Profile of high-performing college soccer teams: An exploratory multi-level analysis

Purpose: To determine the profile of high-performing college soccer teams through the use of exploratory hierarchical linear modeling (HLM) based on a socio-cognitive approach. Design and Measures: A correlational design was employed in this study. The sample consisted of 340 college soccer players of both genders (178 female and 162 male), representing 17 different teams (8 female and 9 male) ranked in the top-32 of the National Association of Intercollegiate Athletics (NAIA). Numerous demographic and soccer-related variables represented level-1 in the HLM model. Group Environment Questionnaire and Team Assessment Diagnostic Measure were entered as level-2 variables, representing cohesion and team mental models, respectively. Perceived performance potential (PPP) served as the dependent variable. Objective performance scores were correlated with PPP, attesting a moderate to high-level of criterion related validity (r = .78). Results: The final model suggested that: (1) International athletes perceive their performance lower than others, (2) different field positions share different covariance coefficients with PPP, and (3) perception of social cohesion from a group, rather than individual, standpoint is positively associated with perceptions of team performance. Conclusions: High performing teams have clearly defined task-related and team-related goals. Accordingly, social rather than task related factors may represent a competitive edge, further energizing the interactions and performance of top-ranked teams. International athletes perceive team performance lower than locals, perhaps due to differences in preferred game-style and acculturation experiences. Players from different field positions (i.e., goalkeepers, defensive, and offensive players) relate differently to team performance in college soccer

Influence of opposition team formation on physical and skill-related performance in a professional soccer team

This study examined the influence of opposition team formation on physical and skill-related performance in a professional soccer team. Performance in forty-five French League 1 matches played over three competitive seasons (2007-08, 2008-09, and 2009-10) was analysed using multi-camera computerised tracking. Players (n=21) in the reference team (using a 4-3-3/4-5-1 formation) were analysed in matches against three opposition team formations: 4-4-2 (11 games), 4-3-3/4-5-1 (16 games) and 4-2-3-1 (18 games). Performance was compared for defending and midfield units as a whole and individually across four positions: fullbacks, central-defenders and central- and wide-midfielders. Collectively, players covered a greater total distance (p<0.05) and distance in low/moderate-intensity running (0-14.3km/h) (p<0.05) in matches against a 4-2-3-1 compared to a 4-4-2 formation. Distance covered in high-intensity (14.4-19.7km/h) and very high-intensity running (≥19.8km/h) was not affected by opposition formation. In contrast, players covered more distance in total high-intensity performance (≥14.4km/h) when the reference team was in possession against a 4-4-2 compared to a 4-2-3-1 formation (p<0.05) while more distance was run at these speeds when the reference team was out of possession against a 4-2-3-1 (p<0.01) and a 4-3-3 (p<0.05) compared to a 4-4-2 formation. Players ran less distance at low/moderate intensities in the second- versus first-half of matches against all three formations (p<0.01 to p<0.05) whereas total distance and high-intensity performance was unaffected. None of the measures of physical performance across the individual playing positions were affected by opposition team formation. Skill-related performance varied according to opposition formation: players as a whole performed more passes versus a 4-4-2 than a 4-2-3-1 (p<0.01), ground and aerial duels versus a 4-2-3-1 compared to a 4-4-2 (both p<0.01); 1-touch passes versus a 4-2-3-1 compared to a 4-4-2 (p<0.01) and a 4-3-3/4-5-1 (p<0.05). The mean number of touches per possession was highest versus a 4-4-2 compared to a 4-3-3/4-5-1 (p<0.01) and a 4-2-3-1 (p<0.01). While skill-related performance across the four individual playing positions was generally unaffected by opposition team formation, mean pass length was greater in central-midfielders against a 4-4-2 compared to 4-3-3/4-5-1 (p<0.05) and 4-2-3-1 (p<0.01) formations. In general, these findings suggest that physical performance in the reference team was not greatly affected by opposition team formation. In contrast, skill-related demands varied substantially according to opponent formation and may have consequences for tactical and technical preparation and team selection policies

Pay Dispersion and Work Performance

The effect of intra-firm pay dispersion on work performance is controversial and the empirical evidence is mixed. High pay dispersion may act as an extra incentive for employees' effort or it may reduce motivation and team cohesiveness. These effects can also coexist and the prevalence of one effect over the other may depend on the use of different definitions of what constitutes a "team." For this paper we collected a unique dataset from the men's major soccer league in Italy. For each match we computed the exact pay dispersion of each work team and estimated its effect on team performance. Our results show that when the work team is considered to consist of only the players who contribute to the result, high pay dispersion has a detrimental impact on team performance. Several robustness checks confirm this result. In addition, we show that enlarging the definition of work team causes this effect to disappear or even become positive. Finally, we find that the detrimental effect of pay dispersion is due to worst individual performance, rather than a reduction of team cooperation.Team productivity, Incentives, Pay dispersion.

Impacts of team virtuality on performance : a qualitative study.

Recent studies on virtual teams reveal that team virtuality varies in a continuum and may take different levels. Different levels of virtuality have considerable impacts on team processes and management as they imply several characteristics concerning communication dynamics and interaction styles, which change when shifting from one level to another. The purpose of this paper is to assess how the variability of team virtuality influences team performance. A multidimensional approach to evaluate virtuality was elaborated to identify changing performance variables at each level. The performance variables retained with relevance to the context study are: output quality, team members` satisfaction, and team processes. A qualitative study was conducted on 6 virtual teams composed of 4 students involved in on-line master degrees at a French university. The results show that performance measures are differently influenced by virtuality level. Although output quality seems not to be related to team virtuality, effective team processes and members’ satisfaction are associated with low virtuality levels. Ineffective processes were found in high virtuality teams, however positive dynamics and tem spirit characterise low virtuality teams.Télétravail; Virtual team performance; Team processes; performance; Equipes virtuelles; E-management; Telework;

Never change a winning team: An analysis of hazard rates in the NBA

We estimate Cox models to determine proportional hazard rates in professional basketball, concerning leaving the league or changing the team by using a database covering all players of the NBA in the 90s. We predict and confirm that league-hazards depend on a players performance. A teamswitch, however, cannot depend on low performance itself because there has to be a team willing to accept the (new) player. Accordingly we find that a good scoring performance and an intense use of a player reduces the probability of a team-switch, whereas high salaries or non-scoring performance do not. --

How individualism and collectivism relate to team performance, team cohesion, and collective efficacy in a multilevel analysis : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in Psychology at Massey University, Manawatū, New Zealand

Individual-level individualism (IND) and collectivism (COL), team performance, and team cohesion were investigated as predictors of collective efficacy using Hierarchical Linear Modelling (HLM). Participants were 153 elite netball players comprising 16 teams competing at either of two national tournaments. The netball players completed a questionnaire the day before their tournament consisting of Carron, Widmeyer, and Brawley’s (1985) Group Environment Questionnaire measuring four types of team cohesion (‘individual attractions to the group-social’, ‘individual attractions to the group-task’, ‘group integration-social’, and ‘group integration-task’), Triandis and Gelfand’s (1998) IND-COL scale (measuring horizontal individualism, horizontal collectivism, vertical individualism, and vertical collectivism), and a collective efficacy measure designed for netball players by Wilkinson, Fletcher, and Sachsenweger (2011). Team performance was measured as the percentage of games won by each team at their tournament. The four types of IND-COL were analysed as individual-level predictors, and performance and team cohesion were included as team-level predictors, of collective efficacy. HLM was used to analyse main effects of individual-level and team-level predictors, and any cross level interactions simultaneously. As overall team cohesion and team performance increased, collective efficacy increased, consistent with previous research. However, when the four types of cohesion were specified as team-level predictors, only the ‘individual attractions to the group-task’ (ATGT) type of cohesion significantly predicted collective efficacy, and performance no longer remained a significant predictor of collective efficacy. Furthermore, at high levels of ATGT, players higher on vertical collectivism tended to have greater collective efficacy. Whereas at low levels of ATGT, players higher on vertical collectivism tended to have lower collective efficacy. This type of interaction had not been explored in research previously, and was a new finding. Therefore, the study highlighted the value in research on how individual-level IND and COL relate to team cohesion and collective efficacy, and offered the first insight into their relationship in a team context

Performance Spillovers and Social Network in the Workplace: Evidence from Rural and Urban Weavers in a Chinese Textile Firm

We provide some of the first rigorous evidence on performance spillovers and social network in the workplace. The data we use are rather extraordinary – weekly data for rejection rates (proportion of defective output) for all weavers in a firm during a 12 months (April 2003-March 2004) period, more than 10,000 observations. Our fixed effect estimates first point to significant spillovers of performance from high-ability weavers to low-ability weavers. On the other hand, we find no evidence for performance spillovers from low-ability to high-ability weavers. The findings are consistent with the knowledge sharing hypothesis that low-ability workers learn from high-ability workers but not vice versa. Second, by exploiting the well-documented fact that an exogenously-formed sharp divide between urban workers and rural migrant workers exists in firms in Chinese cities, we find that performance spillovers/knowledge sharing take place only within the confines of social network. Specifically rural low-ability weavers are found to improve their performance as their high-ability teammates (who are also rural migrants) improve their performance while they do not benefit from performance improvement of their high-ability teammates who are urban residents. Such heterogeneous performance interdependence of workers within the same team suggests that our evidence for performance spillovers is less likely to be a result of team specific demand shocks that generate spurious performance interdependence of all team members.knowledge sharing, performance spillovers, social network

Development of a game-based learning tool for applied team science communication in a virtual clinical trial.

Educational tools for application of team science competencies in clinical research are needed. Our interdisciplinary group developed and evaluated acceptability of a virtual world game-based learning tool simulating a multisite clinical trial; performance hinges on effective intrateam communication. Initial implementation with clinical research trainees (n=40) indicates high satisfaction and perceived relevance to team science and research career goals. Game-based learning may play an important role in team science training