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The purpose of this study is to examine the impact of the (in)congruence between team leader self-evaluation and follower evaluation about the leader's transformation leadership (TL) on team performance, as well as the conditions under which the impact can be strengthened or weakened.

This study adopts a survey method to collect data from matched sales team leaders and sales team members in 81 teams. A multi-level polynomial regression analysis was conducted.

Team performance was higher in teams with balanced or high TL than with balanced or low TL. Among the teams with incongruence, no difference was found between leader underestimation and leader overestimation. TL congruence plays a moderating role in the relationship between team follower evaluation of TL and team performance, such that the relationship is stronger when team leader self-evaluation and follower evaluation are congruent than incongruent.

This study extends the authors' current understanding of TL literature by combining and contrasting the different perceptions of TL from both the leaders themselves and the followers towards leaders. The findings highlight the importance of congruence versus incongruence rather than just the high or low levels of follower TL evaluation. It provides a more complete understanding of the TL and team performance relationship than the traditional view that promotes a linear relationship between TL and performance.

This study seeks to examine the role of knowledge-oriented leadership in the health sector to achieve team outcomes in the Covid-19 context. Drawing from the leader–member exchange (LMX), social cognitive and social identity theory, the present study develops a model linking knowledge-oriented leadership and team performance through the underlying psychological mechanisms of team efficacy, team cohesion, team commitment and team collaboration.

Utilizing quantitative data methodology, data were obtained from the pharmaceutical employees (health sector) of Pakistan during the pandemic. The partial least squares structural equation modeling was used to test the hypotheses.

The findings support the hypothesis that knowledge-oriented leadership significantly influences team outcomes. The study also verified that team collaboration effectively mediates the relationship between knowledge-oriented leadership and team performance.

The study is unique in the sense that it explores the newly established leader behavior (knowledge-oriented leadership) in understanding team outcomes in the health sector. The study concludes by making significant implications to overcome the challenges raised by Covid-19 pandemic.

The development of information technologies has fueled the emergence of online self-organizing teams that involve members with diverse backgrounds to work on a shared goal voluntarily. However, the differences in members' attributes give rise to diversity. Therefore, the authors’ research is to figure out how diversity affects team performance in the context of online self-organizing teams and how this effect changes over team tenure.

The authors use a dynamic approach to the diversity-team performance relationship and collect a publicly longitudinal dataset on 3,970 collaborative items from 2,550 online self-organizing teams spanning nine years in an open innovation community of an online game.

The empirical results show that culture separation is negatively related to team performance, and this negative relationship weakens as team tenure increases. While skill variety and contribution disparity are positively related to team performance, and these positive relationships strengthen as team tenure increases.

The study provides a research framework to examine the relationship between diversity and team performance and explore how this relationship varies over team tenure in the context of online self-organizing teams. The results not only demonstrate the double-edged role of diversity in affecting the success of online self-organizing teams but also advance the understanding on the temporal effect of diversity on team performance.

Drawing on the Broaden-and-build theory, the study investigates the impact of team entrepreneurial passion (TEP) on team performance. This study further examines the mediating role of team cooperation between TEP and team performance. Thus, by expanding the conceptual model of TEP, the authors examine how three domains of TEP, namely inventing, founding and developing affect the entrepreneurial outcomes in the early stages of entrepreneurship.

Survey data were collected from 29 entrepreneurial teams, and the proposed relationships were assessed through Smart-PLS 3.2.8 structural equation modeling (SEM) tool.

Regarding the domains of TEP, the authors' findings show that the TEP for inventing is positively related to team performance. As for the influences of TEP for inventing and TEP for developing, both are the most beneficial for entrepreneurial outputs, such as team members' abilities to recognize and exploit opportunities.

Although there is an increased scholars' interest in entrepreneurial passion, there is a lack of research that examines the enabling factors and outcomes of entrepreneurial passion at the team level. This study is among the earliest research studies that not only empirically explores the relationships between TEP and team performance but also illustrates how each domain of TEP uniquely influences entrepreneurial outcomes by extending existing studies on entrepreneurial passion.

The increasing complexity of civil engineering projects necessitates focusing on new competencies of project participants. Based on the research on team performance and design processes that are more closely linked to the relevance of the project context, it is hypothesised that empathic abilities could play an important role in the performance of civil engineering projects. Therefore, this study aims to investigate whether performance can be improved by focusing on empathic abilities during the integrated design phase.

Semi-structured in-depth interviews with experts were conducted to explore the relevance of empathic abilities and their interaction with performance in a real-life infrastructure project. The project team’s empathy level was measured by means of a survey using Davis’ Interpersonal Reactivity Index method. Finally, differences between expected and measured levels of empathy were analysed.

The results provide insights into how empathic abilities interact with performance. The measurement indicates that, on average, professionals in the civil engineering industry score relatively low on empathy. In addition, differences were identified between the expected distribution and the measured empathy levels of the team, implying a potential for improvement, in particular by increasing the empathic abilities of the project management and increasing gender diversity.

To the best of the authors’ knowledge, this study is the first to investigate a relationship between empathy and the performance of civil engineering projects. The results provide initial insights into the empathic ability of civil engineering project teams and the potential of empathy to improve performance. Furthermore, from an empathy perspective, this study advocates increasing the gender diversity of project teams to improve performance.

This paper aims to determine the impact of perceived virtuality on team dynamics and outcomes by adopting the Input-Mediators-Outcome (IMO) framework. Further, it also investigates the mediating role of team processes and emergent states.

The authors collected survey data from 315 individuals working in virtual teams (VTs) in the information technology sector in India using both offline and online questionnaires. They performed the analysis using Partial Least Squares Structural Equation Modelling (PLS-SEM).

The authors investigated two sets of hypotheses – both direct and indirect (or mediation interactions). Results show that psychological empowerment and conflict management are significant in managing VTs. Also, perceived virtuality impacts team outcomes, i.e. perceived team performance, team satisfaction and subjective well-being.

The interplay between the behavioural team process (conflict management) and the emergent state (psychological empowerment) was examined. The study also helps broaden our understanding of the various psychological variables associated with teamwork in the context of VTs.

Findings from this study will aid in assessing the consequences of virtual teamwork at both individual and organisational levels, such as guiding the design and sustainability of VT arrangements, achieving higher productivity in VTs, and designing effective and interactive solutions in the virtual space.

The study examined the interplay between behavioural team processes (such as conflict management) and emergent states (such as psychological empowerment). The study also theorises and empirically tests the relationships between perceived virtuality and team outcomes (i.e. both affective and effectiveness). It may serve as a guide to understanding team dynamics in VTs better.

This exploratory study attempts to enhance the current understanding of the research and practice of VTs within a developing economy.

Drawing on goal-setting theory and team effectiveness theory, the study aims to examine the impact of agile taskwork and agile teamwork on team performance. In addition, it investigates the mediating effect of project commitment on the impact of agile taskwork and agile teamwork on team performance. Furthermore, the study also tests the moderating role of career level on the impact of agile taskwork and agile teamwork on team performance.

Survey data were collected from 563 employees working in 290 information technology (IT) companies in India using a self-reporting structured questionnaire. Partial least squares path modeling was used to test the hypothesized model, and the Process macro was used to test the moderating effect.

The results show that agile taskwork and agile teamwork positively affect team performance and project commitment, and project commitment positively impacts team performance. Furthermore, project commitment fully mediates the relationship between agile taskwork and team performance and partially mediates the relationship between agile teamwork and team performance. Furthermore, the career level negatively moderates the impact of agile taskwork and agile teamwork on team performance.

The study shows the importance of agile work practices and project commitment to enhance team performance. Thus, the study provides managers with two strategies to improve their team performance.

There is a scarcity of research examining the distinct effects of agile taskwork and agile teamwork on team performance and the mediating role of project commitment in these relationships. Furthermore, as per the empirical evidence, no previous research has empirically examined the moderating role of career level in the agile taskwork-team performance and agile teamwork-team performance relationships.

The consulting team intervenes in the integrated construction consulting (ICC) network structure centered on “client-contractor-consultant.” Team boundary-spanning behavior (TBB) driven by the network structure is crucial to project performance. This article investigated how to stimulate the consulting project performance (CPP) improvement by considering the interactive effect of network structure and TBB. To be specific, this paper explored the configuration between structural characteristics of project networks, the dimension of TBB, and project performance in ICC projects.

Network density and centrality were used to reflect network structure. This study collected 216 valid responses from construction professionals (including project managers, department managers, and project engineers) via a questionnaire survey and analyzed the data using fsQCA.

Combining with the corresponding typical project case and analysis, the results concluded four types of configurations for achieving high performance in the ICC projects. Meanwhile, network centrality, density, ambassadorial behavior, coordination behavior, and detection behavior significantly impact high consulting project performance. Matching ICC network characteristics with the TBB is important. There are also three low performance configurations for the ICC projects. Low performance state also occurs when network centrality or density and coordination behavior is simultaneously low. Only the right match between the network characteristics and TBB can produce high consulting project performance.

The network centrality and density, the implementation of TBB vary, and the paths to achieve high consulting project performance are different. Clients, ICC projects, and consulting teams should choose the appropriate development paths according to the actual situation. (1) Clients should commit to applying the ICC project model with high network centrality, density, and coordination behavior of ICC enterprises to promote project performance. (2) Consulting enterprises should carry out ICC business based on detecting behavior and coordinating behavior. (3) The market should cultivate head consulting enterprises with independence and integration, and bring into play the effectiveness of consulting team ambassadorial behavior.

Comparing the results of the four high CPP configurations, the network structure characteristics are essential, which means that in the Chinese consulting practice between the owner and the consulting firm pay attention to the use of appropriate ICC organizational structure model and arrange the degree of centralization of authorized responsibilities. Coordination behavior is necessary to achieve high CPP. Therefore, Chinese consulting firms should pay attention to effective communication and exchange with project contractors in order to get high CPP in conducting business; meanwhile, enabling behavior can achieve high CPP both in the presence and absence of configuration H1 and H4, which indicates that enabling behavior has substitution effect. Comparing the three low CPP configurations also contrarily confirms the indispensability of coordinating behavior. Comparing the results of high and low CPP configurations, the TBB is seriously missing and not properly applied in CPP enhancement. In detail, Chinese consulting firms have been regarded as independent third parties providing services, and less attention has been paid to the TBB of Chinese consulting firms in past practice, thus leading to the dilemma of inadequate empowerment of consulting firms due to their unclear status. To solve this dilemma, the findings of this paper offer a solution at the micro level to change the previous perception of consulting and demonstrate that Chinese consulting practice needs to pay attention to TBB with owners and contractors, and apply it well to enhance the reputation, management consulting level and capability, and experience and expertise of consulting firms to achieve high CPP.

The research results changed from the previous bilateral project governance to a new perspective of network embedding. It provided a theoretical basis for the improvement path of high consulting project performance, as well as providing ideas for clients on the organizational design of ICC projects. On the other hand, it provided a practical reference for TBB positioning of ICC enterprises for transformation and upgrading development.

Proper topic selection is an essential prerequisite for the success of research. To study this, this article proposes an important concerned factor of topic selection-topic popularity, to examine the relationship between topic selection and team performance.

The authors adopt extracted entities on the type of gene/protein, which are used as proxies as topics, to keep track of the development of topic popularity. The decision tree model is used to classify the ascending phase and descending phase of entity popularity based on the temporal trend of entity occurrence frequency. Through comparing various dimensions of team performance – academic performance, research funding, relationship between performance and funding and corresponding author's influence at different phases of topic popularity – the relationship between the selected phase of topic popularity and academic performance of research teams can be explored.

First, topic popularity can impact team performance in the academic productivity and their research work's academic influence. Second, topic popularity can affect the quantity and amount of research funding received by teams. Third, topic popularity can impact the promotion effect of funding on team performance. Fourth, topic popularity can impact the influence of the corresponding author on team performance.

This is a new attempt to conduct team-oriented analysis on the relationship between topic selection and academic performance. Through understanding relationships amongst topic popularity, team performance and research funding, the study would be valuable for researchers and policy makers to conduct reasonable decision making on topic selection.

To obtain optimal deliverables, more and more crowdsourcing platforms allow contest teams to submit tentative solutions and update scores/rankings on public leaderboards. Such feedback-seeking behavior for progress benchmarking pertains to the team representation activity of boundary spanning. The literature on virtual team performance primarily focuses on team characteristics, among which network closure is generally considered a positive factor. This study further examines how boundary spanning helps mitigate the negative impact of network closure.

This study collected data of 9,793 teams in 246 contests from Kaggle.com. Negative binomial regression modeling and linear regression modeling are employed to investigate the relationships among network closure, boundary spanning and team performance in crowdsourcing contests.

Whereas network closure turns out to be a negative asset for virtual teams to seek platform feedback, boundary spanning mitigates its impact on team performance. On top of such a partial mediation, boundary spanning experience and previous contest performance serve as potential moderators.

The findings offer helpful implications for researchers and practitioners on how to break network closure and encourage boundary spanning with the establishment of facilitating structures in crowdsourcing contests.

The study advances the understanding of theoretical relationships among network closure, boundary spanning and team performance in crowdsourcing contests.