Team adaptation in complex work environments

A adaptação é fundamental para a eficácia do trabalho em equipa em ambientes complexos. A literatura sugere que as características dos membros da equipa, os processos episódicos e os estados emergentes contribuem para a capacidade de as equipas se comportarem de forma adaptativa. No entanto, as causas e condições em que estas variáveis se relacionam e contribuem para a adaptação em ambientes de trabalho complexos exige mais investigação. Nesta dissertação, vamos concentrar-nos nas dinâmicas multinível, transversais e longitudinais que caracterizam o processo adaptativo. Os participantes dos estudos feitos nesta dissertação foram estudantes universitários, e trabalhadores de diversos contextos organizacionais (e.g. gestão; saúde hospitalar; policia). O teste das hipóteses de investigação foi feito através de metodologias de regressão e equações estruturais. A metodologia de regressão foi utilizada para estimar os efeitos diretos, indiretos e condicionados. A modelagem com equações estruturais foi utilizada para estimar os efeitos indiretos, multinível e longitudinais. No geral, os resultados sugerem que a performance adaptativa contribui para a eficácia das equipas em ambientes de trabalho complexos. Os nossos resultados também clarificam a natureza das relações entre as características dos membros das equipas, os processos e estados emergentes. Esta dissertação contribui para a teoria e a prática, uma vez que amplia o conhecimento prévio sobre as dinâmicas de adaptação do trabalho em equipa, e tece recomendações de como e por que razões as práticas de GRH devem incorporar os resultados desta dissertação na gestão de pessoas.Team adaptation is paramount for effective teamwork in complex work environments. Literature suggests that team member characteristics, episodic team processes, and emergent states contribute to collective ability to behave adaptively. However, we know very little about the causes and conditions under which these constructs relate to predict adaptation and effectiveness in complex work environments requires further clarification. In this dissertation, we focus on the multilevel, cross-level and longitudinal examination of the dynamics of team member characteristics, episodic team processes, and emergent states driving team adaptation in the work place. In this dissertation data collection was done in simulated and field settings. Participants were university students and professional workers from diverse organizational settings (e.g. business; healthcare; police). Hypotheses testing were done through regression and structural equations modelling. Regression was used to estimate direct, indirect, and conditioned effects. Structural equations modelling were used to estimate indirect, multilevel and longitudinal effects. Overall, the results suggest that team adaptation contributes to team effectiveness in complex work environments. Our results also contribute to clarify the entanglement between team member characteristics, processes and emergent states in teams. This dissertation contributes to theory and practice as it extends previous knowledge on the dynamics of team adaptation, and it makes recommendations of why and how HRM practices should incorporate our findings in people management

Behavioral transition: A framework for the construction conflict-tension relationship

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Non-linear Dynamics and Leadership Emergence

The process by which leaders emerge from leaderless groups is well-documented, but not nearly as well understood. This article describes how non-linear dynamical systems concepts of attractors, bifurcations, and self-organization culminate in a swallowtail catastrophe model for the leadership emergence process, and presents the experimental results that the model has produced thus far for creative problem solving, production, and coordination-intensive groups. Several control variables have been identified that vary in their function depending on what type of group is involved, e.g. creative problem solving, production, and coordination-intensive groups. The exposition includes the relevant statistical strategies that are based on non-linear regression along with some directions for new research questions that can be explored through this non-linear model

Catastrophe Models for Cognitive Workload and Fatigue: Project Log 2012-2020

Many real-world tasks require people to forecast chaotic events in order to take adaptive action. This ability is considered rare, and less understood than other cognitive processes. The present study examined how the performance dynamics in a chaotic forecasting task would be affected by stressors such as cognitive workload and fatigue using two cusp catastrophe models. Participants were 147 undergraduates who were shown graphs and brief chaotic number series for which they needed to forecast the next four values. Performance data were complemented by variables known to represent cognitive elasticity versus rigidity, compensatory abilities for fatigue, and NASA TLX ratings of subjective workload. R2 for the workload cusp was .56, which compared favorably to the next best linear alternative model (.12); it contained six bifurcation variables and three measures of workload (asymmetry). R2 for the fatigue cusp was .54, which also compared favorably to the next best linear alternative (.07); it contained one bifurcation variable and two compensatory abilities. The role of field independence as an elasticity variable in the workload model and as a compensatory ability in fatigue was particularly noteworthy. Several elasticity-rigidity variables have now been identified over a series of studies. They appear to be operating in unison to produce a bifurcation effect, and different variables become salient depending on the task. Future research should consider how the ability to forecast chaos and its susceptibility to workload and fatigue carry over to dynamical decisions made while managing a complex system

Team adaptability and task cohesion as resources to the nonlinear dynamics of workload and sickness absenteeism in firefighter teams

The current study builds on the Nonlinear Dynamic Systems (NDS) perspective to test the assumption that change in sickness absenteeism is nonlinear, and that such change is due to workload, team adaptability and task cohesion. Participants were 37 firefighter teams (n = 250 individuals) from a main European capital city. The research hypotheses were tested using SPSS and the “cusp” package, in the statistical software R. The results suggest that change in sickness absenteeism behaviours over time is nonlinear, with the cusp catastrophe model predicting such behaviours better than the linear and logistic models. In our model, task cohesion functions as an asymmetry factor (i.e. the independent variable that determines the strength and discrepancy between the two stable states of the dependent variable) leading to linear change in sickness absenteeism. Interestingly, both workload and team adaptability function as bifurcation (i.e. the independent variable that determines the change between the two stable states of the order parameter) and asymmetry factors leading to nonlinear and linear change in sickness absenteeism over time. This study contributes to the growing evidence that incorporating the NDS perspective enables a better understanding of action teams, namely those working in extreme environments

Safety climate and safety performance among construction workers in Hong Kong : the role of psychological strains as mediators

This paper examines relations among safety climate (safety attitudes and communication), psychological strains (psychological distress and job satisfaction), and safety performance (self-reported accident rates and occupational injuries). A questionnaire was administered to construction workers from 27 construction sites in Hong Kong (N=374, M=366, F=8, mean age =36.68 years). Data were collected by in-depth interviews and a survey from February to May 2000. A path analysis using the EQS-5 was employed to test the hypothesized model relating safety climate, safety performance, and psychological strains. The results provide partial support for the model, in that safety attitudes predict occupational injuries, and psychological distress predicts accident rates. Furthermore, psychological distress was found to be a mediator of the relationship between safety attitudes and accident rates. The implications of these results for psychological interventions in the construction industry are discussed

Change management: The case of the elite sport performance team

The effective and efficient implementation of change is often required for both successful performance and management survival across a host of contemporary domains. However, although of major theoretical and practical significance, research to date has overlooked the application of change management (hereafter CM) knowledge to the elite sport performance team environment. Considering that the success of ‘off-field’ sports businesses are largely dependent on the performances of their ‘on-field’ team, this article explores the application of current CM theorizing to this specific setting and the challenges facing its utility. Accordingly, we identify the need and importance of developing theory specific to this area, with practical application in both sport and business, through examination of current knowledge and identification of the domain's unique, dynamic and contested properties. Markers of successful change are then suggested to guide initial enquiry before the article concludes with proposed lines of research which may act to provide a valid and comprehensive theoretical account of CM to optimize the research and practice of those working in the field

How well do you know your employees? A contribution towards understanding employee turnover

Treballs Finals del Màster de Recerca en Empresa, Facultat d'Economia i Empresa, Universitat de Barcelona, Curs: 2017-2018, Tutoria : Antonio Di Paolo, Patricia ElgoibarThis large-scale, multi-country study aims to examine the relation between individual, organizational and managerial factors and voluntary turnover in a communications technology organization. A comprehensive review of academic literature on employee turnover theories and meta-analysis studies is used to introduce turnover hypotheses along with a set of moderating factors. Linear Probability and Probit models are used to analyze longitudinal employee data from the organization’s human resource information system. The results indicate that traditional individual, organizational and managerial factors such as tenure, performance, manager support and employee rewards have an effect on employee turnover. Specific implications for managers on how to thwart employee turnover are introduced. This study contributes to the existing research on turnover by proposing a way in which human resources professionals can diagnose employees at fly risk using employee records and consequently developing the appropriate retention actions. Research limitations and future research are discussed

Teamwork in Portugal: A decade of progress

Na última década em Portugal assistimos à explosão do número de estudos acerca dos fatores psicológicos e contextuais que antecedem a eficácia das equipas em ambientes de trabalho complexos e extremos. Esta investigação tem-se centrado em torno dos aspetos comportamentais (e.g. coordenação, liderança), cognitivos (e.g. modelos mentais partilhados, sistemas de memória transitiva) e afetivos (e.g. coesão, team work engagement) que nos ajudam a explicar por que razão algumas equipas têm um desempenho melhor, estão mais satisfeitas com o seu trabalho e acreditam que são mais viáveis (mesmo as que trabalham em condições adversas). Ao longo deste artigo, fazemos não só uma revisão da investigação feita sobre o tema do trabalho em equipa nos últimos dez anos em Portugal, como estabelecemos pontes com outros trabalhos internacionais e apresentamos algumas sugestões para o futuro da investigação desta área na próxima década.info:eu-repo/semantics/publishedVersio