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From page 223... ... Many of these factors have been discussed in the previous section, such as communication, team cognition, and psychological safety, which are essential for team success at the multiteam level (Shuffler & Carter, 2018; Zaccaro et al., 2020) Read the entire page →
From page 224... ... In the following section, three critical factors that are indicative of science multiteam system effectiveness are highlighted: boundary spanners, who facilitate cross-team communication and bridge organizational divides; inter-team coordination, which ensures the alignment and integration of outputs across teams; and balancing countervailing forces, which helps maintain system cohesion while allowing individual teams to achieve their specific objectives. A crucial component of high-functioning, effective science multiteam systems is boundary spanners. Read the entire page →
From page 225... ... Similarly, focusing too much on local team goals can result in a misalignment with the superordinate goals of the multiteam system, undermining the overall success. Balancing these forces is critical for the success of science multiteam systems because it ensures that the system can leverage the strengths of Read the entire page →
From page 226... ... , Strategies for team science success (pp. Read the entire page →
From page 227... ... . Psychological safety: The history, renaissance, and future of an interpersonal construct. Read the entire page →
From page 228... ... . Enhancing the effectiveness of team science. Read the entire page →
From page 229... ... Appendix D Sampling of Survey-Based Team Assessments Table D-1 provides a sampling of survey-based assessments used in the team literature, including a construct/scale description, measurement specifics (number of items, dimensions, rating scale) , and references indicating scale development and validation evidence. Read the entire page →
From page 230... ... Research-orientation Indicator of collaboration readiness that assesses team scale members' values and attitudes toward cross-disciplinary research on a continuum including unidisciplinary, multidisciplinary, and interdisciplinary/transdisciplinary research orientations Read the entire page →
From page 231... ... , and interdisciplinary/ transdisciplinary research orientations (5 items, "researchers work jointly but still from disciplinary-specific basis to address common problem" and "researchers work jointly using shared conceptual framework drawing together disciplinary-specific theories, concepts, and approaches to address common problems"; Rosenfield, 1992, p. Read the entire page →
From page 232... ... between team members Perceived collective Team members' perceptions of the group's ability to succeed efficacy Collective team Members' emotional commitment to the team and its goals identification To what extent is team knowledge shared and differentiated in your team? Referee Shared Mental The extent to which team members believe that they share Models Measure a similar understanding of taskwork (what the team is (RSMMM) Read the entire page →
From page 233... ... rated on a 7-point scale ranging from 1=completely disagree to 7=completely agree 4-item scale rated on a 5-point scale (1=never, 5=most of the time) Salanova et al. Read the entire page →
From page 234... ... Conflict Task conflict involves differences among team members about the content and outcomes of the tasks being performed Relationship conflict refers to personal incompatibilities among team members and is characterized by tension and animosity between team members Process conflict centers on issues about logistics, the procedures used to accomplish tasks, and who will perform what roles Conflict management Strategies and processes used to resolve disputes among team members in a constructive manner Team processes Team processes capture interaction between team members. Transition processes: teams engage in evaluation and planning activities Action processes: teams perform activities that directly contribute to goal attainment Interpersonal processes: teams foster motivation, manage emotions, and resolve conflict Implicit coordination The process by which team members align their actions and synchronize their efforts without explicit communication Read the entire page →
From page 235... ... of 5 items each and rated on a 5-point Likert scale (1=strongly disagree, 5=strongly agree) 7-item scale rated on a 5-point Likert scale (1=never, 7=always) Read the entire page →
From page 236... ... and uniqueness (differences between members are valued and respected) Psychological safety Shared belief among team members that the environment is safe for interpersonal risk-taking such that members can ask questions, admit mistakes, and raise concerns without fear of embarrassment or ridicule Team Perceived "Shared affective-cognitive emergent state that is Virtuality characterized by team members' co-constructed and collectively experienced 1) Read the entire page →
From page 237... ... deficits (5 items) rated on a 7-point scale ranging from strongly disagree to strongly agree The Team Leadership Questionnaire (TLQ) Read the entire page →
From page 238... ... Team viability Willingness for team members to continue working together in the future Individual-level team Overall contentment and positive feelings team members have satisfaction about their experiences in a team, including relationships with colleagues and task fulfillment Collaboration Team members working together to achieve common goals by sharing knowledge and communicating clearly to integrate different perspectives and ideas How productive is your team? Team performance The extent to which a team collectively achieves its goals and objectives Comprehensive 5 broad areas of team effectiveness: assessment of team 1. Contributing to the team's work member effectiveness 2. Interacting with teammates 3. Keeping the team on track 4. Expecting quality 5. Having relevant knowledge, skills, and abilities Read the entire page →
From page 239... ... 3 collaboration impact items and trust and respect items are rated on a 5-point Likert-type scale ranging from strongly disagree to strongly agree 5-item scale (team learning behavior, context support, team leader Edmondson (1999) coaching, team psychological safety, team efficacy) Read the entire page →
From page 240... ... . Psychological safety and learning behavior in work teams. Read the entire page →

From page 223...

... Many of these factors have been discussed in the previous section, such as communication, team cognition, and psychological safety, which are essential for team success at the multiteam level (Shuffler & Carter, 2018; Zaccaro et al., 2020)