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The Influence Of Flow On Standard And Adaptive Performance In Teams, Jennifer N. Baumgartner
The Influence Of Flow On Standard And Adaptive Performance In Teams, Jennifer N. Baumgartner
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The purpose of this study was to examine flow as it relates to different types of performance in teams. Participants (N = 165) in teams of five engaged in an airport simulation that included an unforeseen change during the second session. Flow was expected to be positively correlated with standard and adaptive performance and predict performance along with cognitive ability and personality. Positive affect was expected to mediate the relationship between flow and performance. Flow was positively correlated with the number of aircraft departed under standard conditions, negatively correlated with aircraft departed under adaptive conditions, and positively correlated with subjective …
Team Conflict And Effectiveness In Competitive Environments, Julie A. Steinke
Team Conflict And Effectiveness In Competitive Environments, Julie A. Steinke
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Substantial time and money are spent assessing workplace teams to delineate what makes a team effective. Historically, as teams developed into vital components of organizations, they also became the target of empirical research (see Kozlowski and Bell, 2003, for a review). However, questions remain concerning how individuals function within teams. My study was restricted to influences on individual functions within teams, and I offer a conceptual model of the effects of both individual and team factors on individual level outcomes (e.g., conflict and team effectiveness). Specifically, I examined these effects for a relatively unexamined population, i.e., college athletic coaching staffs. …
Team Coordination As A Mediator Of Stress Appraisals And Team Performance, Gaea Megan Payton
Team Coordination As A Mediator Of Stress Appraisals And Team Performance, Gaea Megan Payton
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Threat stress appraisals can negatively affect individuals by decreasing performance (Gildea, Schneider, & Shebilske, 2007). Performance is also influenced by a team's ability to coordinate tasks (Entin & Serfaty, 1999). This study investigated the link between team stressor appraisals, coordination, and performance. Using a simulated team environment, teams were evaluated on their perceived stress appraisals, coordination as indicated through instant messaging, and team performance. Findings showed that team stressor appraisals were marginally related to coordination and significantly related to performance. Coordination was related to team performance. Further research should be performed using varied levels of a stressful scenario to evaluate …
Role Of Assigned Team Goals In The Relationship Between Individual Difference Factors And Self-Set Goals In A Pre-Team Context, Anupama Narayan
Role Of Assigned Team Goals In The Relationship Between Individual Difference Factors And Self-Set Goals In A Pre-Team Context, Anupama Narayan
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The purpose of the present study was to examine the effects of individual difference factors, i.e., core self evaluations, cognitive ability, and task specific self-efficacy, on self-set goals and whether those effects were moderated by an assigned team goal in a pre-team context. It was hypothesized that the relationship between individual difference factors and self-set goals for potential team members would be differentially affected by the difficulty of the assigned team goal. I assessed these relationships for individual performance and individual satisfaction. In addition, I examined whether gender, task type, and team composition interacted in their effects on self-set goals. …
Exploring Team Dynamics: The Evolution Of Coordination In A Complex Command And Control Environment, Daniel H. Schwartz
Exploring Team Dynamics: The Evolution Of Coordination In A Complex Command And Control Environment, Daniel H. Schwartz
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The present study explores the dynamic and emergent behavior of two teams, separately working through a synthetic task environment representing a battle management command and control domain under two levels of organizational centralization. While the manipulation of centralization had minimal effects on overall performance, evidence suggested that the need to seek authorization for actions from a central authority was a source of frustration. Both teams adapted over time, changing patterns of coordination to better meet the task demands. The results are discussed in the context of the concepts of normal accidents, high reliability organizations, and self-organization in complex organizations. Specific …