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Widmann, Andreas [Verfasser], and Regina H. [Akademischer Betreuer] Mulder. "Team learning toward enhancing innovative work behaviour in vocational educator teams - The relationship between team learning conditions, team learning behaviours and team learning products over time / Andreas Widmann ; Betreuer: Regina H. Mulder." Regensburg : Universitätsbibliothek Regensburg, 2019. http://d-nb.info/1201160685/34.
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Mahembe, Bright. "The relationship between servant leadership, team commitment, team citizenship behaviour and team effectiveness : an exploratory study." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/4221.
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Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010.ENGLISH ABSTRACT: The work force has evolved immensely over the last decade. In a quest to remain competitive in the provision of consumer goods and services at the lowest possible economic cost, organisations have been compelled to adopt and adapt to the winds of change that have literally taken centre stage in the global market. The increased use of teams as production vehicles in today‟s workplace is one of the notable developments that deserve and justify further investigation. A study of the literature on teams revealed that leadership plays a crucial role in a team‟s dynamics, its survival and ultimate success. Therefore the overarching aim of the present study was to determine the manner in which leadership, specifically servant leadership, affects team effectiveness. In an attempt to answer this question, an explanatory structural model that purports to explicate the manner in which leadership affects team effectiveness was subsequently developed and tested. The study was conducted using primary and secondary school teachers from schools in and around Stellenbosch, in the Western Cape (South Africa). Each school was regarded as a team. Out of the 400 questionnaires distributed to the members of the teams, 201 (n=201) completed questionnaires were received comprising 29 teams. The respondents who participated in the study completed four questionnaires – joined together in one composite questionnaire. The four questionnaires constituting the composite questionnaire were: the rater version of the Servant Leadership Questionnaire (SLQ) of Barbuto and Wheeler (2006) - an SLQ self-report version also exists; the Team Commitment Survey of Bennett (1997); the slightly modified version of the Organisational Citizenship Behaviour Scale (OCBS) developed by Podsakoff and Mackenzie (1994) and the Team Effectiveness Questionnaire (TEQ) developed by Larson and LaFasto (1989). Item analyses were performed on each of the subscales using SPSS version 17. Thereafter, confirmatory factor analysis was performed on the measurement model. However, some of the subscales, specifically for team citizenship behaviour and team commitment appeared to be problematic. The proposed model was tested using structural equation modelling (SEM) via LISREL version 8.54. Overall, it was found that both the measurement and structural model fitted the data reasonably well. From the results obtained in this study it can be concluded that there is a very weak negative relationship between servant leadership and team effectiveness, while there is a significant positive relationships between servant leadership and team commitment, team commitment and team citizenship behaviour, and team commitment and team effectiveness. Team citizenship behaviour has a slightly strong inverse effect on team effectiveness. Furthermore, team commitment has been found to be a strong moderator in the relationship between servant leadership and team effectiveness. With the unique combined variables included in this study, the study can be seen as making a contribution to the existing theory and literature by explicating the findings with regard to the interrelationships between servant leadership, team commitment, team citizenship behaviour, and team effectiveness. However, referring back to the literature, this study was an attempt to help further some of these “emerging” organisational behaviour constructs. It should therefore be seen as investigative in nature and much more follow-up research in this domain is deemed necessary. This study stated its limitations but also made recommendations for possible future research avenues to be explored.
AFRIKAANSE OPSOMMING: Die wêreld-van-werk het heelwat verander oor die afgelope dekade. Om dus in die vraag na verbruikersgoedere en -dienste te voorsien en steeds mededingend te bly voortbestaan, teen die laagste ekonomiese koste, word organisasies genoodsaak om aan te pas en te verander soos wat internasionale markte voortdurend verander en voor uitgaan. Die toenemende aanwending van spanne as produksie-medium in vandag se werksplek is een van die ooglopende ontwikkelinge wat verdere ondersoek verdien en regverdig. Bestudering van die literatuur oor spanne het aan die lig gebring dat leierskap „n sleutelrol speel in spandinamika, „n span se oorlewing en uiteindelike suksesbereiking. Dus was die oorkoepelende doelwit van hierdie studie om die wyse te bepaal waarop leierskap – spesifiek dan, diensbare-leierskap – spaneffektiwiteit beïnvloed. In „n poging om hierdie vraagstuk aan te spreek, is daar gevolglik „n verklarende strukturele (vergelykings) model ontwikkel en getoets met die doel om meer lig te werp op die wyse waarop leierskap spaneffektiwiteit beïnvloed. „n Studie is uitgevoer deur van laerskool- en hoërskool-onderwysers van skole in en om Stellenbosch in die Wes-Kaap (Suid-Afrika) gebruik te maak. Elke skool is as ʼn spanbeskou. Uit die totaal van 400 vraelyste wat uitgestuur is, is 201 (n=201) voltooide vraelyste terug ontvang – wat 29 volledige spanne omvat het. Respondente wat aan hierdie studie deelgeneem het, moes vier vraelyste – wat deel uitgemaak het van een saamgestelde vraelys – voltooi. Die vier vraelyste wat deel uitgemaak het van die saamgestelde vraelys en gedien het om die 201 onderwysers se menings te verkry, het bestaan uit die beoordelaarsvorm van die Servant Leadership Questionnaire (SLQ) van Barbuto en Wheeler (2006) – daar is ook „n SLQ self beoordelingsvorm wat deur Barbuto en Wheeler ontwikkel is; die Team Commitment Survey van Bennett (1997); die effens aangepaste weergawe van die Organisational Citizenship Behaviour Scale (OCBS) wat ontwikkel is deur Podsakoff en Mackenzie (1994); en die Team Effectiveness Questionnaire (TEQ) van Larson en LaFasto (1989). Itemontledings is op elk van die subskale uitgevoer deur gebruik te maak van LISREL weergawe 17. Daarna is bevestigende faktorontleding op die metingsmodel uitgevoer. Sekere van die subskale het egter problematies voorgekom – spesifiek die subskale vir spangemeenskapsgedrag en spanbetrokkenheid. Die voorgestelde model is getoets deur middel van struktuurvergelykingsmodellering (SVM) aan die hand van LISREL weergawe 8.54. Oor die algeheel is bevredigende passings van beide die metingsmodel en die strukturele (vergelykings) model op die data verkry. Die resultate van die verskillende ontledings het getoon dat daar ‟n baie swak negatiewe verwantskap tussen diensbare leierskap en spaneffektiwiteit bestaan, terwyl beduidende positiewe verwantskappe gevind is tussen diensbare leierskap en spanbetrokkenheid, spanbetrokkenheid en spangemeenskapsgedrag, en, spanbetrokkenheid en spaneffektiwiteit. Spangemeenskapsgedrag het ‟n redelike sterk negatiewe verwantskap met spaneffektiwiteit getoon. Verder is daar bevind dat spanbetrokkenheid ʼn sterk modererende rol speel in die verwantskap tussen diensbare leierskap en spaneffektiwiteit. Gegewe die unieke kombinasie van konstrukte wat in hierdie studie ingesluit is, kan daar gesê word dat hierdie studie „n bydrae lewer ten opsigte van die bestaande teorie deur lig te werp op die verwantskappe tussen diensbare leierskap, spanbetrokkenheid, spangemeenskapsgedrag en spaneffektiwiteit. Tog, deur weer na die literatuur te verwys is dit belangrik om te benadruk dat hierdie studie beskou moet word as ʼn poging om hierdie “nuwe” ontluikende organisasiegedrag konstrukte verder te help uitbou. Juis om hierdie rede behoort hierdie studie as ondersoekend van aard geïnterpreteer te word en is opvolgnavorsing oor hierdie gebied nodig. Die studie stel sy beperkinge, maar maak ook aanbevelings vir verdere navorsingsgebiede wat potensieel ondersoek kan word.
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Hume, Andrew. "Indexing and behaviour modelling of team sports." Thesis, University of Leeds, 2012. http://etheses.whiterose.ac.uk/2302/.
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With the steady reduction in the price of storage, and increasing availability of high quality recording devices, much effort has been invested in investigating methods to index large collections of high dimensional datasets. Archives of sporting events are well represented within this set of large datasets. Most efforts to index sport related data have concentrated on the indexing of collections of audio/video data. This thesis presents and evaluates several novel methods to index football matches based on the underlying trajectory of the ball and players, rather than the raw video. This allows for the potential of very expressive indexing systems. The second strand of this thesis explores the use of the underlying trajectory data to build behavioural models of players. A promising hierarchical approach is undertaken, whereby the behaviour of individual players is influenced by the cliques of players they associate with, as well as the team as a whole. Although both the indexing and behavioural modelling aspects of this thesis use data from football as the basis for the work, in principle the approaches taken are general enough to apply to any team based game.
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Hou, Yan. "From biological group behaviour to underwater vehicle team cooperation." Thesis, University of Southampton, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.445498.
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Mann, G. S. "Trainer assumptions and behaviour in a programme of team development." Thesis, University of Manchester, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.375075.
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Aitken, Paul. "The relationships between personal values, leadership behaviour and team functioning." Thesis, Henley Business School, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.426236.
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Johnson, Phyllis. "A study of cognition and behaviour in top management team interaction." Thesis, Cranfield University, 1998. http://hdl.handle.net/1826/1120.
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This thesis is concerned with strategy development processes in top management teams. It focuses on an explanation of consensuality in these teams; in particular, collectivc cognition and its relationship to convergent behaviour.
Four different explanations of the nature of collective cognition and its rdationship to convergent behaviour were established in a review of the extant literature. These explanations were operationalised in the lorm of four propositions that wcre tested using a progressive case study design.
In total three case studies were conducted. The first case, University Business School, was used as a pilot and helped to generate a more concrete operationalisation of three of the four. propositions. These were then examined and refined in a second case study; Colour Scheme. The third and final case, Construct Chemicals, was conducted longitudinally over time and tested these relined propositions.
In all of the cases, data was collected in a similar way. That is, tcam members were intcrviewcd both belore and after importl1nt strategy development meetings. During these interviews, team members' views about their strategic issue were approximated using a cognitive mapping technique. Other additional data were also collectedl1t this time. The behaviour exhibited during team meetings was observed and discussions tape recorded. In the first two cases, only one meeting was attended, whereas in the tinal case four meetings were attended.
These qualitative data were analysed to ascertain the presence and nature of collective cognition in the teams and to explore the extent to which this collective or indeed individual cognition was retlected in the behaviour observed in the team environment during periods of strategy development.
It was established that in the organisations studied, collective cognition existed in various forms within dyads or subgroups within the top teams. However, several context dependent contingent variables were found to affect the development of collective cognition in the teams. Equally, a range or context specific contingencies mediated the relationshipbetween cognition and behaviour in the top team environment. All of these variables were built into a complete framework that represented the data collected.
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Pratt, Jeanne Marie. "Professional identity in a multi-agency team." Thesis, Durham University, 2012. http://etheses.dur.ac.uk/4439/.
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Although multi-agency working isn’t a new concept, the previous Labour government encouraged professionals and services to work collaboratively and in partnership to address issues of social exclusion, poverty and deprivation in order to provide support and interventions to children, young people and their families. As a result, a range of initiatives and programmes under the banner of multi-agency working were developed in health, education and social services aimed at addressing these issues. One such initiative was the development of the multi-agency Behaviour and Education Support Teams (BEST). Previous research into multi-agency working has tended to focus on the structural development of the multi-agency service, including the barriers and benefits to multi-agency working. Less research has been undertaken on the perceptions, experiences and views of the individuals working within those multi-agency teams. Using a grounded theory approach this thesis explores the perceptions and experiences of individuals working in a multi-agency team, considering the impact multi-agency working has had on individual team members, their interactions with one another and selected school staff, co-located within a secondary school. In analysing the data (content analysis, observations and semi-structured interviews) the use of a qualitative research methodological approach has enabled the research to identify an emerging category of professional identity and three properties; roles and responsibilities, knowledge and skills and terminology. Running through the discussion of each of these three properties is the issue of co-location. The research will draw on examples taken from the data to illustrate and to inform throughout. Using Wenger’s (1998) ‘communities of practice’ as a theoretical framework, this research then considers the emerging theme of professional identity and how multi-agency teams and selected school staff negotiate the experience of self [identity]. Finally the research asks and answers the question ‘Is BEST a ‘community of practice’?
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Tarr, Benjamin. "Athletes behaving badly. Team identification and the off-field behaviour of athletes: Effects on consumer intention in traditional and non-traditional sporting contexts." Thesis, Queensland University of Technology, 2020. https://eprints.qut.edu.au/202712/1/Benjamin_Tarr_Thesis.pdf.
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This research extends team identification and social identity theory by investigating whether fans react differently to off-field athlete behaviours based on their support for teams in traditional or non-traditional sporting leagues. The data from three independent samples indicates that prosocial and antisocial off-field athlete behaviour significantly influences consumer intention in a non-traditional setting, with results indicating the less identified a person is with their team the more susceptible they are to off-field athlete behaviour changing their consumer intention levels. Conversely the off-field behaviour of athletes did not significantly impact consumer intention among the traditional participants.
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Clack, Katinka. "Empowering leadership and safety behaviour in extreme work environments." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/62690.
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Research purpose The purpose of this study is to examine the extent to which both employees and leaders in extreme environments perceive the same levels of safety participation. Furthermore, this study examines the association between empowering leadership and team performance as well as empowering leadership and safety participation. Research design, approach and methods This study follows a quantitative approach as its main purpose is to establish relationships between constructs. As such, correlations and multiple regression analyses were conducted. Convenience sampling was applied to obtain the data. Firefighters and their immediate line officers (lieutenants) were surveyed. Five fire departments in small to medium cities were chosen in the Great Lakes and south-eastern regions in the United States (US). Questionnaires were distributed to 263 firemen, of which 186 were firefighters and 78 were their line officers/lieutenants. Main findings Results indicated that a positive association does not exist between firefighters' perceptions of safety participation and their leaders' perception of safety participation when control variables are added. Therefore, no significant relationship exists between firefighters' perceptions of safety participation and their leaders' perception of safety participation. Furthermore, the results also showed a positive association does not exist between empowering leadership and safety participation when control variables are added. Consequently, no significant relationship exists between firefighters' reports of empowering leadership and lieutenants' reports of safety participation. Lastly, regarding empowering leadership and team performance, the results did not support a direct relationship between these two constructs. Limitations The results should be interpreted bearing in mind that they are applicable to the United States of America and may not be generalised to the South African context. Additionally, very little research has been conducted on empowering leadership and safety behaviour in extreme environments, and therefore the literature review was limited to other organisational environments. Lastly, only three cultural groups (White, Black and Hispanic) and only men participated in this study, so results may not be generalisable to other demographic groups. The study was only positioned in extreme environments, specifically in firefighting, therefore it is unclear whether the results can be generalised to other work environments. Future Research It is suggested that this study is replicated, firstly because little research has been done in extreme environments but, secondly, that it also be specifically replicated in South Africa. Indicated by the data, a lieutenant's age has a positive association with how he perceives his team's safety participation. This could be due to various reasons. For example, the more experienced the lieutenant the more comfortable he gets towards the extreme environment. Lastly, it is suggested that research is conducted to determine other leadership styles which could be effective in extreme environments. Conclusion Insight was given into the empowering leadership style in terms of team performance and safety behaviour. Furthermore, the relation between firefighters' perceptions of safety participation and their leaders' perceptions of safety participation was not confirmed.Dissertation (MCom)--University of Pretoria, 2017.
Human Resource Management
MCom
Unrestricted
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Griggs, James. "An evaluation of the Team-Teach behaviour support training programme in New Zealand." Thesis, University of Canterbury. Educational Studies and Human Development, 2011. http://hdl.handle.net/10092/5981.
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This thesis investigates the implementation of the ‘Team-Teach’ behaviour support training programme in New Zealand. This school-wide training package develops generalised skills in behaviour management and de-escalation for students who are exhibiting extreme and violent behaviour. The Team-Teach framework also provides training in physical interventions that are designed for use in schools, and with children. The legal issues associated with the use of physical intervention are also addressed during the training in addition to recommended best practice for the development of policies and procedures. Prior evidence suggests that behaviour support training with a physical intervention overlay can result in increased confidence and safety for staff members and a reduction in the levels of physical intervention and incidents.
The purpose of this study was to investigate participant opinion of Team-Teach training immediately after course delivery and further into implementation in addition to an investigation into the barriers and facilitating factors affecting the impact of Team-Teach within two New Zealand special schools.
The research employs a mixed method pragmatic paradigm utilising document analysis, questionnaire and interview survey to ascertain the impact and implementation issues related to Team-Teach training. Quantitative analysis of course feedback ratings and attitudinal scales were combined with the qualitative thematic analysis of written comments and interview transcripts to inform the discussion.
The results present a positive endorsement of Team-Teach training both immediately after the training course and further into implementation and compare favourably with the findings of previous international studies. Research participants reported a significant increase in personal confidence and a perceived reduction in incidences of extreme behaviour and physical intervention. The perceptions of research participants to initial training in New Zealand varied considerably between training providers and there were also notable differences between groups in different work roles and with different levels of experience. Research participants expressed concern over the lack of adaptation of the Team-Teach syllabus to embrace the New Zealand context.
Research participants endorsed use of the ‘positive handling plan’ (PHP) as a way to legitimatise and standardise practice in difficult situations. It was however clear that neither school had developed genuine parental partnerships in either the creation or effective communication of these plans. There was a general agreement that parents should be able to access Team-Teach training but significant concerns were highlighted over how this could be achieved in practice.
Research participants endorsed the Team-Teach model of training ‘in-house’ tutors to provide contextual and responsive internal capacity. There was a general agreement that the physical interventions taught were effective and appropriate for use with children. Participants clearly expressed concerns related to the teaching of too many physical interventions that were not required and recommended that training in physical interventions should be in class teams and specific to actual need.
There was a clear indication that research participants believed this training should receive official recognition at the highest level as an acknowledgement that physical intervention is sometimes necessary in schools and that there is a legitimate way to achieve this.
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Zhou, Qian (Lily). "An Exploration of the Impact of Personality and Role Behaviour on Team Effectiveness." Thesis, Curtin University, 2019. http://hdl.handle.net/20.500.11937/75654.
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This study investigates how individual personalities influence team effectiveness. A questionnaire was used to test the relationship between personality and role behaviour as well as how team task specificity and team interdependence moderate the personality-behaviour relationships. Findings of the first, quantitative phase, informed the second, interview phase, which provided additional understanding of the statistical results. Outcomes of this research add to literature by providing new insights into the relationship between personality and team effectiveness.
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Lau, Yin-fong Betty. "STAD in form 1 mathematics : effects on achievement, on-task behaviour and intrinsic interest in the subject /." Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22244669.
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Hartnell, N. J. "An Evaluation of a Multi-Disciplinary Behaviour Support Team - A Sort of Guardian Angel?" Thesis, University of Essex, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.486496.
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This thesis comprises an evaluation of the effectiveness of a new multi-disciplinary Behaviour Support Team within a local authority, using both quantitative and qualitative methods. A range of clients provided a collaborative approach to evaluation, allowing a range of service users to enhance formative evaluation and identify what contributes to a successful intervention.The methods used included • examining permanent exclusion figures to assess the impact of the service • a questionnaire for schools to assess use of the service and customer satisfaction • assessing changes in pupil behaviour in school following support from the -, service
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Taylor, Michael. "The influence of transformative coaching on managerial behaviour, leadership style, individual and team engagement." Thesis, Stellenbosch : Stellenbosch University, 2011. http://hdl.handle.net/10019.1/19811.
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Thesis (MPhil) -- Stellenbosch University, 2011.This research study not only links three important business concepts, namely, leadership development, employee engagement and executive coaching, but is also an important body of research that contributes in a meaningful way to the debate around the role of executive coaching and its impact on leadership effectiveness. It outlines a transformative framework for executive coaching that shows a significant shift in managerial behaviour. This behaviour shift acts as a catalyst for the enhancement of key dimensions of employee engagement. This is an important finding, as the field of professional coaching is undergoing much scrutiny in terms of its return on effectiveness and its ability to accelerate the development of high-potential talent. The reseach findings in this report further serve to reinforce the importance of aligning leadership development, and specifically executive coaching practices, with organisational strategies. The global financial crisis has highlighted the need for organisations to adopt prudent leadership development strategies. The intelligent integration of transformative coaching into talent management practices such as retention, promotion, deployment and development of high-potential leadership, will create the necessary impetus for building sustainble leadership capacity and provide an outstanding return on investment for organisations wherever they might be in their maturity cycle.
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Pollock, Jeffrey. "Statistical modelling and Bayesian inference for match outcomes and team behaviour in association football." Thesis, Heriot-Watt University, 2016. http://hdl.handle.net/10399/3097.
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This thesis presents advances in modelling and inference for match outcomes in the association football English Premier League. We firstly extend earlier models by introducing a behavioural aspect which can be used to investigate how teams react to the state of play in a match. We show that the model, in its simplest form, outperforms existing models and is able to select a portfolio of pro table bets against a bookmaker. Secondly, we introduce a dynamic component to the model by allowing team ability parameters to vary stochastically in time. We employ particle filtering methods to cope with a mixture of static and dynamic parameters and find that the updating of posterior distributions is particularly fast, a necessary attribute should we wish to update parameter estimates while matches are in-play. Furthermore, it is shown that the methods are able to recover model parameters based on simulated league data. Finally, we propose an extension to the model so that we are able to investigate how a team modifies its behaviour based on their league situation. We consider league positions that are closely attainable and suggest that since teams modify their behaviour based on their current league position, outcomes of different matches are not necessarily independent.
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Maronoti, Bafundi. "Top management team heterogeneity, strategic decision making and the moderating role of TMT behaviour." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80467.
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Since the 1980’s upper echelons theory postulated that managerial background characteristics partially predict organisational outcomes, TMT heterogeneity has been a subject of much interest. However, studies which examined the effects of TMT heterogeneity have produced inconsistent results due to a context-agnostic approach adopted in those studies, and a lack of appreciation of interaction effects among multiple diversity dimensions. This study accounts for these shortcomings and adopts a phenomenological research approach to explore how TMT heterogeneity affects strategic decision – a proximal outcome construct – in a context where there is a co-occurrence of multiple diversity dimensions. The study further recognises that the operating environment for organisations is typified by a trend of volatility, uncertainty, complexity and ambiguity which complicates decision making, and explores the effects of TMT heterogeneity in this context. The study finds that heterogeneous TMTs draw on their diverse and broad knowledge base to generate ideas and cross-pollinate in ways that improve the quality of strategic decisions. In instances where heterogeneity caused affective conflict which detracts from the efficacy of decisions, this study finds that the interaction of multiple diversity dimensions can neutralise the harmful effects of conflict, resulting in positive outcomes.Mini Dissertation (MPhil)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MPhil
Unrestricted
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Strauss, Michele. "Causes of dysfunctional behaviour within self-directed work teams : a case study / M. Strauss." Thesis, North-West University, 2005. http://hdl.handle.net/10394/1051.
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The key to production effectiveness lies in the optimal utilisation of the organisations own
employees. This has been accomplished by changing the power structure within organisations
with the introduction of self-directed work teams. In addition to carrying out the work,
SDWT members make decisions that are traditionally the jurisdiction of first line supervisors.
This method of management and work planning can lead to added stress and behaviour not
anticipated from employees. This behaviour, if not addressed, may have a debilitating effect
on the team's performance and therefore on the organisations' bottom line. To address this
behaviour, the specific causes must first be identified. The pressure within the teams of a gold
mine is increased due to the fact that one day's loss of production can cost hundreds of
thousands of rand.
The objective of the research was to determine what causes certain dysfunctional behaviours
in self-directed work teams, and the effect this has on the workplace and performance. A
qualitative study was done whereby a single group of subjects was obtained. This group
consisted of 40 subjects (N=40). Three different work groups were part of the case study.
These groups were observed in the workplace, the group's interactions with other members in
the group were observed, and the group's interactions with leadership figures were observed,
and finally individual members participated in unstructured interviews in order to identify the
experience of members in the work groups and also to discover what elements contributed to
the dysfunctional behaviour identified in the workplace.
Data from interviews was used to develop major groupings, or general classifications of
broad categories of themes, where a theme is a recurrent topic of discussion or often mentioned
key factor with regards to behaviour. Information was also gathered by observing
individuals in their places of work.
The results showed that the factors, which were most frequently sited, were the issues of
contradictory demands and control (leadership). Another factor considered important by all
role players was relationships. Other influences identified, but of less importance, were
support, trust and communication, cultural diversity, role clarity and finally, individual needs.
By way of conclusion, recommendations for future research are made.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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Zhong, Mingdong. "The influence of leader-member exchange relationships on team members' relationships and knowledge sharing behaviour." Thesis, University of Warwick, 2017. http://wrap.warwick.ac.uk/103084/.
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The importance of innovation for organizational competitive advantage and effectiveness is widely accepted (Love et al., 2011). Because of its potential to increase innovation, knowledge sharing (KS) has been of growing interest to researchers and managers (Kamaşak & Bulutlar, 2010). It is suggested that knowledge sharing is more likely to occur in supportive conditions when individuals have high-quality relationships with their leaders and co-workers (Carmeli et al., 2013). The purpose of the present study is to examine the association between the workplace relationships in teams and knowledge sharing, and how the pattern of knowledge sharing in teams is associated with team innovation and team performance. Social exchange theory and the norm of reciprocity served as the theoretical foundation of the present study. A cross-sectional survey was utilized for data collection. The sample consisted of 223 members and 51 leaders from 51 teams which were collected from ten primary and middle schools as well as an aircraft corporation in Southern China. The results of the study demonstrated that both Leader-Member Exchange (LMX) and Team-Member Exchange (TMX) are positively associated with knowledge sharing at the individual and team levels. Furthermore, the results suggested a mediating effect of TMX between LMX and team-level knowledge sharing (team KS). In Addition, the result of the comparison of an individual’s own LMX with the average LMXs in the team (RLMX) was found to moderate the relationship between LMX and TMX. However, the expected negative relationship between the variation in LMX relationships in a team (LMX differentiation) and TMX was not statistically significant. Finally, the study also found that the pattern of knowledge sharing in teams is positively related to team innovation and team performance, such that teams with more people sharing knowledge have better innovation and performance than teams with only a few people sharing knowledge. The overall findings indicate that both LMX and TMX have a unique influence on knowledge sharing, and our understanding of how supportive social relationships influence wok outcomes should be expanded from looking at the vertical leader-follower relationship and the horizontal relationship with a team in isolation. Rather, the multi-level interactions of these two types of relationships should be considered together.
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Stewart, Roger William. "A systemic approach to the analysis of team behaviour using sociometry and soft systems analysis techniques." Thesis, Kingston University, 1995. http://eprints.kingston.ac.uk/20589/.
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A current strategy adopted by organisations to react more quickly to their changing environments is the creation and operation of teams. This research examines the relationship of organisational structure, behaviour and communications within the teams, between the teams and to the organisation. An integrated analysis approach of Soft Systems Analysis linked to Sociometry has been developed and used in the following organisations: the Defence Research Agency to analyse these relationships in Naval command and control teams; Richmond Borough Council Library Services to consider the effects of structural reorganisation; and for the National Health Service a failures analysis of the development of Electronic Patient Record systems. The results of this research were as follows. First, a confirmation of the applicability of the integrated analysis approach to the examination of the relationship of organisational structure, behaviour and communication. Second, the successful development of new techniques for the analysis of structure and communications. Third, the development of team behavioural and key process models within teams. These were validated by their application to the Piper Alpha oil platform disaster. A measure of the success of this research is the continuation of activities within the DRA and Richmond Library Services, and the extension of activities to the Swedish Armed Services.
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Sha, Long. "Representing and predicting multi-agent data in adversarial team sports." Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/116506/1/Long_Sha_Thesis.pdf.
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This thesis addresses the theoretical challenges of the application of Artificial Intelligence (AI) to the domain of sports. The key contribution of this work is a new data representation that allows AI algorithms to understand real world sports games such as basketball and soccer. The theoretical advances that this thesis has contributed has the potential to make a significant impact on many aspects of sport analytics, such as prediction, retrieval and simulation. Intelligent systems have been developed based upon this method which enables active spectator engagement in sporting events and more effective coaching of athletes.
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Price, Stephanie R. "THE TRANSITION FROM INTENSIVE BEHAVIOURAL INTERVENTION PROGRAMS TO THE SCHOOL SYSTEM: THE EXPERIENCES OF THE TRANSITION TEAM." Laurentian University of Sudbury, 2014. https://zone.biblio.laurentian.ca/dspace/handle/10219/2156.
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Students with ASD may experience challenges in school; however, literature suggests that they
should still have access to public education with appropriate services and supports (Burge,
Ouellette-Kuntz, Hutchinson & Box, 2008; Levy & Perry, 2008; Mesibov & Shea, 1996; Odom,
2000; Porter, 2008). The purpose of the current study was to examine the views and perceptions
of those involved in the transition of students with ASD from IBI to school in Northern Ontario.
Using a mixed-methods approach, members of multiple transition teams were asked to complete
The Transition Beliefs Inventory (Levy & Perry, 2008) and the Transition Practices
Questionnaire (Levy & Perry, 2008) to assess their transition beliefs and experiences. The results
of this study suggest that the transition is occurring as outlined by the North region Autism
Intervention Program (AIP) and the Connections for Students model and could be used to inform
continuous improvement of service and practices.
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Willemsen, H. W. A. "The behaviour of children, seen by social services, who are referred to a community based mental health team." Thesis, University of Essex, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.398866.
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Lau, Yin-fong Betty, and 劉燕芳. "STAD in form 1 mathematics: effects on achievement, on-task behaviour and intrinsic interest in thesubject." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B31961745.
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Mutro, Maria Eugenia Guerra. "Adaptação transcultural e validação da escala Leader Empowering Behaviour para a cultura brasileira." Botucatu, 2017. http://hdl.handle.net/11449/152772.
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Orientador: Wilza Carla SpiriResumo: Introdução: o enfermeiro é responsável pela tomada de decisões em áreas administrativas e assistenciais de serviços de saúde. Algumas competências são necessárias para o desenvolvimento do seu trabalho, incluindo: liderança, visão estratégica, empreendedorismo, habilidades de comunicação e empoderamento da equipe. Entretanto, na literatura nacional são escassos os estudos que indicam qual o comportamento do enfermeiro, para o empoderamento de sua equipe. O presente estudo pretende contribuir para preencher essa lacuna ao considerar que é necessário utilizar instrumentos capazes de mensurar o comportamento empoderador do líder. Objetivo: Adaptar culturamente e validar o conteúdo da escala Leader Empowering Behaviour (LEB) para a cultura brasileira. Método: Trata-se de um estudo metodológico, desenvolvido em duas fases: a primeira constitui-se das etapas de tradução para a língua portuguesa; retro-tradução; avaliação por um grupo de juízes quanto às equivalências semântica, idiomática, conceitual e cultural dos 27 itens e pré-teste. A segunda fase contemplou a validação por meio de propriedades psicométricas, mediante validação do construto pela análise fatorial exploratória e a confiabilidade do instrumento pelo alfa de Cronbach. O instrumento foi aplicado a um grupo de 135 enfermeiros. Resultados: as avaliações das equivalências pelo grupo de juízes apresentou Índice de Validade de Conteúdo de 89%. A análise fatorial exploratória resultou em uma escala com quatro fatores e 21... (Resumo completo, clicar acesso eletrônico abaixo)
Abstract: Introduction: Nurses are accountable to decision-making in administrative and health care areas. Some skills are necessary to professional performance, including leadership, strategic view, entrepeneurship, communication, and empowering staff. However, there are few studies in Brazilian literature that indicates the behavior of nurse which have develop leadership to the staff empowering. This present search intends to fill this gap by considering necessary use tools to measure the leader empowering behaviour. Objective: Do the transcultural adaptation and validation of Leader Empowering Behaviour scale to Brazilian culture. Method: This is a study with methodological emphasis, of adaptation and validation of a instrument. At first methodological procedure steps were: translation to portuguese; back translation, evaluation by a judges committee regarding semantics, idiomatic, conceptual and cultural equivalences of 27 items and pretesting, followed by validation of psychometric properties, instrument construct validation was done through by factorial exploratory analysis and reliability through Cronbach´s alpha. The scale was applied to 135 nurses group. Results: Judges equivalences evaluation presented total agreement of 89%. The exploratory factor analysis resulted in a four factors and 21 items scale and the reliability coefficient, measures by Cronbach´s alpha for the four domains ranged from 0,82 to 0,87. Conclusions: Findings resulted good psychometric properties and pot... (Complete abstract click electronic access below)
Mestre
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Alleyne, Philmore A. "The influence of individual, team and contextual factors on external auditors' whistle-blowing intentions in Barbados. Towards the development of a conceptual model of external auditors' whistle-blowing intentions." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/5325.
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Following the collapse of Arthur Andersen in the Enron debacle, whistle-blowing
within audit firms has taken on greater importance. Given the profession's requirements
to be confidential, independent and to act in the public's interest, there is a need for a model that addresses auditors' whistle-blowing intentions. This thesis presents a
conceptual model on whistle-blowing intentions among external auditors, where
individual-led antecedents influence whistle-blowing intentions, but are moderated by
isomorphic and issue-specific factors.
Survey questionnaires were administered to 226 external auditors, and 18
individual interviews as well as 2 focus groups were conducted in Barbados. Results
indicated that individual antecedents (attitudes, perceived behavioural control,
independence commitment, personal responsibility for reporting, and personal cost of
reporting) were significantly related to internal whistle-blowing, but only perceived
behavioural control was significantly related to external whistle-blowing. Partial
support was found for the moderating effects of perceived organizational support,
moral intensity, team norms and group cohesion on the relationships between the
majority of the independent variables (attitudes, perceived behavioural control,
independence commitment, personal responsibility for reporting and personal cost of
reporting) and internal whistle-blowing. However, partial support was found for the
moderating effects of perceived organizational support, moral intensity, team norms
iii
and group cohesion on the relationships between fewer independent variables and
external whistle-blowing.
Overall, respondents preferred anonymous internal channels of reporting, and
showed a general reluctance to report externally. The presence of an open-door policy,
ethics partners, hotline, on-going training and clearly defined policies could encourage
whistle-blowing. Further implications for research and practice are discussed.University of the West Indies
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Bicking, Karen L. "Exploring the Influence of Team Emotional Intelligence on How Virtual Teams Handle Differences." Thesis, University of Pennsylvania, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10603171.
Full textAbstract:
Advancement in technologies, including communications, makes virtual work a possibility for many. Although abundant research on team dynamics exists and research on virtual teams is growing, a considerable volume of existing empirical data on virtual teams is conducted in laboratory settings using temporary teams, often at MBA or undergraduate levels. In addition, very few of these studies discuss how conflict is handled in a virtual team. Discovering how virtual teams deal with differences and conflicts will advance our understanding of these crucial issues. This mixed-methods study included surveys, semi-structured interviews, and ethnographic observation and field notes. Data was collected from 31 virtual teams. This study discovered that teams with higher team emotional intelligence approach differences by perspective taking, information sharing, and monitoring and adjusting of team behaviors. Virtual teams with lower team emotional intelligence are more likely to view each other as competitors and have a tendency to avoid conflict and vent without resolution. In addition, teams who meet regularly have more open communications, which enables a collaborative approach to conflict management.
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Alleyne, Philmore Alvin. "The influence of individual, team and contextual factors on external auditors' whistle-blowing intentions in Barbados : towards the development of a conceptual model of external auditors' whistle-blowing intentions." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/5325.
Full textAbstract:
Following the collapse of Arthur Andersen in the Enron debacle, whistle-blowing within audit firms has taken on greater importance. Given the profession's requirements to be confidential, independent and to act in the public's interest, there is a need for a model that addresses auditors' whistle-blowing intentions. This thesis presents a conceptual model on whistle-blowing intentions among external auditors, where individual-led antecedents influence whistle-blowing intentions, but are moderated by isomorphic and issue-specific factors. Survey questionnaires were administered to 226 external auditors, and 18 individual interviews as well as 2 focus groups were conducted in Barbados. Results indicated that individual antecedents (attitudes, perceived behavioural control, independence commitment, personal responsibility for reporting, and personal cost of reporting) were significantly related to internal whistle-blowing, but only perceived behavioural control was significantly related to external whistle-blowing. Partial support was found for the moderating effects of perceived organizational support, moral intensity, team norms and group cohesion on the relationships between the majority of the independent variables (attitudes, perceived behavioural control, independence commitment, personal responsibility for reporting and personal cost of reporting) and internal whistle-blowing. However, partial support was found for the moderating effects of perceived organizational support, moral intensity, team norms iii and group cohesion on the relationships between fewer independent variables and external whistle-blowing. Overall, respondents preferred anonymous internal channels of reporting, and showed a general reluctance to report externally. The presence of an open-door policy, ethics partners, hotline, on-going training and clearly defined policies could encourage whistle-blowing. Further implications for research and practice are discussed.
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Forrester, Ros. "Innovation in teams : a qualitative and quantitative study of team behaviours." Thesis, Aston University, 2000. http://publications.aston.ac.uk/10727/.
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This thesis explores the processes of team innovation. It utilises two studies, an organisationally based pilot and an experimental study, to examine and identify aspects of teams' behaviours that are important for successful innovative outcome. The pilot study, based in two automotive manufacturers, involved the collection of team members' experiences through semi-structured interviews, and identified a number of factors that affected teams' innovative performance. These included: the application of ideative & dissemination processes; the importance of good team relationships, especially those of a more informal nature, in facilitating information and ideative processes; the role of external linkages in enhancing quality and radicality of innovations; and the potential attenuation of innovative ideas by time deadlines. This study revealed a number key team behaviours that may be important in successful innovation outcomes. These included; goal setting, idea generation and development, external contact, task and personal information exchange, leadership, positive feedback and resource deployment. These behaviours formed the basis of a coding system used in the second part of the research. Building on the results from the field based research, an experimental study was undertaken to examine the behavioural differences between three groups of sixteen teams undertaking innovative an task to produce an anti-drugs poster. They were randomly assigned to one of three innovation category conditions suggested by King and Anderson (1990), emergent, imported and imposed. These conditions determined the teams level of access to additional information on previously successful campaigns and the degree of freedom they had with regarding to the design of the poster. In addition, a further experimental condition was imposed on half of the teams per category which involved a formal time deadline for task completion. The teams were video taped for the duration of their innovation and their behaviours analysed and coded in five main aspects including; ideation, external focus, goal setting, interpersonal, directive and resource related activities. A panel of experts, utilising five scales developed from West and Anderson's (1996) innovation outcome measures, assessed the teams' outputs. ANOVAs and repeated measure ANOVAs were deployed to identify whether there were significant differences between the different conditions. The results indicated that there were some behavioural differences between the categories and that over the duration of the task behavioural changes were identified. The results, however, revealed a complex picture and suggested limited support for three distinctive innovation categories. There were many differences in behaviours, but rarely between more than two of the categories. A main finding was the impact that different levels of constraint had in changing teams' focus of attention. For example, emergent teams were found to use both their own team and external resources, whilst those who could import information about other successful campaigns were likely to concentrate outside the team and pay limited attention to the internal resources available within the team. In contrast, those operating under task constraints with aspects of the task imposed onto them were more likely to attend to internal team resources and pay limited attention to the external world. As indicated by the earlier field study, time deadlines did significantly change teams' behaviour, reducing ideative and information exchange behaviours. The model shows an important behavioural progression related to innovate teams. This progression involved the teams' openness initially to external sources, and then to the intra-team environment. Premature closure on the final idea before their mid-point was found to have a detrimental impact on team's innovation. Ideative behaviour per se was not significant for innovation outcome, instead the development of intra-team support and trust emerged as crucial. Analysis of variance revealed some limited differentiation between the behaviours of teams operating under the aforementioned three innovation categories. There were also distinct detrimental differences in the behaviour of those operating under a time deadline. Overall, the study identified the complex interrelationships of team behaviours and outcomes, and between teams and their context.
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Burress, Mary Ann. "The Relationship between Team Leader Behaviors and Team Performance and Satisfaction." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278408/.
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The purpose of this study, a quasi experimental design, was to investigate the relationship between team leader behavior and team performance and satisfaction. This field research tested leader behavior dimensions from two theoretical models of team effectiveness: Hackman's (1992) "expert available coaching," and Cohen's (1994) "encouraging supervisory behaviors." The relationship between coaching behaviors and team performance, employee, and customer satisfaction was assessed. Manager behavior was assessed with the SMT Leader Survey (Burress, 1994), an instrument determined appropriate for team environments, that measures Communication, Administration, Leadership, Interpersonal Skills, Thinking, and Flexibility. Employee satisfaction and performance information was archival data provided by the organization. The results demonstrated that leader behavior is a less important component of team effectiveness than initially expected. Even though direct customer interaction was 25% of these manager jobs and considered the organization's most important predictor of corporate profitability, no relationship between leader behavior and customer satisfaction was found. Among the key findings was, that while flexibility differentiated leader behavior more than any other scale, its relationship with both team performance and team satisfaction was negative. Interpersonal skills were positively associated with team performance, while leadership was positively associated with team performance and satisfaction. The SMT data were factor analyzed and formed into three factors. Two were historical leadership constructs: consideration (which correlated positively with employee satisfaction) and structure. A third factor, decisiveness, was negatively related to team performance. This research determined some essential skills for managing high performance teams and improving employee satisfaction. The results indicate that managers in a team environment may need to alter their roles if high performance and employee satisfaction are organizational objectives. Possibilities include building and developing the corporation's business, creating in depth relationships with customers, and establishing alliances and partnerships with other organizations. These roles will require new manager skills which have the potential to increase manager job satisfaction and augment manager value to the corporation.
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Ravn, Trina M. "Relational aggression and team cohesion among female adolescent athletic teams." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007ravnt.pdf.
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Hoch, Julia E., and Jürgen Wegge. "Shared leadership in virtual teams: the impact of Cognitive, affective and behavioural team leadership on team performance." Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2014. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-141229.
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The present investigation is concerned with shared leadership and team performance in a sample of 20 organizational virtual teams. We examine shared team leadership in terms of cognitive processes (team learning), affective processes (perceived team support), and behavioural processes (team member exchange quality). Our findings document internal validity of the shared leadership model, and high external validity in predicting team performance. Findings are discussed with regard to management of virtual teams in organizations.
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Hoch, Julia E., and Jürgen Wegge. "Shared leadership in virtual teams: the impact of Cognitive, affective and behavioural team leadership on team performance." Technische Universität Dresden, 2008. https://tud.qucosa.de/id/qucosa%3A27942.
Full textAbstract:
The present investigation is concerned with shared leadership and team performance in a sample of 20 organizational virtual teams. We examine shared team leadership in terms of cognitive processes (team learning), affective processes (perceived team support), and behavioural processes (team member exchange quality). Our findings document internal validity of the shared leadership model, and high external validity in predicting team performance. Findings are discussed with regard to management of virtual teams in organizations.
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Ronayne, Lindsay Seana. "EFFECTS OF COACHING BEHAVIORS ON TEAM DYNAMICS: HOW COACHING BEHAVIORS INFLUENCE TEAM COHESION AND COLLECTIVE EFFICACY OVER THE COURSE OF A SEASON." Oxford, Ohio : Miami University, 2004. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1091747956.
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Fink, Gerhard, Anne-Katrin Neyer, Marcus Kölling, and Sylvia Meierewert. "An integrative model of multinational team performance." Europainstitut, WU Vienna University of Economics and Business, 2004. http://epub.wu.ac.at/272/1/document.pdf.
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We provide a framework for understanding managerial implications of multinational teams. In addition to context, four major categories of variables have a determining influence on multinational team performance: universal values, norms of behavior, perceptions of others and self, and personality traits. Size of teams, kind of task, learning opportunities, power and interests change the effects of these variables. Of particular importance is the team implementation process, which can neutralize adverse effects of wrong perceptions, helps to establish team norms and, thus, contributes to success of multinational teams. (author's abstract)Series: EI Working Papers / Europainstitut
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Bao, Lili. "Deep and Diverse: Knowledge Combination of Team Members in Problem Solving Teams." Case Western Reserve University School of Graduate Studies / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=case1586812485500884.
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Horner, Melissa A. (Melissa Amy). "The Process of Sharing Team Leadership : A Study of Key Leadership Behaviors and Who Exhibits Them." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278903/.
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Using a manufacturing setting that is organized into self-managed teams, the current study identified and measured key leadership behaviors within the teams. Questions that were asked include: are some team leadership behaviors more critical to a team's level of functioning than other behaviors? and do successful self-managed teams rely on formal leadership to a lesser extent than members of less successful teams? These questions were asked in the context of leadership as a process, not an individual.
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Marrone, Jennifer Ann. "Cutting across team boundaries antecedents and implications of individual boundary spanning behavior within consulting teams /." College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/1756.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2004.Thesis research directed by: Business and Management. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Turner, Jon T. "Team-based support systems: Generating a testable support systems model and accompanying hypotheses." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9729/.
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Scant research exists to illuminates the nature of organizational efforts, or support systems, designed to provide work teams with what is needed to be successful. The sample (N = 20) consists of experienced researchers and practitioners discussing work team implementations and the ongoing support needed for sustainability. The following seventeen team-based support systems were examined: (a) rewards and recognition, (b) team goal setting, (c) performance measurement, (d) performance appraisal, (e) team placement and structure, (f) communication and information systems, (g) culture, (h) training, (i) knowledge management, (j) business strategy, (k) leadership, (l) between teams integration, (m) resource distribution, (n) physical workspace, (o) program evaluation and renewal, (p) personnel selection system, and (q) work process design. This study uses a grounded theory approach to build a support system model and provide hypotheses for future research.
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Westmoreland, Kierra M. "Improving Team Performance in Age-Diverse Teams Using Lean Simulations." Ohio University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1430755355.
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Svačinová, Hana. "Chování lidí v projektech procesních změn." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-149964.
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The aim of this work is to acquaint the reader with the theory of human resources management, process reengineering area and related expressions. The work identifies personal types or groups of persons involved in the process reengineering projects and availability of defined human resources on the Czech market. Theoretical knowledge is described on two real projects of process reengineering - in small and purely Czech company and in large multinational company. On these projects also participated teams of different HR composition and scale, which allow to show interesting differences. Two projects only are certainly not relevant for the sample of general conclusions, but they are very useful to demonstrate specific examples of theory in practice. In a reengineering process also occur some problems caused by the type of projects, by process maturity, but also by the composition of human resources involved in the project. Parts of this work are crisis plans too - proposals for solving these crisis situations. I believe that the progress of the project is also affected by the level of stress put on the human resources, which is found in the survey that is part of this work. The survey compares whether the effects of stress changes team roles of specific project participants, including the composition of the project team. The research results are the main contribution of this work. The basis of the research is the definition of the team roles by Belbin. The main part sof this work are the basic terms and current level of examination of this area, it also contains examples of real projects, research and crisis plans.
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Frick, Sarah Elizabeth. "Leaders on their Best Behavior: Leader Behaviors Resulting in Effective Virtual Teams." Scholar Commons, 2017. http://scholarcommons.usf.edu/etd/6702.
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A more globalized workforce, coupled with technological advances in electronic communication, have led organizations to turn to virtual work teams at a rapidly increasing rate (Gilson, Maynard, Young, Vartiainen, & Hakonen, 2015). Leadership has been shown to aid team performance across work domains (Morgeson, DeRue, & Karam, 2010), and there exist a host of functional leader behaviors that have been found to benefit face-to-face team performance (Burke, Stagl, Klein, Goodwin, Salas, & Halpin, 2006). Attention to leadership in this new era of work teams is necessary to identify those specific behaviors that enable effective virtual team functioning. Team performance, whether in the virtual context or face-to-face, requires attention to taskwork (i.e., what people do) as well as the required teamwork (i.e., how people work together to go about doing the tasking; Morgan Jr, Glickman, Woodard, Blaiwes, & Salas, 1986). Thus, drawing upon the Consideration and Initiating Structure classification of leader behaviors, the current study sought to determine which behaviors are most critical to virtual team effectiveness and other important outcomes, specifically within the context of a virtual team working on a decision-making task. This study determined that Consideration leader behaviors are most beneficial for virtual team performance, team member satisfaction, and team potency in a decision-making context. Further, perceived leader effectiveness was found to predict team member satisfaction and team potency. This work has important implications for both science and practice, including extending existing leadership theory to a new context (i.e., virtual teams) and influencing leader behaviors for decision-making teams across work domains.
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Olffen, Woody van van. "Team level locus of control and competitive team behavior an experimental study /." Maastricht : Maastricht : Universitaire Pers ; University Library, Maastricht University [Host], 1999. http://arno.unimaas.nl/show.cgi?fid=6963.
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Morris, Robyn Joy. "Employee work motivation and discretionary work effort." Thesis, Queensland University of Technology, 2009. https://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf.
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The focus of this thesis is discretionary work effort, that is, work effort that is voluntary, is above and beyond what is minimally required or normally expected to avoid reprimand or dismissal, and is organisationally functional. Discretionary work effort is an important construct because it is known to affect individual performance as well as organisational efficiency and effectiveness. To optimise organisational performance and ensure their long term competitiveness and sustainability, firms need to be able to induce their employees to work at or near their peak level. To work at or near their peak level, individuals must be willing to supply discretionary work effort. Thus, managers need to understand the determinants of discretionary work effort. Nonetheless, despite many years of scholarly investigation across multiple disciplines, considerable debate still exists concerning why some individuals supply only minimal work effort whilst others expend effort well above and beyond what is minimally required of them (Le. they supply discretionary work effort). Even though it is well recognised that discretionary work effort is important for promoting organisational performance and effectiveness, many authors claim that too little is being done by managers to increase the discretionary work effort of their employees. In this research, I have adopted a multi-disciplinary approach towards investigating the role of monetary and non-monetary work environment characteristics in determining discretionary work effort. My central research questions were "What non-monetary work environment characteristics do employees perceive as perks (perquisites) and irks (irksome work environment characteristics)?" and "How do perks, irks and monetary rewards relate to an employee's level of discretionary work effort?" My research took a unique approach in addressing these research questions. By bringing together the economics and organisational behaviour (OB) literatures, I identified problems with the current definition and conceptualisations of the discretionary work effort construct. I then developed and empirically tested a more concise and theoretically-based definition and conceptualisation of this construct. In doing so, I disaggregated discretionary work effort to include three facets - time, intensity and direction - and empirically assessed if different classes of work environment characteristics have a differential pattern of relationships with these facets. This analysis involved a new application of a multi-disciplinary framework of human behaviour as a tool for classifying work environment characteristics and the facets of discretionary work effort. To test my model of discretionary work effort, I used a public sector context in which there has been limited systematic empirical research into work motivation. The program of research undertaken involved three separate but interrelated studies using mixed methods. Data on perks, irks, monetary rewards and discretionary work effort were gathered from employees in 12 organisations in the local government sector in Western Australia. Non-monetary work environment characteristics that should be associated with discretionary work effort were initially identified through a review of the literature. Then, a qualitative study explored what work behaviours public sector employees perceive as discretionary and what perks and irks were associated with high and low levels of discretionary work effort. Next, a quantitative study developed measures of these perks and irks. A Q-sorttype procedure and exploratory factor analysis were used to develop the perks and irks measures. Finally, a second quantitative study tested the relationships amongst perks, irks, monetary rewards and discretionary work effort. Confirmatory factor analysis was firstly used to confirm the factor structure of the measurement models. Correlation analysis, regression analysis and effect-size correlation analysis were used to test the hypothesised relationships in the proposed model of discretionary work effort. The findings confirmed five hypothesised non-monetary work environment characteristics as common perks and two of three hypothesised non-monetary work environment characteristics as common irks. Importantly, they showed that perks, irks and monetary rewards are differentially related to the different facets of discretionary work effort. The convergent and discriminant validities of the perks and irks constructs as well as the time, intensity and direction facets of discretionary work effort were generally confirmed by the research findings. This research advances the literature in several ways: (i) it draws on the Economics and OB literatures to redefine and reconceptualise the discretionary work effort construct to provide greater definitional clarity and a more complete conceptualisation of this important construct; (ii) it builds on prior research to create a more comprehensive set of perks and irks for which measures are developed; (iii) it develops and empirically tests a new motivational model of discretionary work effort that enhances our understanding of the nature and functioning of perks and irks and advances our ability to predict discretionary work effort; and (iv) it fills a substantial gap in the literature on public sector work motivation by revealing what work behaviours public sector employees perceive as discretionary and what work environment characteristics are associated with their supply of discretionary work effort. Importantly, by disaggregating discretionary work effort this research provides greater detail on how perks, irks and monetary rewards are related to the different facets of discretionary work effort. Thus, from a theoretical perspective this research also demonstrates the conceptual meaningfulness and empirical utility of investigating the different facets of discretionary work effort separately. From a practical perspective, identifying work environment factors that are associated with discretionary work effort enhances managers' capacity to tap this valuable resource. This research indicates that to maximise the potential of their human resources, managers need to address perks, irks and monetary rewards. It suggests three different mechanisms through which managers might influence discretionary work effort and points to the importance of training for both managers and non-managers in cultivating positive interpersonal relationships.
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Wong, Daphne S. L. "Exploring the impact of team building on group cohesion of a multicultural team." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1602057.
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This research explored the topic of team building for a multicultural team and investigated the impact on group cohesion. The participants were members of a work group, each of a different nationality. Review of existing literature revealed a list of team building elements most suited for the multicultural context. A team building program incorporating those elements and customized for the participant group was designed and implemented. Pre and post survey data showed no significant difference in group cohesion, although there was a slight increase in the score for task cohesion. Qualitative interview data, however, suggested a positive impact on group cohesion, with the impact perceived to be greater on task cohesion than social cohesion. Elements of the team building program that were found to be the most impactful were: it provided an opportunity to generate a deeper awareness of others, it provided an opportunity to generate deeper self-awareness, it provided a platform for team collaboration, and it contained fun and interesting activities.
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Maley, Lejla Bilal. "Teaming at a Distance: The Work Experience on Global Virtual Teams." Antioch University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1588265024091539.
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Swanson, Steven D. "Investigating the Role of Identification in Team Sport Organizations." Diss., Temple University Libraries, 2014. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/249400.
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Tourism and SportPh.D.
The concept of identifying with an organizational entity has been widely researched in the mainstream management literature, with organizational identification now positioned as a key construct in organizational research (Edwards, 2005; Riketta, 2005). While identification has also been highly researched in the sport management literature, it has been done almost exclusively from the perspective of the consumer. This research stream has focused primarily on the construct of team identification, and the extent to which fans identify with their respective sports teams (e.g., Wann & Branscombe, 1993). However, it is of note that there has been little identification research undertaken with regard to sports employees, and no previous study has addressed the concept of sport team identification in the workplace. A general proposition of the current study is that employees working for team sport organizations may also be fans of their affiliated sports teams. More specifically, employees in this setting may simultaneously identify with both their overall employing organization and its affiliated sports team, which in turn may have implications with regard to important workplace attitudes. The purpose of the study was to establish team identification as a distinct construct from organizational identification, and assess its role for employees working in the professional team sport environment. As part of this process, a conceptual model was developed which situated these focal constructs in a multiple target framework of identification in the context of sport. A hypothesized research model was then developed which proposed both organizational and team-focused antecedents for the identification constructs, which in turn independently predicted the following attitudinal outcomes: affective commitment, job satisfaction, job involvement, work motivation, and job engagement. This dissertation employed a mixed method design and used an online survey for business operations employees in the five largest professional sports leagues in North America (N = 1,189). In addition, semi-structured interviews were conducted with ten employees who had also taken the survey. The first phase of the quantitative analysis addressed the discriminant validity of organizational and team identification, and strong support for this proposition was demonstrated through a variety of statistical assessments. The second phase addressed the relationships in the hypothesized research model by utilizing structural equation modeling. Support for all of the proposed relationships was demonstrated with two exceptions, where prestige was not found to have a significant effect on either identification construct. The findings of this study contribute to the literature by introducing the concept of a sports team as an additional target of identification in the organizational context. In addition, while sport organizations and their affiliated teams are often referred to interchangeably, the current study distinguished team identification as a distinct construct from organizational identification for employees working in professional sport. This study therefore provides empirical support for Todd and Kent's (2009) proposition that the sport industry contains areas of distinction in relation to employee psychology, where individuals in this setting have dual targets of identification which exist simultaneously and independently predict key attitudinal outcomes.
Temple University--Theses
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Roth, Anna [Verfasser], Holger [Akademischer Betreuer] [Gutachter] Patzelt, and Anne [Gutachter] Domurath. "Learning in Founding Teams: The Effect of Learning Behavior and a Team Intervention on Team Processes and Outcomes / Anna Roth ; Gutachter: Holger Patzelt, Anne Domurath ; Betreuer: Holger Patzelt." München : Universitätsbibliothek der TU München, 2016. http://d-nb.info/1116604299/34.
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Seo, Eunkyung. "Understanding team processes and outcomes: the influence of inclusive and authentic leadership on organisational citizenship behaviour and counterproductive work behaviour." Thesis, 2017. http://hdl.handle.net/1959.13/1337643.
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Research Doctorate - Doctor of Philosophy (PhD)This thesis addresses the research question of how leadership influences team processes and outcomes, through the development and testing of two conceptual models, Model One and Model Two. Both Model One and Model Two were tested using data collected from hard-copy questionnaires completed by 192 team leaders and 586 team members in a total of 192 teams in South Korea. Model One depicts the role of inclusive leadership in organisational citizenship behaviour (OCB) and counterproductive work behaviour (CWB), through the mediating effect of team cooperative goals and team conflict. The data support our model and our arguments relating to the mechanisms explaining inclusive leadership effects and its impact on OCB and CWB. Model One includes two three-path mediating effects such that inclusive leadership enhances team innovation through team dynamics (cooperative goals and conflict) and member behaviour (OCB and CWB). Model Two depicts the role of authentic leadership on OCB and CWB through value congruence and team climate. As for Model One, Model Two includes sequential mediation in which authentic leadership is argued to enhance team effectiveness through team dynamics (value congruence and team climate) and team member behaviour (OCB and CWB). Our results highlight the important roles of value congruence and team climate, and shed light on the team processes and dynamics by which authentic leaders can foster organisational citizenship behaviour and minimise the likelihood of counterproductive work behaviour, which have both been linked to the level of team effectiveness. Together, our findings from Model One and Model Two provide information for organisations, managers and team leaders regarding the impact and mechanisms of effect for inclusive and authentic leadership practice as an important contributor to team outcomes.
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Alexander, Jeremy P. "A framework for quantifying tactical team behaviour in Australian Rules Football." Thesis, 2020. https://vuir.vu.edu.au/40991/.
Full textAbstract:
The inception of tracking technologies has allowed for increased access to the positioning
data of team sport athletes. This information assists in understanding collective team
behaviour by measuring the continuous movement patterns of players. Assessing the efficacy
of collective team behaviour research requires comprehension of the contextual factors that
may influence movement behaviour, such as the match phase and field location of the ball.
Limited studies that have analysed collective team behaviour have accounted for such
contextual variables. Research on collective team behaviour in invasion sports has typically
focused on football and basketball, while investigations in Australian football (AF) remain
largely absent. Furthermore, collective team behaviour investigations to date have generally
inferred performance through the positioning of players without directly determining the
continuous influence on match play. Therefore, this thesis presents new methodologies for
measuring collective team behaviour in AF. This information was used to understand the
extent to which collective team behaviour influenced match play in a continuous manner.
The findings provide a framework to quantify tactical team behaviour in Australian Rules
football (AFL).
Global positioning systems (GPS) spatiotemporal datasets were obtained from match
simulation sessions and elite-level AFL matches. This information was aligned with match
event data to provide contextual information, such as match phase and ball location. Initial
chapters investigated the collective behaviour of AF teams using a macroscopic approach
during match simulation and a competitive match. This was undertaken using a range of
spatiotemporal metrics that summarise how certain players are positioned across a field of
play. These chapters identified teams that were able to obtain increased possession of the ball
covered greater spatial regions. Players also repositioned deeper towards their own goal
when the ball was in their defensive half and relocated higher up the field when the ball was in their forward half. Subsequent chapters used a microscopic approach to model the position
of every player to understand the spatial control of each team across a playing surface. The
central findings from these chapters were that the total number of players increased based on
where the ball was positioned and both teams obtained greater spatial control compared to
the opposition when the ball was in their defensive half. Teams were also able to arrest
spatial control when forcing a turnover in possession.
The general findings from this thesis are spatiotemporal metrics can be used to infer
tactical behaviour. A method that continuously represents how players occupy sub-areas of
play may provide coaches and sport science practitioners with a more precise account of how
tactical team behaviour influences ensuing match play. Finally, quantifying the resistive
exchange in spatial control between teams and detecting the value placed on controlling
specific regions may contribute to providing a more representative understanding of tactical
team behaviour.