scholarly journals How May Virtual Communication Shape Cooperation in a Work Team?

2004 ◽  
Vol 26 (1) ◽  
Author(s):  
Andreas Flache
Keyword(s):  
Social Relationships ◽  
Work Teams ◽  
Work Team ◽  
Online Interaction ◽  
Negative Effects ◽  
Virtual Communication ◽  
Team Members ◽  
Face To Face ◽  
Interaction Task ◽  
Simulation Results

AbstractThis paper addresses theoretically the question how virtual communication may affect cooperation in work teams. The degree of team virtualization, i.e. the extent to which interaction between team members occurs online, is related to parameters of the exchange. First, it is assumed that in online interaction task uncertainties are higher than in face-to-face contacts. Second, the gratifying value of peer rewards is assumed to be lower in online contacts. Thirdly, it is assumed that teams are different in the extent to which members depend on their peers for positive affections, operationalized by the extent to which team members are interested in social relationships for their own sake, independently from their work interactions. Simulation results suggest both positive and negative effects of team virtualization on work-cooperation.

scholarly journals The influence of leadership behaviour on organisational citizenship behaviour in self-managed work teams in Malaysia

2009 ◽  
Vol 7 (1) ◽  
Author(s):  
Zoharah Omar ◽  
Arifin Zainal ◽  
Fatimah Omar ◽  
Rozainee Khairudin
Keyword(s):  
Transformational Leadership ◽  
Transactional Leadership ◽  
Work Teams ◽  
Pearson Correlation ◽  
Correlation Study ◽  
Positive Influence ◽  
Cross Sectional ◽  
Team Members ◽  
Face To Face ◽  
Leadership Behaviour

This study examined the influence of transformational-transactional leadership behaviour on organisational citizenship behaviour in self-managed work teams and the augmenting effect of transformational-transactional leadership behaviour. This cross-sectional correlation study was conducted on 93 self-managed work teams in a multinational manufacturing company. Data were collected through group face-to-face administration by the researcher and statistically analysed through Pearson correlation, partial correlation and multiple regressions. Results showed that both transactional and transformational leadership behaviour have a positive influence on organisational citizenship behaviour among team members. Transformational leadership behaviour, however, has a greater influence on organisational citizenship behaviour compared to transactional leadership behaviour. The results also conf rmed the augmenting effect of transformational leadership behaviour on the relationship between transactional leadership behaviour and organisational citizenship behaviour.

Examining team performance: the role of psychological contracts and engagement among co-workers

2020 ◽  
Vol 8 (3) ◽  
pp. 327-343
Author(s):  
Frits Schreuder ◽  
René Schalk ◽  
Sasa Batistič
Keyword(s):  
Team Performance ◽  
Psychological Contract ◽  
Work Teams ◽  
Psychological Contracts ◽  
Working Environment ◽  
Work Team ◽  
Role Performance ◽  
Content Type ◽  
Team Members

PurposeThe aim of this study was to investigate the role of shared psychological contract beliefs between colleagues in a work team, in team in-role performance and extra-role behaviours.Design/methodology/approachEmployees and team managers of 113 work teams answered questions about their working environment and relationships with experiences and perceptions. The data were used in CFA and structural modelling.FindingsThe results indicated that evaluations of co-worker psychological contracts in work teams are significantly associated with team in-role performance and extra-role behaviours through work engagement.Practical implicationsEmployees with perceived contract fulfilment not only contribute more to their team but also change their expectations of what a team should offer. Managers should be informed that these new and enhanced expectations have repercussions for existing HRM practices.Originality/valueLaulié and Tekleab (2016) have suggested that perceptions of psychological contract fulfilment shared by team members may act as a motivational driver for team performance, team attitudes and behaviours. This study is one of the first applications of this proposition in a mediation model and empirically tested for non-hierarchical co-worker relationships.

Multilevel social predictors of employee feedback-seeking behavior: A cost–benefit perspective

2019 ◽  
Vol 47 (2) ◽  
pp. 1-11
Author(s):  
Sun Young Sung ◽  
Young Won Rhee ◽  
Jae Eun Lee ◽  
Jin Nam Choi ◽  
Hye Jung Yoon
Keyword(s):  
Work Teams ◽  
Cost Benefit ◽  
Social Characteristics ◽  
Work Team ◽  
Feedback Seeking ◽  
Social Predictors ◽  
Team Members ◽  
Seeking Behavior ◽  
Or Team ◽  
The Impact

In this study, we examined the two distinct dimensions of feedback-seeking behavior (FSB), namely, feedback-seeking frequency and feedback-seeking breadth. We focused on work team properties and team members’ social characteristics, and identified the multilevel social contextual predictors for each FSB dimension in an organizational team setting. Participants were 187 employees in 45 work teams in various industries in South Korea. Results show that feedback-seeking frequency was significantly positively related to three individual or team characteristics (i.e., emotional competence, team reflexivity, and task interdependence), but feedback-seeking breadth was significantly positively related to only one dimension, team reflexivity. Our findings provide an understanding of the multilevel emergent process of FSB in work teams, and the impact of the multilevel antecedents on the two FSB dimensions. Theoretical and practical implications are discussed.

Use of the Concern-Task-Interaction-Outcome (CTIO) Cycle for Virtual Teamwork

2010 ◽  
pp. 173-192
Author(s):  
Suryadeo Vinay Kissoon
Keyword(s):  
Information Quality ◽  
Life Cycles ◽  
Retail Banking ◽  
Virtual Communication ◽  
Team Members ◽  
Face To Face ◽  
Virtual Teamwork ◽  
Current Trends ◽  
Interaction Variables ◽  
Virtual Interaction

This chapter introduces the CTIO (Concern-Task-Interaction-Outcome) Cycle as a means of studying team member interaction using face-to-face and virtual interaction media in retail banking. The type of interaction is discussed in terms of different conceptual cycles having a linkage in the framing of the CTIO Cycle. In the past, routine teamwork using face-to-face communication was important. Today, with emerging technologies for retail banking organizations, teamwork through virtual communication has been gaining importance for increased productivity. This chapter addresses different problem-solving cycles, each of which relates to the mode of interaction medium (whether face-to-face or virtual) used by team members, facilitators, or managers to resolve problems in the workplace. The chapter focuses on understanding the relationship between face-to-face and virtual interaction variables. This is important to researchers in identifying retail banking trends using hybrid teams and virtual group networks with routine teamwork. Using virtual over face-to-face interactions in the different data life cycles linkages are gaining importance from the perspectives of data and information quality. This can be attributed to the increased use of technologies and virtual network features. Current trends are leading to the triangulation of continuous improvement, routine teamwork, and virtual teamwork in support of retail banking organizations achieving productive performance.

Use of the Concern-Task-Interaction-Outcome (CTIO) Cycle for Virtual Teamwork

2013 ◽  
pp. 316-341
Author(s):  
Suryadeo Vinay Kissoon
Keyword(s):  
Information Quality ◽  
Life Cycles ◽  
Retail Banking ◽  
Virtual Communication ◽  
Team Members ◽  
Face To Face ◽  
Virtual Teamwork ◽  
Current Trends ◽  
Interaction Variables ◽  
Virtual Interaction

This chapter introduces the CTIO (Concern-Task-Interaction-Outcome) Cycle as a means of studying team member interaction using face-to-face and virtual interaction media in retail banking. The type of interaction is discussed in terms of different conceptual cycles having a linkage in the framing of the CTIO Cycle. In the past, routine teamwork using face-to-face communication was important. Today, with emerging technologies for retail banking organizations, teamwork through virtual communication has been gaining importance for increased productivity. This chapter addresses different problem-solving cycles, each of which relates to the mode of interaction medium (whether face-to-face or virtual) used by team members, facilitators, or managers to resolve problems in the workplace. The chapter focuses on understanding the relationship between face-to-face and virtual interaction variables. This is important to researchers in identifying retail banking trends using hybrid teams and virtual group networks with routine teamwork. Using virtual over face-to-face interactions in the different data life cycles linkages are gaining importance from the perspectives of data and information quality. This can be attributed to the increased use of technologies and virtual network features. Current trends are leading to the triangulation of continuous improvement, routine teamwork, and virtual teamwork in support of retail banking organizations achieving productive performance.

Work Team Attitudes, Drinking Norms, and Workplace Drinking

1995 ◽  
Vol 25 (2) ◽  
pp. 275-290 ◽  
Author(s):  
William P. Delaney ◽  
Genevieve Ames
Keyword(s):  
Assembly Line ◽  
Work Teams ◽  
Hierarchical Regression ◽  
Work Team ◽  
Line Production ◽  
Team Members ◽  
Work Related ◽  
Positive Attitudes ◽  
The Relationship

This article investigates the relationship between work team attitudes, drinking norms, and workplace drinking in a large assembly line factory in the Midwest. Respondents were asked whether significant persons at work (friends, team members, and supervisors) would approve or disapprove if they engaged in three types of work-related drinking (before work, at work, and at work to intoxication). Respondents were also asked whether they agreed or disagreed with several positive and negative statements about work teams–a new form of assembly line production introduced in the 1980s. Several items probing relations between union employees and supervisors were also included. Separate regression analyses were used to predict workplace drinking norms and workplace drinking. Using exploratory factor analysis and hierarchical regression, positive attitudes toward work teams significantly predicted less permissive drinking norms even when overall drinking and various background variables were controlled. In a second regression analysis, drinking norms significantly predicted workplace drinking. Additionally, it was revealed in the analysis that hourly African-Americans as a group were significantly more likely to have positive team attitudes and less permissive drinking norms than whites. The role of team-based work system in the primary prevention of workplace alcohol misuse is discussed.

scholarly journals THE GARIBALDI RANKING MODE METRIC (GR2M) MODEL AS A METHOD FOR ASSESSING ACCURATE AND FAIR WORK TEAMS

2019 ◽  
Vol 2 (1) ◽  
pp. 67-76
Author(s):  
Ganjar Garibaldi
Keyword(s):  
Performance Appraisal ◽  
Team Performance ◽  
Research Method ◽  
Team Member ◽  
Work Teams ◽  
Work Team ◽  
Team Members ◽  
The World ◽  
Significant Factors ◽  
Assessment Results

Garibaldi Ranking Mode Metric (GR2M) Model, is a work team performance appraisal method that aims to provide information of team performance obtained from the assessment of perceptions of all team members, which aims to provide accurate data on the performance of each team member performance. In this method GR2M assessment, each member is required to provide an assessment with a comprehensive ranking and modus method for all team members, including himself. Furthermore, by compiling and averaging all the assessment results of all team members, an assessment will be obtained that represents all assessors' perceptions in this case, all team members. Dimensions used for this are; 1) Work process and 2) Work results. While each dimension consists of several indicators. From testing on the main sectors of business that are growing rapidly, namely Information and telecommunications in Indonesia that are quite representative and the world of education, obtained fair and accurate assessment results representing the perceptions of the team members. Qualitative research method with triangulation validation. With this method it is proven that the factors tested are significant factors in explaining and measuring the potential of the correlation.

An empirical examination of the emergence of collective psychological ownership in work team contexts

2019 ◽  
Vol 26 (5) ◽  
pp. 657-676 ◽  
Author(s):  
Jon L. Pierce ◽  
Dahui Li ◽  
Iiro Jussila ◽  
Jianyou Wang
Keyword(s):  
Team Performance ◽  
Work Teams ◽  
Psychological Ownership ◽  
Self Management ◽  
Work Team ◽  
Empirical Examination ◽  
Team Members ◽  
Performance Effectiveness ◽  
Sense Of Ownership ◽  
Serial Mediation

AbstractAs work teams have increasingly become the cornerstone of the post bureaucratic organization, there have been calls for a greater understanding of collective thought and action. Such understanding is deemed important for the design and management of teamwork. Theory suggests that feelings of ownership manifest themselves at the collective level, and positively affect team performance effectiveness. This study illuminates the role played by teamwork complexity and team self-management in the emergence of the psychological processes that are associated with the manifestation of job-focused collective psychological ownership (CPO). In addition, employment of serial mediation suggests that both teamwork dimensions put employees on two routes (intimate knowing of and the collective investment of the team members' selves into the job) that lead to the emergence of a collective sense of ownership, and together these two route variables and CPO sequentially mediated a positive relationship between teamwork design and team performance effectiveness.

scholarly journals Missionaries of the Party: Work-team Participation and Intellectual Incorporation

2021 ◽  
pp. 1-22
Author(s):  
Elizabeth J. Perry
Keyword(s):  
Land Reform ◽  
Chinese Communist Party ◽  
Work Teams ◽  
Effective Means ◽  
Work Team ◽  
Intellectual Work ◽  
Team Members ◽  
Distinctive Features ◽  
The Impact ◽  
Party Work

Abstract Among the most distinctive features of Chinese Communist Party governance is the frequent deployment of work teams to conduct campaigns, implement policies and troubleshoot crises. An underappreciated aspect of work-team operations from Land Reform to the present has been the active participation of educated intellectuals as key intermediaries between central leaders and grassroots society. Serving in effect as “missionaries” of the Party, intellectual work-team members function as trained “ritual specialists” in carrying out their appointed mission. Although work teams are often not the most efficient or effective means of governance, the impact of work-team experience on team members themselves is consequential. Employing quasi-religious practices designed to promote the ideological incorporation of intellectuals, work teams have helped to forestall the emergence in China of an alienated class of dissidents like those whose criticisms eroded the legitimacy of Communist regimes elsewhere in the world.

Prescription in Locker Box (PILBOX): Remodeling of the Medication Collection Process (Preprint)

2020 ◽  
Author(s):  
Lim Jit Fan Christina ◽  
Goh Boon Kwang ◽  
Chee Wing Ling Vivian ◽  
Tang Woh Peng ◽  
Goh Qiuling Bandy
Keyword(s):  
Cross Sectional Study ◽  
Ease Of Use ◽  
Prescription Medications ◽  
Pharmacy Staff ◽  
Cross Sectional ◽  
Team Members ◽  
Face To Face ◽  
Ranking Score ◽  
Study Team ◽  
Willingness To Use

BACKGROUND Traditionally, patients wishing to obtain their prescription medications have had to present themselves physically at pharmacy counters and collect their medications via face-to-face interactions with pharmacy staff. Prescription in Locker Box (PILBOX) is a new innovation which allows patients and their caregivers to collect their medication asynchronously, 24/7 at their convenience, from medication lockers instead of from pharmacy staff and at any time convenient to them instead of being restricted to pharmacy operating hours. OBJECTIVE This study aimed to determine the willingness by patients/caregivers to use this new innovation and factors that affect their willingness. METHODS This prospective cross-sectional study was conducted over 2 months at 2 public primary healthcare centres in Singapore. Patients or caregivers who were at least 21 yo and turned up at the pharmacies to collect medications were administered a self-developed 3-part questionnaire face-to-face by trained study team members, if they gave their consent to participate in the study. RESULTS A total of 222 participants completed the study. About 40% of them participants were willing to use the PILBOX to collect their medications. Amongst the participants who were keen to use the PILBOX service, slightly more than half (i.e. 52.8%) of them were willing to pay for the PILBOX service. The participants felt that the ease of use (3.46±1.21 i.e. mean of ranking score ± standard deviation) of the PILBOX was the most important factor that would affect their willingness to use the medication pick up service. This was followed by “waiting time” (3.37±1.33), cost of using the medication pick up service (2.96±1.44) and 24/7 accessibility (2.62±1.35). This study also found that age (p=0.006), language literacy (p=0.000), education level (p=0.000), working status (p=0.011) and personal monthly income (p=0.009) were factors that affected the willingness of the patients or caregivers to use the PILBOX. CONCLUSIONS Patients and caregivers are keen to use PILBOX to collect their medications for its convenience and the opportunity to save time, if it is easy to use and not costly.

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