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Dissertations / Theses on the topic 'Team e performance'

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Published: 11 March 2023

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1

Foo, Maw-Der 1965. "Team design and performance : a study of short-term enterpreneurial teams." Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/50526.

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Thesis (Ph.D.)--Massachusetts Institute of Technology, Sloan School of Management, 1999.<br>Includes bibliographical references (leaves 191-202).<br>In this dissertation, I study the factors that influence the performance of short-term teams engaged in an entrepreneurial activity. This is an important area to study because team-started businesses account for a disproportionately greater number of high-growth firms (Kamm, Shuman and Seeger, 1990). Unfortunately, there has been limited research on team started businesses. The entrepreneurial teams that I study are participants in the MIT $50K Bu
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2

Willbanks, Kristi D. "Relationship of Team Training Components to Perceptions of Team Performance." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4376/.

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The purpose of this research study was to identify the specific components of team training that contribute most to a team's ability to perform effectively. The analysis conducted involved examining the relationship between the Training Support System Survey (Hall, 1998) along with the Training Strategies and Training Content sub-scales, and the overall measure of team performance from Beyerlein's (1996) Perceptions of Team Performance survey. Results were mostly inconclusive, due to limitations of the research. However, a few interesting findings were found related to team training for differ
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3

Senior, Barbara. "Assessing team performance." Thesis, University of East London, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.532503.

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This thesis presents two studies of alternative methodologies for assessing team performance, specifically in the context of teams for which there are no objective performance criteria. The first study derived its methodology from personal construct theory to explore the viability of using repertory grid technique, firstly to generate team performance constructs and then to use these to assess team performance. The team performance constructs that emerged from the first study were used to give construct validity to the second study that consisted of the development of a questionnaire (the Team
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4

Kennedy, Frances Anne. "Team performance: Using financial measures to evaluate the effect of support systems on team performance." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3133/.

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Organizations invest in team-based systems in order to generate innovative practices that will give them a competitive edge. High-performing teams require training and other support systems to gain the skills they need as well as to create and maintain an environment conducive to their success. The challenge for managers is to make resource allocation decisions among investment alternatives to maximize team effectiveness and still ensure a financial return for company investors. This study has three objectives. The first objective is to investigate whether there is a positive relationship amon
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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 te
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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
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7

Payton, Gaea Megan. "Team Coordination as a Mediator of Stress Appraisals and Team Performance." Wright State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=wright1271197412.

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8

Leiva, Neuenschwander Pedro Ignacio. "The influence of team mental models and team planning on team performance." [College Station, Tex. : Texas A&M University, 2006. http://hdl.handle.net/1969.1/ETD-TAMU-1853.

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9

Hilton, Bradley C. "Impacts of the leader team exercise on team performance." Diss., Kansas State University, 2014. http://hdl.handle.net/2097/18630.

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Doctor of Education<br>Department of Educational Leadership<br>Sarah J. Fishback<br>In today’s interconnected world, teams must form quickly, learn and adapt to overcome challenges regardless of the environment. For example, complexity in responding to natural disasters or man-made political, economic and security crises often requires the ability to learn collaboratively to minimize human suffering and protect property. When teams find success, the operation succeeds beyond what a single organization can provide, but when teams fail they can make a bad situation worse. Leveraging an approa
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10

Woodford, Taylor Lynn. "TEAM CHARTERS AND PERFORMANCE. THE IMPACT OF EARLY PLANNING MECHANISMS ON TEAM PROCESSES AND PERFORMANCE." Ohio University Honors Tutorial College / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1555944534471593.

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11

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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12

Bullard, Alva. "Examining Shared Understanding and Team Performance in Global Virtual Teams." Diss., NSUWorks, 2019. https://nsuworks.nova.edu/gscis_etd/1089.

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Modern organizations face many significant challenges because of turbulent environments and a competitive global economy. These competitive demands have forced many organizations to increase levels of flexibility and adaptability through the use of virtual environments, and global teams are prevalent in business organizations. Although significant research has been conducted on virtual teams, the development of shared understanding among the members of these teams has not been studied adequately. Time/space barriers, communication complexities, and team diversity hinder the development of shar
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13

Bell, Suzanne Tamara. "Setting the stage for effective teams: a meta-analysis of team design variables and team effectiveness." Diss., Texas A&M University, 2004. http://hdl.handle.net/1969.1/1110.

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Teams are pervasive in organizations and provide an important contribution to organizational productivity. Since Hackman's (1987) seminal work, the team research focus has shifted from describing teams to outlining how researchers might use points of leverage, such as team design, to increase team effectiveness. There has been a wealth of research on team design variables that relate to team effectiveness. However, more than 15 years later, the team design literature remains fragmented and is inconsistent, and conclusions regarding optimal team design are difficult to make. The present study s
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14

Elkins, Amanda N. "Physiological compliance during team performance." Connect to this title online, 2007. http://etd.lib.clemson.edu/documents/1202410308/.

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15

Michael, Gary E. "Team Building and Performance Improvement." Digital Commons @ East Tennessee State University, 2009. https://dc.etsu.edu/etsu-works/6430.

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16

Herbert, Martin. "Performance and the virtual team." Thesis, Loughborough University, 2000. https://dspace.lboro.ac.uk/2134/11185.

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The need to improve our understanding of the influence of team member proximity on team performance has been driven by the rise in dominance of the project team as an organisational design choice. This can be seen as reflecting the wider socio-economic changes that are taking place across me world relating to the manner in which business to business transactions and relationships are developed and conducted. The changes taking place can be seen occurring against four themes of pace, competition, the formation of strategic alliances, and restructuring of organisations. Clients, who consider the
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17

Yapici, Selim. "The relationship between intra-team wage disparity and team performance." Thesis, Växjö University, School of Management and Economics, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2565.

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<p>As far as wage disparity and its social, political and economic consequences are concerned, one can easily see that it is a popular topic on which many studies and research have been conducted. The recent financial turmoil drew the people`s attention on the issue of wage disparity, and the people started to discuss this issue on the equity and fairness grounds, but the only thing that economists can do is to examine the economic consequences of the wide wage disparities. It is much easier to conduct a study on the issue of wage disparity by using the data on the professional sport teams due
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18

Wheaton, Heather Frederick. "The Relationship between Team Captains' Leadership Styles and Team Performance." Thesis, University of Phoenix, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3583300.

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<p> The purpose of this quantitative correlational study was to test the full-range leadership theory and measure the relationship, if any, between team captains&rsquo; leadership styles and team outcome (by winning percentage). Analyzing the relationship between team captains&rsquo; leadership styles and performance would add knowledge to the existing research on leadership development in the area of sport. A review of literature yielded few studies of athlete leadership and performance compared to coach leadership. Discovering potential relationships between athlete leadership and performanc
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19

Waker, Lionel. "Enhancing information systems project team performance : team member selection strategies." Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/8760.

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Bibliography: leaves 104-109.<br>It is widely acknowledged that the information Systems (IS) industry suffers from a high failure rate with regards to IS development projects. Much of the effort to improve IS project performance has been focussed on technological issues. However, there is an increasing body of evidence that suggests that the nature of the problems facing the teams that are assigned to these projects is more sociological than technological. As the adoption and utilisation of teams becomes more prolific in the IS industry, it is becoming increasingly important to develop team co
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20

Mawritz, Kenneth. "An Examination of Intra-Team Rivalry Effects on Individual/Team Performance, and Team Member Deviance." Diss., Temple University Libraries, 2019. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/589444.

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Business Administration/Interdisciplinary<br>D.B.A.<br>Most studies on rivalry analyze the phenomenon where participants are on opposing sides in business organizations or sports teams (i.e., inter-team rivalry). Currently, the rivalry literature is expanding to examine the effects of rivalry among team members if a manager or coach creates an environment marked by intra-team rivalry. Study 1 examined team member behaviors and individual and team performance within teams (i.e., intra-team rivalry) by having 311 collegiate students recall their experiences participating on a high school athleti
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21

Philo, Joel Richard. "An examination of team reactions to negative performance feedback and their relationship to team performance." Texas A&M University, 2004. http://hdl.handle.net/1969.1/1555.

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Despite the abundant research regarding individual-level feedback, few studies examine team feedback, particularly the relationship between team feedback reactions and organizational performance. Through a field study and a lab study, this paper examines two reactions to team feedback, specifically blaming and strategizing, and their relationship to team performance. Study 1 showed that both blaming and strategizing occur in about 1/3 of team feedback meetings in an international sample of teams. Blaming was found to negatively correlate with productivity improvement (r = -.59), whereas strate
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22

Lerner, Vyacheslav Semenovich. "Cultural Backgrounds Influencing Virtual Team Performance." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1410.

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Virtual teams improve organizational performance and competitiveness because they reduce business travel and allow team members to work from anywhere, anytime, using the Internet to complete projects. Although researchers have identified benefits of using virtual teams, knowledge about how cultural backgrounds influence virtual team performance is limited. Illuminating this relationship may help leadership improve team performance. The purpose of this phenomenological study was to explore the lived experiences of team members with different cultural backgrounds to understand their effect on te
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23

Dils, Marta Dolli. "Analysis of Performance Measurement Systems and their Application Spectrum in Teamwork." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-191515.

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This Master Thesis aims to provide an overview of performance measurement systems both business and team related and to analyse their application spectrum. Based on the theoretical analysis, a new framework was created, including all relevant factors to analyse team performance. Thus the research questions of whether performance is measurable and what factors influence performance were investigated. The team performance framework (TPF) and the results from its application are presented in the practical part. The TPF includes different factors influencing team performance, such as input factors
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24

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.

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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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26

Waltemyer, David Scott. "The effects of team diversity on a team process and team performance in the National Hockey League." [College Station, Tex. : Texas A&M University, 2006. http://hdl.handle.net/1969.1/ETD-TAMU-1139.

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27

Fogel, Annelie. "Team Performance : exploring team situation awareness, mental models, and team processes in breathing apparatus rescues." Thesis, Linköping University, Department of Computer and Information Science, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2643.

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<p>The current study aimed at investigating the concepts of team situation awareness, mental models, and team processes in relation to performance in the complex, dynamic environment of breathing apparatus rescues. Data was collected during exercises at Ågesta training center through questionnaires and after action reviews. 28 firemen and 5 instructors participated in the exercises. Also, a stimulated recall interview was conducted with 2 of the firemen that had participated in one of the exercises. The different data collection methods all indicated that well-developed mental models or a high
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28

Hannen, Timothy W. "The effect of personality style and team organization on team performance." Thesis, Monterey, Calif. : Naval Postgraduate School, 2007. http://bosun.nps.edu/uhtbin/hyperion-image.exe/07Dec%5FHannen.pdf.

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Thesis (M.S. in Human Systems Integration)--Naval Postgraduate School, December 2007.<br>Thesis Advisor(s): Shattuck, Lawrence G. "December 2007." Description based on title screen as viewed on January 18, 2008. Includes bibliographical references (p. 59-62). Also available in print.
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Beersma, Bianca. "Small group negotiation and team performance." [S.l. : Amsterdam : Kurt Lewin Instituut] ; Universiteit van Amsterdam [Host], 2002. http://dare.uva.nl/document/86168.

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30

Undre, Shabnam. "Team performance in the operating theatre." Thesis, Imperial College London, 2007. http://hdl.handle.net/10044/1/11941.

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31

Abdullah, Maznah. "The impact of team design on team innovations for organisational performance: the case of parallel teams in Malaysia." Thesis, Curtin University, 2014. http://hdl.handle.net/20.500.11937/2543.

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Organisational theories emphasised that team design factors do not influence team innovation directly. Therefore, with parallel-team as a research context, this research investigated how the team design influences team innovation through innovation-climates and reflexivity. The contributions of innovations by the parallel-teams to operational and organisational performances were also examined. The findings of this research are practically useful to the managers and leaders in formulating a design of their parallel-teams for a higher innovation level.
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32

Uhl, Elizabeth. ""Work Hard and Be Kind”: How a Sports Team’s Shared Values Promote Social Movement Engagement." Thesis, Boston College, 2021. http://hdl.handle.net/2345/bc-ir:109149.

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Thesis advisor: Lyndon Garrett<br>Coinciding with the upsurgence of the Black Lives Matter Movement in the Summer of 2020, collegiate and professional sports teams have exhibited increased involvement in social issues. Existing research primarily analyzes the platform and visibility that athletes have to promote social agendas, but there is a gap in knowledge regarding how a sports team forms a collective identity around a social movement. This study seeks to fill this gap in research by utilizing qualitative surveying and interviewing to examine how Boston College athletes engage in the Black
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33

Duruk, Mert, and Ekin Topcu. "The Hidden Ingredients of Team Performance : A conceptual model for emotional intelligence, self-leadership and team performance." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84464.

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Due to globalization and increasing complexity within the business environment, teams have become a way of life for many organizations in order to generate higher performance and sustain competitive advantage. Organizations, however, may fail to fully benefit from teams despite all the investment and efforts that they make. Herein, we believe that a possible way to cope with these failures might be establishing an understanding that individuals’, particularly team members’ need for autonomy within teams through accomplishing self-discipline and managing their emotions and behaviors. Therefore,
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Monteiro, Maria Teresa Bessa. "What makes a good team?" Master's thesis, NSBE - UNL, 2010. http://hdl.handle.net/10362/10301.

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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics<br>Created in organizations to solve problems, provide services or create products, teams are seen as mechanisms that enable organizations to efficiently respond to customers demands. When studying team work one observes that at the same time that members are working to a common purpose and objective, each member fosters the achievement of these through their individual contributions. However, just as too much individuality creates problems
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Miles, Jeffrey Allen. "The effects of team creation procedures on team members' satisfaction and performance." The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1279820943.

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36

Potter, Gareth Wyn. "Modelling winning performance in invasive team games." Thesis, Cardiff University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262768.

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37

Rojas-Villafane, Jose A. "An Agent-based Model of Team Coordination and Performance." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/250.

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This research is based on the premises that teams can be designed to optimize its performance, and appropriate team coordination is a significant factor to team outcome performance. Contingency theory argues that the effectiveness of a team depends on the right fit of the team design factors to the particular job at hand. Therefore, organizations need computational tools capable of predict the performance of different configurations of teams. This research created an agent-based model of teams called the Team Coordination Model (TCM). The TCM estimates the coordination load and performance of
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38

Moshier, Scott Jeffrey. "Collective Leadership as a Mediator of the Relationship between Team Trust and Team Performance." Thesis, Virginia Tech, 2011. http://hdl.handle.net/10919/46211.

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The present study investigated the relationship between collective leadership, team trust, and team performance longitudinally and with the inclusion of a performance feedback loop. Collective leadership was hypothesized to mediate the relationship between team trust and team performance; however, this hypothesis was not supported. Additional analyses support the conceptualization of collective leadership as an emergent state because collective leadership density increased significantly across two time-points. Further hypothesis testing revealed performance feedback to influence subsequent
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39

Verlicchi, Giacomo. "Team Performance – un'analisi sperimentale per valutare l'impatto della comunicazione e della percezione sui risultati." Master's thesis, Alma Mater Studiorum - Università di Bologna, 2019.

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Le organizzazioni di oggi, sempre più globali, complesse e interconnesse, si basano maggiormente sui team per raggiungere i propri obiettivi. Più persone raggiungono performance a cui un singolo difficilmente arriverebbe. Le performance di team sono oggi un argomento di largo interesse, per il fatto che si vogliono comprendere quali siano i fattori che maggiormente le influenzano. La comunicazione e le percezioni, caratteri propri degli esseri umani, possono influenzare le interazioni e di conseguenza i risultati. Questa ricerca sperimentale aveva l'obiettivo di valutare quantitativamente l
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Heng, Siok Sim Agatha. "The relationship between team characteristics with team performance in Malaysian teams." 2006. http://hdl.handle.net/2100/522.

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University of Technology, Sydney.Faculty of Business.<br>Organisations depend on teams to implement its strategies and enables organisations to be flexible and responsive in the competitive global environment. Teams contribute to the organisation while at the same time providing opportunities to team members to develop relationships within team. Teams are viewed as a major source of ‘environmental forces’ that help shape team members (McGrath and Kravitz, 1982). Previous research by Taggard and Brown (2001) shows that there is a statistically significant relationship between team members’ beha
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Pas, Marloes. "Team learning linking paradoxical team leadership and team performance: a moderated mediation study." Master's thesis, 2019. http://hdl.handle.net/10362/67988.

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Teamwork, and in turn, team leadership, are gaining popularity in today’s dynamic and complex economy. Therefore, the influence of team leadership has been subject to ample research. In addition to team leadership, team learning and team psychological safety are two key terms commonly analysed in team performance studies. Using a moderated mediation model, this thesis analyses the effect of paradoxical team leadership and its influence on team performance through exploitative and exploratory team learning. Also, the moderation effect of psychological safety on the relationship between paradoxi
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42

Chen, Pei-Chun, and 陳姵君. "A Theoretical Framework About Team: Team Performance." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/k436kv.

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碩士<br>淡江大學<br>國際企業學系碩士班<br>107<br>Although “Team” has been widely studied in previous research for years, how its performance works is relatively understudied. To complement the research, this study develops a theoretical framework of team performance based on team theory for the purpose of understanding through what elements are likely to influence team performance. Specifically, in the proposed framework, team performance is indirectly influenced by collective efficacy, dysfunctional behaviour, team politics, team emotional regulation, and team identification. Finally, the relevant propositi
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"Harnessing Teamwork in Networks: Prediction, Optimization, and Explanation." Doctoral diss., 2018. http://hdl.handle.net/2286/R.I.51637.

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abstract: Teams are increasingly indispensable to achievements in any organizations. Despite the organizations' substantial dependency on teams, fundamental knowledge about the conduct of team-enabled operations is lacking, especially at the {\it social, cognitive} and {\it information} level in relation to team performance and network dynamics. The goal of this dissertation is to create new instruments to {\it predict}, {\it optimize} and {\it explain} teams' performance in the context of composite networks (i.e., social-cognitive-information networks). Understanding the dynamic mechanisms t
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44

Palacios, Vanessa Michelle. "Managing performance barriers in virtual teams." Thesis, 2010. http://hdl.handle.net/2152/ETD-UT-2010-12-2089.

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Technological developments and the modern economy have changed the way teams operate. Most professionals today are mobile and equipped with everything they need to work from anywhere at any time, including blackberries, laptop computers, email, video conferencing and other personal productivity devices. Doing work this way, allows for a wide range of benefits such as flexibility, diversity and an increase in productivity. However, these virtual teams require specific conditions to help them reach their full potential. This paper will identify the four major characteristics of virtual teams
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Jolly, Richard Paul. "Virtual project team performance." Thesis, 2011. http://hdl.handle.net/2152/ETD-UT-2011-12-4551.

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The use of Virtual Teams has become substantially more common place as the “global economy” has grown. Technology has enabled teams to collaborate across time and space, but can these teams perform as well or better than their co-located peers? The answer to this question is critical for companies considering offshoring or near shoring specific job functions. This question is also important for companies that require specialized resources that are unavailable in the local market place. The cost of relocating and centralizing specialized resources can be high and can be altogether avoided i
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46

Lin, Shih-Ying, and 林詩穎. "The impact of team diversity and team conflict on team performance." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/44437503533724069825.

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碩士<br>國立中央大學<br>資訊管理研究所<br>93<br>In the past decade, team diversity has become one of the foremost topics of interest to managers and management scholars, and some studies have linked diversity to favorable performance and some shown that team diversity diminishes team performance. In order to fully capture the complex relationship between team diversity and performance, we separate team diversity into two parts－job related and non-job related, and examine the intervening role of conflict between team diversity and performance. Besides, we also examined if group longevity and trust moderate th
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47

Mei-ChenWu and 吳美珍. "Team Personality and Performance: Mediating by Team Cohesion." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/65086862569113626269.

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碩士<br>國立成功大學<br>高階管理碩士在職專班(EMBA)<br>103<br>This research aimed at a medical center nurse practitioner of Southern for the study, hope to understand the relevance of nurse practitioner team personality and team performance, team cohesion and to further explore this relationship intermediary affected. We do the survey with structured questionnaires. The study used data analysis tools as SPSS 12.0 statistical methods used include descriptive statistics, reliability and validity analysis, correlation analysis and regression analysis. The results of this study show that personality traits (neurotic
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Chen, Ching-Wei, and 陳勁瑋. "Team Implicit Coordination, Team Work Engagement and Team Performance: Team-Member Exchange as Team Implicit Coordination Antecedent." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/ktqu47.

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碩士<br>國立東華大學<br>企業管理學系<br>105<br>This study mainly investigated whether team-member exchange is an antecedent variable for team implicit coordination and whether team implicit coordination and team work engagement play a mediating role in the relationship between team-member exchange and team performance. For this purpose, a survey was conducted and eventually 160 pieces of team data were collected (including 638 employees). Analysis using structural equation modeling (SEM) showed positive correlations between team-member exchange and team implicit coordination, between team implicit coordinat
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Smittick, Amber Leola. "The “I” in Team: Coach Incivility, Coach Sex, and Team Performance in Female Basketball Teams." Thesis, 2012. http://hdl.handle.net/1969.1/ETD-TAMU-2012-08-11781.

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With the continuing influx of teams in the workplace it is important to understand how incivility affects team success. The purpose of this study was to address this topic by investigating the effects of leader incivility towards team members on team outcomes. The team emergent states of team satisfaction, team cohesion, and team commitment were tested as mediators between team leader incivility and team performance. Additionally, leader sex was examined as a moderator to the incivility emergent states relationship. The current study used a sample of female college basketball teams to test th
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50

Wang, Hsiao-ju, and 王曉如. "The Relationships among Team Coaching, Team Performance Process, Team Effectiveness, Team Design and Organizational Constraints." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/49301407391258749008.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>102<br>The purpose of this study was to examine the theory of team coaching which is the mediating effect of team performance process on the relationship between team coaching and team effectiveness, moderated by team design and organizational constraints (Hackman &; Wageman, 2005). 110 valid project team samples were taken from ITRI. Regression analysis results showed that (1) team coaching significantly positively influenced team performance process and its three sub-processes (effort, strategy, and knowledge and skill), (2) team performance process and its three
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