Global Virtual Teams: Resilient resources for psychological wellbeing and performance

全球虚拟团队：促进心理健康和绩效的弹性资源

• 批准号: 2613459
• 金额: --
• 依托单位: King's College London
• 依托单位国家: 英国
• 项目类别: Studentship
• 财政年份: 2021
• 资助国家: 英国
• 起止时间: 2021 至 无数据
• 项目状态: 未结题
• 来源: https://gtr.ukri.org/projects?ref=studentship-2613459
• 关键词: Global; Virtual; Teams; Resilient; resources

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.

以跨界关系为代表的全球工作环境，在技术的推动下，在全球大流行的要求下，产生了前所未有的地理位置多样化的虚拟团队，这种情况将在2019冠状病毒病后继续存在。这项研究的目的是了解导致个人、虚拟团队和混合团队心理紧张并最终精疲力竭的心理和社会驱动因素。在某些情况下，从幸福和心理健康的角度来看，有弹性的团队能够适应并茁壮成长，发挥出他们的最佳能力。随着企业重新构想工作的未来，越来越多的团队有机会也有必要进行虚拟工作，无论是全职还是兼职。广泛的研究表明，对于虚拟工作的团队来说，存在着更多的绩效挑战，其含义尚未完全理解（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态的研究也很缺乏（Joshi和Lazarova, 2005; Ebrahim， Ahmed和Taha, 2009； Gilson等人，2015），这也是本研究试图解决的问题。本研究旨在从幸福感和绩效的角度提升我们对创建有效虚拟团队的理解，并创建可实际应用的创新干预措施，以帮助个人、团队和组织茁壮成长。