Global Virtual Teams: Resilient resources for psychological wellbeing and performance

以跨境关系为代表的全球工作环境，由技术促成，也是全球疫情的必然，导致了数量空前的、地理位置不同的虚拟团队，并将继续发布新冠肺炎。这项研究的目的是了解导致个人、虚拟团队和混合团队变得心理紧张并最终筋疲力尽的心理和社会驱动因素。在某些情况下，有弹性的团队能够从健康和心理健康的角度来适应并蓬勃发展，尽其所能地发挥作用。随着组织重新设想工作的未来，无论是全职还是兼职，都有更多团队进行虚拟工作的机会和必要性。广泛的研究表明，对于虚拟工作的团队来说，存在着明显更多的性能挑战，其影响尚未完全理解(Gilson，Maynard，Young，Vartiainen&Hakonen，2015)。关于虚拟团队的心理健康、社会影响和心理社会动力学的研究也很少(Joshi和Lazarova，2005；Ebrahim，Ahmed&Taha，2009；Gilson等人，2015)，本研究试图解决这些问题。这项研究旨在从幸福感和绩效的角度加深我们对创建有效虚拟团队的理解，并创建可实际应用于帮助个人、团队和组织蓬勃发展的创新干预措施。

A global working context typified by cross-boundary relationships, enabled by technology and necessitated by the global pandemic, has resulted in an unprecedented number of geographically diverse virtual teams, set to continue post Covid-19. The purpose of this research is to understand the psychological and social drivers that cause individuals, virtual and hybrid teams to become psychologically strained and ultimately burn out. In some situations, resilient teams are able to adapt and thrive from a wellbeing and mental health perspective, performing to the best of their abilities. As organisations reimagine the future of work, there is an opportunity and necessity for more teams to work virtually, whether on a full-or a part-time basis. Extensive research demonstrates that there are significantly more performance challenges for teams working virtually, the implications of which are not yet fully understood (Gilson, Maynard, Young, Vartiainen & Hakonen, 2015). There is also a dearth of research regarding the psychological wellbeing, social impact and psychosocial dynamics of virtual teaming (Joshi and Lazarova, 2005; Ebrahim, Ahmed & Taha, 2009; Gilson et al., 2015), which this study seeks to address. This study aims to advance our understanding of creating effective virtual teams from a wellbeing and a performance perspective, as well as create innovative interventions that can be practically applied to help individuals, teams and organisations thrive.