CAREER: Detecting Patterned Profiles for Functional and Dysfunctional Teamwork

职业：检测功能性和功能性团队合作的模式特征

• 批准号: 1654054
• 负责人: Marissa Shuffler Porter
• 金额: $ 46.67万
• 依托单位: Clemson University
• 依托单位国家: 美国
• 项目类别: Continuing Grant
• 财政年份: 2017
• 资助国家: 美国
• 起止时间: 2017-03-01 至 2023-02-28
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1654054&HistoricalAwards=false
• 关键词: CAREER; Detecting; Patterned; Profiles; Functional

Teams are a prominent means for organizations to achieve efficiency, leveraging the power of many to achieve goals far beyond what an individual can accomplish alone. Team development interventions (TDIs) refer to tools, trainings, and resources intended to support teamwork competency development, and have enhanced team effectiveness by helping teams coordinate and collaborate to maximize team productivity and reduce errors. Yet, many organizational strategies for implementing TDIs often resemble a shotgun approach: if we provide enough TDIs to enough people, covering enough broad information, everyone should eventually be able to engage in better teamwork. At a basic level, this strategy can address fundamental skills. However, individuals and teams may be getting only a small piece of what is useful for their particular needs. Instead, organizations need better tools to periodically assess team functioning in order to identify what and when TDIs teams truly need to improve their functioning in a timely manner. This can extend critically limited organizational resources, and can empower teams to handle their specific challenges more efficiently, maximizing the use of resources for societal benefit. Thus, we aim to enhance the effectiveness and efficiency of the design and delivery of TDIs, focusing on research that will enable a better way to pinpoint teamwork needs. To advance our knowledge and practice of TDIs, this research leverages a profile-centric approach via the investigation of teamwork state profiles. Such profiles holistically identify groupings or categories of teams based upon where they fall on a set of relevant functional/dysfunctional factors. We aim to move beyond traditional variable-centric teamwork approaches through empirically demonstrating that profiles more holistically represent the interactions of different teamwork factors over time, providing more meaningful guidance as to which TDIs may be most needed to improve or maintain teamwork. The application of profiles to a teamwork context is innovative, with enormous potential for research and education alike. A mixed-method series of four studies will be used to achieve the overall research and educational goals. In these studies, we will systematically advance teamwork science by applying novel methods for identifying, interpreting, and monitoring teamwork profiles, in order to subsequently assess and develop educational resources and tools for a more appropriate path to selecting TDIs. These studies will be conducted in field settings, moving from archival exploratory analytic techniques to discern key teamwork factors and profiles, to the systematic, quantitative evaluation of propositions surrounding the value of profiles for enhancing team effectiveness and TDIs. We test our ideas in the context of two disciplines critical to society, healthcare and engineering, in order to discern: 1) the efficacy of a profile approach to teamwork in different organizational settings; 2) the multi-level characteristics influencing profile emergence; 3) the value of using profiles as a predictor of team effectiveness; and 4) the validity of using profiles to better match TDIs for desired outcomes. Leveraging these two contextual domains further, this work will enable us to educate beyond one audience; findings will be integrated with and applied to the enduring education and training practices of multiple audiences of healthcare employees, medical students/residents, and engineering students preparing to enter their respective fields.

团队是组织实现效率的重要手段，利用许多人的力量来实现远远超出个人单独完成的目标。团队发展干预措施（TDI）是指旨在支持团队合作能力发展的工具，培训和资源，并通过帮助团队协调和合作来提高团队效率，最大限度地提高团队生产力并减少错误。然而，许多实施TDI的组织策略往往类似于霰弹枪：如果我们向足够多的人提供足够多的TDI，覆盖足够广泛的信息，每个人最终都应该能够更好地参与团队合作。在基本层面上，这一战略可以解决基本技能问题。然而，个人和团队可能只得到一小部分对他们特定需求有用的东西。相反，组织需要更好的工具来定期评估团队的运作，以确定TDI团队真正需要及时改善其运作的内容和时间。这可以扩展非常有限的组织资源，并使团队能够更有效地处理他们的具体挑战，最大限度地利用资源为社会造福。因此，我们的目标是提高TDI设计和交付的有效性和效率，专注于研究，以便更好地确定团队合作的需求。为了提高我们的知识和实践的TDI，本研究利用配置文件为中心的方法，通过调查的团队合作状态配置文件。这些档案根据一系列相关的功能/功能障碍因素，全面确定了团队的分组或类别。我们的目标是超越传统的以变量为中心的团队合作方法，通过经验证明，配置文件更全面地代表随着时间的推移，不同的团队合作因素的相互作用，提供更有意义的指导，TDI可能是最需要改善或保持团队合作。将概况应用于团队合作是一种创新，具有巨大的研究和教育潜力。一个混合方法系列的四项研究将被用来实现整体研究和教育目标。在这些研究中，我们将通过应用新方法来识别，解释和监测团队合作概况，从而系统地推进团队合作科学，以便随后评估和开发教育资源和工具，以更适当地选择TDI。这些研究将在实地环境中进行，从档案探索性分析技术，以辨别关键的团队合作因素和概况，以系统的，定量的评价命题周围的概况，以提高团队的有效性和技术发展指标的价值。我们在对社会至关重要的两个学科的背景下测试我们的想法，医疗保健和工程，以辨别：1）在不同组织环境中团队合作的剖面方法的有效性; 2）影响剖面出现的多层次特征; 3）使用剖面作为团队有效性的预测因子的价值;以及4）使用剖面更好地匹配TDI以获得预期结果的有效性。进一步利用这两个上下文域，这项工作将使我们能够教育超越一个观众;调查结果将整合并应用于医疗保健员工，医学生/居民和准备进入各自领域的工程专业学生的多个受众的持久教育和培训实践。

项目成果

Do We Really Need Another Meeting? The Science of Workplace Meetings

• DOI: 10.1177/0963721418776307
• 发表时间: 2018-12-01
• 期刊: CURRENT DIRECTIONS IN PSYCHOLOGICAL SCIENCE
• 影响因子: 7.2
• 作者: Mroz, Joseph E.;Allen, Joseph A.;Shuffler, Marissa L.
• 通讯作者: Shuffler, Marissa L.

Enhancing the practice of medicine with embedded multi-disciplinary researchers in a model of change

在变革模型中嵌入多学科研究人员，加强医学实践

• DOI: 10.1016/j.hjdsi.2020.100492
• 发表时间: 2021
• 期刊: Healthcare
• 影响因子: 2.8
• 作者: Neal, Claire;Shuffler, Marissa;Pegram, Riley;Floyd, Sarah Bauer;Kennedy, Ann Blair;Britt, Thomas;Albano, Andrew;Sherrill, Windsor;Wiper, Donald;Kelly, Desmond
• 通讯作者: Kelly, Desmond

DEVELOPING, SUSTAINING, AND MAXIMIZING TEAM EFFECTIVENESS: AN INTEGRATIVE, DYNAMIC PERSPECTIVE OF TEAM DEVELOPMENT INTERVENTIONS

• DOI: 10.5465/annals.2016.0045
• 发表时间: 2018-06-01
• 期刊: ACADEMY OF MANAGEMENT ANNALS
• 影响因子: 21.2
• 作者: Shuffler, Marissa L.;Diazgranados, Deborah;Salas, Eduardo
• 通讯作者: Salas, Eduardo

Stable Teamwork Marriages in Healthcare: Applying Machine Learning to Surgeon-Nurse-Patient Matching

医疗保健领域稳定的团队合作：将机器学习应用于外科医生-护士-患者匹配

• DOI: 10.1177/1541931218621276
• 发表时间: 2018
• 期刊: Proceedings of the Human Factors and Ergonomics Society Annual Meeting
• 作者: Barberis Canonico, Lorenzo;McNeese, Nathan J.;Shuffler, Marissa L.
• 通讯作者: Shuffler, Marissa L.

Leveraging a team-centric approach to diagnosing multiteam system functioning: The role of intrateam state profiles

利用以团队为中心的方法来诊断多团队系统功能：团队内部状态概况的作用

• DOI: 10.1016/j.hrmr.2017.08.003
• 发表时间: 2017
• 期刊: Human Resource Management Review
• 影响因子: 11.4
• 作者: Shuffler, Marissa L.;Kramer, William S.;Carter, Dorothy R.;Thayer, Amanda L.;Rosen, Michael A.
• 通讯作者: Rosen, Michael A.