Group Process and Productivity

This review chapter examines the literature on work team effectiveness. To begin, we consider their nature, define them, and identify four critical conceptual issues—context, workflow, levels, and time—that serve as review themes and discuss the multitude of forms that teams may assume. We then shift attention to the heart of the review, examining key aspects of the creation, development, operation, and management of work teams. To accomplish objectives of breadth and integration, we adopt a life-cycle perspective to organize the review. Topics involved in the team life cycle include: (1) team composition; (2) team formation, socialization, and development; (3) team processes, effectiveness, and enhancements; (4) team leadership and motivation; (5) and team continuance and decline. We characterize representative theory and research, identify thematic limitations, and highlight work that is beginning to push the boundaries on our critical conceptual issues. We also address application concerns where possible. Finally, we close with a discussion that reflects back on the topics, considers the state of progress regarding our critical conceptual themes, and suggests directions for new research to foster continued progress and development.


Keywords:

team composition;
team development;
team effectiveness;
team leadership;
team motivation

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Work Groups and Teams in Organizations

Technostress—defined as stress that individuals experience due to their use of Information Systems—represents an emerging phenomenon of scholarly investigation. It examines how and why the use of IS causes individuals to experience various demands that they find stressful. This paper develops a framework for guiding future research in technostress experienced by individuals in organizations. We first review and critically analyse the state of current research on technostress reported in journals from the IS discipline and the non-IS disciplines that study stress in organizations (eg, organizational behaviour and psychological stress). We then develop our framework in the form of the “technostress trifecta”—techno-eustress, techno-distress, and Information Systems design principles for technostress. The paper challenges 3 key ideas imbued in the existing technostress literature. First, it develops the argument that, in contrast to negative outcomes, technostress can lead to positive outcomes such as greater effectiveness and innovation at work. Second, it suggests that instead of limiting the role of IS to that of being a stress creator in the technostress phenomenon, it should be expanded to that of enhancing the positive and mitigating the negative effects of technostress through appropriate design. Third, it lays the groundwork for guiding future research in technostress through an interdisciplinary framing that enriches both the IS and the psychological stress literatures through a potential discourse of disciplinary exchange.

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The technostress trifecta - techno eustress, techno distress and design: Theoretical directions and an agenda for research

In the competitive market , virtual teams represent a growing response to the need for fasting time-to- market, low-cost and rapid solutions to complex organizational problems. Virtual teams enable organizations to pool the talents and expertise of employees and non-employees by eliminating time and space barriers . Nowadays, companies are heavily investing in virtual team to enhance their performance and competitiveness. Despite virtual teams growing prevalence, relatively little is known about this new form of team. Hence the study offers an extensive literature review with definitions o f virtual teams and a structured analysis of the present body of knowledge of virtual teams. First, we distinguish virtual teams from conventional teams , different types of virtual teams to identify where current knowledge applies. Second, we distinguish what is needed for effective virtual team considering the people, process and technology point of view and underlying characteristics of virtual teams and challenges they entail. Finally, we have identified an d extended 12 key factors that need to be considered, and describes a methodology focused on supporting virtual team working, with a new approach that has not been specifically addressed in the existing literature and some guide line for future research extracted.

Virtual Teams: a Literature Review

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Empowering followers in virtual teams

Using meta-analytic evidence, this study tested trait- and task-based theoretical approaches to team personality management, using both team behaviors and team outcomes as criteria Trait theories state that maximization of the team trait is harmful for Extroversion (complementary team fit) but beneficial for Conscientiousness, Agreeableness, and Emotional Stability (supplementary fit) Task-based theories state that tasks with few work exchanges are best reflected by mean trait scores, whereas tasks with frequent work exchanges are best represented by other types of scores (eg, minimum score) Correlations between different aggregations of team personality and team performance were coded, as well as the study criterion choice and the pattern of workflow (as moderators) Partial support for both trait and task theories were found Team Conscientiousness and Agreeableness provided supplementary fit primarily with team behaviors, but there was mixed evidence that Extroversion provided complementary fit F

The Team Personality–Team Performance Relationship Revisited: The Impact of Criterion Choice, Pattern of Workflow, and Method of Aggregation

Technology and Health

ix Chapter One: Introduction 1 Chapter Two: The WIF Health Mechanism 3 Work-Family Conflict 3 WFC and Health 5 Physical Health Symptoms 6 Health-Related Conditions 6 General Health Status. 7 Health Behaviors: A Link Between WFC and Health Outcomes 7 WFC and Eating: A Case for WIF. 8 Eating Behaviors and Obesity 12 WIF and Coping 14 Alternative Roles of Coping 16 Chapter Three: Crossover of WIF to Child Health 19 Parent Eating and Feeding 20 Current Study 23 ii Chapter Four: Method 26 Participants and Sampling 26 Measures 30 Procedure 33 Piloting. 33 Recruitment. 34 Survey Administration. 35 Incentives. 37 Chapter Five: Results 38 Preliminary Analyses. 38 Hypothesized Operationalization of Variables: Special Considerations 38 On vs. Off Days in Child-Focused Hypotheses. 39 Data Analysis 53 Mother-Focused Hypotheses 54 Hypotheses 1 and 2. 54 Hypothesis 3 54 Hypotheses 4a and 4b 57 Hypotheses 5 and 6. 57 Mother and Child Focused Hypotheses 61 Hypotheses 7 and 8. 61 Hypotheses 9, 10 and 11. 66 Chapter Six: Supplemental Results 77

/pdf/work-family-conflict-eating-behaviors-and-the-role-of-coping-2dwpd2gxnf.pdf

Ashley A. G. Walvoord

Papers

Empowering followers in virtual teams

The Team Personality–Team Performance Relationship Revisited: The Impact of Criterion Choice, Pattern of Workflow, and Method of Aggregation

Technology and Health

Work-Family Conflict, Eating Behaviors, and the Role of Coping