An empirical link between motivation gain and NBA statistics: applying hierarchical linear modelling

BACKGROUND

This study tested whether the motivation gain in groups is the result of social compensation or the Köhler effect by examining scaled individual salaries of National Basketball Association (NBA) players. Both factors explain the positive effects of a group, unlike social loafing. However, differing causes in motivation gain relate to whether players are low or high performers and the Köhler effect or social compensation.

METHODS

To test motivation gain, this study used 11-year NBA statistical data of 3247 players by applying hierarchical linear modelling (HLM) and HLM 7.0 was used for analysis. The players' individual statistics and annual salaries were collected from the NBA and ESPN websites, respectively. Whereas previous studies have looked at motivation gain through track-and-field and swimming relay records, this study verified motivation gain through salary variations among NBA players and their affiliated teams.

RESULTS

The high performers, while selecting teams with larger performance gaps among team members, earned a higher salary than while selecting teams with lower performance gaps among team members. This study found that motivation gain existed in high performers, which can be interpreted as support for social compensation rather than the Köhler effect.

CONCLUSIONS

We used our result to elucidate the basis for play-by-play decisions made by individuals and team behaviour. Our results are applicable for the enhancement of coaching strategies, ultimately improving team morale and performance. It can be interpreted that the motivation gains of high performers in the NBA are driven by the Cost Component of the Team member Effort Expenditure Model (TEEM), rather than the Expectancy and Value Components.

50 Years of Sports Teams in Work Teams Research: Missed Opportunities and New Directions for Studying Team Processes

For the last 50 years, sports team samples have played a significant role in mainstream management literature. Prior research has analyzed different kinds of data, such as archival, survey-based, and interviews/observations, from a wide range of sports teams. These teams differ greatly in terms of contexts (i.e., recreational to intercollegiate to professional) and types of interdependence. We explore this body of work and focus on what is germane for the work teams literature as we examine 255 relevant articles spanning the years 1972–2021 in major management, organizational behavior (OB), human resource management (HRM), and strategy journals. Using the input-process-outcome model in our coding process, we identify the relative absence of the study of team processes. We develop a conceptual framework linking team interdependence, team processes, and the initiation and maintenance of these processes. This framework is intended to help guide future research on team processes in the context of sports team samples and enhance the generalizability of this research to the work teams domain. Additionally, we identify an agenda for future research using sports team samples for work groups/teams researchers. Overall, we intend to spur thoughtful and creative future research in the work groups/teams area using the rich field environment that sports teams present.

Effective Surgical Teams: An Integrative Literature Review

It is imperative to understand the factors that contribute to effective surgical teams. The aim of this integrative review was to evaluate the aids and barriers for perioperative teams in functioning effectively, preventing adverse events, and fostering a culture of safety. The literature search was undertaken of 15 databases, which resulted in 70 articles being included. It was found perioperative teamwork was not widely understood. Findings indicated barriers to effective surgical teams comprised of confusion in tasks and responsibilities, existing hierarchies and prevailing misconceptions and understanding among team members. Although numerous quality initiatives exist, the introduction of protocols and checklists, team effectiveness in the perioperative setting is still insufficient and challenges in establishing effective surgical teams continue. Further research is recommended to obtain a comprehensive perception of environmental influences and barriers surgical teams encounter in the delivery of safe quality care.

I think you can: transpersonal efficacy in teams

Purpose

The purpose of this paper is to expand the nomological network of a relational efficacy construct, transpersonal efficacy, and examine its effect on attitudes and behaviors important for team performance. The authors identify several antecedents to transpersonal efficacy, including task interdependence, agreeableness and conscientiousness. The authors also find that transpersonal efficacy is related to relational attitudes and behaviors in teams.

Design/methodology/approach

This study consists of an online cross-sectional survey completed by participants representing a wide range of occupations, team types, contexts and industries. Participants reported on their working relationships with team members and various behavioral outcomes. Participants used the Occupational Information Network (O*NET) to describe their teammates’ job requirements and to evaluate each teammate’s ability to complete required tasks. Confirmatory factor analysis and structural equation modeling were used to test hypotheses.

Findings

Findings suggest that people in highly interdependent teams have more confidence in their teammates. Further, transpersonal efficacy predicts relationship, task and process conflict when controlling for team task interdependence and virtualness, along with individual differences including agreeableness and conscientiousness. Transpersonal efficacy also contributes to the prediction of relationship conflict beyond the explained variance of collective efficacy.

Originality/value

This paper contributes to our understanding of individuals in teams by using social cognitive theory, expectancy theory and uncertainty reduction theory as a base for predicting the value of transpersonal efficacy in driving relational team behaviors. The authors uniquely consider efficacy as an interpersonal construct that is related to individual behaviors and attitudes that target specific teammates, rather than the team as a whole.

Intergroup Competition in Exergames: Further Tests of the Köhler Effect

OBJECTIVE

We examined how competing with a software-generated partner (SGP) against another human/virtual partner team, in an exercise video game (exergame), affects individual motivation as measured by effort.

MATERIALS AND METHODS

Participants (n = 90; 49 female; Mage = 19.93 ± 1.48) were randomly assigned to one of three conditions: individual control (IC); conjunctive partner, no competition (PNC); or conjunctive partner, with competition (PWC). Participants performed the first series of exercises alone. After resting, those in the partnered conditions performed the remaining trials with a same-sex SGP. Those in the PWC condition were told that they and their virtual partner would be competing against another human-virtual partner team.

RESULTS

A significant motivation gain was observed in both partnered conditions compared to control (P < 0.001), but the partnered groups did not differ significantly. However, participants in the PWC condition enjoyed the task significantly (P < 0.05) more than those in the PNC and IC conditions and the PWC participants identified more with the SGP as a teammate than the PNC participants.

CONCLUSIONS

Altogether, intergroup competition with an SGP may be an enjoyable way to enhance motivation and performance while exercising.