Teams, like individuals, experience stress. While a number of theoretical models and empirical studies have examined the role and effects of stress on team processes and performance, there is surprisingly no guidance for measuring and diagnosing team-level stress. This paper proposes that team stress is a unique construct and necessitates robust measurement systems for its evaluation. To this end, the present paper presents four principles that serve to guide the development of valid and reliable team stress measurement systems.
Through thoughtful synthesis and interpretation of the literature, Erdogan, Bauer, Peir ó, and Truxillo (2011) provide insight into the experiences and impact of overqualified employees within organizations. Those insights focus only on overqualification at the level of the individual employee, however. What is still left to understand is overqualification and its relationships with other variables at higher levels of analysis, such as the team, unit, and organizational levels.Although Erdogan et al. suggest that overqualified employees are likely to contribute to and benefit from organizations in which they work, it will be impossible to know if that is the case without first considering how such employees are affected by and influence the larger systems within which they operate. To do this, a multilevel perspective must be taken. Multilevel theory (e.g., Kozlowski & Klein, 2000) suggests that it is important to consider overqualification in the context of larger systems for numerous reasons. Hence, four propositions may be derived from multilevel theory with regard to the study of employee overqualification.
Administrative staff play an integral role in providing trans-affirmative health care. However, few trans-affirmative education and training interventions have been developed for non-medical health care staff. In this short report, we describe the development and piloting of a trans-affirmative care training intervention designed expressly for administrative staff. Based on our piloting, we put forth recommendations for the inclusion of administrative staff in trans-affirming education and training in health care systems. We hope to stimulate further development and evaluation of our approach, as well as changes in policies, so as to create more inclusive, trans-affirming health care systems.
Long-duration space flight demands prolonged exposure to a myriad of stressors which manifest and interact over time. Despite a significant body of work dedicated to identifying, mitigating, and managing the effects of stress on performance, a clear theoretical foundation explicating the ways in which interactions among stressors occurs, as well as how and when stress develops chronically remains unclear. Additionally, it is not yet well understood how such temporal and interactive effects impact performance at multiple-levels of analysis, including both individual and team performance. The current paper presents an innovative theoretical approach for unpacking these complex relationships, forming a foundation for understanding their impact on dynamic episodes of individual and team performance.
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