Group affective tone and team performance: A week level study in project teams

Group affective tone is an emergent state that can be shared by group members during interdependent tasks. Groups can experience positive group affective tone (PGAT), a shared feeling of, e.g., excitement, enthusiasm, or activation, as well as negative group affective tone (NGAT), a shared feeling of, e.g., distress, anxiety, and hostility. So far, previous cross-sectional research suggests that PGAT and NGAT are related to team performance outcomes. However, little is known about how the dynamic and fluctuating group affective states are related to team performance over an extended period of time. Therefore, the current study investigated the relation between PGAT, NGAT, and performance over the course of 34 software engineering projects. We hypothesized that PGAT is positively related to team performance, whereas NGAT is negatively related to team performance. Based on the punctuated equilibrium model and the feeling-as-information theory, we expected that these associations become stronger in the second half of the project. Using week-level design with 165 participants in 34 software engineering teams, we repeatedly assessed PGAT, NGAT, and team performance over 14 weeks. Data were analyzed using multilevel structural equation modeling. As expected, PGAT was positively related to team performance, whereas NGAT was negatively related to team performance – between teams over the course of the projects as well as within teams over time. More importantly, the weekly relationships were stronger in the second half of the project. Our study indicates that weekly variations in group affective tone are more relevant after projects reach a temporal midpoint. We discuss theoretical and practical implications for project teams

Time to go wild: How to conceptualize and measure process dynamics in real teams with high-resolution

Team processes are interdependent activities among team members that transform inputs into outputs, vary over time, and are critical for team effectiveness. Understanding the temporal dynamics of team processes and related team phenomena with a high-resolution lens (i.e., methods with high sampling rates) is particularly challenging when going “into the wild” (i.e., studying teams operating in their full situated context). We review quantitative field studies using high-resolution methods (e.g., video, chat/text data, archival, wearables) and map out the various temporal lenses for studying team dynamics. We synthesize these different lenses and present an integrated temporal framework that is of help in theorizing about team dynamics. We also provide readers with a “how to” guide that summarizes four essential steps along with analytical methods (e.g., sequential and pattern analyses, mixed-methods research, abductive reasoning) that are applicable to the broad scope of high-resolution methods

Using Motivational Interviewing to reduce threats in conversations about environmental behavior

Human behavior contributes to a waste of environmental resources and our society is looking for ways to reduce this problem. However, humans may perceive feedback about their environmental behavior as threatening. According to self-determination theory (SDT), threats decrease intrinsic motivation for behavior change. According to self-affirmation theory (SAT), threats can harm individuals’ self-integrity. Therefore, individuals should show self-defensive biases, e.g., in terms of presenting counterarguments when presented with environmental behavior change. The current study examines how change recipients respond to threats from change agents in interactions about environmental behavior change. Moreover, we investigate how Motivational Interviewing (MI) — an intervention aimed at increasing intrinsic motivation — can reduce threats at both the social and cognitive level. We videotaped 68 dyadic interactions with change agents who either did or did not use MI (control group). We coded agents verbal threats and recipients’ verbal expressions of motivation. Recipients also rated agents’ level of confrontation and empathy (i.e., cognitive reactions). As hypothesized, threats were significantly lower when change agents used MI. Perceived confrontations converged with observable social behavior of change agents in both groups. Moreover, behavioral threats showed a negative association with change recipients’ expressed motivation (i.e., reasons to change). Contrary to our expectations, we found no relation between change agents’ verbal threats and change recipients’ verbally expressed selfdefenses (i.e., sustain talk). Our results imply that MI reduces the adverse impact of threats in conversations about environmental behavior change on both the social and cognitive level. We discuss theoretical implications of our study in the context of SAT and SDT and suggest practical implications for environmental change agents in organizations

Unpacking the Role of Feedback in Virtual Team Effectiveness

Feedback is a cornerstone of human development. Not surprisingly, it plays a vital role in team development. However, the literature examining the specific role of feedback in virtual team effectiveness remains scattered. To improve our understanding of feedback in virtual teams, we identified 59 studies that examine how different feedback characteristics (content, source, and level) impact virtual team effectiveness. Our findings suggest that virtual teams benefit particularly from feedback that (a) combines performance-related information with information on team processes and/or psychological states, (b) stems from an objective source, and (c) targets the team as a whole. By integrating the existing knowledge, we point researchers in the direction of the most pressing research needs, as well as the practices that are most likely to pay off when designing feedback interventions in virtual teams

Team perceived virtuality: an emergent state perspective

The rapid changes of work, the ease of mobility, and ubiquitous use of virtual tools have fundamentally changed the way that teamwork in modern organizations is accomplished. Although these developments have elicited a broad range of studies focusing on the phenomenon of team virtuality, the construct itself is still tied to conceptual ambiguities, opposing theoretical underpinnings, and inconsistent findings. The present paper synthesizes the structural and social-constructivist elements of team virtuality in order to introduce the novel concept of team perceived virtuality (TPV), embedded within a theoretical model of its team-level emergence. We define TPV as a cognitive-affective team emergent state which is grounded in collectively experienced feelings of distance and perceptions of information deficits. We further describe how TPV emerges as a function of team members’ collectively developed co-constructions and identify antecedents that contribute towards this emergence. By disentangling perceptions from structural properties, the present paper conceptually advances our understanding of team virtuality beyond its structural characteristics. Ultimately, this conceptual work serves as a starting point for future research on team virtuality as a collectively constructed, team-level emergent construct.info:eu-repo/semantics/acceptedVersio

Killer Apps: Developing Novel Applications That Enhance Team Coordination, Communication, and Effectiveness

As part of the Lorentz workshop, “Interdisciplinary Insights into Group and Team Dynamics,” held in Leiden, Netherlands, this article describes how Geeks and Groupies (computer and social scientists) may benefit from interdisciplinary collaboration toward the development of killer apps in team contexts that are meaningful and challenging for both. First, we discuss interaction processes during team meetings as a research topic for both Groupies and Geeks. Second, we highlight teamwork in health care settings as an interdisciplinary research challenge. Third, we discuss how an automated solution for optimal team design could benefit team effectiveness and feed into team-based interventions. Fourth, we discuss team collaboration in massive open online courses as a challenge for both Geeks and Groupies. We argue for the necessary integration of social and computational research insights and approaches. In the hope of inspiring future interdisciplinary collaborations, we develop criteria for evaluating killer apps—including the four proposed here—and discuss future research challenges and opportunities that potentially derive from these developments

Coding interactions in Motivational Interviewing with computer-software: What are the advantages for process researchers?

a b s t r a c t Motivational Interviewing (MI) is an evidence-based behavior change intervention. The interactional change processes that make MI effective have been increasingly studied using observational coding schemes. We introduce an implementation of a software-supported MI coding scheme-the Motivational Interviewing Treatment Integrity code (MITI)-and discuss advantages for process researchers. Furthermore, we compared reliability of the software version with prior results of the paper version. A sample of 14 double-coded dyadic interactions showed good to excellent interrater reliabilities. We selected a second sample of 22 sessions to obtain convergent validity results of the software version: substantial correlations were obtained between the software instrument and the Rating Scales for the Assessment of Empathic Communication. Finally, we demonstrate how the software version can be used to test whether single code frequencies obtained by using intervals shorter than 20 min (i.e., 5 or 10 min) are accurate estimates of the respective code frequencies for the entire session (i.e., behavior slicing). Our results revealed that coding only a 10-min interval provides accurate estimates of the entire session. Our study demonstrates that the software implementation of the MITI is a reliable and valid instrument. We discuss advantages of the software version for process research in MI

Talking with consumers about energy reductions: Recommendations from a motivational interviewing perspective

Reduction of energy costs has become a concern for many organizations. First, we review energy-saving studies in organizations in which consumers showed resistance to change their behavior. Second, we relate resistance to change to the psycholinguistic construct "sustain talk" that describes verbal arguments against behavior change (e.g., "Work processes have priority here"). Third, we argue how Motivational Interviewing (MI)-an interaction-approach to facilitate behavior change-might be helpful in dealing with this behavior. We transfer MI to interactions about energy-savings in organizations and demonstrate how qualification in MI for energy managers may affect these interactions. Therefore, we present three short case scenarios (i.e., video vignettes) that demonstrate socio-interactional mechanisms underlying energy-relevant decisions and behaviors. Consumer' verbal responses are graphed as one single time-variant index of readiness versus resistance (R-index) in order to illustrate interactional dynamics. In sum, we combine theoretical and empirical perspectives from multiple disciplines and discuss an innovative socio-interaction approach that may facilitate energy-efficient behavior in organizations

A community of practice or a working psychological group? Group dynamics in core and peripheral community participation

The concept of communities of practice (CoP) has become increasingly influential in management literature. Yet, many scholars regard the term as too homogenous and lacking in empirical support. Our study explores the Silver Academy, a project involving over 100 unemployed and self-employed managers over the age of 50, who came together with the purpose of sharing knowledge and experience in starting up their own businesses. The study shows how the Academy matches the notion of CoP including mutual relationships, shared engagement and a common consensus of membership. However, applying Bion’s (1961) theory of groups, we challenge the homogenous and consensual notion of a community of practice, illustrating how, through unconscious group processes, some group members exhibit workgroup mentality and the capacity for realistic hard work (and leadership), while others are caught in a basic-assumption mentality, prone to feelings of anxiety, guilt and depression. This is particularly so for a group that has gone through the recent trauma of unemployment

Elementkonzentrationen und Bindungsstruktur von zerstäubungsdeponierten a-Si1−x_{1-x}Cx_{x}-Schichten

Sputter-deposited amorphous silicon-carbon films (a-Si$_{1-x}$C$_{x}$, x=0 ... 1) have an important potential as semiconductor material or as first-wall material in fusion reactors. A particular feature of sputter-deposition is that the mean energy ofthe deposited atoms is in the range of a few electronvolts. In this thesis some basic properties of such a-Si$_{1-x}$C$_{x}$ films are explored, e.g. the atomic density, the atomic concentration, and the behaviour of the Si- and C-bonds. In the second part the influence of oxygen exposure during growth is investigated. X-ray Photoelectron Spectroscopy (XPS) is mainly used for analysis. Additional information wasobtained from Rutherford Backscattering Spectroscopy (RBS), Nuclear Reaction Analysis (NRA), Auger Electron Spectroscopy (AES), X-ray induced AES (XAES), Energy Dispersive X-ray spectroscopy (EDX), and InfraRed transmission spectroscopy (IR). To understand the properties of the a-Si$_{1-x}$C$_{x}$ material it is important to study the structure of the prevailing bonds. It is known that silicon and carbon in sp$^{3}$-hybridization have four covalent bonds in a tetragonal co ordination. SiC behaves in a similar manner, whereby atoms of the one species are surrounded by atoms of the other species in a tetragonal configuration. It has to be kept in mind, that carbon can exist in a diamond (sp$^{3}$) as well as in a graphitic (sp$^{2}$ modification. The crystalline forms of C, Si and SiC are quite well known, but the amorphous forms of these elements and their mixture are less understood and more complex. Their characterisation is the main topic of this thesis. Sputter-deposited a-Si$_{1-x}$C$_{x}$ films were produced by ion bombardment of abipartite target, consisting of a Si-wafer and a piece of graphite. The film composition was varied bytranslating the target so that the ion beam was moved across the Si/C-boundary. In order to determine the atomic concentration of these films by XPS it is necessary to know the atomic density N. To determine N, a particular electron energy loss (to plasmons) was measured. This energy loss shifts continuously from $\Delta$E=17.8 eV for pure silicon to $\Delta$E=29.0 eV for pure carbon. Because of the connection between the plasmon energy and the density of valence-electrons (n$_{e} \sim \Delta$E$^{2}$) and under the assumption that silicon and carbon have four valence-electrons, the atomic density can be calculated. It was found, that for puresputter-deposited silicon N=5.2 · 10$^{22}$ cm$^{-3}$, which is almost the same value as for ordinary crystalline or amorphous silicon. For sputter-deposited carbon a value of N=1.6 · 10$^{23}$ cm$^{-3}$ was found, which is nearly the value for diamond. This means, that there is a preference for a sp$^{3}$-hybridization rather than for the graphitic structure (sp$^{2}$). Considering the preparation-geometry the concentration and the density were calculated. These theoretical values agree with the XPS-results if the relative sputtering-yield carbon to silicon is set to Y$_{c}$/Y$_{si} \approx$ 0.4. To check the accuracy ofthe atomic concentration some further experiments were performed. By means of RBS and NRA (the results of which are independent of the chemical bonding) the same values ofthe density were found. Additionally, the density of some samples was determined by the direct measurement of their volume and mass, again with similar results. The chemical order of the a-Si$_{1-x}$C$_{x}$ films was investigated. Three models were developed to explain the energy-shifts and -widths of the C1s- and Si2p-peaks in the XP-Spectra, whereby it was assumed that the atomic coordination number is four. It was shown, that there is a preference for the bonding between Si- and C-atoms rather than between Si and Si or C and C, so that the system tries to make as many Si-C-bonds as possible. It was found, that every minority atom is surrounded by four majority atoms. This result is in accordance with IR measurements, which additionally show that the films are amorphous (peakwidth and -position). Additional oxygen-exposure during filrn-growth was investigated in the last part of this thesis. It was noticed, that there is a tendency for oxygen to react preferentially with silicon in the case of high carbon contents. Bonding between carbon and oxygen is hardly found. Bonds between silicon and oxygen are seen as suboxides (SiO$_{z}$ z<2). It is expected that the growth-rate of the a-Si$_{1-x}$C$_{x}O_{y}$ films plays an important role for this behaviour. Because the sputtering-yield-ratio of C to Si is smaller than one, the growth-rate decreases with increasing carbon content. This on the other hand increases the reaction-time of oxygen with the surface. One might also speculate, that carbon could work as a catalyst for the Si-O reaction