This meta-analytic review adds to the existing narrative reviews by quantifying the strength of the relationships between virtual team inputs (e.g., team characteristics, task design, supervisory behaviors), processes (e.g., communication, coordination), and team outcomes (e.g., performance, satisfaction, turnover). Executive summary.
This meta-analytic review adds to the existing narrative reviews by quantifying the strength of the relationships between virtual team inputs (e.g., team characteristics, task design, supervisory behaviors), processes (e.g., communication, coordination), and team outcomes (e.g., performance, satisfaction, turnover). Full paper.
One of the fundamental challenges of Primary Health Care Reform is the establishment of collaborative health care teams to meet the needs of patients and society in a timely and effective manner. The characteristics of effective primary care team function have not been well studied. Millward and Ramsay (1998) used the Cognitive Motivational Model to develop a survey tool, first used in industry and subsequently in the health care field in Britain, to examine the characteristics of effective teams. In this study we investigated whether the Team Survey developed by Millward and Jeffries (2001) for the National Health Service in Britain was valid and reliable for use in predicting primary care team effectiveness in the Canadian health care context. Executive summary.
One of the fundamental challenges of Primary Health Care Reform is the establishment of collaborative health care teams to meet the needs of patients and society in a timely and effective manner. The characteristics of effective primary care team function have not been well studied. Millward and Ramsay (1998) used the Cognitive Motivational Model to develop a survey tool, first used in industry and subsequently in the health care field in Britain, to examine the characteristics of effective teams. In this study we investigated whether the Team Survey developed by Millward and Jeffries (2001) for the National Health Service in Britain was valid and reliable for use in predicting primary care team effectiveness in the Canadian health care context. Full paper.
The use of ?high-performance? workplace practices and incentive pay plans have received considerable attention from researchers. Little is known, however, about human resource practices in non-manufacturing and non-case study settings. Moreover, for incentive pay, few studies have actually observed compensation contracts. This paper examines the relationship between several workplace practices and earnings using unique employee-employer linked personnel data where the explicit nature of compensation contracts is observed. Executive summary.
The use of ?high-performance? workplace practices and incentive pay plans have received considerable attention from researchers. Little is known, however, about human resource practices in non-manufacturing and non-case study settings. Moreover, for incentive pay, few studies have actually observed compensation contracts. This paper examines the relationship between several workplace practices and earnings using unique employee-employer linked personnel data where the explicit nature of compensation contracts is observed. Full paper.
