Team pro-social rule breaking and team innovation performance: An information processing theory perspective.

Exploring the antecedents that affect the team innovation performance can better promote the organization to research the potential factors to enhance the organizational innovation competitiveness. Drawing upon information processing theory, we develop a moderated mediation model to examine the relationship between team pro-social rule breaking and team innovation performance. A three-wave field study is constructed from two large manufacturing enterprises from 82 team leaders and their 382 subordinates in Shanghai, China. The results reveal that team pro-social rule breaking is positively related to team innovation performance through team reflexivity. In addition, the relationship between team pro-social rule breaking and team innovation performance via team reflexivity is positive only when team learning orientation is high. The implications, limitations, and future research directions of these findings are discussed.

Interaction structure constrains the emergence of conventions in group communication.

Real-world communication frequently requires language producers to address more than one comprehender at once, yet most psycholinguistic research focuses on one-on-one communication. As the audience size grows, interlocutors face new challenges that do not arise in dyads. They must consider multiple perspectives and weigh multiple sources of feedback to build shared understanding. Here, we ask which properties of the group's interaction structure facilitate successful communication. We used a repeated reference game paradigm in which directors instructed between one and five matchers to choose specific targets out of a set of abstract figures. Across 313 games (N = 1,319 participants), we manipulated several key constraints on the group's interaction, including the amount of feedback that matchers could give to directors and the availability of peer interaction between matchers. Across groups of different sizes and interaction constraints, describers produced increasingly efficient utterances and matchers made increasingly accurate selections. Critically, however, we found that smaller groups and groups with less-constrained interaction structures ("thick channels") showed stronger convergence to group-specific conventions than large groups with constrained interaction structures ("thin channels"), which struggled with convention formation. Overall, these results shed light on the core structural factors that enable communication to thrive in larger groups.

An outside individual option increases optimism and facilitates collaboration when groups form flexibly.

Voluntary participation is a central yet understudied aspect of collaboration. Here, we model collaboration as people's voluntary choices between joining an uncertain public goods provisioning in groups and pursuing a less profitable but certain individual option. First, we find that voluntariness in collaboration increases the likelihood of group success via two pathways, both contributing to form more optimistic groups: pessimistic defectors are filtered out from groups, and some individuals update their beliefs to become cooperative. Second, we reconcile these findings with existing literature that highlights the detrimental effects of an individual option. We argue that the impact of an outside individual option on collaboration depends on the "externality" of loners - the influence that those leaving the group still exert on group endeavors. Theoretically and experimentally, we show that if collaboration allows for flexible group formation, the negative externality of loners remains limited, and the presence of an individual option robustly aids collaborative success.

Using artificial agents to nudge outgroup altruism and reduce ingroup favoritism in human-agent interaction.

Ingroup favoritism and intergroup discrimination can be mutually reinforcing during social interaction, threatening intergroup cooperation and the sustainability of societies. In two studies (N = 880), we investigated whether promoting prosocial outgroup altruism would weaken the ingroup favoritism cycle of influence. Using novel methods of human-agent interaction via a computer-mediated experimental platform, we introduced outgroup altruism by (i) nonadaptive artificial agents with preprogrammed outgroup altruistic behavior (Study 1; N = 400) and (ii) adaptive artificial agents whose altruistic behavior was informed by the prediction of a machine learning algorithm (Study 2; N = 480). A rating task ensured that the observed behavior did not result from the participant's awareness of the artificial agents. In Study 1, nonadaptive agents prompted ingroup members to withhold cooperation from ingroup agents and reinforced ingroup favoritism among humans. In Study 2, adaptive agents were able to weaken ingroup favoritism over time by maintaining a good reputation with both the ingroup and outgroup members, who perceived agents as being fairer than humans and rated agents as more human than humans. We conclude that a good reputation of the individual exhibiting outgroup altruism is necessary to weaken ingroup favoritism and improve intergroup cooperation. Thus, reputation is important for designing nudge agents.

The combination operation of grouping and ensemble coding for structured biological motion crowds in working memory.

Massive studies have explored biological motion (BM) crowds processing for their remarkable social significance, primarily focused on uniformly distributed ones. However, real-world BM crowds often exhibit hierarchical structures rather than uniform arrangements. How such structured BM crowds are processed remains a subject of inquiry. This study investigates the representation of structured BM crowds in working memory (WM), recognizing the pivotal role WM plays in our social interactions involving BM. We propose the group-based ensemble hypothesis and test it through a member identification task. Participants were required to discern whether a presented BM belonged to a prior memory display of eight BM, each with distinct walking directions. Drawing on prominent Gestalt principles as organizational cues, we constructed structured groups within BM crowds by applying proximity and similarity cues in Experiments 1 and 2, respectively. In Experiment 3, we deliberately weakened the visibility of stimuli structures by increasing the similarity between subsets, probing the robustness of results. Consistently, our findings indicate that BM aligned with the mean direction of the subsets was more likely to be recognized as part of the memory stimuli. This suggests that WM inherently organizes structured BM crowds into separate ensembles based on organizational cues. In essence, our results illuminate the simultaneous operation of grouping and ensemble encoding mechanisms for BM crowds within WM.

Who Syncs? Elasticity-Rigidity in Dynamic Decision Teams.

Autonomic synchrony plays an important role in work team performance where coordinated actions are required on the part of the team members. The present study examined the connection between nine psychological variables that represent types of elasticity-rigidity, which are closely related to adaptability and autonomic synchrony, within teams playing a computer game that involved dynamic decision making. Elasticity-rigidity variables were first identified as part of the dynamics that transpire between workload and performance. They are used here to determine why some individuals within teams synchronize with teammates more strongly than others. The driver-empath model of group synchrony produces a single metric of synchrony (SE) within a team of three or more members. Driver scores, which are produced from the algorithm, indicate each person's total influence on the other group members. Empath scores, which are also produced from the SE algorithm, indicate a person's total receptivity to all other group members. It was found that coping flexibility, monitoring, emotional intelligence, and solving anagrams significantly predicted empath scores in the earlier part of the session. Anxiety and monitoring significantly predicted empath scores in the later part of the session. There were no significant correlations between driver scores and elasticity-rigidity variables.

Elasticity, Rigidity, and Resilience in Occupational Contexts.

The necessity for resilient responses in occupational contexts often takes the form of unusual levels of workload that could have a dramatic impact on the performance of individuals or teams. Empirical research with the cusp catastrophe model for cognitive workload and performance, which are reviewed here, has isolated a class of variables known as elasticity versus rigidity that act as bifurcation variables in the process. Elasticity-rigidity variables derive from five sources â affect, cognitive coping strategies, conscientiousness and impulsivity, fluid intelligence, and the degrees of flexibility that are afforded by the task itself. The resilience process for work teams presents additional workload demands requiring team coordination and communication efforts and back-up, redundancy, behaviors. Finer-grained nonlinear time series analyses of performance and its surrounding events revealed that team self-efficacy varies chaotically as the team responds to a series of challenging events. The two types of dynamics combine to produce chaotic hysteresis in team performance.

Simple autonomous agents can enhance creative semantic discovery by human groups.

Innovation is challenging, and theory and experiments indicate that groups may be better able to identify and preserve innovations than individuals. But innovation within groups faces its own challenges, including groupthink and truncated diffusion. We performed experiments involving a game in which people search for ideas in various conditions: alone, in networked social groups, or in networked groups featuring autonomous agents (bots). The objective was to search a semantic space of 20,000 nouns with defined similarities for an arbitrary noun with the highest point value. Participants (N = 1875) were embedded in networks (n = 125) of 15 nodes to which we sometimes added 2 bots. The bots had 3 possible strategies: they shared a random noun generated by their immediate neighbors, or a noun most similar from among those identified, or a noun least similar. We first confirm that groups are better able to explore a semantic space than isolated individuals. Then we show that when bots that share the most similar noun operate in groups facing a semantic space that is relatively easy to navigate, group performance is superior. Simple autonomous agents with interpretable behavior can affect the capacity for creative discovery of human groups.

An experimental study of the process of felt understanding in intergroup relations: Japanese and Chinese relations in Japan.

"Felt understanding" is a crucial determinant of positive interpersonal and intergroup relationships. However, the question of why felt understanding shapes intergroup relations has been neglected. In a pre-registered test of the process in intergroup relations with a sample from East Asia, we manipulated felt understanding (understood versus misunderstood by an outgroup) in an experimental study (N = 476). The results supported the expectation that felt understanding would lead to a more positive intergroup orientation and action intention. The results of parallel mediation analyses showed that felt understanding indirectly predicted intergroup outcomes through felt positive regard, intergroup overlap, and outgroup stereotypes. Furthermore, the results of post-hoc sequential mediation analyses indicated that felt understanding indirectly predicted intergroup outcomes sequentially through felt positive regard and intergroup overlap, followed by outgroup stereotypes.

Medical residents' perceptions of group biases in medical decision making: a qualitative study.

BACKGROUND: Systematic biases in group decision making (i.e., group biases) may result in suboptimal decisions and potentially harm patients. It is not well known how impaired group decision making in patient care may affect medical training. This study aimed to explore medical residents' experiences and perspectives regarding impaired group decision making and the role of group biases in medical decision making. METHODS: This study used a qualitative approach with thematic analysis underpinned by a social constructionist epistemology. Semi-structured interviews of medical residents were conducted at a single internal medicine residency program. Residents were initially asked about their experiences with suboptimal medical decision making as a group or team. Then, questions were targeted to several group biases (groupthink, social loafing, escalation of commitment). Interviews were transcribed and transferred to a qualitative data analysis software. Thematic analysis was conducted to generate major themes within the dataset. RESULTS: Sixteen interviews with residents revealed five major themes: (1) hierarchical influence on group decision making; (2) group decision making under pressure; (3) post-call challenges in decision making; (4) interactions between teamwork and decision making; and (5) personal and cultural influences in group decision making. Subthemes were also identified for each major theme. Most residents were able to recognize groupthink in their past experiences working with medical teams. Residents perceived social loafing or escalation of commitment as less relevant for medical team decision making. CONCLUSIONS: Our findings provide unique insights into the complexities of group decision making processes in teaching hospitals. Team hierarchy significantly influenced residents' experiences with group decision making-most group decisions were attributed to consultants or senior team members, while lower ranking team members contributed less and perceived fewer opportunities to engage in group decisions. Other factors such as time constraints on decision making, perceived pressures from other staff members, and challenges associated with post-call days were identified as important barriers to optimal group decision making in patient care. Future studies may build upon these findings to enhance our understanding of medical team decision making and develop strategies to improve group decisions, ultimately leading to higher quality patient care and training.

Bias in team decision-making for advanced heart failure therapies: model application.

Bias in advanced heart failure therapy allocation results in inequitable outcomes for minoritized populations. The purpose of this study was to examine how bias is introduced during group decision-making with an interprofessional team using Breathett's Model of Heart Failure Decision-Making. This was a secondary qualitative descriptive analysis from a study focused on bias in advanced heart failure therapy allocation. Team meetings were recorded and transcribed from four heart failure centers. Breathett's Model was applied both deductively and inductively to transcripts (n = 12). Bias was identified during discussions about patient characteristics, clinical fragility, and prior clinical decision-making. Some patients were labeled as "good citizens" or as adherent/non-adherent while others benefited from strong advocacy from interprofessional team members. Social determinants of health also impacted therapy allocation. Interprofessional collaboration with advanced heart failure therapy allocation may be enhanced with the inclusion of patient advocates and limit of clinical decision-making using subjective data.

Interpersonal heart rate synchrony predicts effective information processing in a naturalistic group decision-making task.

Groups often outperform individuals in problem-solving. Nevertheless, failure to critically evaluate ideas risks suboptimal outcomes through so-called groupthink. Prior studies have shown that people who hold shared goals, perspectives, or understanding of the environment show similar patterns of brain activity, which itself can be enhanced by consensus-building discussions. Whether shared arousal alone can predict collective decision-making outcomes, however, remains unknown. To address this gap, we computed interpersonal heart rate synchrony, a peripheral index of shared arousal associated with joint attention, empathic accuracy, and group cohesion, in 44 groups (n = 204) performing a collective decision-making task. The task required critical examination of all available information to override inferior, default options and make the right choice. Using multidimensional recurrence quantification analysis (MdRQA) and machine learning, we found that heart rate synchrony predicted the probability of groups reaching the correct consensus decision with >70% cross-validation accuracy-significantly higher than that predicted by the duration of discussions, subjective assessment of team function or baseline heart rates alone. We propose that heart rate synchrony during group discussion provides a biomarker of interpersonal engagement that facilitates adaptive learning and effective information sharing during collective decision-making.

Assigned group work is associated with increased student motivation and perceptions of belonging in an asynchronous online physiology laboratory course.

With the rise of online instruction, a better understanding of the factors that contribute to belonging and motivation in these contexts is essential to creating optimal learning environments. Although group work is known to be beneficial to student success, few studies have investigated its role in the context of asynchronous online courses. The present study addresses this gap through a survey of 146 undergraduate students in an asynchronous online physiology lab over two semesters, one with required group work and one without group work. Students were surveyed to evaluate the influence of group work on their motivation and sense of belonging, as well as their perceptions of inclusive and exclusive features of the course. Students assigned to groups had a higher sense of belonging (P = 0.006) and beliefs about their competence (P = 0.002) and perceived lower effort and psychological costs associated with the course (P = 0.04 and 0.04, respectively) compared to students not assigned to groups. Students assigned to groups reported that peer interactions made them feel included in the course (70% of coded responses) while those not assigned to groups valued instructor interactions (51% of coded responses) as inclusive. Negative peer interactions were commonly reported as exclusive by students assigned to groups (28% of coded responses) while a lack of peer interactions (23% of coded responses) made students not assigned to groups feel excluded. These data indicate that assigning groups in asynchronous online courses is an effective way to increase student motivation and perceptions of belonging.NEW & NOTEWORTHY This study explores the effect of assigned group work in an asynchronous online physiology laboratory course on student motivation and belonging. Students' perceptions of belonging and competence-related beliefs were higher, and effort and psychological costs were lower, when assigned to groups compared to students not assigned to groups. Students assigned to groups noted peer interactions as the most inclusive aspect of the course, whereas instructor interactions were noted as inclusive by those not assigned group work.

From Slow Shifts to Fast Flips: Unraveling problem-based learning group function dynamics.

PURPOSE: Problem-Based Learning (PBL) relies on self-directed learning in small groups in the presence of a tutor. While the effectiveness of PBL is often attributed to the dynamics of group function, change in group function over time and factors influencing group function development are less understood. This study aims to explore the development of PBL group function over time to better understand the factors that give rise to high-functioning groups. METHOD: We examined time-function graphs of group function and conducted semi-structured focus group discussions in 2023 with medical students enrolled in a PBL curriculum. Students reflected on their experiences in four different PBL groups, creating time-function graphs to characterize development of group function over 8-12-week periods. We analyzed graphs and transcripts in a staged approach using qualitative description and direct content analysis, sensitized by two frameworks: Tuckman's Stages of Group Development and the Dimensions of PBL Group Function. RESULTS: Three archetypes of PBL group function development were identified: Slow Shifters, Fast Flippers, and Coasters. (1) Slow Shifters were characterized by a complex and extended pattern of growth consistent with Tuckman's model, typically occurring amongst inexperienced groups, or groups faced with a novel task. (2) Fast Flippers were characterized by abrupt state changes in group function arising from internal or external disruptions. (3) Coasters were characterized by plateaus, where maintenance of group function was a frequently cited challenge. Abrupt changes and plateaus occurred more among mature groups and groups with significant PBL experience. CONCLUSIONS: PBL group function varies over time in 3 different patterns. Classic Tuckman's stages are apparent among inexperienced groups, or groups facing novel tasks, whereas experienced groups often face abrupt change or plateaus. PBL educators and students should consider the need for novelty and disruption in more experienced groups to incite growth.

Interprofessional negotiations in biopsychosocial pain rehabilitation: a need for silent bargains.

Communicating effectively, including the ability to negotiate, has been claimed to be key competencies in interprofessional practice. However, these day-to-day contributions to interprofessional teamwork are not yet sufficiently understood. The aim of this article is to explore the day-to-day interprofessional negotiations in biopsychosocial pain rehabilitation. A qualitative design with an ethnographic approach was applied to the overall study. Participant observation of interprofessional encounters and clinical encounters in a pain rehabilitation ward was undertaken in 2016 for a period of 19 weeks. Intermittent interviews with 12 professionals were conducted. Data were analyzed in an abductive process using thematic analysis. We present the results as two themes: 1) Silent conflicting interests in the office, and 2) Silent dissatisfaction with meetings. The study showed that the team members had opportunities to negotiate in interprofessional offices and meetings, while they perceived insufficient time for discussion, and their individual work being interrupted by each other in the offices. They did not discuss their dissatisfaction, but silently bargained on how to spend time together. Professionals can contribute to teamwork through silent bargains that can promote a low level of conflict and thereby preserve a good workflow.

Measuring team situation awareness through team communication: A study on nuclear main control room crews.

Situation awareness (SA) in complex socio-technical systems is considered a key cognitive activity, as control crews are often engaged in simultaneous task processes and are required to monitor and evaluate system parameters, making decisions and projections for the future accordingly. However, measuring SA at the team level is still a challenging area of research within the topic. In our research, we applied verbal protocol analysis as an alternative method to assess nuclear power plant control room crews' team SA. We conducted a study of 10 control room crews, examining their intrateam communication and its relatedness to team performance. We have found that communication categories related to the second and third levels of team SA increased significantly after the onset of an emergency event. Furthermore, while none of the team communication categories was related to team performance before the emergency event, all of them showed a strong positive correlation with team performance after the emergency situation occurred. Our results underline the importance of adequate verbalization of key information within the team, so as to support the rapid and accurate development of team SA during emergency situations.

Who is the majority group? Signaling majority group membership with name-based treatments in multilingual contexts: The case of Catalonia.

An increasing body of work has shown how the selection of names shapes patterns of ethnic and racial discrimination in hiring observed in correspondence audit studies. A clear limitation of the existing research on name perceptions and ethnic discrimination in employment is that is predominantly based in the US, which limits its applicability to contexts with high linguistic diversity among the majority population. These territories confront a reality where language preferences and uses, social class, and ancestry are associated with specific names among the native majority group. The result is notable diversity in the labor market (dis)advantages conferred by different names within the majority population. To fill this gap, this article focuses on Catalonia, a diverse multilingual region and Spain's second most populated area. Using two complementary studies, this work identifies the direct influence of names in the hiring process (Study 1) and evaluates the associations between names and perceptions of geographic origin, social class, and linguistic competence (Study 2). The results show that having a Catalan name confers an advantage in the labour market via three mechanisms. First, names inform a perception of language proficiency, which is tied to an expectation of productivity. Second, names signal social class and certain names in the majority group (applicants with two Catalan surnames, a minority within the region), indicate higher social class, which affords an advantage. Third, some advantage could be linked to tastes that favor an ingroup for reasons of assumed cultural, historical, or political compatibility. The approach adopted in this article holds significant relevance to other research on ethnic discrimination conducted in multilingual contexts with comparable autochthonous diversity.

Comedy, consensus, and conflict framework: Comedy as a norm violation can build consensus or escalate conflict in negotiations.

In this work, we propose that humor violates norms that can build consensus or escalate conflict in negotiations. Drawing on social identity theory, we propose that humor commits norm violations that are more likely to be perceived as benign among ingroup observers in negotiations, but perceived as offensive to outgroup observers in negotiations. We introduce the Comedy, Consensus, and Conflict Framework to shed light on the interpersonal effect of humor on negotiations. When humor is expressed to an ingroup observer, relative to neutral communication, humor is more likely to violate weak norms that govern social group membership resulting in the violation as being perceived as benign, which promotes cooperative behaviors in negotiations such as concessions and collaborative problem-solving. By contrast, when humor is expressed to an outgroup observer, relative to neutral communication, humor is more likely to violate strong norms that define social group membership resulting in the violation as being interpreted as offensive, which triggers competitive behaviors in negotiations such as aggressive offers and hardened positions. Furthermore, we suggest that humor not only generates appraisals of social identity threats, but also affective responses that influence negotiation behavior. Finally, we expand our theoretical model about humor to consider key relational factors that influence norm strength, which motivates whether negotiators appraise norm violations as offensive or benign.

The Formation of Negative Attitudes Toward Novel Groups.

People perceive out-groups, minorities, and novel groups more negatively than in-groups, majorities, and familiar groups. Previous research has argued that such intergroup biases may be caused by the order in which people typically encounter social groups. Groups that are relatively novel to perceivers (e.g., out-groups, minorities) are primarily associated with distinct attributes that differentiate them from familiar groups. Because distinct attributes are typically negative, attitudes toward novel groups are negatively biased. Five experiments (N = 2,615 adults) confirmed the generalizability of the novel groups' disadvantage to different aspects of attitude formation (i.e., evaluations, memory, stereotyping), to cases with more than two groups, and to cases in which groups were majority/minority or in-groups/out-groups. Our findings revealed a remarkably robust influence of learning order in the formation of group attitudes, and they imply that people often perceive novel groups more negatively than they actually are.