Group and team processes in organisations

During recent decades, organisations have shifted towards team-based structures to enhance organisational performance, and research has shifted to investigate these new work structures. This chapter explores team and group process research in organisations. The initial focus of this chapter is to define groups and teams. Types of teams and team development theory will also be briefly discussed. Several theories of group dynamics will then be presented. The input-process-output framework, which explains the relationships between variables in team research, will provide structure to the ensuing discussion of team-related variables, such as individual and team-level characteristics, team and group processes and team performance. A frequent goal of group and team-based research is to understand how to improve team effectiveness and thus performance. Team performance is therefore included in this framework as an important outcome variable. This framework is then extended and a contemporary way of categorising team-based research in organisations is presented. In addition, the potentially important role of moderating variables in team research will also be discussed

Sufficient condition for compactness of the ∂‾\overline{\partial}-Neumann operator using the Levi core

On a smooth, bounded pseudoconvex domain $\Omega$ in $\mathbb{C}^n$, to verify that Catlin's Property ($P$) holds for $b\Omega$, it suffices to check that it holds on the set of D'Angelo infinite type boundary points. In this note, we consider the support of the Levi core, $S_{\mathfrak{C}(\mathcal{N})}$, a subset of the infinite type points, and show that Property ($P$) holds for $b\Omega$ if and only if it holds for $S_{\mathfrak{C}(\mathcal{N})}$. Consequently, if Property ($P$) holds on $S_{\mathfrak{C}(\mathcal{N})}$, then the $\overline{\partial}$-Neumann operator $N_1$ is compact on $\Omega$.Comment: 8 page

Efficacy and Safety Of Radiation Synovectomy with Yttrium-90

In this long term retrospective study of radiation synovectomy with Yttrium-90 (Y90), we evaluated the results of 164 applications in 82 patients with RA, OA with synovitis, ankylosing spondylitis and psoriatic arthritis. Radiation synovectomy with Y90 has an overall success rate of approximately 50% and is therefore an effective alternative to surgical synovectomy in chronic synovitis which fails to respond to conservative treatment. Elbow and knee responded significantly better than shoulder and ankle joints. Patients with radiological stages from 0 to 2 showed a significantly better success rate than those with stage 3 changes. In responders, repeat therapy for recurrence of symptoms or treatment of a symptomatic corresponding symmetrical joint is advisable. Repeat therapy in a previous non-responder is associated with an unacceptably high failure rate. Therefore, when a joint fails to respond after 6 months, arthroscopy should be performed to evaluate further treatment procedures. A successful result was found in only 11 of 25 joints treated with arthroscopic synovectomy followed by radiation synovectomy within 2 weeks, indicating no benefit of this combination

A critical review of psychological instruments used in police officer selection

Purpose The purpose of this paper is to critically examine the instruments used in the screening process, with particular attention given to supporting research validation. Psychological screening is a well-established process used in the selection of employees across public safety industries, particularly in police settings. Screening in and screening out are both possible, with screening out being the most commonly used method. Little attention, however, has been given to evaluating the comparative validities of the instruments used.Design/methodology/approachThis review investigates literature supporting the use of the Minnesota Multiphasic Personality Inventory (MMPI), the California Personality Inventory (CPI), the Inwald Personality Inventory (IPI), the Australian Institute of Forensic Psychology\u27s test battery (AIFP), and some other less researched tests. Research supporting the validity of each test is discussed.FindingsIt was found that no test possesses unequivocal research support, although the CPI and AIFP tests show promise. Most formal research into the validity of the instruments lacks appropriate experimental structure and is therefore less powerful as “evidence” of the utility of the instrument(s).Practical implicationsThis research raises the notion that many current screening practices are likely to be adding minimal value to the selection process by way of using instruments that are not “cut out” for the job. This has implications for policy and practice at the recruitment stage of police employment.Originality/value This research provides a critical overview of the instruments and their validity studies rather than examining the general process of psychological screening. As such, it is useful to those working in selection who are facing the choice of psychological instrument. Possibilities for future research are presented, and development opportunities for a best practice instrument are discussed

Towards a cohesive theory of cohesion

Conventional wisdom suggests that group cohesion is strongly related to performance. This may be based on the notion that better cohesion leads to the sharing of group goals. However, empirical and meta-analytic studies have been unable to consistently demonstrate a relationship between cohesion and performance. Partially, this problem could be attributed to the disagreement on the precise definition of cohesion and its components. Further, when the cohesion construct is evaluated under Cohen’s Cumulative Research Program (CRP), it is surprisingly found to belong to the category of early-to-intermediate stage of theory development. Therefore, a thorough re-examination of the cohesion construct is essential to advance our understanding of the cohesion-productivity relationship. We propose a qualitative approach because it will help establish the definitions, enable us to better test our theories about cohesion and its moderators, and provide insights into how best to enlist cohesion to improve team performance

An examination of psychological contracts, careerism and intention to leave

Purpose - The aim of this paper is to investigate the relationships between elements of the psychological contract (i.e., type and fulfilment) and an employee’s intention to leave (ITL) their current organisation. The role of careerism as a potential mediating and moderating variable is also explored.Design/methodology/approach - Allied Health Professionals (N=202) completed a questionnaire containing measures of the psychological contract, careerism and ITL.Findings - As predicted, path analyses conducted via structural equation modelling demonstrated that careerism partially mediates the relationship between contract types and ITL. These findings suggest that employees with transactional contracts are more careerist, resulting in higher ITL, while employees with relational contracts are less careerist, resulting in lower ITL. Contrary to expectation, a hierarchical multiple regression analysis revealed that careerism failed to moderate the relationship between perceived contract fulfillment and ITL. However, a strong positive association between contract fulfillment and ITL was found.Research limitations/implications - The data were collected cross-sectionally, which limits the ability to make causal inferences.Practical implications - Results were consistent with the proposition that contract type and fulfillment predict employee ITL. It appears that employees with relational contracts are more likely to remain with their organization on a longer-term basis, compared to employees with transactional contracts, due to differences in career motives. Organizational awareness and understanding of employee psychological contracts and career motives is needed.Originality/value - This paper provides new theoretical and practical insights on how psychological contracts and careerism can influence Intention to leave among Allied Health Professionals