Gorman Jamie C, Martin Melanie J, Dunbar Terri A, Stevens Ronald H, Galloway Trysha L, Amazeen Polemnia G, Likens Aaron D
Georgia Institute of Technology, Atlanta
California State University-Stanislaus, Turlock.
Hum Factors. 2016 Feb;58(1):181-99. doi: 10.1177/0018720815602575. Epub 2015 Sep 21.
We investigated cross-level effects, which are concurrent changes across neural and cognitive-behavioral levels of analysis as teams interact, between neurophysiology and team communication variables under variations in team training.
When people work together as a team, they develop neural, cognitive, and behavioral patterns that they would not develop individually. It is currently unknown whether these patterns are associated with each other in the form of cross-level effects.
Team-level neurophysiology and latent semantic analysis communication data were collected from submarine teams in a training simulation. We analyzed whether (a) both neural and communication variables change together in response to changes in training segments (briefing, scenario, or debriefing), (b) neural and communication variables mutually discriminate teams of different experience levels, and (c) peak cross-correlations between neural and communication variables identify how the levels are linked.
Changes in training segment led to changes in both neural and communication variables, neural and communication variables mutually discriminated between teams of different experience levels, and peak cross-correlations indicated that changes in communication precede changes in neural patterns in more experienced teams.
Cross-level effects suggest that teamwork is not reducible to a fundamental level of analysis and that training effects are spread out across neural and cognitive-behavioral levels of analysis. Cross-level effects are important to consider for theories of team performance and practical aspects of team training.
Cross-level effects suggest that measurements could be taken at one level (e.g., neural) to assess team experience (or skill) on another level (e.g., cognitive-behavioral).
我们研究了跨层次效应，即在团队互动过程中，神经生理学与团队沟通变量之间在神经和认知行为分析层面上的同步变化，这些变化发生在团队训练的不同情境下。
当人们作为一个团队共同工作时，他们会形成一些单独工作时不会形成的神经、认知和行为模式。目前尚不清楚这些模式是否以跨层次效应的形式相互关联。
在一次训练模拟中，收集潜艇团队层面的神经生理学数据和潜在语义分析沟通数据。我们分析了：（a）神经变量和沟通变量是否会随着训练环节（简报、情景或汇报）的变化而共同变化；（b）神经变量和沟通变量是否能相互区分不同经验水平的团队；（c）神经变量和沟通变量之间的峰值互相关如何确定这些层面之间的联系。
训练环节的变化导致神经变量和沟通变量都发生了变化，神经变量和沟通变量能够相互区分不同经验水平的团队，并且峰值互相关表明，在经验更丰富的团队中沟通的变化先于神经模式的变化。
跨层次效应表明团队合作不能简化为一个基本的分析层面，训练效果会在神经和认知行为分析层面上扩散。跨层次效应对于团队绩效理论和团队训练的实际应用来说是需要考虑的重要因素。
跨层次效应表明，可以在一个层面（如神经层面）进行测量，以评估另一个层面（如认知行为层面）的团队经验（或技能）。
