Kerrissey Michaela, Novikov Zhanna
Harvard TH Chan School of Public Health, Harvard University, Cambridge, MA, United States.
School of Public Health, University of Texas Health Science Center at Houston, Houston, TX, United States.
Front Psychol. 2024 Feb 13;15:1288904. doi: 10.3389/fpsyg.2024.1288904. eCollection 2024.
Joint problem-solving orientation (JPS) has been identified as a factor that promotes performance in fluid teamwork, but research on this factor remains nascent. This study pushes the frontier of understanding about JPS in fluid teamwork environments by applying the concept to within-organization work and exploring its relationships with performance, mutual value recognition (MVR), and expertise variety (EV).
This is a longitudinal, survey-based field study within a large United States healthcare organization = 26,319 (2019 response rate = 87%, 2021 response rate = 80%). The analytic sample represents 1,608 departmental units in both years (e.g., intensive care units and emergency departments). We focus on departmental units in distinct locations as the units within which fluid teamwork occurs in the hospital system setting. Within these units, we measure JPS in 2019 and MVR in 2021, and we capture EV by unit using a count of the number of disciplines present. For a performance measure, we draw on the industry-used measurement of perceived care quality and safety. We conduct moderated mediation analysis testing (1) the main effect of JPS on performance, (2) mediation through MVR, and (3) EV as a moderator.
Our results affirm a moderated mediation model wherein JPS enhances performance, both directly and through MVR; EV serves as a moderator in the JPS-MVR relationship. JPS positively influences MVR, irrespective of whether EV is high or low. When JPS is lower, greater EV is associated with lower MVR, whereas amid high JPS, greater EV is associated with higher MVR, as compared to lower EV.
Our findings lend further evidence to the value of JPS in fluid teamwork environments for enabling performance, and we document for the first time its relevance for within-organization work. Our results suggest that one vital pathway for JPS to improve performance is through enhancing recognition of the value that others offer, especially in environments where expertise variety is high.
联合问题解决导向（JPS）已被确定为促进灵活团队合作绩效的一个因素，但对这一因素的研究仍处于起步阶段。本研究通过将这一概念应用于组织内部工作，并探索其与绩效、相互价值认可（MVR）和专业多样性（EV）的关系，推动了对灵活团队合作环境中JPS理解的前沿。
这是一项在美国一家大型医疗保健机构内基于调查的纵向实地研究（n = 26319，2019年回复率 = 87%，2021年回复率 = 80%）。分析样本在两年中均代表1608个部门单位（如重症监护病房和急诊科）。我们将重点放在不同地点的部门单位，因为这些单位是医院系统环境中灵活团队合作发生的单位。在这些单位中，我们在2019年测量JPS，在2021年测量MVR，并通过计算单位内存在的学科数量来获取EV。对于绩效衡量，我们采用行业常用的感知护理质量和安全的测量方法。我们进行了调节中介分析测试：（1）JPS对绩效的主效应；（2）通过MVR的中介作用；（3）EV作为调节变量。
我们的结果证实了一个调节中介模型，其中JPS直接并通过MVR提高绩效；EV在JPS-MVR关系中起调节作用。无论EV高低，JPS都对MVR有正向影响。当JPS较低时，较高的EV与较低的MVR相关，而在高JPS情况下，与较低的EV相比，较高的EV与较高的MVR相关。
我们的研究结果进一步证明了JPS在灵活团队合作环境中对实现绩效的价值，并且我们首次记录了其与组织内部工作的相关性。我们的结果表明，JPS提高绩效的一个重要途径是通过增强对他人所提供价值的认可，特别是在专业多样性较高的环境中。
