In this article, we provide a wide-ranging review of recent research on leader individual differences. The review focuses specifically on the explosion of such research in the last decade. The first ...purpose of this review is to summarize and integrate various conceptual frameworks describing how leader attributes influence leader emergence and leader effectiveness. The second purpose is to provide a comprehensive review of empirical research on this relationship. Also, most prior reviews primarily examined leader personality traits; this review includes a broader array of leader attributes, including cognitive capacities, personality, motives and values, social skills, and knowledge and expertise. The final broad purpose of this paper is to review and integrate situational and contextual parameters into our conceptual framing of leader individual differences. Few, if any, prior reviews have systematically accounted for the critical role of such parameters in cuing, activating, or delimiting the effects of particular leader attributes. We do so in this article.
There is a need to maximize understanding of conditions under which officers are most likely to use lethal force when interacting with persons with severe mental illness (SMI) and whether utilization ...of a mental health professional (MHP) serves to reduce use of force (UoF) severity. Using a mixed methods concurrent triangulation design framework, this exploratory study examined UoF with individuals exhibiting signs of psychosis and whether police-MHP partnerships decrease UoF severity. Findings indicate officers use more severe forms of force with armed individuals displaying signs of psychosis and that MHP presence did not reduce force severity in such cases. Qualitative themes provide context for these findings and include (1) concerns for MHP safety, (2) planned collaborations support safety, and (3) MHPs support de-escalation. Discussion highlights a need for increased officer education on SMI, appropriate de-escalation strategies, co-created engagement/disengagement protocols for MHPs, and defined standards of practice for police-mental health collaborations.
We conducted a meta‐analysis to examine the relations of individual differences in reflective (or rational) and intuitive thinking styles with workplace task performance. We meta‐analyzed 113 effect ...sizes from 71 independent samples (N = 11,713). Results indicate that reflective thinking style has a positive and non‐zero meta‐analytic relation with task performance (ρ = .213). This positive relation is stronger in environments characterized by higher task complexity, greater importance of creativity and innovation for work tasks, and higher time pressure associated with work tasks. Intuitive thinking style, conversely, has a very small but positive meta‐analytic relation with task performance (ρ = .051), and this relation is stronger in environments characterized by higher task complexity. Finally, incremental validity analyses reveal that reflective thinking style explains unique variance in task performance, beyond conscientiousness and intelligence (general mental ability). Overall, this meta‐analysis demonstrates that reflective thinking style is an important antecedent to task performance.
Recent studies have shown that teams can benefit from informal rotated leadership structures in which leadership responsibilities are rapidly shifted from one individual to another (Aime et al., ...2014). Teams can quickly adapt to changes in dynamic environments by engaging in functional leadership transitions where leadership responsibilities are transferred to the focal member whose expertise and resources are most critical for the team’s situation. The current dissertation utilizes social categorization and leader identity formation theories (DeRue & Ashford, 2010; Lord et al., 1987) to explain the process of how teams transition leadership. The interactions between two team mental models of leadership (i.e., heterarchical leader prototypes and transactive memory of leadership capacities), and two team member traits (i.e., motivation to lead and psychological collectivism), are examined as potential antecedents to functional leadership transitions in an experiment using a computer-based team decision making task. A between-teams experimental design was used to manipulate the two team mental models through two trainings. Results show a significant two-way interaction between mental models and a significant, but negative, three-way interaction between the two team mental models and psychological collectivism. Finally, while functional leadership transitions across time do not correlate with performance, post hoc analyses indicate that functional leadership transitions may be important for maximizing performance at the final stages of a team performance episode.
The current meta-analysis sought to examine the relations of individual differences in intelligence with individual differences in reflective (or rational or analytic) thinking style and intuitive ...thinking style.
Using multiple search strategies, we located 8,425 data sources that we considered for inclusion in the current meta-analysis. The screening of the data sources resulted in 58 independent non-clinical samples with adult participants (N = 15,569).
Using Schmidt and Hunter's (2015) meta-analytic procedures, we found a significant positive meta-analytic relation between reflective thinking style and intelligence (ρ = 0.274, 95% CI = 0.114 to 0.340) and a nonsignificant negative relation between intuitive thinking style and intelligence (ρ = −0.095; 95% CI = −0.203 to 0.013). In addition to the main effects, we reported the results of publication bias tests and moderator analyses.
We discussed the results in terms of their contribution and future research directions. Given our results, an important future research direction involves examining the additive (i.e., incremental) and interactive effects of thinking styles and intelligence on important decision-making outcomes (e.g., job performance, health behavior).
In this review, we examine the burgeoning body of research on multiteam systems (MTSs) since the introduction of the concept in 2001. MTSs refer to networks of interdependent teams that coordinate at ...some level to achieve proximal and distal goals. We summarize MTS findings around three core processes and states: within- and between-team coordination processes structures, leadership structures processes, and cognitive and affective motivation emergent states. Furthermore, we explore how these processes and states vary according to MTS boundary status (internal or external), component team distance (geographic, functional, cultural, and discipline), and superordinate goal type (intellectual or physical). We identify several process and state similarities across levels of these attributes, as well as highlight some important differences. We conclude with a set of propositions and future directions prompted by our review, which can serve as a guide for future MTS research.
Current theories of goal-directed action in networks of closely collaborating teams, have yet to provide a framework that can assist in identifying specific points of multiteam system (MTS) action ...that led to performance breakdowns. Expanding upon previous frameworks, we develop an MTS action taxonomy detailing 29 within-team alignment and between-team behaviors that occur during the action phase of MTS performance. The taxonomy is built upon our model of MTS action subphases which delineates MTS action into three interrelated, multilevel phases: acting, monitoring, and recalibrating. We evaluate the content validity of the taxonomy using subject matter expert interviews and case studies within a US Navy context. We discuss implications regarding the applicability of the MTS action subphase framework and associated taxonomy for diagnostic and training purposes.
Promises and Trust Repair in UGVs Esterwood, Connor; Ali, Arsha; George, Zariq ...
Proceedings of the Human Factors and Ergonomics Society Annual Meeting,
09/2023, Letnik:
67, Številka:
1
Journal Article
Recenzirano
Odprti dostop
Unmanned ground vehicles (UGVs) are autonomous robots capable of performing tasks through self- navigation and decision-making. They have the potential to replace humans in dangerous driving ...scenarios. However, UGVs must be viewed as trustworthy to be accepted, and like any automation, they can make mistakes that decrease human trust in them. Trust repair strategies can mitigate the consequences of trust violations, but they are not always effective. To better understand their effectiveness on UGVs, we designed a between-subjects study examining promises on a UGV’s trustworthiness. Preliminary results showed that promises had a marginal impact on overall trustworthiness but were influential in repairing benevolence but not ability or integrity. These findings have implications for the design of UGV’s and trust repair theory.
Purpose
The purpose of this paper is to expand the nomological network of a relational efficacy construct, transpersonal efficacy, and examine its effect on attitudes and behaviors important for team ...performance. The authors identify several antecedents to transpersonal efficacy, including task interdependence, agreeableness and conscientiousness. The authors also find that transpersonal efficacy is related to relational attitudes and behaviors in teams.
Design/methodology/approach
This study consists of an online cross-sectional survey completed by participants representing a wide range of occupations, team types, contexts and industries. Participants reported on their working relationships with team members and various behavioral outcomes. Participants used the Occupational Information Network (O*NET) to describe their teammates’ job requirements and to evaluate each teammate’s ability to complete required tasks. Confirmatory factor analysis and structural equation modeling were used to test hypotheses.
Findings
Findings suggest that people in highly interdependent teams have more confidence in their teammates. Further, transpersonal efficacy predicts relationship, task and process conflict when controlling for team task interdependence and virtualness, along with individual differences including agreeableness and conscientiousness. Transpersonal efficacy also contributes to the prediction of relationship conflict beyond the explained variance of collective efficacy.
Originality/value
This paper contributes to our understanding of individuals in teams by using social cognitive theory, expectancy theory and uncertainty reduction theory as a base for predicting the value of transpersonal efficacy in driving relational team behaviors. The authors uniquely consider efficacy as an interpersonal construct that is related to individual behaviors and attitudes that target specific teammates, rather than the team as a whole.
Exploration and exploitation are commonly cited in search and rescue scenarios to explain the process by which individuals work in a team and gather information about their environment (exploration) ...and identify potential solutions and adaptations (exploitation) to pursue successful outcomes. In this paper, we discuss exploration and exploitation as critical design features and highlight the importance of balancing them when designing team-based search and rescue missions. To test the proposed design decisions, we developed a usability study that includes two missions wherein teams consisting of three participants are tasked to rescue victims within a Minecraft-based 3D testbed.
