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This paper aims to analyze cognitive-based trust development during the beginning phase of virtual teams (VT) before any trustor’s firsthand, knowledge-based trust of a trustee can develop. At this phase, early cognitive trust development is largely an individual construct that can help set the tone for subsequent phases and may also influence final VT effectiveness and performance.

This study begins with an analysis of cognitive-based trust and trust in VT and then focuses on the models and antecedents of early trust development in VT.

The conclusion offers a precise visualization of the research on early trust development in VT that identifies new research opportunities, particularly valuable for new field research.

This literature review could be useful to both researchers of early trust formation in VTs and to organizations that use VTs as a part of their workforce. The figures and tables produced in this literature could be useful to researchers of early trust development in VTs in two areas. First, researchers can use this information to quickly identify the academic literature associated with each component of early trust models, the type of research conducted for each component. Second, new research opportunities based on this sample for each component of the early trust model is clearly identified.

Organizations need to ensure that members of VTs can form quickly and operate effectively within a short period. Identifying factors that may influence early trust formation could give managers and VT members an understanding of the importance of trust development in the early stages of VTs and how this may ultimately influence a VTs performance, effective teamwork and productivity.

The conclusion offers a precise visualization of the research on early trust development in VT that identifies new research opportunities, particularly valuable for new field research.

This paper aims to explore the impact of interprofessional healthcare collaboration among nurses on patient healthcare services in the United Arab Emirates (UAE).

Data were gathered through a randomly distributed questionnaire (N = 248), constructed using established scales or the variables under study. The sample consisted of nurses and patients from various hospitals and clinics across the UAE. The collected data were analyzed using SPSS (Version 28) and Amos (Version 29) software, employing factor analysis, reliability testing and mediation analysis.

The study reveals a positive relationship between swift trust (ST) and its dimensions with both team interactive behavior (TIB) and nurse team creativity (TC). TIB was found to significantly mediate the effect of ST on TC. Additionally, based on closed-ended questions, a positive correlation was observed between team task conflict (TTC) and TC. However, no significant impact of TTC on nurse TC was identified through open-ended questions.

This research presents a unique analysis of the influence of interprofessional collaboration on patient healthcare services in the UAE, offering valuable insights for policy improvement by enhancing nursing conditions. Furthermore, the study contributes to the existing literature by examining the relationship between ST, TIB, TTC and TC.

Past research on transactive memory systems (TMS) often treated the focal team as an isolated entity. Previous literature overlooked two aspects of TMS: its existence beyond the boundaries of the focal team (further referred to as out-group TMS) and the way the out-group TMS helps teams adapt and remain effective when the circumstances change. This study aims to fill this gap by exploring the overlooked aspects of TMS on the dynamics of team effectiveness.

This study adopts a theoretical perspective and proposes two sets of propositions. First set explores the overlooked construct of out-group TMS and defines the boundaries of its applicability by building on Lewis’ (2003) dimensions of TMS. Second set explores ways in which out-group TMS can combine with in-group TMS to enable higher team effectiveness in fast-paced settings facing uncertainty and change.

The study’s conceptual perspective builds the grounds for improving scholars’ understanding of the drivers of team effectiveness in relation to the locus of TMS. The study investigates ways to combine in-group and out-group TMS and conceptually discusses their effects on team effectiveness: a mediation, an interaction and an additive model. The investigation concludes that out-group TMS plays a critical role and that overlooking its impact can be devastating for organizations in fast-paced environments.

This study unveils the unique and previously underexplored dynamics of transactive memory in teams with looser boundaries. Further, it extends scholars’ understanding of team cognition in contemporary, fast-paced business environments.

Are global business teams (GBTs) nothing more than just a group of individuals collaborating across cultural and geographic distances? We argue that such a view represents a gross simplification of the reality, since every GBT member also represents the knowledge and interests of an organizational unit. Recognizing the broader strategic context within which teams are embedded, we advance a typology of GBTs. We argue that different types of GBTs impose different motivational structures on team members as well as different coordination challenges. We also examine how the salience and consequences of various emergent and designed team characteristics will differ across different types of GBTs.

The purpose of this paper is to explore one vital aspect of team performance, the development of vulnerability trust in temporary high-performance teams (HPTs), within the context of after-action debriefing sessions.

In-depth interviews were conducted with military aircrew members about sharing vulnerable and personal experiences after action in a war scenario. Interpretative phenomenological analysis was used to analyze the qualitative material.

The study identified six themes that influence the development of vulnerability trust in temporary HPTs: creating familiarity, caring attitude and recognition of other crew members, the power of transparency, fear of rejection, contradictions between team members and the number of listeners in a sharing session. All these themes appeared to have an effect on the development of vulnerability trust.

The study shows how vulnerability trust may affect team development and team performance.

The paper not only specifically provides an insight into the development of trust in HPTs but also helps to broaden the understanding of the importance of trust for team development in general.

The paper contributes knowledge on the development of vulnerability trust that is new to research on HPTs, and the study explores how vulnerability trust may affect team development and team performance. The data material for this research has been collected from military operators’ experiences in a war context. Such environments are often shielded from and minimally available for qualitative research.

Due to the recent increase in unexpected events that negatively affect projects, the concept of resilience has grasped the attention of researchers, as risk management alone fails to address unpredicted events. This study aims to identify resilience dimensions and their designated factors and then construct a comprehensive definition for resilience in construction projects.

This paper adopted a qualitative research design through content analysis of semi-structured interviews with project engineers on behalf of their construction project; 26 interviews were analyzed via ATLAS.ti.

The results demonstrate that resilience in construction projects consists of four main dimensions: preparation, absorption, recovery and adaptation; each dimension comprises separate factors. The evidence from this study demonstrates that the resilience of the organization, project team and project manager supports the construction project when facing unpredicted or abnormal conditions.

The results of this paper will help construction project managers to enhance the resilience of their projects by providing different resilience factors.

The resilience concept in projects is novel and has limited knowledge available, especially in construction projects therefore, it requires additional comprehensive discussion and validation. The findings of this paper will serve as a cornerstone for the development of the resilience field and enrich the indigent literature on resilience in the construction industry.

Despite air travel having become a widely used means of transportation, the technological sophistication and human skill required for flying an aircraft remains a source of fascination and admiration. Aviation has been coined an ultra-safe system, coping with the duality of safety and efficiency by emphasizing expertise and learning, but also standardization and automation. Highly selected and continuously trained pilots have to work with increasingly complex and autonomous technology, which creates tensions between routinization and responsible action. Research on leadership and coordination in aircrews is reviewed in light of these tensions, pointing to the benefits of a functional approach to leadership which promotes optimal use of all resources in the team toward adaptive coordination. Furthermore, the leadership requirements arising from the fact that aircrews are ad hoc teams, usually only formed for a few flights, are discussed in terms of fast team-building coupled with the reliance on shared knowledge stemming from high levels of standardization. Due to the complex demands for leadership in aircrews, special training programs were developed early on, which have become a standard that many other high-risk industries are still striving for. The generalizability and need for further development of concepts embedded in successfully leading aircrews is scrutinized, focusing especially on leadership in ad hoc teams, the interplay of standardization and leadership, and the balance between shared and formal leadership.

In this paper, the prior research on virtual teams was reviewed to assess the state of the literature. The purpose of this paper is to determine why individuals prefer working in virtual teams (also termed liquid workers and part-time workers). Previous researchers have focussed on the benefits that organizations receive if they hire liquid workers, but to date, no research has been conducted to determine the perspective of these liquid workers. The various definitions of virtual teams are discussed and an integrative definition is proposed that suggests all teams may be defined in terms of their extent of virtualness.

A systematic review of the literature on virtual teams was conducted. The data were collected from 12 informants. A thematic analysis was used to analyse the data.

Six main themes were identified, namely, pliability, opportunities, increased earnings, vigour, family and transportation.

This study was conducted in a three-metropolitan city in India and warrants being extended to rural and international settings to gain additional insights and confirmation of the research findings.

It is suggested that organizations who recruit liquid workers will be in a position for substantial cost savings; this is because organizations usually make payment of liquid workers’ wages on an hourly basis. This will help the organizations to schedule the number of working hours depending on their needs.

The current study is novel as there is a paucity of research in identifying the factors behind working in the virtual community in India. This study presents the first research of its kind to the best knowledge of the author, and the findings will be valuable for companies who are looking for cost savings.

This study aims to look at the performance, communication structure and media choice for swift teams (STs) formed with the purpose of recovering from operational emergencies in manufacturing. The problem-solving process associated with these ad hoc teams include an early stage, where the main goal is to restore the process to working conditions, and a later stage, longer in duration, where the root cause of the problem is found and eliminated.

Based on field data from an industrial manufacturing operation, the authors test hypotheses by means of regression models.

It was found that in the evolution from early to later stage, media usage shifts from highly synchronous to asynchronous and the structural characteristics of the teams' collaboration networks mutate as well. These effects are different when comparing high- vs low-performing teams.

The study contains data for only one company, limiting the external validity of the conclusions. The sample was predominantly male. Participant attrition and other potential covariates not included in the study can be additional limitations.

More successful teams adapt their communication patterns more rapidly, going from an initially decentralized organization to a more centralized one. These changes in network patterns open a new view of ST’s success, based on network characteristics rather than on aggregate measures. The conclusions yield insights for interventions that may increase the success rates of these teams and reduce production line downtime.

The two stages in the operational emergency problem-solving process have to the authors’ knowledge not been addressed simultaneously in previous research, which is attempted in this paper as its main theoretical contribution. Moreover, previous studies dealing with ST’s success have only looked at aggregated measures impacting effectiveness and never to how their communication networks evolve along the path to problem resolution. The network view of the evolution of the ST from a relatively disorganized impromptu agglomeration of individuals to an effective problem-solving organization is to the authors’ knowledge first presented.