Prelims

Half Title Page

STRESS AND WELL-BEING IN TEAMS

Series Page

RESEARCH IN OCCUPATIONAL STRESS AND WELL-BEING

Series Editors: Peter D. Harms and Chu-Hsiang (Daisy) Chang

Editorial Review Board

• Terry Beehr

  University of Central Michigan, USA

• Yitzhak Fried

  Texas Tech University, USA

• Dan Ganster

  Colorado State University, USA

• Leslie Hammer

  Portland State University, USA

• Russ Johnson

  Michigan State University, USA

• John Kammeyer-Mueller

  University of Minnesota, USA

• E. Kevin Kelloway

  Saint Mary’s University, USA

• Jeff LePine

  Arizona State University, USA

• Paul Levy

  University of Akron, USA

• John Schaubroeck

  University of Missouri, USA

• Norbert Semmer

  University of Berne, USA

• Sabine Sonnentag

  University of Mannheim, Germany

• Paul Spector

  University of South Florida, USA

• Lois Tetrick

  George Mason University, USA

• Mo Wang

  University of Florida, USA

• Pamela L. Perrewé

  Florida State University, USA

Editors:

• Peter D. Harms

  University of Alabama, USA

• Chu-Hsiang (Daisy) Chang

  Michigan State University, USA

Title Page

RESEARCH IN OCCUPATIONAL STRESS AND WELL-BEING - Volume 22

STRESS AND WELL-BEING IN TEAMS

EDITED BY

Peter D. Harms

University of Alabama, USA

AND

Chu-Hsiang (Daisy) Chang

Michigan State University, USA

United Kingdom – North America – Japan – India – Malaysia – China

Copyright Page

Emerald Publishing Limited

Emerald Publishing, Floor 5, Northspring, 21-23 Wellington Street, Leeds LS1 4DL.

First edition 2024

Editorial matter and selection © 2024 Peter D. Harms and Chu-Hsiang (Daisy) Chang.

Individual chapters © 2024 The authors.

Published under exclusive licence by Emerald Publishing Limited.

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No part of this book may be reproduced, stored in a retrieval system, transmitted in any form or by any means electronic, mechanical, photocopying, recording or otherwise without either the prior written permission of the publisher or a licence permitting restricted copying issued in the UK by The Copyright Licensing Agency and in the USA by The Copyright Clearance Center. Any opinions expressed in the chapters are those of the authors. Whilst Emerald makes every effort to ensure the quality and accuracy of its content, Emerald makes no representation implied or otherwise, as to the chapters’ suitability and application and disclaims any warranties, express or implied, to their use.

British Library Cataloguing in Publication Data

A catalogue record for this book is available from the British Library

ISBN: 978-1-83797-732-1 (Print)

ISBN: 978-1-83797-731-4 (Online)

ISBN: 978-1-83797-733-8 (Epub)

ISSN: 1479-3555 (Series)

Contents

About the Editors

Peter D. Harms is the Frank Schultz Endowed Professor of Management at the University of Alabama’s Culverhouse College of Business. His research focuses on the assessment and development of leadership, personality, and psychological Well-Being. He received his Ph.D. from the University of Illinois at Urbana–Champaign and has published more than 150 articles in leading journals as well as numerous chapters, technical reports, and books. This work has been cited over 20,000 times and featured in popular media outlets such as CNN, Scientific American, Forbes, and the BBC. Harms was selected as one of the “100 Knowledge Leaders of Tomorrow” by the St. Gallen Symposium, received the Mid-Career Standout Scholar Award from the Network of Leadership Scholars in 2021, and is a Fellow of both the Society of Industrial and Organizational Psychology (SIOP) and the Association for Psychological Science. He has twice received SIOP’s Joyce and Robert Hogan Award for Personality and Work Performance Paper of the Year as well as the Academy of Management’s Sage Publications/Robert McDonald Advancement of Organizational Research Methodology Award and several best paper awards from individual journals. Harms currently serves on the scientific advisory board of Hogan Assessment Systems and has engaged in research partnerships with the US Army, the National Aeronautics and Space Administration (NASA), and the US Department of Labor. Harms currently serves as Editor of both Psychology of Leaders and Leadership and Research in Occupational Stress and Well-Being as well as Associate Editor at Journal of Business and Psychology.

Chu-Hsiang (Daisy) Chang is a Professor at the Department of Psychology at Michigan State University. Prior to joining Michigan State, she was a Faculty Member at the Department of Environmental and Occupational Health of the University of South Florida, and the Department of Psychology of Roosevelt University. She received her Ph.D. in Industrial and Organizational Psychology from the University of Akron in 2005. Her research interests focus on occupational health and safety, leadership, and motivation. Specifically, she studies issues related to occupational stress, workplace violence, and how employee motivation and organizational leadership intersect with issues concerning employee health and Well-Being. Her work has been published in Academy of Management Review, Academy of Management Journal, Journal of Applied Psychology, Journal of Organizational Behavior, Organizational Behavior and Human Decision Processes, Psychological Bulletin, and Work & Stress.

About the Contributors

Laura Bauer is a Ph.D. student in the Organizational Psychology program at Michigan State University. Her research focuses on multiteam system functioning and adaptation in high-reliability organizations including NASA.

Elizabeth Bell is a second-year industrial organizational psychology Ph.D. student at Clemson University. She received a Bachelor’s degree in Psychology with minors in Business Administration and Philosophy from DePauw University. Her research interests are in teams and diversity, equity, and inclusion.

Dr Alyssa Birnbaum is the founder of Teal Elephant LLC, an employee listening and organizational development consultancy, where she crafts ongoing listening strategies to capture employees’ perceptions at work and creates bespoke solutions to foster positive work cultures. Her research centers on work engagement, burnout, high-quality work connections, and the evolving landscape of remote and hybrid work. She completed her Doctorate at Claremont Graduate University and resides in Claremont, California with her husband, Joe, and dog, Scottie.

Tiffany Bisbey is an Assistant Professor of Industrial/Organizational Psychology at The George Washington University in Washington DC. She has a B.S. in Psychology from the University of Central Florida and a Ph.D. in Industrial/Organizational Psychology from Rice University. Her research focuses on the science of teamwork, improving collaboration and resilience in high-risk organizations, and effective approaches to employee training and development.

C. Shawn Burke, Ph.D., is a Professor (Research) and Director of the TRACE lab at the Institute for Simulation and Training, University of Central Florida. Her expertise includes teams and their leadership, team adaptability, team training, measurement, evaluation, and team effectiveness. Dr Burke earned her Doctorate in Industrial/Organizational Psychology from George Mason University.

Dorothy R. Carter, Ph.D. (Georgia Institute of Technology) is an Associate Professor of Management in the Eli Broad College of Business at Michigan State University. Her research considers the phenomena that enable leaders, teams, and multiteam systems to tackle complex challenges in organizational contexts including the military, medicine, scientific research, and deep-space exploration.

Gabriela Fernández Castillo is a Ph.D. Student in Industrial-Organizational Psychology at Rice University. She holds her B.A. in Psychology and International Studies from Baylor University. Her research focuses on team efficiency, and so far, she has focused on team coaching and how it can help improve team effectiveness. She has published papers that appear in Industrial and Organizational Psychology, Oxford University Press and Journal of Interprofessional Care.

Sarah Davis is an Industrial/Organizational Psychologist and Senior Special Project Administrator at the Johns Hopkins Armstrong Institute for Patient Safety and Quality. She has a B.A. in Psychology from the University of Rochester and a Ph.D. in Industrial/Organizational Psychology from the University of Connecticut. Her research interests are in team effectiveness and communication in stressful environments, and understanding organizational change.

Jennifer Feitosa is an Associate Professor of the Psychological Science Department at Claremont McKenna College. Her main research interests include teamwork, DEI, and measurement. She answers questions, such as “How can we maximize the benefits of diversity in teams?” She is the recipient of a Fulbright U.S. Scholar for Research and Teaching in Spain as well as an International Research and Collaboration (IRC) grant from the Society of Industrial-Organizational Psychology. Her work has been published in the Journal of Organizational Behavior, American Psychologist, Journal of Business Research, Human Resources Management Review, and presented over 70 times at conferences.

Tyler N. A. Fezzey is a Doctoral student in the Culverhouse College of Business at the University of Alabama. Her research focuses on interpersonal competition, leadership, dark personality, and gender biases.

R. Gabrielle Swab is an Assistant Professor in the Department of Management at Georgia Southern University. She received her Ph.D. in Management from the University of Mississippi. Her research interests include individual-level competition, focusing on this influence in teams, entrepreneurs, and family firms.

Dr M. Gloria González-Morales is an Associate Professor of Organizational Psychology at Claremont Graduate University in California. Her research, funded by agencies like Fulbright Commission Spain and the Canadian SSHRC, focuses on occupational health psychology, positive psychology, and diversity. She is passionate about advancing feminist organizational scholarship that supports workers’ Well-Being, flourishing, and belonging. As of 2024, she is the president-elect of the Society for Occupational Health Psychology and an Associate Editor of the Journal of Business and Psychology.

Maha Khalid is a Ph.D. student in the Human Factors and Human-Computer Interaction program at Rice University. She received her Undergraduate degree in Psychology from the George Washington University in Washington, DC. Prior to graduate school, she served as the Associate Director for the American Psychological Association’s Center for Psychology in Schools and Education. Her areas of research include human-autonomy teaming, team training, multidisciplinary teamwork, and team performance measurement and assessment.

Molly Kilcullen is a Senior Data Analyst at the Armstrong Institute at Johns Hopkins University in Baltimore, MD. She is also a Ph.D. candidate in the Industrial-Organizational program at Rice University in Houston, TX, working under the supervision of Dr Eduardo Salas. She received her Master’s degree in Industrial-Organizational Psychology at George Mason University and her Undergraduate degree in Psychology from Virginia Tech. During her time in her graduate program at George Mason, she was a Research Fellow at the Army Research Institute at Fort Belvoir, VA. Her areas of expertise include teamwork, team training, leadership, and safety culture.

Dr Lauren Blackwell Landon is the Team Risk Discipline Scientist in the Human Factors and Behavioral Performance (HFBP) Element in NASA’s Human Research Program, and a Scientist in NASA’s Behavioral Health & Performance (BHP) Laboratory. Her research is focused on teams living and working in extreme environments, examining team composition and teamwork processes as it influences team performance and functioning over time. Dr Landon also trains team skills to astronauts and flight controllers and has supported the NASA Astronaut Selection Team.

Dr Saeed Loghman is a Lecturer in Management at the College of Business and Economics, School of Management, University of Tasmania. Saeed has obtained various awards such as the Australian and New Zealand Academy of Management (ANZAM) Best Doctoral Dissertation Award in 2021. Saeed is a quantitative researcher with expertise in meta-analysis, systematic review, and survey-based studies. His research focuses on organizational behavior, organizational psychology, and human resource management, and in particular, employee psychological capital, mental health, and Well-Being.

Lauren H. Moran MS, is a Ph.D. student in the Industrial and Organizational Psychology program at Georgia Tech. She graduated from Florida State University in May 2020 with a B.S. in both Psychology and International Affairs. Her research interests are broadly focused on worker health and Well-Being, with particular emphasis on work recovery and resilience.

Gavriella Rubin Rojas is a psychology Doctoral student at Claremont Graduate University specializing in positive and organizational psychologies. She also holds a Master’s degree in Yoga Studies from Loyola Marymount University, where she specialized in yoga therapy. Her current research focuses on workplace Well-Being, stress, mindfulness, and interdependence.

Michael A. Rosen, Ph.D., is a Professor in the Department of Anesthesiology and Critical Care Medicine at the Johns Hopkins University School of Medicine with appointments in the Schools of Public Health and Nursing. His research focuses on how teams and technology create safety in high-risk industries, with particular interest in the measurement of team interactions and the design, implementation and evaluation of system-based interventions to improve performance outcomes.

Gabrielle Rufrano graduated from Florida International University with her Bachelor’s degree in Psychology and is currently a second-year Ph.D. student in the industrial-organizational psychology program at Clemson University. Gabrielle’s research interests include teamwork and diversity in organizations. She is currently working on her Master’s thesis where she is researching hireability amongst visibly tattooed women.

Eduardo Salas, Ph.D., is the Allyn R. & Gladys M. Cline Professor in Psychology at Rice University. His research interests are in uncovering what facilitates teamwork and team effectiveness in organizations; how and why does team training work; how to optimize simulation-based training; how to design, implement and evaluate training and development systems, and in generating evidence-based guidance for those in practice.

Allen Shorey is a Ph.D. student in the Industrial and Organizational Psychology program at the University of Central Florida. His research examines team composition, teams in extreme environments, occupational health, and adaptive performance. Allen earned his Bachelor of Science in Business Administration and Bachelor of Science in Psychology from Florida Southern College.

Allison M. Traylor, Ph.D., is an Assistant Professor in the Psychology Department at Clemson University. She holds her B.S. in Political Science and Business Administration from Northeastern University and her M.A. and Ph.D. in Industrial/Organizational Psychology from Rice University. Her research focuses on teamwork, training, and diversity in organizations.

Caton Weinberger is a Ph.D. student in the Organizational Psychology program at Michigan State University. His research considers social network and leadership factors that promote team performance in military and space exploration contexts.

Christopher W. Wiese, Ph.D., is an Assistant Professor and Director of the Foundation Lab in the School of Psychology at Georgia Institute of Technology. His overarching research mission is to improve human flourishing by conducting meaningful and transformational research. He takes an interdisciplinary, person-centric, future-looking approach to examining the human experience across various contexts. Specifically, his work is organized around two central themes: Well-Being and Teams. His work has been supported by both public (e.g., NASA, AFRL, NSF) and private (GTRI, Walton Foundation) funders, as well as spotlighted by the New York Times, Washington Post, and WBUR’s OnPoint. Dr Wiese earned his Doctorate in Industrial-Organizational Psychology from the University of Central Florida and completed a dual-institution postdoctoral fellowship between Purdue and the University of Pennsylvania.

Dr Azita Zahiriharsini is a Postdoctoral Fellow in Occupational Epidemiology at Université du Québec à Rimouski (UQAR). Her research interests include sex and gender considerations in occupational health; psychosocial stressors at work; epidemiology; occupational health and safety; work-related health problems and injury prevention; organizational behaviors; workers’ health and Well-Being; quantitative and qualitative research methods.

Preface

Volume 22 of Research in Occupational Stress and Well-Being (ROSWB) is focused on promoting theory and research concerning stress, Well-Being, and resilience in teams. There is widespread acknowledgment among organizational scholars that the modern workplace is becoming increasingly complex and characterized by work that requires teamwork. Moreover, there is considerable research documenting how members of one’s work team can be both a source of stress and comfort. Consequently, our goal with this issue was to shine a spotlight on this critical area of research. To that end, we solicited a series of papers investigating how stress and crisis events might impact team functioning and performance as well as how team processes themselves might be a source of stress and Well-Being. To that end, we are immensely grateful for the enthusiastic, thoughtful, and timely contributions from our author teams. We could not have done this without them.

Our first Chapter by Rosen, Kilcullen, Davis, Bisbey, and Salas reviews the state of the literature concerning team resilience, laying out conceptual developments concerning resilience in individuals and in teams, and then taking stock of the conceptual and methodological challenges and opportunities as it pertains to conducting research on team resilience in the field. Our next three chapters concern the role of individual differences and psychological processes in team resilience and Well-Being. In the second chapter, Fezzey and Swab address the nature of trait competitiveness and its implications for individual and team-level stress and Well-Being, introducing a dynamic, multi-level framework for integrating current research and suggesting new paths for future discoveries. The third Chapter by Loghman and Zahiriharsini utilizes psychological capital (PsyCap) as a central focus of investigation. They review the state of the literature concerning PsyCap as an antecedent of individual-level performance and Well-Being and then build toward a model of team-level PsyCap and investigating its potential as an antecedent factor of team Well-Being and safety. The fourth Chapter by Rubin Rojas, Feitosa, and González-Morales concerns mindfulness and, specifically, the potential for mindfulness interventions to strengthen team functioning. As with the preceding two chapters, the authors integrate the extant literature to develop a dynamic, multi-level model to facilitate future research and practice.

The next two chapters in the special issue advance our understanding of the interplay between team performance and Well-Being by investigating how relationships within the team can serve as a driver of team member Well-Being and team resilience. The fifth Chapter by Birnbaum and González-Morales dives deeper into team processes by investigating how interpersonal dynamics might impact work engagement by utilizing a social network perspective. In the sixth chapter, Bell, Castillo, Khalid, Rufrano, Traylor, and Salas review how teams and team functioning in high-stakes settings can impact the physical and psychological Well-Being of team members. Specifically, they document how emotional contagion within teams can serve as both a promotor and inhibitor of individual Well-Being.

The seventh Chapter by Shorey, Moran, Wiese, and Burke sets out to expand the conversation surrounding team resilience and how it might be best embedded in the broader teams’ literature. Specifically, they review conceptual definitions and operationalizations of team resilience in the literature, the range of outcomes they have been used to predict, and discuss the implications of these varying perspectives for future research and practice.

The final Chapter of the special represents a unique case for the study of stress, resilience, and Well-Being at the team-level. Specifically, Bauer, Weinberger, Carter, and Blackwell Landon review the state of the literature concerning how teams on spaceflight missions manage stress and what earth-bound organizations can learn from advances surrounding stress management in this particularly challenging context.

The goal of this special issue of ROSWB on teams and team processes was to provide not only a place for documenting the many interesting and valuable advances being made in the teams’ literature, but also to make available a foundation for future research concerning stress and Well-Being at the team level. Our author teams rose to the challenge, not only bringing together disparate topics and literatures, but also providing new models and frameworks for future research in this area. And, having documented and summarized the evidence of the importance of teams and the relationships within them for both sustained performance and Well-Being, we would once again thank both our author teams and the staff at Emerald who worked with us to put together this very special volume of ROSWB.

Peter D. Harms and Chu-Hsiang (Daisy) Chang