This study aimed to examine the links between psychological safety and Intrinsic (autonomous motivation) and Extrinsic (controlled motivation) motivation in youth sport team athletes, and second to examine gender differences in psychological safety, Intrinsic and Extrinsic motivation. A cross sectional survey study was conducted with 133 participants (93 males and 39 females) from various sports including football, ice-hockey, basketball, and handball. The participants were at national and regional levels in Sweden, aged varied from 16-19 years. Regression analysis revealed that approximately 7.6% of the variability of Extrinsic motivation can be explained by levels of psychological safety. Independent t-test indicated that female athletes scored higher on psychological safety, but no gender differences were found in types of motivation. This implies that female athletes may feel safer and more supported in their team sports environment. The results of this study are discussed and highlight the importance for coaches and leaders to prioritize creating a positive team cohesion that promotes psychological safety among team members. Further research could explore other potential factors affecting motivation, and further clarify the role gender might play. / Denna studie syftade till att först och främst undersöka sambandet mellan psykologisk säkerhet och olika typer av motivation; inre (autonom motivation) och yttre (kontrollerad motivation) inom idrott, hos ungdomslag. För det andra syftade studien till att undersöka könsskillnader i Psykologisk säkerhet, inre- och yttre motivation. En tvärsnittsstudie genomfördes med 113 deltagare (93 män och 39 kvinnor) som bestod av fotbollsspelare, ishockeyspelare, basketspelare samt handbollsspelare, på nationell samt regional nivå i Sverige, i åldrarna 16–19. Regressionsanalysen visade att ungefär 7,6% av variabiliteten i yttre motivation kan förklaras av nivåer av psykologisk säkerhet. Ett oberoende t-test indikerade att kvinnliga idrottare hade högre nivåer av Psykologisk säkerhet, inga könsskillnader hittades för olika typer av motivation. Detta antyder att kvinnliga idrottare känner sig tryggare och stöttade i sin lagidrott. Resultaten från denna studie är diskuterade och poängterar vikten av att som tränare och ledare prioritera att skapa en positiv lagkänsla som främjar psykologisk säkerhet bland medlemmarna. Vidare forskning kan utforska andra potentiella faktorer som påverkar motivationen samt tydligare klargöra vilken roll genus kan spela.

La cohesión de equipo y las características psicológicas relacionadas al rendimiento representan factores fundamentales en el contexto deportivo, por lo que la presente investigación tiene como objetivo relacionar ambas variables en 153 futbolistas profesionales pertenecientes a la primera división del fútbol peruano. Los sujetos fueron evaluados mediante el Cuestionario Multidimensional de Cohesión en Deporte (IMCODE) y el cuestionario de Características psicológicas relacionadas con el rendimiento adaptado para futbolistas (CPRD-F). Los resultados indican que a mayor presencia de las características psicológicas relacionadas con el rendimiento mayor será la cohesión de los jugadores dentro de su equipo. Resulta importante prestar atención a las asociaciones existentes entre ambas variables por la relevancia que tienen en relación con el rendimiento deportivo, debido a que esto permitirá una intervención más precisa con la finalidad de potenciarlo tanto individual como colectivamente. / Team cohesion and psychological characteristics related to performance represent fundamental factors in the sport context, so the present investigation aims to relate both variables in 153 professional soccer players belonging to the first division of Peruvian soccer. The subjects were evaluated through the Multidimensional Questionnaire of Cohesion in Sport (IMCODE) and the questionnaire of psychological characteristics related to performance adapted for soccer players (CPRD-F). The results indicate that the greater the presence of the psychological characteristics related to performance, the greater the cohesion of the players within their team. It is important to pay attention to the existing associations between both variables because of the relevance they have in relation to sports performance, because this will allow a more precise intervention in order to enhance both individually and collectively. / Tesis

Syftet med studien var att undersöka elitsatsande handbollsgymnasieelevers upplevda sammanhållning i deras respektive klubblag samt i deras träningsgrupp vid skolan. Vidare studerades handbollsspelarnas upplevelser av skillnader eller likheter i lagsammanhållningen i klubblag och träningsgrupp. Undersökningsdeltagarna bestod av tio män (M = 18,5) som går på ett elithandbollsgymnasium i Sverige. Datainsamlingen skedde med hjälp av en intervjuguide baserad på Carron´s (1982) konceptuella ramverk. Resultaten redovisades i huvudteman där positiva och negativa påverkansfaktorer för lagsammanhållningen klargjordes i träningsgrupp på skolan respektive klubblag. Vidare visade resultaten att majoriteten av undersökningsdeltagarna upplevde en mycket god social sammanhållning i träningsgruppen på gymnasiet och generellt en medelbra social och en bra uppgiftssammanhållning i sitt klubblag. Avslutningsvis framkom att de sammanlagda negativa upplevelserna, med koppling till lagsammanhållning, upplevdes vara fler i klubblag än i träningsgruppen på gymnasiet. Resultaten motsade några samt bekräftade redan tidigare studier. / The purpose of this study was to examine elite high school handball players perception of team cohesion in their teams and elite exercise group in school. Moreover the perception of differences and similarities in team cohesion in the two groups were investigated. The participants were ten men (mean age = 18,5) elite handball high school students in Sweden. Data was collected through an interview guide based on Carron´s (1982) conceptual framework. The results were showed in themes where positive and negative factors related to cohesion were shown in both teams and elite exercise group. Further the results showed that the majority of the participants perceive very good social cohesion in the exercise group in school and generally an average social and good task cohesion in their teams. Finally the total amount of negative perception, associated with team cohesion, were more in teams comparing to the exercise group in high school. The results supported and partly contradicted previous research.

The purpose of this study is to research the relationships among leadership style, team cohesion, collective efficacy, organizational justice, and organizational capital. This study used the questionnaires as a measurement tool to research, and the questionnaires samples was drawn out from CSBC Corporation, Taiwan all engineers, managements, engineer assistants, and management assistants, the writer released 460 questionnaires to them, eventually ended up effective 375 questionnaires with 82.06% return rate. The findings are as follows. 1. The transformational leadership has positive influence on intellectual capital including human capital, structural capital, and social capital, and the transactional leadership have positive influence on structural capital, but have not any influence on human capital and social capital. 2. Team cohesion merely has partial medium on the relationships among transformational leadership, human capital and structural capital; Team cohesion has full medium on the relationships between transformational leadership and social capital. 3. Collective efficacy has full medium on the relationships between transformational leadership and human capital; Collective efficacy merely has partial medium on the relationships among transformational leadership, structural capital and social capital. 4. Organizational justice has full medium on the relationships between transformational leadership and human capital; Organizational justice merely has partial medium on the relationships among transformational leadership, structural capital and social capital.

Syftet med den här studien var att undersöka om teamsammanhållning, teammedlemmars inre motivation och psykologisk trygghet kan predicera teameffektivitet i eventprojekt. För att besvara studiens syfte genomfördes en kvantitativ tvärsnittsstudie och data samlades in via en webbaserad enkät. Studiens deltagare bestod av personer som ingått eller ingår i projektteam som jobbat eller jobbar med eventprojekt. En multipel regressionsanalys genomfördes och resultatet visade att de oberoende variablerna teamsammanhållning, inre motivation och psykologisk trygghet tillsammans kan predicera teameffektivitet i eventprojekt. Både teamsammanhållning och psykologisk trygghet hade unikt signifikanta bidrag till förklaringsmodellen och inre motivation hade inte ett unikt signifikant bidrag. / The aim of this study was to investigate whether team cohesion, team members' intrinsic motivation and psychological safety can predict team effectiveness in event projects. To answer the purpose of the study, a quantitative cross-sectional study was conducted and data was collected via a web-based survey. The study's participants consisted of people who were or are part of project teams who worked or are working with event projects. A multiple regression analysis was carried out and the result showed that the independent variables team cohesion, inner motivation and psychological safety together can predict team effectiveness in event projects. Both team cohesion and psychological safety had uniquely significant contributions to the explanatory model, and intrinsic motivation did not have a uniquely significant contribution.

During team decision-making practices information is often shared among team members as part of the decision making process. Knowledge sharing involves one team member sharing information so that other team members can encode the knowledge to make their own mental representation of the new information (Huan & Jiang, 2012). Unfortunately, the literature has shown that new information is not always shared between team members during decision making processes (Stasser & Titus, 1985). When teams make decisions without considering all the information available poor decisions can result. This research study tests a team conceptual model derived by Turner (2013) addressing attitudes toward knowledge sharing. Structural equation modeling was conducted to test a portion of Turner’s (2013) team conceptual model. The tested model included the independent variables of psychological safety, team conflict, team cohesion, and transactive memory systems. The dependent variable for the dissertation was knowledge sharing.

High-Performance Teams (HPaTs) are vital for sustaining peak performance inhigh-stakes environments. This research investigation proposes a team model designed to sustain excellence by balancing team well-being, expertise, and interdependence. In searching for answers to understand HPaTs, this research led to the development of the Balanced Duality Model, which is a leadership tool that integrates individual behaviors into team dynamics, balancing personal contributions with collective output for optimal performance. By distinguishing the differences between diverse types of highperformance teams, by the stakes involved, expertise required, and environment, the model monitors the team as a leadership tool, to ensure excellence. The risk of failure can be catastrophic, making these teams toxic, insular, and arrogant. This attitude often leads to inefficient decision-making, compromised performance, and unethical behavior, creating an "above the law" mentality. The B-D Model addresses these challenges by emphasizing the need for continuous support from team members, leaders, and organizational resources. By focusing on psychological fitness and competencies, leaders can enhance individual performance and maintain group cohesion. This research offers a perspective on managing HPaTs with a primary focus on the delicate balance between individual well-being and sustained high performance and provides practical insights for leaders striving to build resilient, high-performing teams. / Business Administration/Strategic Management

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This study explored the relationship between workplace discrimination climate on team effectiveness through three serial mediators: collective value congruence, team cohesion, and collective affective commitment. As more individuals of marginalized groups diversify the workforce and as more organizations move toward team-based work (Cannon-Bowers & Bowers, 2010), it is imperative to understand how employees perceive their organization’s discriminatory climate as well as its effect on teams. An archival dataset consisting of 6,824 respondents was used, resulting in 332 work teams with five or more members in each. The data were collected as part of an employee climate survey administered in 2011 throughout the United States’ Department of Defense. The results revealed that the indirect effect through M1 (collective value congruence) and M2 (team cohesion) best accounted for the relationship between workplace discrimination climate (X) and team effectiveness (Y). Meaning, on average, teams that reported a greater climate for workplace discrimination also reported less collective value congruence with their organization (a1 = -1.07, p < .001). With less shared perceptions of value congruence, there is less team cohesion (d21 = .45, p < .001), and with less team cohesion there is less team effectiveness (b2 = .57, p < .001). In addition, because of theoretical overlap, this study makes the case for studying workplace discrimination under the broader construct of workplace aggression within the I/O psychology literature. Exploratory and confirmatory factor analysis found that workplace discrimination based on five types of marginalized groups: race/ethnicity, gender, religion, age, and disability was best explained by a three-factor model, including: career obstruction based on age and disability bias (CO), verbal aggression based on multiple types of bias (VA), and differential treatment based on racial/ethnic bias (DT). There was initial support to claim that workplace discrimination items covary not only based on type, but also based on form (i.e., nonviolent aggressive behaviors). Therefore, the form of workplace discrimination is just as important as the type when studying climate perceptions and team-level effects. Theoretical and organizational implications are also discussed.

The purpose of the current study was to examine the Psychological Intervention Strategies (PIS) that are used by coaches for male soccer teams in South Africa to enhance the performance of the national soccer teams. National soccer coaches for male teams (n = 4) completed a questionnaire and attended in-depth interview. Results from both the questionnaire and in-depth interview revealed a lack of knowledge of PIS which was further supported by the data from the analysis. While some of the coaches did not utilise goal setting and relaxation in their coaching responsibilities, the current results further show that these soccer coaches do not utilise mental imagery as well. These results suggest that the SAFA soccer coaches could not integrate PIS in the coaching. Although the results cannot be generalised there is evidence that the SAFA trained soccer coaches demonstrate inadequacy in using PIS in their soccer coaching. The study finds that soccer coaches are psychologically under-prepared for their arduous task of soccer coaching. By implication the players are also mentally under-prepared that they cannot face their peers competitively. Current studies point to this psychological preparedness as the psychological momentum.