• Title, Summary, Keyword: Team Effectiveness

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An Empirical Study on the Impacts of the Team-Based Organization Characteristics on Team Effectiveness in the University Library (대학도서관 팀제 운영방식이 팀 효과성에 미치는 영향)

  • Yoon, Hye-Young
    • Journal of Korean Library and Information Science Society
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    • v.35 no.4
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    • pp.23-40
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    • 2004
  • This study examined the impact of team characteristics(introduction of the team approach team empowerment, leadership of team leaders, open communication director's commitment) on team effectiveness (adaptability to the environments, job satisfaction the positive team culture, cost efficiency) in university libraries. The study used a survey design with a questionnaire to staffs who worked at f academic libraries in South Korea. The major findings from the empirical analysis are as follows. The well-prepared introduction of team approach and director's strong commitment were positively related to the team effectiveness variables such as adaptability to environment, job satisfaction, and cost efficiency.

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Training-Effectiveness and Team-Performance in Public Organization

  • UMAR, Akmal;TAMSAH, Hasmin;MATTALATTA, M.;BAHARUDDIN, B.;LATIEF R, Abdul
    • The Journal of Asian Finance, Economics and Business
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    • v.7 no.11
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    • pp.1021-1031
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    • 2020
  • This study aims to invest in empirical relationships in a model that becomes the process of Team-Performance due to participation in practical training through causality between Training Effectiveness variables, soft-skill competence, Employee-Creativity, and team performance. This study uses a quantitative approach. The analytical tool used is structural equation modeling (SEM) using AMOS version 23 software. Accidental sampling technique is used to collect the sample. As many as 202 respondents filled up a survey questionnaire with complete and valid answers. This study's results significantly contribute to fill the gap of inadequate empirical evidence that can answer critical questions about the missing link between training and employee-performance, more specifically between training-effectiveness and team-performance. The results showed that practical training would encourage employees' soft-skill competence, improve Employee-Creativity, and improve Team-Performance. Furthermore, training-effectiveness also plays a significant role in enhancing employee-creativity and helping in optimal team-performance. This study also found that the relationship between employee-creativity and team-performance did not show positive and significant results; therefore, empirically, it did not support the hypothesis built in this study. Practical training targeted towards increasing soft-skills and creativity is a fundamental reason which not only aims to contribute toward organizational performance but also provides personal feedback for self-development.

The Relation with Shared Cognition for Knowledge Worker and Team Effectiveness (지식근로자의 공유인지와 팀 효과성의 관계)

  • Lim, HuiJeong;Kang, HyeRyeon
    • Knowledge Management Research
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    • v.6 no.2
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    • pp.67-90
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    • 2005
  • Attention has been focused recently on the concept of shared cognition which encompasses the notion that effective team members hold knowledge that is overlapping and complementary with teammates. This shared cognition is expected to improve team effectiveness. In contrast to the continued efforts in developing theoretical approach of shared cognition, empirical studies are meager. Thus, we conducted an empirical study to investigate the role of shared cognition on team effectiveness. This study classifies shared cognition into two types, team mental model and transactive memory system, by shared meaning. A total of 121 new product development teams in the IT industry were surveyed for the data collection. The results of analysis can be summarized as follows: first, team mental model has a positive influence on team performance, team innovative behavior and team learning effect. And the relation with team mental model and team performance is moderated by the similarity of knowledge structure among the expert. Second, transactive memory system has a positive influence on team performance, team innovative behavior and team learning effect.

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The Influence of LMX and TMX on team effectiveness and team performance in Airline cabin crew team (항공사 객실승무원 팀제에서의 LMX와 TMX가 팀유효성과 팀성과에 미치는 영향연구)

  • You, Jung-Yun;Lee, Mi-Hye
    • Journal of Advanced Navigation Technology
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    • v.16 no.6
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    • pp.1052-1064
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    • 2012
  • In this study for the purpose of providing the basic data for airline cabin service improvement and efficient crew management. The relationship on team effectiveness and team performance according to the quality of airline cabin crew team LMX(Leader-Member Exchange) and TMX(Team-Member Exchange) was verified. The findings from the analysis shows the closer team leader and team members have quality exchange relationship the more the cabin crews will team commitment and team satisfaction. The conclusion is drawn that increased team effectiveness(satisfaction and commitment) enhances team performance as well. Therefore, based on the results of the study on airline cabin crew team operation system, the team leader and team members should come up with specific scheme to establish quality exchange relationship and to maintain the relationship.

A Study on the Team Sharing Spirit Model, Team Effectiveness, Team Cohesion, Team Reliability, and Turnover Intension among Hospital Nurses (병원 간호사의 팀 공유정신, 팀 효과성, 팀 응집력, 팀 신뢰도, 이직의도에 관한 연구)

  • Lee, Jieun;Kong, Jeonghyeon;Lee, Haerang
    • Journal of The Korean Society of Integrative Medicine
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    • v.8 no.3
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    • pp.121-131
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    • 2020
  • Purpose : This study was conducted to confirm the correlation between team sharing spirit, team effectiveness, team cohesion, team reliability, and turnover intention of hospital nurses and to identify the influence factors affecting the turnover intention of hospital nurses. Methods : The sample for this study consisted of 200 nurses from four general hospitals of less than 500 beds located in J city. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe' test, Pearson Correlation and Hierarchical Multiple Regression. Results : Factors influencing nurse turnover intentions included satisfaction with nursing position (β=.274), team reliability (β=-.250), satisfaction with department (β=-.178), and career (β=.149) in order, and these influence factors accounted for 32.1 % of nurses' turnover intentions. Conclusion : Based on the results of the study, it is necessary to consider ways to reduce the turnover intention of nurses by devising strategies to increase the factors of satisfaction with nursing positions, team reliability, and satisfaction with department by making good use of the resources of the medical institution. It is suggested to conduct repeated studies of nurses working in various clinical sites and further studies applying various outcome variables in the future.

The Effect of Team Leader's Facilitation Competency on the Team Effectiveness: Mediating Effects of the Shared Leadership (팀 리더의 퍼실리테이션 역량이 팀 효과성에 미치는 영향: 공유리더십의 매개효과)

  • Lee, Myung-Hee;Jung, Ki-Soo
    • The Journal of the Korea Contents Association
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    • v.21 no.1
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    • pp.243-257
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    • 2021
  • The purpose of this study was to verify the mediating effects of shared leadership between team leader's facilitation competency and team effectiveness. To achieve the purpose, this study conducted a survey of 377 members in the team-operated organization. The collected data were analyzed by using SPSS 26.0. The results were as follows; Firstly, communication and creating of participation climate as a subcomponent of team leader's facilitation competency had a significantly positive effect(+) on team effectiveness(team performance, team commitment). Also the task and systematization had a significantly positive influence(+) on team commitment. Secondly, not only communication and creating of participation climate of team leader's facilitation competency but also task and systematization had a significantly positive effect(+) on the shared leadership. Thirdly, the shared leadership had a significantly positive effect(+) on team effectiveness(team performance, team commitment). Lastly, the shared leadership in the relationship between team leaders' facilitation competency and team effectiveness was confirmed to have a partially mediated effect. This study is meaningful in that it theoretically expanded the facilitation research by finding the relationship between team leaders' facilitation competency and other variables as well as suggested practical implications by presenting directions for the roles and competencies of leader and member required by the modern organization.

A Study on the Relationships among Nursing Organizational Characteristics, Types of Nursing Organizational Culture and Team Effectiveness at Operating Rooms (수술실의 간호조직특성, 조직문화 유형 및 팀 효과성과의 관계)

  • Kim, Boon-Han;Kim, Yoon-Sook;Jeon, Hye-Won;Kim, Keum-Ok
    • Journal of Korean Academy of Nursing Administration
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    • v.12 no.3
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    • pp.385-396
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    • 2006
  • Purpose: This study was a literary investigation in the development of an effective team-raised and cultural nursing organization targeting operating room nurses. This was done by grasping organizational features, different types of nursing organizational culture and team effectiveness, and by analyzing the relationships among variables. Method: The participators were 373 nurses. The data was collected between March 10th and April 28th, 2004. SPSS Win 11.0 program was used for data analysis. Results: Results of this study were as follows: A nursing organization at operating rooms was found to have an organizational culture with the characteristic of a centralized power and hierarchy-oriented organizational culture. With respect to a relationship between operating room organizational characteristics and the types of nursing organizational culture, there was a significant correlation in relationship-oriented culture and innovation-oriented culture. In the relation between the types of operating room organizational culture and team-effectiveness, it showed a significant correlation in team-devotion, peer-groupsatisfactional perception of a team's outcome in decreasing order. Conclusion: The organizational characteristic at operating rooms was power centralization and the culture type was hierarchy-oriented. These are factors that have a negative effect on a team-effectiveness-affecting relationship-oriented culture, innovation-oriented culture and work-oriented culture.

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Comparison of Hospital Nurses' Recognition of the Team System and Effects on the Nursing Organizational Team System (병원의 간호팀제운영에 따른 간호사의 인식과 효과 비교)

  • Park, Kwang-Ok;Park, Sung Hee;Yu, Mi
    • Journal of Korean Academy of Nursing Administration
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    • v.20 no.4
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    • pp.414-425
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    • 2014
  • Purpose: The purpose of this study was to identify hospital nurses' recognition of the team system and the effectiveness of the team system as an organizational structure. Methods: A self-report questionnaire was used to collect data from 247 general hospital nurses during 4 months in 2013. Analysis was done using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and factor analysis with SPSS 18.0. program Results: There was no significant difference in nurses' recognition of team structure (t=2.06, p=.153) or effect of team structure (t=0.36, p=.549) according to use of team system. In hospitals with a team system, there were positive correlations between recognition of the effect of the team system and age (r=.25, p=.033), and total clinical career (r=.26, p=.012). In hospitals not using a team system, nurses' recognition of team structure as an organizational system (r=.31, p<.001), nurses' recognition of team structure, total (r=.30 p<.001) correlated significantly with the effects of team system. Conclusion: Results of this study provide a retrospection view of the team system in nursing organizational systems. The nursing team system's ultimate goal needs to be confirmed for complementary nursing care. Also, more studies on nurses' perceptions of, and effectiveness of the team system are necessary.

How Does Communication Structure Influence Team Performance in Complex Tasks (커뮤니케이션 구조가 팀 성과에 미치는 영향에 관한 연구)

  • TANG, WEI;Jeon, Sang-Gil;Choo, Shi-Gak
    • Journal of Digital Convergence
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    • v.14 no.4
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    • pp.221-230
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    • 2016
  • This is an experimental study which is designed to identify the joint relationship between communication density and centrality as independent factors to team performance, discovering how they would jointly affect work team performance. Specially different from existing studies, separating team performance into team efficiency and team effectiveness, we identified differential influences to the two independent factors. Findings suggest a competing relationship between communication density and centrality. A framework was proposed to help managers understand the joint effect of density and centrality on performance. Work team has high communication density and low centrality is "Innovating", which is likely to have a great extent of ideas, knowledge and information sharing, and reach high effectiveness. Team with high centrality and low density is characterized as "centralized". Such communication structure may reduce diversity of perspectives and accelerate team decision making. When both density and centrality are low, the team is "Autonomous". To increase external validity, other factors such as leadership, organizational climate influencing on team performance should be reflected in the future research.

A Study for the Effect of Air Traffic Controller's Individual and Team Response against Emergency Situation on Organizational Effectiveness (비정상상황에 대한 항공교통관제사의 개인 및 팀 차원의 대응이 조직효과성에 미치는 영향 연구 : 인지전략 구성요인을 중심으로)

  • Jeon, Jong-Duk;Lee, Nam-Ryung;Lee, Jin-Sook;Park, Sung-Sik
    • Journal of the Korean Society for Aviation and Aeronautics
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    • v.26 no.1
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    • pp.10-24
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    • 2018
  • This paper tried to analyze the response of air traffic controller(ATC) against abnormal situations using survey based on cognitive strategies suggested by Malakis et al.(2010). The survey designed to empirically analyze the effect of the cognitive strategy factors on organizational effectiveness. The main purpose of this research was as follows: First, it was analyzed both the individual-scale and team-scale factors which constructed the cognitive strategy against abnormal situations. Secondly, how seriously impact the ATC's cognitive strategies on their organizational effectiveness. The organizational effectiveness was divided into such two latent variables as job absorption and job satisfaction. According to the a analysis, it was proven that premeditated act of ATC had a positive significant effect on team-scale cognitive strategies such as teamwork, communication and error management. Moreover, it was found out the team-scale cognitive strategies had also a positive significant effect on job absorption. On the other hands, individual-scale cognitive strategies had no or negative effect on job absorption. Job absorption was proven to have a significant effect on job satisfaction of ATC.