scholarly journals A CONCEPTUAL ARTICULATION OF TEAM TRUST ON TEAM PERFORMANCE IN UNIVERSITY SCIENTIFIC RESEARCH TEAMS IN JIANGSU PROVINCE, CHINA

2020 ◽  
Vol 4 (3) ◽  
Author(s):  
Yu Yun ◽  
Jacquline Tham ◽  
S. M. Ferdous Azam
Keyword(s):  
Team Performance ◽  
Scientific Research ◽  
Science Research ◽  
Economic Benefits ◽  
Problem Solving Skills ◽  
Research Teams ◽  
Team Members ◽  
Team Success ◽  
Team Trust ◽  
Conceptual Articulation

The aim of this paper is to establish a conceptual articulation of team confidence in team success in scientific research teams at universities in the province of Jiangsu, China. Many universities have set up scientific research teams in order to produce further scientific research achievements and to promote progress. The study goals of this research are knowledge-based university science research teams. Fundamentally, the main objective of the analysis is to examine the effect of team confidence on team success in scientific research teams at universities in the province of Jiangsu, China. As this is a philosophical paper, to explain the conclusions, this analysis focuses on the empirical and theoretical articulations. Therefore, to achieve the research purpose, current research uses descriptive design as the most suitable study design. The findings indicate that the process variables have continuously attracted the attention of researchers to influence team performance; the relationship between team confidence and team performance has only begun to be explored. Team trust helps team members master team activities, minimise errors and delays, and enhance strategies to accomplish team goals, and develop creative problem-solving skills to better understand key task domains. Even, as successes in scientific research are placed into practical development. It hopes to bring tremendous economic benefits to businesses and the country. JEL: I20; I25 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0750/a.php" alt="Hit counter" /></p>

scholarly journals IMPACTS OF CONFLICTS ON TEAM TRUST AND TEAM PERFORMANCE: AN EMPIRICAL STUDY ON UNIVERSITY SCIENTIFIC RESEARCH TEAMS IN JIANGSU PROVINCE, CHINA

2020 ◽  
Vol 4 (4) ◽  
Author(s):  
Yu Yun ◽  
Jacquline Tham ◽  
S. M. Ferdous Azam
Keyword(s):  
Team Performance ◽  
Scientific Research ◽  
Jiangsu Province ◽  
Learning Ability ◽  
Relationship Conflict ◽  
Primary Study ◽  
Information Process ◽  
Research Teams ◽  
Process Conflict ◽  
Team Trust

The purpose of this paper is to determine the impacts of conflicts on team trust and team performance at the University Scientific Research Teams in Jiangsu Province, China. This study considers three types of conflicts as independent variables, team success as a dependent variable, and team confidence as the mediating variable (task conflict, relationship conflict and process conflict). The survey of questionnaires is used to gather raw data: the survey of questionnaires. The questionnaire refers to a method that allows researchers to gather information on a specific target group to compare, explain or characterise an event / situation, attitudes, expertise, habits, and/or socio-demographic characteristics, and ultimately 140 respondents were considered as a final sample for this analysis. This research contributes to the existing information assembly in recognising the success of the team as this is the primary study with the arrangement of such factors. In the case of University Scientific Research Teams in Jiangsu Province, this study seeks to broaden the understanding of the link between task and relationship conflict, learning ability, accessibility of information, process conflict, team confidence, workforce optimization and team efficiency. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0710/a.php" alt="Hit counter" /></p>

scholarly journals Using Relative Tie Strength to Identify Core Teams of Scientific Research

2019 ◽  
Vol 14 (23) ◽  
pp. 33
Author(s):  
Meishu Zhang ◽  
Yu Jia ◽  
Nianxin Wang ◽  
Shilun Ge
Keyword(s):  
Scientific Research ◽  
Absolute Threshold ◽  
Tie Strength ◽  
Threshold Method ◽  
Research Teams ◽  
Team Members ◽  
The Absolute ◽  
New Perspective ◽  
Cooperative Relationship ◽  
High Level

In China, it has long become imperative for the management of education and science and technology to build high-level scientific and technological innovation teams. Scientifically and accurately identifying core scientific research teams is an important condition for cultivating and building such teams. The absolute threshold method (e.g., c-level clique at, n- clique, k-core) is the prevailing means of identifying core teams and their core members. In fact, effects such as “the preference-dependent effect”, “the apostle effect” and “the star effect”, the cooperative relationship between the researchers is not even. This study, based on the co-authorship network, found that not choosing the absolute threshold properly can easily lead to poor identification of core members of some teams. Even worse, when the absolute threshold is too large, this “uniform” evaluation criterion of tie strength results in the elimination of some core teams in some disciplines. This paper uses relative tie strength to identify core scientific research teams from a new perspective, which can effectively avoid the situation of some core team members being ignored because of the mandatory requirements of the absolute tie strength among members, and can also solve the challenge of threshold selections for identifying different teams.

Carrying the Team: The Importance of One Player’s Survival for Team Success in League of Legends

2017 ◽  
Vol 61 (1) ◽  
pp. 272-276 ◽  
Author(s):  
Joshua A. Eaton ◽  
Matthew-Donald D. Sangster ◽  
Molly Renaud ◽  
David J. Mendonca ◽  
Wayne D. Gray
Keyword(s):  
Team Performance ◽  
Team Member ◽  
Online Game ◽  
Team Members ◽  
Team Success ◽  
The World ◽  
Gaming Environment ◽  
Visualization Techniques ◽  
Team Familiarity ◽  
League Of Legends

Objective: This research investigates the effect of “critical” team members and team familiarity on team performance in the Multi-player Online Battle Arena gaming environment, League of Legends™. Background: A critical team member is any member of a team whose presence (or absence) can have a dramatic impact on the team’s ability to reach their objective, while team familiarity can be viewed as the knowledge team members have about one another and the knowledge team members have about the tasks that must be accomplished. Methods: Data visualization techniques and logistic regression is used to explore team data collected from publicly accessible sources for the online game League of Legends, which is one of the most popular games in the world. Results: The proportion of time a team’s “Carry” is incapacitated (the “critical” team member) during a given match has a direct impact on how the team performs. Conclusions: The results show that critical team positions exist on teams, and can have a significant effect on achieving the team’s goals. In addition, there is a need for the development of tools, techniques and measures to bring “Big Data” to bear in the study of teamwork. Application: This research illustrates the feasibility of exploring online gaming data for new insights into team performance.

Trust Consensus Within Culturally Diverse Teams: A Multistudy Investigation

2020 ◽  
pp. 014920632094365
Author(s):  
Bart de Jong ◽  
Nicole Gillespie ◽  
Ian Williamson ◽  
Carol Gill
Keyword(s):  
National Culture ◽  
Team Performance ◽  
Negative Impact ◽  
Work Team ◽  
Cross Sectional ◽  
Team Members ◽  
Team Outcomes ◽  
Initial Support ◽  
Positive Direct ◽  
Team Trust

Despite tremendous progress toward understanding trust within teams, research has predominately conceptualized team trust as a shared group construct, focusing almost exclusively on trust magnitude (i.e., mean level of trust) while ignoring trust dispersion (i.e., within-team differences in trust). As a result, we know little about this critical property of team trust, its determinants, and independent impact on team outcomes. We address this limitation by examining “team trust consensus”—a configural group construct capturing the extent to which team members share their levels of trust in the team—as a variable of theoretical and empirical interest in its own right. Cross-sectional data from a work team sample (Study 1, N = 120) provide initial support for our propositions that national culture diversity negatively affects trust consensus and that trust consensus positively affects team performance. Expanding on these findings, we propose a contingency model in which the negative impact of national culture diversity is mitigated by team virtuality and collective leadership. Multiwave data from an MBA team sample (Study 2, N = 95) offer support for these propositions and replicate the positive direct effect of trust consensus on team performance. Our findings indicate trust consensus is an important predictor of team performance and provide unique insight into the factors that jointly influence trust consensus within teams.

Actions speak louder than words

2019 ◽  
Vol 58 (3) ◽  
pp. 465-494
Author(s):  
Ipek Kocoglu ◽  
Gary Lynn ◽  
Yunho Jung ◽  
Peter G. Dominick ◽  
Zvi Aronson ◽  
...  
Keyword(s):  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Team Members ◽  
Team Commitment ◽  
Team Success ◽  
Taking Action ◽  
The Relationship ◽  
Team Trust ◽  
Expanded Concept

Purpose The purpose of this paper is to expand our understanding on team listening by incorporating an action component. The authors empirically test the effect of this expanded concept, namely team action listening on team success, and investigate how team commitment moderates the relationship between team trust and team action listening. Design/methodology/approach The authors explored listening in teams in the field and in the lab, both qualitatively and quantitatively, through studying 474 team members representing 100 teams. The authors tested the hypotheses by structural equation modeling augmented with in-depth team interviews. Findings The findings showed that: teams demonstrate that they listen by taking action, teams that exhibit action listening are more successful, there is a direct relationship between team trust and team action listening and team commitment negatively moderates this relation in larger teams. Practical implications Managers should encourage taking action in team discussions. Yet, they should be wary of the detrimental effects of team commitment to team action listening particularly in teams with high trust. Commitment increases the risk of groupthink and decreases the participation to team discussions and listening. In particular, managers may benefit from keeping the team smaller, as in large teams, commitment suppresses the relationship between trust and team action listening. Originality/value This study extends research on team listening by adding the action aspect that distinguishes successful teams. It is one of the first to investigate the interrelationships between team trust, commitment, team action listening and success in teams.

Shared leadership and innovative behavior in scientific research teams: a dual psychological perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hongbo Liu ◽  
Suying Gao ◽  
Hui Xing ◽  
Long Xu ◽  
Yajie Wang ◽  
...  
Keyword(s):  
Achievement Motivation ◽  
Shared Leadership ◽  
Structural Equation ◽  
Positive Impact ◽  
Time Lag ◽  
Scientific Research ◽  
Innovative Behavior ◽  
Research Teams ◽  
Content Type ◽  
Team Members

Purpose The purpose of this study is to investigate the mechanism of shared leadership on team members’ innovative behavior. Design/methodology/approach Paired questionnaires were collected from 89 scientific research teams in the Beijing-Tianjin-Hebei region of China at two-time points with a time lag of 4 months. Then multilevel structural equation model method was applied to analyze the multiple mediating effects. Findings This study finds that: the form of shared leadership in scientific research teams of universities; shared leadership has a positive impact on team members’ innovative behavior; there are multiple mediations in the relationship including synchronization and sequence of creative self-efficacy and achievement motivation. Originality/value According to the “stimulus-organism-response” model, this paper has constructed a multi-level theoretical model that shared leadership influences individual innovation behavior and reveals the “black box” from the perspective of psychological mechanism. It not only verifies that “can-do” shapes “willing to do” but also makes up for the gap of an empirical test of the effectiveness of shared leadership in scientific research teams of universities. Besides, the formal scale of shared leadership in the Chinese situation is revised, which can provide a reference for future empirical research on shared leadership. The research conclusions provide new ideas for improving the management of scientific research teams in universities.

Development of a German-Language Questionnaire to Measure Collective Orientation as an Individual Attitude

2017 ◽  
Vol 76 (3) ◽  
pp. 91-105 ◽  
Author(s):  
Vera Hagemann
Keyword(s):  
Team Performance ◽  
Reliability And Validity ◽  
Future Research ◽  
German Language ◽  
Team Members ◽  
Collective Orientation ◽  
Team Research ◽  
German Speaking ◽  
Individual Variables ◽  
The Individual

Abstract. The individual attitudes of every single team member are important for team performance. Studies show that each team member’s collective orientation – that is, propensity to work in a collective manner in team settings – enhances the team’s interdependent teamwork. In the German-speaking countries, there was previously no instrument to measure collective orientation. So, I developed and validated a German-language instrument to measure collective orientation. In three studies (N = 1028), I tested the validity of the instrument in terms of its internal structure and relationships with other variables. The results confirm the reliability and validity of the instrument. The instrument also predicts team performance in terms of interdependent teamwork. I discuss differences in established individual variables in team research and the role of collective orientation in teams. In future research, the instrument can be applied to diagnose teamwork deficiencies and evaluate interventions for developing team members’ collective orientation.

Is the bottom line reached? An exploration of supervisor bottom-line mentality, team performance avoidance goal orientation and team performance

2021 ◽  
pp. 001872672110029
Author(s):  
Yuying Lin ◽  
Mengxi Yang ◽  
Matthew J Quade ◽  
Wansi Chen
Keyword(s):  
Goal Orientation ◽  
Team Performance ◽  
Social Information Processing ◽  
Negative Relationship ◽  
Bottom Line ◽  
Team Members ◽  
Processing Theory ◽  
Using Data ◽  
Exclusive Focus ◽  
Avoidance Goal

How do supervisors who treat the bottom line as more important than anything else influence team success? Drawing from social information processing theory, we explore how and when supervisor bottom-line mentality (i.e. an exclusive focus on bottom-line outcomes at the expense of other priorities) exerts influence on the bottom-line itself, in the form of team performance. We argue that a supervisor’s bottom-line mentality provides significant social cues for the team that securing bottom-line objectives is of sole importance, which stimulates team performance avoidance goal orientation, and thus decreases team performance. Further, we argue performing tension (i.e. tension between contradictory needs, demands, and goals), serving as team members’ mutual perception of the confusing environment, will strengthen the indirect negative relationship between supervisor bottom-line mentality and team performance through team performance avoidance goal orientation. We conduct a path analysis using data from 258 teams in a Chinese food-chain company, which provides support for our hypotheses. Overall, our findings suggest that supervisor’s exclusive focus on the bottom-line can serve to impede team performance. Theoretical contributions and practical implications are discussed.

Mines in the End Zone: Are there Downsides to Team Performance?

2020 ◽  
Vol 23 ◽  
Author(s):  
Troy V. Mumford ◽  
M. Travis Maynard
Keyword(s):  
Team Performance ◽  
Role Overload ◽  
Future Research ◽  
Negative Consequences ◽  
Regression To The Mean ◽  
Occupational Psychology ◽  
Team Success ◽  
The Mean ◽  
Overconfidence Bias

Abstract Research on teams in organizations tends to focus on understanding the causes of team performance with a focus on how to enjoy the benefits of team success and avoid the negative consequences of team failure. This paper instead asks the question, ‘what are some of the negative consequences of team success?’ A review of the literature on teams is augmented with research from cognitive science, sociology, occupational psychology, and psychology to explore the potential negative long-term consequences of teamwork success. The general topics of groupthink, overconfidence bias, regression to the mean, role overload, and strategy calcification are reviewed while discussing the implications for future research streams and practical team management.

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