Guiding Principles for Team Stress Measurement

Abstract

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.

The triggers and consequences of audit team stress: Qualitative evidence from engagement teams

“…Savelsbergh et al (2012) find that the individual's role stress experience is also different from that of the team, due to the specific characteristics, such as behaviour, that differ between team interactions and the individual. Furthermore, Dietz et al (2012) find that team stress can be categorised into interteam stress and intrateam stress, and we also identify these two dimensions of team stress in the empirical data of this study. Interteam stress is described as stress experienced by all members during the team experience, while intrateam stress is described as stress experienced by the individual because of the team experience and can be brought to the team.…”

“…The questions were asked at a team level by probing individuals to evaluate their team's experience, which is a recommended method to measure constructs at different levels (Chan, 1998;Dietz et al, 2012;Kozlowski & Klein, 2000). However, we also acknowledge the limitations participants might have when attempting to think about themes at a team level, such as projection of their perspectives or memory and other cognitive bias.…”

“…On other occasions, the participants described their own individual experience of stress that derived from the team engagement experience, which has been identified as intrateam stress (Dietz et al, 2012). For example, when talking about team stress, one participant pointed out 'There are stress periods, so we know that it is com- This team agreed with each other that planning for this audit engagement gave them all an experience of stress, stating, '[It was stressful]…”

“…Team stress can be divided into interteam stress and intrateam stress both of which are relevant to this study. Interteam stress is a shared experience of stress between team members working together under shared stressful conditions (Dietz et al, 2012). Team stress that originates within a team but is experienced by an individual is called intrateam stress.…”

Communication System Cues to Benefit Distributed Action Teams

“…Team stress has been defined as the relationship between the team and the environment in which they are embedded and when the environment is perceived as taxing or endangering to team members' well-being. Further, team stress has also been defined as when members of the team assess their own task or tasks and realize these require greater resources than they are in possession of as a team to deliver (Dietz, Sierra, Smith-Jentsch, & Salas, 2012). Therefore, team stress can be considered a phenomenon that develops as a result of the team members' work together and as a function of the team members' interactions, and therefore as an emergent state (Kozlowski, & Ilgen, 2006;Marks, Mathieu & Zaccaro, 2001, p. 357).…”