (WB) has focused mainly on the study of the individual efficiency of players according to their functional classification. However, there is little evidence focusing on lineup performances (five players on court) and their composition. Thus, the objective of present study was to analyze the efficiency of the women's WB lineups used during the Tokyo 2020 Paralympic Games (PG) and to determine the variables that best discriminated the lineup performances according to the final point differential.

Methods

The sample comprised 507 lineups used in the 31 games by the 10 national teams during the competition. Fifty-one different lineup types (LTs) were categorized. A discriminant analysis was carried out to compare the lineups with a positive and negative point difference according to the game type (balanced and unbalanced games).

Results

It was found that LTs 16 (1-1.5-2.5-4-4.5), 47 (1-2-2.5-4-4.5) and 14 (1-1.5-2.5-4.5-4.5) had the best means of efficiency in field goals (LT 16 = 52%; LT 47 = 44% and LT = 40%), while LT 50 (1-2-3-4-4) obtained the highest mean difference in points (3.67 ± 10.67). The variables that best discriminated winner teams in balanced games were field goal efficiency (SC = 0.55), assists (SC = 0.50) and turnovers (SC = -0.41).

Discussion

Field goal efficiency, assists, turnovers and steals are the game-related statistics most associated with the success of a lineup used in balanced games in WB in PG competition; this could be taken into account by coaches when deciding how to compose a given lineup in a moment of the game, to adequately select players from different functional classifications for the final squad and to choose training content related to the indicated game-related statistics, as they explain success at this competition level.

Exploring objective measures for assessing team performance in healthcare: an interview study

Introduction

Effective teamwork plays a critical role in achieving high-performance outcomes in healthcare. Consequently, conducting a comprehensive assessment of team performance is essential for providing meaningful feedback during team trainings and enabling comparisons in scientific studies. However, traditional methods like self-reports or behavior observations have limitations such as susceptibility to bias or being resource consuming. To overcome these limitations and gain a more comprehensive understanding of team processes and performance, the assessment of objective measures, such as physiological parameters, can be valuable. These objective measures can complement traditional methods and provide a more holistic view of team performance. The aim of this study was to explore the potential of the use of objective measures for evaluating team performance for research and training purposes. For this, experts in the field of research and medical simulation training were interviewed to gather their opinions, ideas, and concerns regarding this novel approach.

Methods

A total of 34 medical and research experts participated in this exploratory qualitative study, engaging in semi-structured interviews. During the interview, experts were asked for (a) their opinion on measuring team performance with objective measures, (b) their ideas concerning potential objective measures suitable for measuring team performance of healthcare teams, and (c) their concerns regarding the use of objective measures for evaluating team performance. During data analysis responses were categorized per question.

Results

The findings from the 34 interviews revealed a predominantly positive reception of the idea of utilizing objective measures for evaluating team performance. However, the experts reported limited experience in actively incorporating objective measures into their training and research. Nevertheless, they identified various potential objective measures, including acoustical, visual, physiological, and endocrinological measures and a time layer. Concerns were raised regarding feasibility, complexity, cost, and privacy issues associated with the use of objective measures.

Discussion

The study highlights the opportunities and challenges associated with employing objective measures to assess healthcare team performance. It particularly emphasizes the concerns expressed by medical simulation experts and team researchers, providing valuable insights for developers, trainers, researchers, and healthcare professionals involved in the design, planning or utilization of objective measures in team training or research.

Revisiting the effect of team passion displayed during national anthems on subsequent success: A replication and extension

Slater et al. (2018. Singing it for "us": Team passion displayed during national anthems is associated with subsequent success. European Journal of Sport Science, 18(4), 541-549. https://doi.org/10.1080/17461391.2018.1431311) found that the perceived level of team passion displayed during (pre-match) national anthems at UEFA Euro 2016 predicted team performance during the match. Teams that displayed greater passion conceded fewer goals and team passion predicted the likelihood of victory during the knockout (but not group) stages. Here, we replicate Slater et al. using a larger sample of matches from the FIFA World Cup (n = 415), and apply more appropriate analyses, and control for potential confounds. We also extend the original study to consider additional performance-related outcome variables (fouls, bookings, and possession). We find no evidence that anthem passion was a reliable predictor of performance outcomes (i.e. match outcome, goals scored/conceded, fouls, bookings, possession) in competitive international soccer matches.HIGHLIGHTSFailing to replicate previous research, we find no evidence that the amount of collective passion displayed by a team during the national anthem predicts performance outcomes in soccer matches.Collective passion was unrelated to goals scored, goals conceded, match outcome, fouls, possession, and expected goals. The effect of passion on these outcomes was not moderated by the stage of competition.The reported null effects may be because verbal and non-verbal behaviours during the national anthem are poor signals of collective passion.

Modeling the influence of basketball players' offense roles on team performance

This study aimed to (1) use the clustering method to build a classification model based on the play-type data of basketball players, to classify native and foreign players into different offensive roles; (2) use the clustered offensive role model to investigate how different offensive roles influence team performance. The sample was drawn from 20 teams spanning five seasons (2017-2021) in the Chinese Basketball Association, comprising 823 native and 228 foreign players. The clustering results obtained fourteen offensive roles for native players and five for foreign players. Subsequent analyses revealed that the offensive roles of two native player clusters, namely N6 Spot-up Wings who Attack (OR = 3.281, p < 0.05) and N13 Bigs who Cut to the Rim (OR = 4.272, p < 0.05), significantly influenced team performance. Conversely, no significant impact was observed for foreign players. The findings of this study offer novel insights into player dynamics and offer coaches a fresh perspective on team composition.

Meeting the Challenge of Transmission Delay: Communication Protocols for Space Operations

OBJECTIVE

Several studies were conducted to assess media-specific communication protocols as a countermeasure to challenges of asynchronous space-ground communication.

BACKGROUND

Previous research demonstrated that transmission delay can negatively impact space-ground communication, collaboration, and task performance. We created media-specific protocols designed to mitigate identified problems associated with asynchronous communication and examined their effects on team communication and task performance.

METHODS

The lab study included 24 teams of three who collaborated remotely via voice or text on computer-based tasks simulating failures in a spacecraft's life support system. Training and availability of communication protocols was the between-groups variable. Perceived usability, criticality, and effectiveness of the communication protocols were also assessed in space-analog simulations.

RESULTS

Lab study data revealed that communication protocols facilitated some aspects of team communication; specifically, they reduced threats to common ground and information splitting but not instances of miscommunication. Analog data indicated that protocol compliance was high, participants evaluated most elements as highly important, and protocols maintained perceived communication effectiveness between space crews and mission control during time delay comparably to no-time-delay conditions.

CONCLUSION

Converging data attest to the feasibility, usability, and effectiveness of empirically derived communication protocols as a countermeasure to the negative impacts of transmission delay and also point to technological solutions.

APPLICATION

The communication protocols have been adopted for training in NASA analog simulations involving time-delayed communication. They could also support communication among remote team members in medical operations, command-and-control teams, or disaster response under asynchronous conditions or when time is limited and precise communication is critical.

Multidisciplinary learning through collective performance favors decentralization

Many models of learning in teams assume that team members can share solutions or learn concurrently. However, these assumptions break down in multidisciplinary teams where team members often complete distinct, interrelated pieces of larger tasks. Such contexts make it difficult for individuals to separate the performance effects of their own actions from the actions of interacting neighbors. In this work, we show that individuals can overcome this challenge by learning from network neighbors through mediating artifacts (like collective performance assessments). When neighbors' actions influence collective outcomes, teams with different networks perform relatively similarly to one another. However, varying a team's network can affect performance on tasks that weight individuals' contributions by network properties. Consequently, when individuals innovate (through "exploring" searches), dense networks hurt performance slightly by increasing uncertainty. In contrast, dense networks moderately help performance when individuals refine their work (through "exploiting" searches) by efficiently finding local optima. We also find that decentralization improves team performance across a battery of 34 tasks. Our results offer design principles for multidisciplinary teams within which other forms of learning prove more difficult.

Human-AI teaming: leveraging transactive memory and speaking up for enhanced team effectiveness

In this prospective observational study, we investigate the role of transactive memory and speaking up in human-AI teams comprising 180 intensive care (ICU) physicians and nurses working with AI in a simulated clinical environment. Our findings indicate that interactions with AI agents differ significantly from human interactions, as accessing information from AI agents is positively linked to a team's ability to generate novel hypotheses and demonstrate speaking-up behavior, but only in higher-performing teams. Conversely, accessing information from human team members is negatively associated with these aspects, regardless of team performance. This study is a valuable contribution to the expanding field of research on human-AI teams and team science in general, as it emphasizes the necessity of incorporating AI agents as knowledge sources in a team's transactive memory system, as well as highlighting their role as catalysts for speaking up. Practical implications include suggestions for the design of future AI systems and human-AI team training in healthcare and beyond.

The Role of Visual and Auditory Communication in the Performance of a Joint Team Task

OBJECTIVE

This study examines visual, auditory, and the combination of both (bimodal) coupling modes in the performance of a two-person perceptual-motor task, in which one person provides the perceptual inputs and the other the motor inputs.

BACKGROUND

Parking a plane or landing a helicopter on a mountain top requires one person to provide motor inputs while another person provides perceptual inputs. Perceptual inputs are communicated either visually, auditorily, or through both cues.

METHODS

One participant drove a remote-controlled car around an obstacle and through a target, while another participant provided auditory, visual, or bimodal cues for steering and acceleration. Difficulty was manipulated using target size. Performance (trial time, path variability), cue rate, and spatial ability were measured.

RESULTS

Visual coupling outperformed auditory coupling. Bimodal performance was best in the most difficult task condition but also high in the easiest condition. Cue rate predicted performance in all coupling modes. Drivers with lower spatial ability required a faster auditory cue rate, whereas drivers with higher ability performed best with a lower rate.

CONCLUSION

Visual cues result in better performance when only one coupling mode is available. As predicted by multiple resource theory, when both cues are available, performance depends more on auditory cueing. In particular, drivers must be able to transform auditory cues into spatial actions.

APPLICATION

Spotters should be trained to provide an appropriate cue rate to match the spatial ability of the driver or pilot. Auditory cues can enhance visual communication when the interpersonal task is visual with spatial outputs.

Physical match demands of four LIQUI-MOLY Handball-Bundesliga teams from 2019-2022: effects of season, team, match outcome, playing position, and halftime

Introduction

Due to the development in team handball, there is a need to optimize the physical capacities of team handball players for which knowledge of the physical match demands is essential. The aim of this study was to investigate the physical match demands of four LIQUI-MOLY Handball-Bundesliga (HBL) teams across three seasons with respect to the effects of season, team, match outcome, playing position, and halftime.

Methods

A fixed installed local positioning system (Kinexon) was used, collecting 2D positional and 3D inertial measurement unit data at 20 and 100 Hz, respectively. The physical match demands were operationalized by basic (e.g., distance, speed, and acceleration) and more advanced variables (e.g., jumps, throws, impacts, acceleration load, and metabolic power). A total of 347 matches (213 with an additional ball tracking) were analyzed from four teams (one top, two middle, and one lower ranked) during three consecutive seasons (2019-2022). One-way ANOVAs were calculated to estimate differences between more than two groups (e.g., season, team, match outcome, playing position). Mean differences between halftimes were estimated using Yuen's test for paired samples.

Results

Large effects were detected for the season (0.6≤ξ^≤0.86), team (0.56≤ξ^≤0.72), and playing position (0.64≤ξ^≤0.98). Medium effects were found for match outcome (ξ^≤0.36) and halftime (ξ^≤0.47).

Conclusion

For the first time, we provide a comprehensive analysis of physical match demands in handball players competing in the LIQUI-MOLY Handball-Bundesliga. We found that physical match demands differ on that top-level with up to large effect sizes concerning the season, team, match outcome, playing position, and halftime. Our outcomes can help practitioners and researchers to develop team and player profiles as well as to optimize talent identification, training, regeneration, prevention, and rehabilitation procedures.

Are two naïve and distributed heads better than one? Factors influencing the performance of teams in a challenging real-time task

Introduction

Collective decisions in dynamic tasks can be influenced by multiple factors, including the operational conditions, quality and quantity of communication, and individual differences. These factors may influence whether two heads perform better than one. This study examined the "two heads are better than one" effect (2HBT1) in distributed two-person driver-navigator teams with asymmetrical roles performing a challenging simulated driving task. We also examined the influence of communication quality and quantity on team performance under different operational conditions. In addition to traditional measures of communication volume (duration and speaking turns), patterns of communication quality (optimality of timing and accuracy of instructions) were captured.

Methods

Participants completed a simulated driving task under two operational conditions (normal and fog) either as individual drivers (N = 134; 87 females, mean age = 19.80, SD = 3.35) or two-person teams (driver and navigator; N = 80; 109 females, mean age = 19.70, SD = 4.69). The normal condition was characterized by high visibility for both driver and navigator. The fog condition was characterized by reduced visibility for the driver but not for the navigator. Participants were also measured on a range of cognitive and personality constructs.

Results

Teams had fewer collisions than individuals during normal conditions but not during fog conditions when teams had an informational advantage over individuals. Furthermore, teams drove slower than individuals during fog conditions but not during normal conditions. Communication that was poorly timed and/or inaccurate was a positive predictor of accuracy (i.e., collisions) during the normal condition and communication that was well timed and accurate was a negative predictor of speed during the fog condition. Our novel measure of communication quality (i.e., content of communication) was a stronger predictor of accuracy, but volume of communication was a stronger predictor of time (i.e., speed).

Discussion

Results indicate when team performance thrives and succumbs compared with individual performance and informs theory about the 2HBT1 effect and team communication.

Physiological Synchrony Predict Task Performance and Negative Emotional State during a Three-Member Collaborative Task

Evaluation of team performance in naturalistic contexts has gained popularity during the last two decades. Among other human factors, physiological synchrony has been adopted to investigate team performance and emotional state when engaged in collaborative team tasks. A variety of methods have been reported to quantify physiological synchrony with a varying degree of correlation with the collaborative team task performance and emotional state, reflected in the inconclusive nature of findings. Little is known about the effect of the choice of synchrony calculation methods and the level of analysis on these findings. In this research work, we investigate the relationship between outcomes of different methods to quantify physiological synchrony, emotional state, and team performance of three-member teams performing a collaborative team task. The proposed research work employs dyadic-level linear (cross-correlation) and team-level non-linear (multidimensional recurrence quantification analysis) synchrony calculation measures to quantify task performance and the emotional state of the team. Our investigation indicates that the physiological synchrony estimated using multidimensional recurrence quantification analysis revealed a significant negative relationship between the subjectively reported frustration levels and overall task performance. However, no relationship was found between cross-correlation-based physiological synchrony and task performance. The proposed research highlights that the method of choice for physiological synchrony calculation has direct impact on the derived relationship of team task performance and emotional states.

Reliability and validity testing of team emergency assessment measure in a distributed team context

Medical multi-professional teams are increasingly collaborating via telemedicine. In distributed team settings, members are geographically separated and collaborate through technology. Developing improved training strategies for distributed teams and finding appropriate instruments to assess team performance is necessary. The Team Emergency Assessment Measure (TEAM), an instrument validated in traditional collocated acute-care settings, was tested for validity and reliability in this study when used for distributed teams. Three raters assessed video recordings of simulated team training scenarios (n = 18) among teams with varying levels of proficiency working with a remotely located physician via telemedicine. Inter-rater reliability, determined by intraclass correlation, was 0.74-0.92 on the TEAM instrument's three domains of leadership, teamwork, and task management. Internal consistency (Cronbach's alpha) ranged between 0.89-0.97 for the various domains. Predictive validity was established by comparing scores with proficiency levels. Finally, concurrent validity was established by high correlations, >0.92, between scores in the three TEAM domains and the teams' overall performance. Our results indicate that TEAM can be used in distributed acute-care team settings and consequently applied in future-directed learning and research on distributed healthcare teams.

Paradoxical leadership, team adaptation and team performance: The mediating role of inclusive climate

In an increasingly complex and changing competitive environment, organizations inevitably face various conflicting demands, such as the contradiction between the psychological needs of employees and the organization's performance requirements. Paradoxical leadership could focus on these competing needs of the organization and employees in multiple ways simultaneously. According to the trickle-down effect of social learning theory, we investigated whether and how paradoxical leadership may increase team adaptation and team performance. The study had a time-lagged survey design and included 254 team members and 60 leaders in 60 work teams in mainland China. The results of the structural equation modeling analysis indicated that paradoxical leadership is an essential predictor of team adaptation and performance, and that inclusive climate is mediating in this relationship. Our findings reveal a mechanism underlying the benefits of paradoxical leadership on team adaptation and team performance from a team-level perspective.

Mediating Role of Teamwork in the Influence of Team Role on Team Performance

Objective

As an important hospital task, the quality and efficiency of nursing practice directly affect the medical quality and sustainable development of the hospital. Increasing attention is now paid by managers to nursing teamwork. From the level of the nursing team, this study explored the relationship between team roles, using teamwork as the intermediate variable, and team performance to provide a theoretical foundation for the human resource management of nursing managers.

Methods

Taking 29 general inpatient areas of a tertiary general hospital in Beijing as research objects, a questionnaire survey was used to collect basic information on nursing staff, teamwork, team roles and team performance. The collected data were analysed. A pathway analysis based on a multiple regression analysis was used to interpret the effect of each team role on teamperformance.

Results

①The mean and maximum value of emotional type (Teamworker and Finisher) were the largest in the role combination of nursing team. In the team role combination, the average value of emotional type was 12.58 ± 1.48, with significant difference (P<0.001). ② The average level of emotion, thinking and decision of team role combination is positively correlated with work performance; The average level and maximum value of emotion have a positive correlation with team cooperation; The average level of willingness was negatively correlated with team cooperation, job performance and satisfaction (P<0.05). ③ Teamwork plays a certain intermediary role in the mean value of emotion to improve level of team satisfaction and performance.

Conclusion

This study identified the important roles of different types of nursing staff in work performance and used a pathway analysis to create a path showing each role. Increasing the emotional-type nursing staff in a team can not only improve the mean level of team emotion but also effectively improve both teamwork and work performance.

The Relationship between Psychological Safety and Management Team Effectiveness: The Mediating Role of Behavioral Integration

This study explores whether there is an indirect effect of psychological safety on team effectiveness in management teams, operating through the mediating variable of behavioral integration. Whilst there exists a fair amount of research on the relationship between psychological safety and team effectiveness, few have looked at potential mechanisms that can explain this association in management teams. We propose behavioral integration to be a potential mediator. Data are collected from 1150 leaders in 160 Norwegian management teams, answering a questionnaire measuring team functioning and effectiveness. Team size ranged from 3 to 19 members. Our results show a significant indirect effect of psychological safety on management team effectiveness, mediated by behavioral integration. Thus, the more team members perceive the climate as safe in terms of speaking their mind without the fear of repercussions, the more they partake in mutual collaboration, information sharing and experience ownership in the decisions being made. This is associated with management teams performing better. We also found a positive relationship between psychological safety and behavioral integration, and-in line with previous studies-that psychological safety and behavioral integration both were positively related to team effectiveness. This study adds to the existing team research literature by expanding our knowledge about the importance of psychological safety and the way it influences management team performance at all levels throughout the organizational hierarchy.

The consequences of social category faultlines in high- and low-context cultures: A comparative study of Brazil and Germany

The present study sheds light on how differences between high- and low-context cultures influence the consequences of social category faultlines. To develop our theoretical arguments, we integrate ideas from faultline theory and Hall's theory on cultural contexts. We test our hypotheses using survey data from 54 teams in the banking industry in Germany, a nation with a low-context culture, and in Brazil, a country with a high-context culture. In line with our theorizing, the study results reveal that whether social category faultline strength stimulates task conflict and is thus detrimental to team performance depends on the societal culture in which teams operate. Specifically, we observe that social category faultlines stimulate task conflict and thus have a negative indirect effect on team performance in Germany's low-context culture, while we find no such effects in the high-context culture of Brazil. We discuss the theoretical and practical implications of our study and close with some suggestions for future research.

Using the Conceptual Framework for Examining Sport Teams to Understand Group Dynamics in Professional Soccer

(1) Background: The aim of this study is to propose a model of the interactions of group dynamics using the conceptual framework to examine sports teams; (2) Methods: The hypothesized model includes measures of group structure (authentic leadership, perceived justice, coaching competency, role clarity/ambiguity, and role conflict), group cohesion (cohesion and team conflict), and group processes (collective efficacy and transactive memory systems). Participants were 581 professional soccer players (M = 24.51, SD = 3.73; 356 males and 225 females) who completed a multisection questionnaire assessing group dynamics variables; (3) Results: The results show that coach leadership predicts coaching competency and perceived justice, and both competency and justice predict role ambiguity and role conflict. Furthermore, role ambiguity and role conflict predict group cohesion and team conflict, whereas group cohesion and team conflict both predict the transactive memory system. Finally, collective efficacy is predicted by the transactive memory system; (4) Conclusions: The results suggest the importance of coach behavior (leadership, justice, and competency) and group processes to improving team functioning in a professional sports context.

The Impact of Airline's Smart Work System on Job Performance of Cabin Crew

Extant studies in medical and educational fields have demonstrated that employees' device use (smartphones, tablet PCs, etc.) can enhance job performance. Correspondingly, global airline companies have made substantial investments to enhance passenger services. An earlier study examined the impact of flight attendants' technology usage on job satisfaction by investigating the causal relationship between the benefits of tablet PC use, job performance, and its consequences. Based on the literature review, four advantages of technology use were derived: (1) efficiency, (2) convenience, (3) service effectiveness, and (4) pride. Additionally, three consequences of job satisfaction were derived: (1) team performance, (2) organizational commitment, and (3) turnover intention. Empirical data were collected from 208 flight attendants working for a South Korean airline, which provided tablet PCs for its employees. Data analysis revealed that work efficiency, convenience, and pride had a significant and positive impact on job satisfaction. However, flight preparation did not show a similar impact. This study is the first to investigate the benefits of using technology in the airline industry. Furthermore, it examined the convergence of airline management and information technology. The findings provide managerial implications for airline companies that are considering providing tablet PCs to flight attendants.

The influence of team workload on team performance in the light of task complexity: a study of nuclear fire brigades

The aim of our experiment was to explore the effect of perceived team workload on team performance among nuclear fire brigades of the Hungarian Nuclear Power Plant. Our sample consisted of 6 firefighting teams (N = 42) who were involved in two high-fidelity simulated scenarios with different task complexity. Team workload was measured by NASA Task Load Index, while team performance was evaluated by a team of experts. Our results showed that teams generally managed to maintain a standard performance in both cases, although they perceived there to be a higher workload during the complex scenario. Our results further revealed that perceived 'Physical demand' and 'Effort' factors contributed to the increased level of workload in the complex task. Finally, in case of the simple simulated scenario, workload and team performance were not related to each other, while the two were positively correlated in the complex scenario.

Human-Autonomy Teaming: A Review and Analysis of the Empirical Literature

OBJECTIVE

We define human-autonomy teaming and offer a synthesis of the existing empirical research on the topic. Specifically, we identify the research environments, dependent variables, themes representing the key findings, and critical future research directions.

BACKGROUND

Whereas a burgeoning literature on high-performance teamwork identifies the factors critical to success, much less is known about how human-autonomy teams (HATs) achieve success. Human-autonomy teamwork involves humans working interdependently toward a common goal along with autonomous agents. Autonomous agents involve a degree of self-government and self-directed behavior (agency), and autonomous agents take on a unique role or set of tasks and work interdependently with human team members to achieve a shared objective.

METHOD

We searched the literature on human-autonomy teaming. To meet our criteria for inclusion, the paper needed to involve empirical research and meet our definition of human-autonomy teaming. We found 76 articles that met our criteria for inclusion.

RESULTS

We report on research environments and we find that the key independent variables involve autonomous agent characteristics, team composition, task characteristics, human individual differences, training, and communication. We identify themes for each of these and discuss the future research needs.

CONCLUSION

There are areas where research findings are clear and consistent, but there are many opportunities for future research. Particularly important will be research that identifies mechanisms linking team input to team output variables.

Exploring the Effect of Team-Environment Fit in the Relationship Between Team Personality, Job Satisfaction, and Performance

This study explores whether team-organization fit (T-O fit) and team-job fit (T-J fit) play a mediating role between team personality, team job satisfaction, and team performance. Conscientiousness and openness to experience are common antecedents of team personality. Additionally, T-O fit and T-J fit are derived from person-environment fit theory, which is used to discuss the interaction between team members and the environment that affects behavior. The research purpose is to understand the factors that affect job satisfaction and performance from a team perspective. This is different from previous studies based on an individual perspective. The research object of this study has 365 respondents from 81 teams in different industries, and the structural equation modeling is applied to the empirical analysis. The research results show that T-J fit has a significant mediating effect on team personality and team job satisfaction. The team job satisfaction has also a significant mediating effect on team personality and team performance. Therefore, when team members recognize their work, they work harder to achieve team job satisfaction and performance. This study suggests that companies not only pay attention to the work abilities of employees, but also understand the fit between them and their jobs.

The Impact of Withdrawn vs. Agitated Relatives during Resuscitation on Team Workload: A Single-Center Randomised Simulation-Based Study

Background: Guidelines recommend that relatives be present during cardiopulmonary resuscitation (CPR). This randomised trial investigated the effects of two different behaviour patterns of relatives on rescuers’ perceived stress and quality of CPR. Material and methods: Teams of three to four physicians were randomised to perform CPR in the presence of no relatives (control group), a withdrawn relative, or an agitated relative, played by actors according to a scripted role, and to three different models of leadership (randomly determined by the team or tutor or left open). The scenarios were video-recorded. Hands-on time was primary, and the secondary outcomes comprised compliance to CPR algorithms, perceived workload, and the influence of leadership. Results: 1229 physicians randomised to 366 teams took part. The presence of a relative did not affect hands-on time (91% [87−93] vs. 92% [88−94] for “withdrawn” and 92 [88−93] for “agitated” relatives; p = 0.15). The teams interacted significantly less with a “withdrawn” than with an “agitated” relative (11 [7−16]% vs. 23 [15−30]% of the time spent for resuscitation, p < 0.01). The teams confronted with an “agitated” relative showed more unsafe defibrillations, higher ventilation rates, and a delay in starting CPR (all p < 0.05 vs. control). The presence of a relative increased frustration, effort, and perceived temporal demands (all <0.05 compared to control); in addition, an “agitated” relative increased mental demands and total task load (both p < 0.05 compared to “withdrawn” and control group). The type of leadership condition did not show any effects. Conclusions: Interaction with a relative accounted for up to 25% of resuscitation time. Whereas the presence of a relative per se increased the task load in different domains, only the presence of an “agitated” relative had a marginal detrimental effect on CPR quality (GERMAN study registers number DRKS00024761).

Personal Competition Among Sports Players and Their Performance as a Team: A Moderated Mediation Model

Personal competition among colleagues and co-workers has been observed in order to prove their professional superiority over others. Such behaviors have grave consequences on the overall team performance. The aim of this study was to investigate the role of personal competition on team performance incorporating the mediating role of the playing dumb behavior of knowledge hiding. The study has further checked the moderating effect of task interdependence on the relationship between personal competition and playing dumb. Data for the present study had been collected through questionnaires from the sports players actively associated with games through their educational institutes in China. The sample size of the study was 339, selected on the basis of convenience sampling. Smart PLS had been employed to analyze the data through structural equation modeling (SEM). The results of the study showed a strong impact of personal competition on team performance and the playing dumb variable. Furthermore, playing dumb has been found to have a strong mediating impact on team performance. The study has theoretically contributed to the literature of competition and performance by investigating the mediating role of playing dumb. The study also offers certain practical implications to the managers of the corporate world to devise such human resource policies that take appraisals from the colleagues so as to rectify the negative workplace behaviors and could be worked out accordingly.

Lessons From Special Forces Operators for Elite Team Sports Training: How to Make the Whole Greater Than the Sum of the Parts

This methodology paper describes the design of a holistic and multidisciplinary human performance program within the Belgian Special Forces Group, the Tier 1 Special Operations unit of the Belgian Defense. Performance management approaches in the military draw heavily on sports science. The key component of the program design described here is its integrative nature, which team sports training might benefit from. The basic rationale behind the program was to bridge several gaps: the gap between physical and mental training; the gap between the curative or preventive medical approach and the performance enhancement approach; and the gap between individual and team training. To achieve this goal, the methodology of Intervention Mapping was applied, and a multidisciplinary team of training and care professionals was constituted with operational stakeholders. This was the first step in the program design. The second step took a year, and consisted of formal and informal consultations, participant observations and task analyses. These two first stages and their conclusions are described in the Method section. The Results section covers the next two stages (three and four) of the process, which aimed at defining the content of the program; and to test a pilot project implementation. The third stage encompassed the choice of the most relevant assessment and intervention tools for the target population, within each area of expertise. This is described extensively, to allow for replication. The fourth and last stage was to "test drive" the real-life integration and implementation of the whole program at the scale of a single team (8 individuals). For obvious confidentiality reasons, the content data will not be reported extensively here. Implications for wider-scale implementation and tie-back to sports team training are presented.

What Do We Know About Teamwork in Chinese Hospitals? A Systematic Review

Background and Objective: Improving quality of care is one of the primary goals in current Chinese hospital reforms. Teamwork can play an essential role. Characteristics of teamwork and interventions for improving teamwork in hospitals have been widely studied. However, most of these studies are from a Western context; evidence from China is scarce. Because of the contextual differences between China and Western countries, empirical evidence on teamwork from Western hospitals may have limited validity in China. This systematic review aims to advance the evidence base and understanding of teamwork in Chinese hospitals. Methods: Both English (i.e., Embase, Medline, and Web of Science) and Chinese databases (i.e., CNKI, CQVIP, and Wanfang) were searched for relevant articles until February 6, 2020. We included the studies that empirically researched teamwork in Chinese hospitals. Studies were excluded if they (1) were not conducted in hospitals in Mainland China, (2) did not research teamwork on team interventions, (3) were not empirical, (4) were not written in English or Chinese, (5) were not published in peer-reviewed journals, and (6) were not conducted in teams that provide direct patient care. Both deductive and inductive approaches were used to analyze data. The Mixed Methods Appraisal Tool (MMAT) was used to assess their methodological quality. Results: A total of 70 articles (i.e., 39 English articles and 31 Chinese articles) were included. The results are presented in two main categories: Teamwork components and Team interventions. The evidence regarding the relationships among inputs, processes, and outcomes is scarce and mostly inconclusive. The only conclusive evidence shows that females perceive better team processes than males. Similar types of training and tools were introduced as can be found in Western literature, all showing positive effects. In line with the Chinese health reforms, many of the intervention studies regard the introduction of multidisciplinary teams (MDTs). The evidence on the implementation of MDTs reveals that they have led to lower complication rates, shorter hospital stays, higher diagnosis accuracy, efficiency improvement, and a variety of better disease-specific clinical outcomes. Evidence on the effect on patient survival is inconclusive. Conclusion: The Chinese studies on teamwork components mainly focus on the input-process relationship. The evidence provided on this relationship is, however, mostly inconclusive. The intervention studies in Chinese hospitals predominantly focus on patient outcomes rather than organizational and employee outcomes. The introduction of training, tools, and MDTs generally shows promising results. The evidence from primary hospitals and rural areas, which are prioritized in the health reforms, is especially scarce. Advancing the evidence base on teamwork, especially in primary hospitals and rural areas, is needed and can inform policy and management to promote the health reform implementation. Systematic Review Registration: https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42020175069, identifier CRD42020175069.

Temporal Team Mental Model and Performance: From the Perspective of Team Process

This paper, based on the survey data of 506 knowledge-based innovation team leaders, employed the regression model and adopted the bootstrap method, to explore the influence of the temporal team mental model on team performance from the perspective of team process. The study results showed that the temporal team mental model has a significant positive predictive effect on team performance; behavioral integration has a mediating effect between temporal team mental model and team performance; task complexity positively moderates the relationship between behavioral integration and team performance and moderates the mediating effects of behavioral integration.

Linking Identity Leadership and Team Performance: The Role of Group-Based Pride and Leader Political Skill

Recent trends in the leadership literature have promoted a social identity approach of leadership that views leadership as the process of representing, advancing, creating, and embedding a sense of shared identity within a group. However, a few empirical studies explore how and when global identity leadership affects team performance at the workplace. To address this lacuna, we used multi-source and two-wave data among 81 teams to explore the role of group-based pride and leader political skill in the association between identity leadership and team performance. The results suggest that identity leadership positively predicts team performance through a mediating role of group-based pride. Furthermore, leader political skill moderates the indirect effect of group-based pride such that the effect is stronger when leader political skill is high rather than low. Finally, several theoretical and practical implications of this study are discussed, and future research directions are also suggested.

Task complexity moderates group synergy

Scientists and managers alike have been preoccupied with the question of whether and, if so, under what conditions groups of interacting problem solvers outperform autonomous individuals. Here we describe an experiment in which individuals and groups were evaluated on a series of tasks of varying complexity. We find that groups are as fast as the fastest individual and more efficient than the most efficient individual when the task is complex but not when the task is simple. We then precisely quantify synergistic gains and process losses associated with interacting groups, finding that the balance between the two depends on complexity. Our study has the potential to reconcile conflicting findings about group synergy in previous work.

Complexity—defined in terms of the number of components and the nature of the interdependencies between them—is clearly a relevant feature of all tasks that groups perform. Yet the role that task complexity plays in determining group performance remains poorly understood, in part because no clear language exists to express complexity in a way that allows for straightforward comparisons across tasks. Here we avoid this analytical difficulty by identifying a class of tasks for which complexity can be varied systematically while keeping all other elements of the task unchanged. We then test the effects of task complexity in a preregistered two-phase experiment in which 1,200 individuals were evaluated on a series of tasks of varying complexity (phase 1) and then randomly assigned to solve similar tasks either in interacting groups or as independent individuals (phase 2). We find that interacting groups are as fast as the fastest individual and more efficient than the most efficient individual for complex tasks but not for simpler ones. Leveraging our highly granular digital data, we define and precisely measure group process losses and synergistic gains and show that the balance between the two switches signs at intermediate values of task complexity. Finally, we find that interacting groups generate more solutions more rapidly and explore the solution space more broadly than independent problem solvers, finding higher-quality solutions than all but the highest-scoring individuals.

A systematic review exploring the impact of focal leader behaviours on health care team performance

AIM

The aim of this study is to understand how the behaviour of focal leaders impacts health care team performance and effectiveness.

BACKGROUND

Despite recent shifts towards more collectivistic leadership approaches, hierarchical structures that emphasize the role of an individual focal leader (i.e., the formal appointed leader) are still the norm in health care. Our understanding of the effect of focal leader behaviours on health care team performance remains unclear.

EVALUATION

A systematic review was conducted. Five electronic databases were searched using key terms. One thousand forty-seven records were retrieved. Data extraction, quality appraisal and narrative synthesis were conducted in line with Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines.

KEY ISSUES

Fifty papers met the criteria for inclusion, were reviewed and synthesized under the following categories: task-focused leadership, directive leadership, empowering leadership and relational focused leadership.

CONCLUSIONS

Categories are discussed in relation to team performance outcomes, safety specific outcomes, individual-level outcomes and outcomes related to interpersonal dynamics. Emerging themes are explored to examine and reflect on how leadership is enacted in health care, to catalogue best practices and to cascade these leadership practices broadly.

IMPLICATIONS FOR NURSING MANAGEMENT

Empowering and relational leadership styles were associated with positive outcomes for nursing team performance. This underscores the importance of training and encouraging nursing leaders to engage in more collaborative leadership behaviours.

Narcissistic Leaders-Promise or Peril? The Patterns of Narcissistic Leaders' Behaviors and Their Relation to Team Performance

Leader narcissism has attracted substantial attention in leadership research and organizational practice. Yet, the exact relationship between leader narcissism and performance remains unclear. In this paper, we set out to illuminate the narcissism-leadership-performance puzzle. We build on research that points to a curvilinear relationship between leader narcissism and performance and open the black box behind this curvilinear relationship. Thereby, we take into consideration the context, in which narcissistic leaders act, and explore their leadership behaviors in a compelling context: entrepreneurial teams. In a quantitative study, we found that a moderate level of leader narcissism was associated with the best team performance as assessed by the quality of a business plan. In a qualitative follow-up interview study, we explored the patterns of leadership behaviors shown by narcissists to better understand how different behaviors combine into effective versus destructive leadership, shaping team performance eventually. Finally, in an experimental online study using the scenario technique, we investigated the relevance of these leadership patterns associated with different levels of narcissism across contexts. The results of our multi-method and multi-source studies suggest that the most promising avenue to understand the narcissism-leadership-performance puzzle is that it depends on the levels of narcissism and more specifically that it depends on the patterns of behaviors narcissistic leaders show—the context seems to play a less important role.

Implementation of path analysis and piecewise structural equation modelling to improve the interpretation of key performance indicators in team sports: An example in professional rugby union

Analysis of key performance indicators (KPIs) in team sports has frequently involved multiple univariate analyses and modelling of direct associations between each KPI and match outcomes. This study aimed to show a more appropriate framework and modelling process to establish causal plausibility for future confirmatory studies. A cross-sectional design was adopted, using 337 team-match observations of Australian Super Rugby performances. A tentative model was developed in consultation with a domain expert (national analyst) and analysed using piecewise structural equation modelling. Model fit was assessed using Fisher's C and the Akaike Information Criterion (AIC). Hypothesised relationships were modelled using linear mixed effects models and unmodelled pathways were investigated using tests of directed separation. The model was an acceptable fit overall, and adjustments were identified in collaboration with the national head analyst, improving the AIC from 127.15 to 120.77 (Fisher's C = 66.78; p = 0.382). Modelling the hierarchical data structure and developing models that contain more logical hypothesised associations (in consultation with domain experts) is a more useful and important step to analyse and interpret effects of KPIs on team performance. This analysis provides support to the plausibility of the causal structure and generation of new and more precise hypotheses.

In Leaders We Trust, or Should We? Supervisors' Dark Triad Personality Traits and Ratings of Team Performance and Innovation

Our study tests in a sample of 87 organizational groups (297 employees and 87 supervisors) the mediating role of leader-member exchange (LMX) and collective narcissism in the relationship between supervisors’ dark triad (SDT) personality traits and ratings of team outcomes made by supervisors and team members. We show that LMX mediates the association between SDT and team performance and innovation as rated by team members, while collective narcissism mediates the association between SDT and supervisory ratings of team innovation and team performance. Moreover, collective narcissism also mediates the association between SDT and team innovation as rated by team members. Results show that team-level performance appraisal is influenced by supervisory attributes and that the quality of relational exchanges and collective narcissism are plausible mechanisms explaining this association. The use of supervisory ratings of team outcomes in empirical research should also account for the supervisory attributes.

Majority Decision-Making Works Best Under Conditions of Leadership Ambiguity and Shared Task Representations

The effectiveness of decision-making teams depends largely on their ability to integrate and make sense of information. Consequently, teams which more often use majority decision-making may make better quality decisions, but particularly so when they also have task representations which emphasize the elaboration of information relevant to the decision, in the absence of clear leadership. In the present study we propose that (a) majority decision-making will be more effective when task representations are shared, and that (b) this positive effect will be more pronounced when leadership ambiguity (i.e., team members’ perceptions of the absence of a clear leader) is high. These hypotheses were put to the test using a sample comprising 81 teams competing in a complex business simulation for seven weeks. As predicted, majority decision-making was more effective when task representations were shared, and this positive effect was more pronounced when there was leadership ambiguity. The findings extend and nuance earlier research on decision rules, the role of shared task representations, and leadership clarity.

Influence of Airline Cabin Crew Members' Rapport-Building Behaviors and Empathy toward Colleagues on Team Performance, Organizational Atmosphere, and Irregularity

Expanding on the literature on rapport-building behavior within the airline industry, this study analyzed the influence of rapport-building behaviors (uncommonly attentive behavior, common-grounding behavior, courteous behavior, connecting behavior, and information-sharing behavior) on cabin crew members’ empathy toward their colleagues. We also analyzed the effect of empathy on variables such as team performance, organizational atmosphere, and instances of irregularity. We analyzed 230 samples obtained from an online questionnaire and convenience sampling of full-service domestic and international carriers in South Korea. A structural equation modeling (SEM) revealed that uncommonly attentive behavior, courteous behavior, connecting behavior, and information-sharing behavior showed a positive effect on empathy among colleagues, which in turn positively influenced team performance, organizational atmosphere, and possible irregularities. Moreover, we found that the presence of participants’ closest colleagues within the same team did not moderate the relationship between rapport-building and empathic behavior between airline crew members. Our study has important implications for crew members’ dignity and protection from emotional labor while working in high-pressure environments. Our findings can be used to revise the airline industry’s crew management guidelines and improve the crew’s psychological health and quality of life.

Quantifying collective intelligence in human groups

Collective intelligence (CI) is critical to solving many scientific, business, and other problems, but groups often fail to achieve it. Here, we analyze data on group performance from 22 studies, including 5,279 individuals in 1,356 groups. Our results support the conclusion that a robust CI factor characterizes a group's ability to work together across a diverse set of tasks. We further show that CI is predicted by the proportion of women in the group, mediated by average social perceptiveness of group members, and that it predicts performance on various out-of-sample criterion tasks. We also find that, overall, group collaboration process is more important in predicting CI than the skill of individual members.

Leading Employees Through the Crises: Key Competences of Crises Management in Healthcare Facilities in Coronavirus Pandemic

Purpose

The fast and shocking onset of the crisis caused by the COVID-19 virus created the need for a complete crisis management of healthcare facilities to manage the current stage of the crisis. The purpose of our research is to examine the relations between the competences of crisis management in healthcare facilities and the performance of employees, measured during the acute stage of the crisis by their feeling of satisfaction, safety and creation of conditions for work, whereby we assume that these variables are mutually interlinked by the sharing of information, teamwork and cognitive diversity of the work teams.

Materials and Methods

A questionnaire survey was created and used based on a sample of 216 mid-level managers of health care facilities in Slovakia, which took place during the first month after the outbreak of the crisis (during the month of March/April 2020). The Baron and Kenny mediator model has been used for research purposes and the Freedman–Schatzkin test has been used to test the mediator effect. Regression analysis has been used to verify the hypotheses. The control variables were the size of the healthcare facility based on the number of employees, gender and age of the manager, his position in the management hierarchy and the duration of practice in a management position. The ANOVA analysis of variance was used to analyze multiple dependencies. The level of significance was 5%. The research sample consisted of 216 managers at different types of healthcare facilities.

Results

The hypothesis for the dependency between the crisis competences of management and performance of teams during the acute stage of the crisis, facilitated by sharing information, teamwork and cognitive diversity of crisis management was confirmed. It is a multilateral incomplete mediation, where almost two thirds of the total effect are facilitated by mediators, of which the sharing of information has the greatest effect (35%).

Conclusion

Based on our mediation model, healthcare facilities, which strive to implement crisis management during the acute stage of the crisis, should place emphasis especially on reliable background information and the fast sharing of information, supporting the performance of healthcare teams. The strategies for achieving these goals should also include education focused on the development of managerial competences.

The Effects of Extra-Team Goal Disclosure on Team Performance, Viability, and Satisfaction

In addition to the team's shared goals, team members also often hold goals unrelated to the team. Research about such goals, which we call "extra-team goals" (ETGs), has been limited. In the current research, we examine how awareness of a team member's ETGs affects team outcomes. A laboratory experiment examines the effects of disclosure of different types of ETGs by one team member (target) on team performance, team viability, and team satisfaction while engaging in a brainstorming task. Our findings suggest that there are significant positive effects of ETG disclosure on team performance, team viability, and team satisfaction, and that these effects are mediated by perceptions of the target's commitment to the team's goal.

Shared Situational Awareness in a Professional Soccer Team: An Explorative Analysis of Post-Performance Interviews

Sport science research has done little to elaborate on the cognitive factors that turn a collection of individual players into a coordinated elite team. The purpose of this paper is to clarify if the players and coach of an elite soccer team express shared situational awareness. Ten players and one coach were exposed to twelve video pictures from a previous soccer match, and their statements for each picture were recorded and analyzed using a qualitative approach. Two of five game situations were with ball possession and three out of seven were without ball possession; the player statements are contradictory, with a high threat for inadequate coordination. In seven of the twelve game situations, the players’ statements coincided and expressed a shared situational awareness, with good opportunities for adequate defensive and offensive coordination. In two of the game situations, there was a high threat for inadequate coordination. There was consensus among 9 out of 10 players, but the player with the divergent statement was central in the situation. The procedure followed in the study could be used to elucidate if a team has shared situational awareness and clarify in which situations there exists discrepancies and data that can be used to improve team coordination on and off the field.