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This thesis hypothesizes that providing task specific information to individual team members will improve coordination and decision-making, and therefore team performance, at time critical tasks. Major themes addressed in this research include teams and team processes, mental models, team mental models, work domain analysis, and hierarchical task analysis. Furthermore, the theory behind the development of complementary models is introduced. A unique method to identify the information sources and requirements in a complex team environment is first discussed in general and then specifically applied in two domains. The findings are presented of two experiments examining the effects of imposing different information distribution strategies that range from no complementariness to full complementariness of information. Team communication, team and individual task performance, workload, and timeliness and effectiveness of team decision making were assessed in nominal and off-nominal conditions. The first experiment used an automobile simulator and examined team navigation while driving. A second experiment was designed to incorporate additional measures to more specifically investigate individual performance, team workload, and clarity of information requirements using a UH-60 Black Hawk helicopter simulator. The procedures used for both experiments provided for dynamic yet controlled environments through which critical factors that influence team process and performance could be evaluated accurately. Results of these experiments provide empirical evidence that providing task relevant information to individual team members in a time critical environment, while limiting their access to non-relevant information, improves individual and team performance. Furthermore, there is evidence of increased individual performance that indicates this method of distributing information among team members may provide individual crewmembers with a more accurate “task relevant” mental model of their own environment. This research provides new insight into how the distribution of information among team members effects the development of mental models, information requirements, team and individual performance, and communications, and highlights several directions for future research. The information distribution design principles presented in this thesis address the heterogeneity of teams; teams cannot be thought of as groups of identical individuals. The results concerning the communication, workload, performance and team of mental models were consistent across the domains in this research.

In their mission statements most universities refer to the provision of community service. There is a continuum of such services. At one end is the general and indirect contribution through their teaching and research programmes. At the other are the specific and direct contributions through the use of their expertise and facilities. Within this context, Griffith University implemented a systematic assessment programme of its direct and specific community services. To gather data on the nature and extent of these services, the University conducted a detailed survey. To assess the quality and net effect of these activities, a programme of impact studies was conducted. Elements from the University bid for the opportunity to be included and 19 services which varied widely in aims, scope and target‐community were selected for funding. Evaluation methodologies adopted in these studies had in common an emphasis upon faculty‐community collaboration, a commitment to multiple data sources and types, and a concern for identifying trends and recommending improvements to current practices. This paper gives further details of this innovative approach to the evaluation of the community service performance of a contemporary university, and makes recommendations arising out of this project which may assist other universities in reflecting upon their policies and practice in this area.

With the development of the Internet, an increasing number of patients are consulting and solving their health problems via online healthcare platforms. Medical team service is a new cooperative paradigm introduced by online healthcare platforms to cater to the diversified needs of patients. Existing studies have examined the performance of online medical teams at the team level, whereas little attention has been paid to the performance of individual team members. To fill this gap, we perform an empirical study to analyze whether online medical team diversity affects team members' performance and reputation. Leveraging the data collected from a leading online healthcare platform in China, we employ a fixed-effect model to investigate the impact of online medical team diversity in experience and reputation on physician performance and reputation. The results indicate that both the experience diversity and reputation diversity of online medical teams positively impact team members' individual service performance. However, interestingly, our results suggest that reputation diversity of online medical teams negatively influences individual reputation and positively influences individual service performance. Meanwhile, our findings indicate that the presence of “superstar physicians” within the team amplifies the positive effect of team experience diversity, though a similar effect is not observed in the context of team reputation diversity. Our study provides valuable insights into the factors influencing physicians' decisions to join online medical teams and sheds light on strategies to improve the performance and reputation of team members.

Through the examination of 11 intact interuniversity research project teams, this study examines the relationship between team leaders, team members, their communication networks (represented as structural holes), and performance. The study shows that in the conduct of their work, the team leaders bridged more structural holes than team members. Although team leaders demonstrated a higher level of out-of-alliance performance, they did not demonstrate higher levels of individual performance on their teams (compared with team members). Furthermore, we examined the relationship between structural holes and both individual team member performance and overall team performance. Contrary to our expectations, bridging structural holes were not significantly related to individual team member performance but were negatively and significantly related to overall team performance, the effect of which came mainly from team members’ effective size.

Fake It to Make It? Emotional Labor Reduces the Racial Disparity in Service Performance Judgments

I adopt a leadership as a networks approach to propose ethical leadership can emerge and be shared among team members. Therefore, I introduce the construct of shared ethical leadership and I begin to build the construct's nomological network by first examining ethical leadership training and shared leadership training as factors which, when additively combined, promote the density of shared ethical leadership in teams. Further, I examine these antecedents by predicting their effects will be optimized when power differentials between team members and their nominal leader are minimized. Moving to the consequences of shared ethical leadership, I propose a four-path model of social learning and social-exchange effects on proximal and distal team outcomes. First, I suggest that shared ethical leadership promotes the emergence of the team moral potency needed to make ethical choices when confronted with opportunities to ethically transgress. I then predict that the team's moral potency mediates the positive relationship between shared ethical leadership and team ethical behavior. Additionally, I argue that shared ethical leadership promotes goal concessions among team members and those goal concessions mediate the positive relationship between shared ethical leadership and team performance. I then suggest that shared ethical leadership promotes team information elaboration, which in turn mediates positive relationships with the team's ethical behavior and performance. I examine the hypotheses in a 2x2x2, between-subjects experiment using a simulated team activity with a sample of 56, 5-person teams (n=280). While the findings indicate a lack of support for most of my hypothesized relationships, the density of team's shared ethical leadership network was found to be positively related to team ethical behaviors. In addition, team information elaboration was positively related to team performance. Based on my findings, the theoretical and practical implications of this research are discussed.

List of contributors. Introduction (M.M. Beyerlein et al.). Foreword (L. Broedling). Acknowledgments. Empowering work teams with knowledge: enhancing performance in service and information oriented industries (V. Anand et al.). Cognitive engineering in team performance measurement (R.J. Stout et al.). Helping team members help themselves: propositions for facilitating guided team self-correction (K.A. Smith-Jentsch et al.). Influence in self-managing teams: a conceptual examination of the effects of content and context factors on training enrollment decisions (W.J. Smith et al.). Evaluating the capability formation potential of integrated project teams (P.F. Skilton, V. Smith-Daniels). Applying behavior modification to the management of team performance: a systems perspective (M.T. Barriere et al.). Organizational considerations in the evaluation and compensation of work team performance (D. Windsor). An integrative theoretical framework for understanding team reward allocation preferences (A.G. Parisi, L.T. Eby). Performance management in a fourth wave society: systemic measurement, evaluation, and incentives for developing a holonic performance management system (R.E. Debold, Jr.). Complex systems and sensemaking teams: conflict, connectedness, and leadership (D. Duchon et al.). About the editors.

The quantitative evaluation of subgrade service performance is one of the key challenges for road construction in cold regions, and is essential to selection and decision of subgrade structure. Based on relevant specifications and literatures, this paper puts forward a deformation-based performance evaluation system for highway subgrade in permafrost regions. Considering that the deterioration of subgrade in permafrost regions is mainly caused by thaw settlement, the study proposes a hydro-thermal-mechanical coupling calculation model for the calculating thaw settlement of highway subgrade in permafrost regions. Based on the proposed evaluation system, deterioration process of service performance for an actual highway subgrade segment located in a permafrost region is calculated and analyzed, and the clear evaluation conclusions and improvement measures are given. Finally, based on the statistical analysis of a large number of literatures, the mapping relationship between permafrost degradation and subgrade stability is summarized, which provides a newly research idea for proposing an evaluation system of service performance for subgrade engineering based on permafrost degradation rate. These research results could provide key technical support for transportation departments to carry out accurately service performance evaluation and subgrade distress prevention of subgrade engineering in permafrost regions.

Development of a 2nd-generation version of a Team Performance Assessment Technology (TPAT) is briefly described in this article. The TPAT resides in a computer-based simulation that provides real-time assessment of both team and individual performance in a complex decision-making and problem-solving environment. The TPAT system consists of a suite of interrelated software programs allowing for tailored scenario design, session supervisor control, running of the scenario, and analysis of both individual and team performance. It also includes a fully configured participant training program. The measurement system provides complex graphic scoring profiles, known as time/event matrices, which portray the planning and decision-making activities of individual, subteam, and total team performance. They also incorporate more than 50 measures to collect data on any individual player or any combination of players up to a total of 9, or both. The built-in scenario employs a strategic search and rescue scenario (know...

Interorganizational interaction is an intangible asset that ensures effective functioning and sustainable competitive advantage of enterprises in the long term, including the tourism and recreation industry. In the new business environment, the success of tourism and recreation enterprises is highly dependent on the effectiveness of interaction with business partners that form the value chain of the tourism product. This actualizes the importance and necessity of the appearance of relevant theoretical and espirical research.The authors presented a literature review that allowed us to form a list of the advantages of interorganizational interaction as a result of collaboration in the tourist and recreational network. At the same time, the authors conclude that the assessment of real economic effects as a result of the collaboration of enterprises in the tourism industry currently remains an insufficiently developed area of knowledge of new economic sociology. In the article, the phenomenon of interorganizational interaction in the tourist and recreational network is investigated in the focus of the emerging synergistic effects. Based on the use of the cost-based approach, the authors have developed a method for assessing the synergistic effect of inter-organizational interaction in the tourist and recreational network. The proposed method was tested on the example of a large tourist and recreational network operating in the Irkutsk region. The approach presented by the authors to assessing the synergistic effect of interorganizational interaction in the tourist and recreational network of the territory can be used both when assessing the feasibility of creating a new tourist and recreational network as a result of combining autonomous tourist and recreational enterprises, and when expanding the existing alliances of the tourist and recreational sphere by increasing the number of new enterprises in its structure

Excitation of the walls of a vehicle by turbulent boundary layers constitutes a major source of interior noise in the field of transport industry. A turbulent boundary layer over a wall can provide a direct contribution to the noise and also an indirect one due to the excitation of the structure below. In the present study, simulations of turbulent boundary layers at Mach=0.5 are carried out using direct noise computation by solving the compressible NavierStokes equations. This method provides the direct contribution (despite its very low intensity) and the wall pressure fluctuations which are responsible for the indirect contribution to the aerodynamic noise. The low efficiency of the noise radiated inthe freestream can be explained by the fact that the sources are turbulence quadrupoles. In order to determine the effects of pressure gradients on both noise contributions, adverse and favorable cases are investigated. The results are compared to a reference case with zero pressure gradient computed by Gloerfelt 1,2 . Results show that an adverse pressure gradient leads to higher levels of the direct acoustic emission whereas lower levels are obtained in presence of a favorable pressure gradient in comparison to the zero gradient case. The same hierarchy of levels is visible in the wavenumber pressure spectra of wall pressure fluctuations. In the field of transport industry, boundary layer constitutes a fundamental source of aerodynamic noise (Blake 3 ). A turbulent boundary layer over a vehicle has two mechanisms of noise generation: an indirect contribution corresponding to structural excitation and a direct contribution consisting of propagation of pressure waves. Due to very low amplitudes of the direct contribution in subsonic flows compared to the overall pressure levels, it is difficult to evaluate the direct acoustic contribution experimentally and numerically. The noise radiated by a zero pressure gradient (ZPG) turbulent boundary layer has been investigated for subsonic flows (Mach 0.5, 0.7 and 0.9) by Gloerfelt 1,2,4 . In these studies, the author especially confirmed the U 8 power law dependence of the acoustic intensities and showed that the acoustic domain and the convective ridge merge at these relatively high speeds. The amplitude of the radiated pressure waves which propagate in the opposite direction of the flow is less than 1% of the aerodynamic pressure for the Mach 0.5 case. In this work, a numerical study of a Mach 0.5 turbulent boundary layer is investigated in presence of adverse and favorable pressure gradients (APG and FPG) using Large Eddy Simulation (LES). Pressure gradients are generated by means of curved geometries. An adverse pressure gradient leads to a deceleration � = − � @� + @� +

The beauty service industry has experienced rapid growth in recent years, particularly in specialized services such as nail art. In a highly competitive market, service quality and consumer satisfaction are considered critical factors influencing purchase decisions. This study aims to analyze the influence of service quality and consumer satisfaction on consumer purchase decisions at Glosse Nail Studio. This research employs a quantitative approach using a survey method. Data were collected from customers of Glosse Nail Studio through structured questionnaires. Service quality is measured using dimensions adapted from SERVQUAL, including tangibles, reliability, responsiveness, assurance, and empathy. Consumer satisfaction is measured based on customers’ overall evaluation of service performance, while purchase decision is assessed through indicators reflecting consumer intention and actual buying behavior. Data analysis was conducted using multiple linear regression with the assistance of SPSS software, including validity and reliability tests, classical assumption tests, t-tests, F-tests, and coefficient of determination (R²). The results indicate that service quality has a positive and significant effect on consumer purchase decisions. Furthermore, consumer satisfaction also significantly influences purchase decisions. Simultaneously, service quality and consumer satisfaction significantly affect purchase decisions, indicating that higher perceived service performance leads to greater customer satisfaction and ultimately strengthens purchasing decisions.

The purpose of this study was to investigate if pre-assembly shared work experiences among temporary team members facilitate individual and team performance. Archival data from the 2014 Men’s Olympic Ice Hockey Tournament (12 teams, 25 players each) was used in the study. Measures of social network centrality were computed based on the pre-assembly shared work experiences among national team members derived from professional and amateur affiliations. These measures were used to predict objective individual and team performance criteria. Players’ closeness centrality scores, from pre-assembly shared work experience networks, positively predicted their goals, assists, and being involved in more positive than negative plays. Teams with less centralized pre-assembly shared work experience network structures tended to perform better than teams with more centralized pre-assembly shared work experience network structures. Temporary teams are commonly used by organizations to perform tasks that are specific, important, and of short duration. Because temporary teams have little time to develop the shared properties required for effective team functioning, assembly decisions are of paramount importance. The results from this study suggest that centrality measures derived from pre-assembly shared work experiences are useful to consider when assembling temporary teams. Few studies have investigated the impact of pre-assembly shared work experiences on individual and team performance. Using objective data, this study provides evidence that pre-assembly shared work experiences relate to individual and team performance in temporary teams, supporting the need for expanded research in this area.

A team's ability to respond positively to adversities, problems, and obstacles during their season is an essential part of success in collective sports. Grounded in team resilience theory and using a multilevel analytical approach, this study examined the relationship of the characteristics of resilience and vulnerability under pressure with perceived individual and team performance. Participants were 676 soccer players (530 males and 146 females) aged 15-42 years (M=21.40, SD=5.38), who played on 64 senior and under-18 soccer teams of several national leagues in Spain. In the final month of the season, factors related to team resilience and individual and team performance were analyzed. We estimated multilevel models by including perceived individual and team performance as dependent variables. Characteristics of resilience and vulnerability under pressure were considered as fixed and random effects (i.e., individual- and team-level intercepts and slopes). At the individual level, results showed that characteristics of resilience were positively associated with subjective individual and team performance, whereas vulnerability under pressure was negatively related to perceived team (but not individual) performance. At the team level, only characteristics of resilience positively predicted team performance. These findings suggest that more resilient teams report more successful performance from an individual and team perspective, whereas teams that are more vulnerable under pressure report poorer team performance. Taken together, the study underscores the importance of practitioners to develop strategies that improve their teams' resilience, given that team resilience helps to achieve positive subjective individual and team outcomes.

An increased use of teams of actors within complex systems has led to the emergence of various approaches for the assessment of different features associated with team performance. Over the last two decades, the performance of teams in complex systems has received considerable attention from the human factors community, and a number of methods have been developed in order to assess and evaluate team performance. The purpose of this paper is to propose a methodology for measuring team efficiency of operators in the advanced main control room of Korean nuclear power plant. Team efficiency is an index which is estimated of gabs between individual performances and team performance. The index was developed to compare among teams through past all performance measurements.