团队有效性：协作行为与作业特征作用机制研究

Organizations are increasingly turning to team-based structures to contend with the pressure of the increasing global competition, consolidation, innovation and need for diverse skills, expertise, and experiences. This ongoing transformation in the basic organization of work has captured the attention of researcher. And group and team research has become increasingly centered in the fields of organizational psychology and organizational behavior since the 1990s. A great deal empirical studies were conducted; a number of variables contributing to team effectiveness and several IPO models were summarized. But teamwork behaviors, the dynamic and adaptive interactions among team members during the task completion, were still very vague. So were the team task characteristics, an important input variable of the IPO models. The effects of team task characteristics and teamwork behaviors on team effectiveness were explored according to IPO model on the basis of the reviews on previous studies, the Hierarchical Conceptual Structure of Teamwork Behaviors (Rousseau et al.,2006), and the task characteristic theory(Hackman & Oldman, 1975). The questionnaire data from 479 team members and 110 team managers of 22 organizations were analyzed. The results indicate: A. Teamwork behaviors consist of 13 behavioral dimensions: team mission analysis, goal specification, planning, coordination, cooperation, information exchange, performance monitoring, backing-up behaviors, intra-team coaching, collaborative problem solving, team practice innovation, psychological support and integrative conflict management. The hierarchical conceptual structure was partly supported with five variable identified, i.e., preparation of work accomplishment, task-related collaborative behaviors, work assessment behaviors, team adjustment behaviors and the management of team maintenance. The formal four variables are in a sequential way. B. The task characteristic theory at individual level is applicable to the team level. This means that the team task characteristics consist of task variety, identity, significance, feedback, autonomy, interdependence. C. The correlations among task characteristics, teamwork behaviors and outcomes support the IPO model. The regulation of team performance mediated the effects of task meaningfulness and interdependence on team outcomes, with the direct effects of task meaningfulness on the preparation behaviors and the direct effects of interdependence on the task-related collaborative behaviors. The management of team maintenance mediated the effects of autonomy on team cohesion and satisfaction. The regulation of team performance has a direct effect on the team performance and the management of team maintenance. And the management of team maintenance has a direct effect on the team attitude and the regulation of team performance.

Tense, Aspect and the Cognitive Representation of Time

This paper explores the relationships between a computation theory of temporal representation (as developed by James Allen) and a formal linguistic theory of tense (as developed by Norbert Hornstein) and aspect. It aims to provide explicit answers to four fundamental questions: (1) what is the computational justification for the primitive of a linguistic theory; (2) what is the computational explanation of the formal grammatical constraints; (3) what are the processing constraints imposed on the learnability and markedness of these theoretical constructs; and (4) what are the constraints that a linguistic theory imposes on representations. We show that one can effectively exploit the interface between the language faculty and the cognitive faculties by using linguistic constraints to determine restrictions on the cognitive representation and vice versa. Three main results are obtained: (1) We derive an explanation of an observed grammatical constraint on tense?? Linear Order Constraint??m the information monotonicity property of the constraint propagation algorithm of Allen's temporal system: (2) We formulate a principle of markedness for the basic tense structures based on the computational efficiency of the temporal representations; and (3) We show Allen's interval-based temporal system is not arbitrary, but it can be used to explain independently motivated linguistic constraints on tense and aspect interpretations. We also claim that the methodology of research developed in this study??oss-level" investigation of independently motivated formal grammatical theory and computational models??a powerful paradigm with which to attack representational problems in basic cognitive domains, e.g., space, time, causality, etc.

Study protocol: the Adherence and Intensification of Medications (AIM) study--a cluster randomized controlled effectiveness study.

BACKGROUND: Many patients with diabetes have poor blood pressure (BP) control. Pharmacological therapy is the cornerstone of effective BP treatment, yet there are high rates both of poor medication adherence and failure to intensify medications. Successful medication management requires an effective partnership between providers who initiate and increase doses of effective medications and patients who adhere to the regimen. METHODS: In this cluster-randomized controlled effectiveness study, primary care teams within sites were randomized to a program led by a clinical pharmacist trained in motivational interviewing-based behavioral counseling approaches and authorized to make BP medication changes or to usual care. This study involved the collection of data during a 14-month intervention period in three Department of Veterans Affairs facilities and two Kaiser Permanente Northern California facilities. The clinical pharmacist was supported by clinical information systems that enabled proactive identification of, and outreach to, eligible patients identified on the basis of poor BP control and either medication refill gaps or lack of recent medication intensification. The primary outcome is the relative change in systolic blood pressure (SBP) measurements over time. Secondary outcomes are changes in Hemoglobin A1c, low-density lipoprotein cholesterol (LDL), medication adherence determined from pharmacy refill data, and medication intensification rates. DISCUSSION: Integration of the three intervention elements--proactive identification, adherence counseling and medication intensification--is essential to achieve optimal levels of control for high-risk patients. Testing the effectiveness of this intervention at the team level allows us to study the program as it would typically be implemented within a clinic setting, including how it integrates with other elements of care. TRIAL REGISTRATION: The ClinicalTrials.gov registration number is NCT00495794.

Études de cas sur l’impact de l’intégration du programme d’Agrément Canada sur le changement et l’apprentissage organisationnel : la Health Authority of Anguilla et la Ca’ Foncella Ospetale di Treviso

Cette recherche évalue si l’intégration du programme d’agrément MIRE (Mesures implantées pour le renouveau de l’évaluation) d’Agrément Canada, anciennement Conseil canadien d’agrément des services de santé, engendre du changement et de l’apprentissage organisationnel. Elle étudie le cas de deux organismes de santé, la Health Authority of Anguilla (HAA) et la Ca’ Foncella Opetale de Treviso (CFOT). La recherche comporte trois niveaux d’analyse pour lesquels des données qualitatives et quantitatives ont été recueillies : 1) les membres des équipes d’agrément; 2) les équipes d’agrément; 3) l’organisme dans son ensemble. Des questionnaires individuels administrés aux membres des équipes, des entretiens semi-structurés avec les chefs des équipes et les coordonnateurs de la qualité, une revue de documentation et plusieurs mesures périodiques du niveau de compliance aux normes MIRE ont été les techniques de collecte de données utilisées. Les résultats indiquent que les organismes ont opéré des transformations : 1) stratégiques; 2) de l’organisation; 3) des relations avec son environnement. Ils ont amélioré leurs systèmes et leurs pratiques de gestion de même que leurs communications internes et externes. Il y a eu aussi des apprentissages utiles par les individus, les équipes et les organismes. Les apprentissages individuels concernaient les programmes qualité, l’approche centrée sur la clientèle, la gestion des risques, l’éthique professionnelle, la gestion participative et l’évaluation des services. Les étapes « autoévaluation » et « apporter des améliorations et donner suite aux recommandations » du cycle d’agrément ont contribué le plus au changement et à l’apprentissage organisationnel. Les équipes interdisciplinaires d’agrément ont été le véhicule privilégié pour réaliser ces changements et ces apprentissages. La HAA et la CFOT ont amélioré progressivement leur niveau de compliance aux normes dans toutes les dimensions de la qualité, au niveau des équipes d’agrément et pour l’ensemble de l’organisation. Néanmoins, l’amélioration du niveau global de compliance était en deçà de la limite minimum des exigences du programme pour l’obtention d’un statut d’agrément sans restrictions importantes. L’envergure des changements et des apprentissages réalisés soulève la question de la capacité des organismes d’institutionnaliser ces nouvelles connaissances. La CFOT pourrait y arriver étant donné les ressources et les compétences à sa disposition.

Percepción de los trabajadores acerca del sistema de seguridad y salud en el trabajo en un hospital de III nivel, Bogotá-Colombia. 2014.

Objetivo: Evaluar la percepción que tienen los trabajadores acerca del sistema de seguridad y salud en el trabajo en la población asistencial y administrativa en un Hospital de III nivel de atención., Bogotá-Colombia. Materiales y métodos: Estudio de corte transversal en población de trabajadores asistenciales y administrativos. Se aplicó el “Cuestionario Nórdico Sobre Seguridad en el Trabajo NOSACQ 50 Spanish” validado. La muestra fue probabilística estratificada aleatoria, en 308 trabajadores (230 asistenciales y 78 administrativos). Resultados: El promedio de edad fue 39.5± 12 años, con mayor frecuencia de género femenino (74.68%), estado civil soltero (38.96%) y nivel educativo técnico (34.40%). La percepción que tienen los trabajadores acerca del sistema de seguridad y salud en el trabajo fue independiente de su tipo de actividad laboral administrativa y asistencial (p>0.05), la mayor percepción en ambos grupos fue la confianza de los trabajadores en la eficacia del sistema de seguridad (2.71 y 2.77), y las de menor percepción presentaron el empoderamiento de seguridad de gestión (2.35 y 2.46) y la seguridad como prioridad de los empleados y rechazo del riesgo (2.35 y 2.40). Conclusiones: Los trabajadores del Hospital tienen un nivel adecuado de buena percepción acerca de los aspectos de seguridad y salud en el trabajo donde se evidenció que la fortaleza es la confianza de los trabajadores en la eficacia del sistema y la debilidad del sistema se encuentra en la falta de empoderamiento y rechazo al riesgo.

A netball specific fitness test.

Performance analysis has been used for many applications including providing feedback to coaches and players, media applications, scoring of sports performance and scientific research into sports performance. The current study has used performance analysis to generate knowledge relating to the demands of netball competition which has been used in the development of a Netball Specific Fitness Test (NSFT). A modified version of the Bloomfield movement classification was used to provide a detailed analysis of player movement during netball competition. This was considered during a needs analysis when proposing the structure of the NSFT. A series of pilot versions were tested during an evolutionary prototyping process that resulted in the final version of the NSFT, which was found to be representative of movement in netball competition and it distinguished between recreational club players and players of university first team level or above. The test is incremental and involves forward, backward and sideways movement, jumping, lunging, turning and choice reaction.

Reasons for the persistence of adverse events in the era of safer surgery - a qualitative approach

OBJECTIVE We sought to evaluate potential reasons given by board-certified doctors for the persistence of adverse events despite efforts to improve patient safety in Switzerland. SUMMARY BACKGROUND DATA In recent years, substantial efforts have been made to improve patient safety by introducing surgical safety checklists to standardise surgeries and team procedures. Still, a high number of adverse events remain. METHODS Clinic directors in operative medicine in Switzerland were asked to answer two questions concerning the reasons for persistence of adverse events, and the advantages and disadvantages of introducing and implementing surgical safety checklists. Of 799 clinic directors, the arguments of 237 (29.7%) were content-analysed using Mayring's content analysis method, resulting in 12 different categories. RESULTS Potential reasons for the persistence of adverse events were mainly seen as being related to the "individual" (126/237, 53.2%), but directors of high-volume clinics identified factors related to the "group and interactions" significantly more often as a reason (60.2% vs 40.2%; p = 0.003). Surgical safety checklists were thought to have positive effects on the "organisational level" (47/237, 19.8%), the "team level" (37/237, 15.6%) and the "patient level" (40/237, 16.9%), with a "lack of willingness to implement checklists" as the main disadvantage (34/237, 14.3%). CONCLUSION This qualitative study revealed the individual as the main player in the persistence of adverse events. Working conditions should be optimised to minimise interface problems in the case of cross-covering of patients, to assure support for students, residents and interns, and to reduce strain. Checklists are helpful on an "organisational level" (e.g., financial benefits, quality assurance) and to clarify responsibilities.

Estudio del rendimiento bajo presión en los tiros libres en baloncesto, y su influencia sobre el porcentaje de acierto durante el último minuto de juego

El minuto final de un partido ajustado de baloncesto es un momento crítico que está sujeto a multitud de factores que influyen en su desarrollo. Así, el porcentaje de acierto en los tiros libres durante ese periodo de tiempo va a determinar, en muchas ocasiones, el resultado final del partido. La disminución de rendimiento (drop) en esta faceta de juego en condiciones de presión, puede estar relacionada con múltiples variables propias del contexto deportivo estudiado, como por ejemplo: los segundos restantes de posesión, la situación en el marcador (ir ganando, empatando o perdiendo), la localización del partido (jugar en casa o fuera), la fase de competición (fase regular o eliminatorias) o el nivel del equipo (mejores/peores equipos). Además, las características del jugador que realiza los lanzamientos tienen una gran importancia respecto a su edad y años de experiencia para afrontar los momentos críticos, así como el puesto de juego que ocupa en el equipo. En este sentido, la combinación de factores del contexto y del jugador, permiten interactuar en el rendimiento del lanzador en los momentos finales de partido durante sus lanzamientos de tiro libre. El presente trabajo de tesis doctoral tiene como objetivo encontrar aquellas variables más relacionadas con la disminución de rendimiento del jugador en los tiros libres durante el último minuto de juego, y la última serie de tiros libres en los partidos ajustados de baloncesto. Para alcanzar el objetivo del estudio se analizaron 124 partidos ajustados (diferencias iguales o inferiores a 2 puntos) de todas las competiciones (fase regular, playoff y copa del Rey) de la liga ACB durante las temporadas 2011-2012 a 2014-2015. Para el registro de variables se analizó el porcentaje de acierto en los tiros libres del lanzador en la liga regular, partido completo, último minuto y última serie. De este modo se trató de analizar qué variables del contexto y del jugador permitían explicar el rendimiento en los tiros libres durante el último minuto, y la última serie de tiros libres del partido. Por otro lado, se trató de conocer el grado de asociación entre el descenso del rendimiento (drop) en los momentos finales de partido, y las variables estudiadas del jugador: puesto de juego, edad, y años de experiencia profesional; mientras que las variables situacionales consideradas fueron: fase de competición, localización, clasificación, tiempo restante, y diferencia parcial en el marcador. Para el análisis de los datos se realizaron dos modelos estadísticos: 1º) un modelo de regresión lineal múltiple para conocer el efecto de las variables independientes en el porcentaje de aciertos del lanzador en el último minuto, y en la última serie de tiros libres del partido; y 2º) un análisis de regresión logística binomial para analizar la relación existente entre la probabilidad de tener un drop (disminución del rendimiento) y las características del lanzador, y las variables situacionales. Los resultados del modelo de regresión lineal múltiple mostraron efectos negativos significativos en el porcentaje de acierto en los tiros libres durante el último minuto, cuando los lanzadores son los pívots (-19,45%). Por otro lado, los resultados durante la última serie mostraron el efecto negativo significativo sobre la posición de pívot (- 19,30%) y la diferencia parcial en el marcador (-3,33%, para cada punto de diferencia en el marcador) en el porcentaje de acierto en los tiros libres. Las variables independientes edad, experiencia profesional, clasificación en la liga regular, fase de competición, localización, y tiempo restante, no revelaron efectos significativos en los modelos de regresión lineal. Los resultados de la regresión logística binomial revelaron que las variables experiencia profesional entre 13 y 18 años (OR = 4,63), jugar de alero (OR = 23,01), y jugar de base (OR = 10,68) están relacionadas con una baja probabilidad de disminuir el rendimiento durante el último minuto del partido; mientras que ir ganando, aumenta esta probabilidad (OR = 0,06). Además, los resultados de la última serie mostraron una menor disminución del rendimiento del jugador cuando tiene entre 13 y 18 años de experiencia (OR = 4,28), y juega de alero (OR = 8,06) o base (OR = 6,34). Por el contrario, las variables situacionales relacionadas con esa disminución del rendimiento del jugador son las fases eliminatorias (OR = 0,22) e ir ganando (OR = 0,04). Los resultados principales del estudio mostraron que existe una disminución del rendimiento del jugador en su porcentaje de acierto en los tiros libres durante el último minuto y en la última serie de lanzamientos del partido, y que está relacionada significativamente con la edad, experiencia profesional, puesto de juego del jugador, y diferencia parcial en el marcador. Encontrando relación también con la fase de competición, durante la última serie de tiros libres del partido. Esta información supone una valiosa información para el entrenador, y su aplicación en el ámbito competitivo real. En este sentido, la creación de simulaciones en el apartado de aplicaciones prácticas, permite predecir el porcentaje de acierto en los tiros libres de un jugador durante los momentos de mayor presión del partido, en base a su perfil de rendimiento. Lo que puede servir para realizar una toma de decisiones más idónea, con el objetivo de lograr el mejor resultado. Del mismo modo, orienta el tipo de proceso de entrenamiento que se ha de seguir, en relación a los jugadores más tendentes al drop, con el objetivo de minimizar el efecto de la presión sobre su capacidad para rendir adecuadamente en la ejecución de los tiros libres, y lograr de esta manera un rendimiento más homogéneo en todos los jugadores del equipo en esta faceta del juego, durante el momento crítico del final de partido. ABSTRACT. The final minute of a close game in basketball is a critical moment which is subject to many factors that influence its development. Thus, the success rate in free-throws during that period will determine, in many cases, the outcome of the game. Decrease of performance (drop) in this facet of play under pressure conditions, may be related to studied own multiple sports context variables, such as the remaining seconds of possession, the situation in the score (to be winning, drawing, or losing) the location of the match (playing at home or away), the competition phase (regular season or playoffs) or team level (best/worst teams). In addition, the characteristics of the player are very important related to his age and years of experience to face the critical moments, as well as his playing position into team. In this sense, the combination of factors in context and player, allows interact about performance of shooter in the final moments of the game during his free-throw shooting. The aim of this present doctoral thesis was find the most related variables to player´s drop in free throws in the last minute of the game and the last row of free-throws in closed games of basketball. To achieve the objective of the study, 124 closed games (less or equal than 2 points difference) were analyzed in every copetition in ACB league (regular season, playoff and cup) from 2011-2012 to 2014-2015 seasons. To record the variables, the percentage of success of the shooter in regular season, full game, last minute, and last row were analyzed. This way, it is tried to analyze which player and context variables explain the free-throw performance in last minute and last row of the game. On the other hand, it is tried to determine the degree of association between decrease of performance (drop) of the player in the final moments, and studied player variables: playing position, age, and years of professional experience; while considered situational variables considered were: competition phase, location, classification, remaining time, and score-line. For data analysis were performed two statistical models: 1) A multiple linear regression model to determine the effect of the independent variables in the succsess percentage of shooter at the last minute, and in the last row of free-throws in the game; and 2) A binomial logistic regression analysis to analyze the relationship between the probability of a drop (lower performance) and the characteristics of the shooter and situational variables. The results of multiple linear regression model showed significant negative effects on the free-throw percentage during last minute, when shooters are centers (-19.45%). On the other hand, results in the last series showed the significant negative effect on the center position (-19.30%) and score-line (-3.33% for each point difference in the score) in the free-throw percentage. The independent variables age, professional experience, ranking in the regular season, competition phase, location, and remaining time, revealed no significant effects on linear regression models. The results of the binomial logistic regression showed that the variables professional experience between 13 and 18 years (OR = 4.63), playing forward (OR = 23.01) and playing guard (OR = 10.68) are related to reduce the probability to decrease the performance during the last minute of the game. While wining, increases it (OR = 0.06). Furthermore, the results of the last row showed a reduction in performance degradation when player is between 13 and 18 years of experience (OR = 4.28), and playing forward (OR = 8.06) or guard (OR = 6.34). By contrast, the variables related to the decrease in performance of the player are the knockout phases (OR = 0.22) and wining (OR = 0.04). The main results of the study showed that there is a decrease in performance of the player in the percentage of success in free-throws in the last minute and last row of the game, and it is significantly associated with age, professional experience, and player position. Finding relationship with the competition phase, during last row of free-throws of the game too. This information is a valuable information for the coach, for applying in real competitive environment. In this sense, create simulations in the section of practical applications allows to predict the success rate of free-throw of a player during the most pressing moments of the game, based on their performance profile. What can be used to take more appropriate decisions in order to achieve the best result. Similarly, guides the type of training process must be followed in relation to the most favorable players to drop, in order to minimize the effect of pressure on their ability to perform properly in the execution of the free-throws. And to achieve, in this way, a more consistent performance in all team players in this facet of the game, during the critical moment in the final of the game.

Teamwork and well-being:the role of social support

This thesis explores, in a team context, using the Michigan Model, the relationship between social support, stress and well-being outcomes. The studies reported were carried out in Post Office Ltd. Study one examines differences in social support source and type for employees working in teams and quasi teams. Analysis was carried out at the individual level. The results supported previous work on well-being in teams: individuals working in teams report significantly higher levels of well-being, job satisfaction and organisational commitment than those individuals in quasi teams. Members of teams reported greater satisfaction with support from their manager and colleagues, and all types of support compared to members of quasi teams. Manager support and specific types of support mediated the relationship between team working and well-being outcomes. In terms of stressors, satisfaction with manager support and emotional challenge predicted greater influence which was positively related to the well-being outcomes. Study two conducted at the team level builds on relationships established in study one. Stage one explored teamness, the extent to which, along a continuum the team was well-defined. Stage two explored teamness agreement, the extent to which the team agreed on their teamness. The extent to which the Branch Office were a well-defined team had a positive effect on team functioning; participation, innovation and commitment to task excellence. Team functioning was associated with higher levels of satisfaction with manager and team support and all types of support. Working in a well-defined team was associated with job satisfaction, mediated by positive team functioning and social support. Teamness agreement predicted team well-being, clarity of objectives, work demands and satisfaction with reality check. Working in a team was not associated with performance. This thesis advances understanding in the area of team working and processes within teams, advancing understanding of the specifics of social support from different so urces and types of support. The studies reveal the key role of team functional characteri stics in creating the vehicle through which supportive interactions take place. which contribute to positive outcomes associated with working in a well-defined team.

A study of the relationship between exit, voice, loyalty and neglect and commitment in India

Drawing on exit, voice, loyalty and neglect (EVLN) literature, this study examines direct and interactive associations between organizational-level commitment and team-level commitment and the use of EVLN by managers in India. The study is based on a survey of 200 managers and supervisors from seven Indian firms. The findings on the use of voice are consistent with the past research in Western countries, but challenge the prevailing assumption about the use of voice in high power distance societies. The results also indicate that team-level commitment moderates the association between organizational-level commitment and the use of EVLN.

A Two-Stage Online Approach for Collaborative Multi-Agent Planning under Uncertainty

In a team of multiple agents, the pursuance of a common goal is a defining characteristic. Since agents may have different capabilities, and effects of actions may be uncertain, a common goal can generally only be achieved through a careful cooperation between the different agents. In this work, we propose a novel two-stage planner that combines online planning at both team level and individual level through a subgoal delegation scheme. The proposal brings the advantages of online planning approaches to the multi-agent setting. A number of modifications are made to a classical UCT approximate algorithm to (i) adapt it to the application domains considered, (ii) reduce the branching factor in the underlying search process, and (iii) effectively manage uncertain information of action effects by using information fusion mechanisms. The proposed online multi-agent planner reduces the cost of planning and decreases the temporal cost of reaching a goal, while significantly increasing the chance of success of achieving the common goal. 

A Collaborative Multiagent Framework based on Online Risk-Aware Planning and Decision-Making

Planning is an essential process in teams of multiple agents pursuing a common goal. When the effects of actions undertaken by agents are uncertain, evaluating the potential risk of such actions alongside their utility might lead to more rational decisions upon planning. This challenge has been recently tackled for single agent settings, yet domains with multiple agents that present diverse viewpoints towards risk still necessitate comprehensive decision making mechanisms that balance the utility and risk of actions. In this work, we propose a novel collaborative multi-agent planning framework that integrates (i) a team-level online planner under uncertainty that extends the classical UCT approximate algorithm, and (ii) a preference modeling and multicriteria group decision making approach that allows agents to find accepted and rational solutions for planning problems, predicated on the attitude each agent adopts towards risk. When utilised in risk-pervaded scenarios, the proposed framework can reduce the cost of reaching the common goal sought and increase effectiveness, before making collective decisions by appropriately balancing risk and utility of actions. 

La congruence des valeurs : un facteur à considérer pour rehausser le leadership transformationnel et son efficacité ?

Les théories sous-tendant le leadership transformationnel suggèrent que la congruence des valeurs personnelles et organisationnelles est au cœur du fonctionnement du leadership transformationnel. Or, l’examen de cette proposition soulève certaines questions. Par exemple, il y a lieu de s’interroger quant à l’importance du type (subjective ou objective) et de la cible (équipe, organisation) de congruence considérés, du contenu des valeurs utilisées pour juger de la congruence, des contingences situationnelles modulant l’importance de la congruence, et du rôle de la congruence des valeurs des leaders eux-mêmes. Ainsi, afin d’enrichir les connaissances sur le rôle des valeurs en regard du leadership transformationnel, cette thèse propose trois articles dans lesquels ce rôle des valeurs et de leur congruence est abordé sous trois angles. Les données utilisées dans cette thèse proviennent d’une grande organisation canadienne, et des sous-ensembles de données sont créés pour répondre aux objectifs de chaque article. Le premier article s’intéresse aux liens qu’ont a) les valeurs personnelles des gestionnaires, b) les valeurs qu’ils perçoivent dans leur organisation et c) la congruence de ces deux ensemble de valeurs avec l’émission de comportements de leadership transformationnel tel que perçus par leurs subordonnés. Les résultats suggèrent que la congruence des valeurs n’a pas de lien avec le leadership transformationnel, mais que c’est le cas pour certaines valeurs au niveau personnel et organisationnel qui présentent effectivement un lien. Le deuxième article porte sur le potentiel rôle modérateur de la congruence des valeurs personne-organisation des subordonnés dans la relation entre le leadership transformationnel et les comportements d’habilitation. Les résultats montrent que la congruence des valeurs peut effectivement modérer cette relation, et que la forme de la modération peut dépendre de l’ancienneté des employés. Le troisième article traite du rôle modérateur de la présence de valeurs et de leur congruence au niveau de l’équipe dans la relation entre le leadership transformationnel et les comportements d’habilitation. Les résultats suggèrent que les valeurs et leur congruence dans les équipes peuvent modérer l’efficacité du leadership transformationnel en regard des comportements d’habilitation. De façon générale, la présence et la congruence de cinq valeurs, parmi les sept testées, semblent rehausser la relation entre le leadership transformationnel et les comportements d’habilitation. Ainsi, la présente thèse, en ajoutant des considérations quant aux questions qui avaient été soulevées par l’examen de la proposition théorique du rôle des valeurs et de leur congruence dans le leadership transformationnel, permet d’améliorer la compréhension de ce rôle. Spécifiquement, les résultats de cette thèse suggèrent que globalement, la congruence des valeurs peut être plus importante pour l’efficacité du leadership transformationnel lorsque les valeurs considérées sont plus importantes dans l’équipe de l’individu, et lorsque l’individu a peu d’ancienneté dans son organisation. De plus, en ce qui a trait aux leaders, il semble que la présence de valeurs de bien-être collectif et d’ouverture au changement ait un lien avec l’émission de comportements de leadership transformationnel. Une discussion traite de ces résultats et indique les limites de la thèse ainsi que des pistes de recherche future.

Como a humildade dos líderes prediz a criatividade da equipa: um estudo empírico

Os estudos empíricos sobre a humildade na área dos estudos organizacionais são ainda escassos, com também os estudos sobre a humildade na liderança. Este trabalho contribui para enriquecer a literatura sobre o tema, através do estudo de como a humildade dos líderes prevê a criatividade da equipa através do efeito mediador da segurança psicológica e capital psicológico. A amostra é constituída por 73 equipas / líderes, de 40 organizações que operam em vários setores. Os líderes (n = 73) descreveram a sua própria humildade, o seu narcisismo (como variável de controlo) e a criatividade da equipa. Os membros da equipa (n = 341) descreveram a humildade do líder, a segurança psicológica e o capital psicológico da equipa. Foi adotada uma análise ao nível da equipa e os resultados individuais agregados ao nível da equipa. Os resultados sugerem que (a) a humildade do líder descrita pelos membros da equipa prevê a criatividade da equipa e (b) essa relação é mediada pela segurança psicológica e capital psicológico. Líderes mais humildes levam as suas equipas a se sentirem psicologicamente mais seguras, o que induz ao desenvolvimento de um maior capital psicologico da equipa e, desta forma, tornarem-se mais criativas.

Development Of Interpersonal Relationships in Global Virtual Teams

This study investigates the development of relationships in same global virtual team working on different projects. The purpose is to explore how do interpersonal relationships develop in terms of characteristics of virtuality and if there is any influence of project lifespan on the development of these relationships. Since relationships are dynamic in nature and are influenced by multiple levels of variables including individual, group and organizational level, therefore characteristics of virtuality have been considered from all these aspects so as to study their influence on development of relationships. In this study, relationships have been studied at two different levels. At first, dyadic relationships between two members of a GVT have been analyzed and thereafter, focus has been on the development of relationships among the team, based on these dyads. Characteristics having influence on development of relationships include trust, physical distance, time zone difference, cultural and language differences, level of formalization in the organization and means of communication used by team members. Level of formalization and means of communication are two characteristics which emerged after empirical study and are found to have direct influence on development of relationships. Remaining characteristics have been identified through literature review. In order to conduct the study, qualitative methodology has been applied. Empirical data has been collected based on a single case study while using semi-structured interviews as data gathering technique. Data analysis has been performed by applying thematic analysis along with the utilization of company documents such as work sheets, minutes of meetings and recordings of conferences. Findings of the study indicate that development of relationships, both at dyadic level and team level, is influenced by different events taking place among different members of GVT. These events have either positive or negative influence on the characteristics of virtuality, which leads to development of the relationships. It has been found that, trust, among all factors plays a greater role in development of these relations. Contrary to the belief that most conflicts arise among members of different cultures, they are equally likely to happen among the members from same culture in GVT environment. Study suggests that relationship development is not a smooth process but it fluctuates based on different events in teams. For further research, teams within large firms shall be studied along these lines. This study is an early attempt towards bringing different characteristics of virtuality together which previously, have been studied individually. It is therefore plausible to conduct similar studies so as to generalize the findings of this study which has provided a starting point.