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A study was conducted to investigate the relationships between the complexity of the health care needs of a patient and the interactions among physicians during team meetings. Findings indicate that component complexity is positively related to the amount of information team members exchanged.

Past research suggests that power asymmetry within teams can have a stifling effect on team learning and performance. We argue here that this effect is contingent on whether power advantages [...]

Social relations analyses involving 132 working relationships among 60 individuals from 29 teams revealed that an increase in a team member's task dependence on another team member was associated with higher levels of perceived help from and interpersonal trust in that specific team member, provided the other member was highly task dependent on the focal member. The degree to which an actor perceived a relationship with a partner to be helpful partially mediated the relationship between task dependence and trust. These findings highlight the importance of attending to asymmetries in task dependence and provide valuable insights into mechanisms that can explain the development of trust in organizational work teams. Keywords: asymmetry in task dependence, perceived helping behavior, trust, multilevel analysis

A study examines the relationship between novices' competence in specific work activity clusters and their performance evaluation. The results indicate that taking into account the relative importance of specific work activity clusters can help novices in becoming valued members of the organization.

This study addresses the problem of developing and evaluating cross-training policies for manufacturing teams from a Human Resource Management (HRM) and Operations Management (OM) viewpoint. A cross-training policy can be regarded as a set of rules to determine the distribution of workers' skills. The specific way in which workers and machines are connected determines the agility of the workforce. In this article, we develop an integer goal programming model to support a consequent application of alternative cross-training policies. A simulation study is performed to assess the performance of the resulting cross-training configurations within three routing structures: a parallel structure, a serial structure, and a job shop structure. Results indicate that within all routing structures, the focus of cross-training policies depends on whether a HRM or an OM viewpoint is considered. Within the parallel and the serial structures, however, HRM and OM goals are compatible and can be integrated within a single cross-training policy. Within the job shop structure, the integration of both OM and HRM goals within one cross-training policy is more difficult., 1. Introduction A manufacturing team can be defined as a group of workers responsible for manufacturing a family of various part types. The team makes use of a set of [...]

Background : Health care professionals' work motivation is assumed to be crucial for the quality of hospital care, but it is unclear which type of motivation ought to be stimulated to improve quality. Motivation and similar concepts are aligned along a motivational continuum that ranges from (intrinsic) autonomous motivation to (extrinsic) controlled motivation to provide a framework for this mixed-methods systematic review. Purpose: This mixed-methods systematic review aims to link various types of health care professionals' motivation directly and through their work-related behaviors to quality of care. Methods : Six databases were searched from January 1990 to August 2016. Qualitative and quantitative studies were included if they reported on work motivation in relationship to work behavior and/or quality, and study participants were health care professionals working in hospitals in high-income countries. Study bias was evaluated using the Standard Quality Assessment Criteria for Evaluating Primary Research Papers from a Variety of Fields. The review protocol was registered in the PROSPERO database (CRD42016043284). Results : A total of 84 out of 6,525 unique records met the inclusion criteria. Results show that health care professionals' autonomous motivation improves their quality perceptions and work-related behaviors. Controlled motivation inhibits voicing behavior, but when balanced with autonomous motivation, it stimulates core task and proactive behavior. Proactivity is associated with increased quality of care perceptions. Practice Implications : To improve quality of care, policy makers and managers need to support health care professionals' autonomous motivation and recognize and facilitate proactivity as an essential part of health care professionals' jobs. Incentive-based quality improvements need to be complemented with aspects that stimulate autonomous motivation. [ABSTRACT FROM AUTHOR]