Work of groups in the extreme, isolated and confined environment relates to the high risks and demands as well. One of the groups working in that specific conditions are the space crews. Attention has been focused recently on preventing the risk of their failure. For a successful fulfilment of the space missions, it seems that the relations between the crew members are crucial. They manifest in various areas: communication, cooperation, group cohesion, mutual trust, support and others. The theoretical part of this thesis describes selected factors related to interpersonal relationships. Two groups of factors are discussed - factors connected with a diversity of the crew and the and the situational factors. There is a discussion of the methods used for measuring and assessing the interpersonal relations, their advantages and limitations. As a follow-up to this part, socio-diagnostic method called "sociomapping" is described in detail because of its use in the empirical part of the thesis. The goal of the empirical part is to analyse two areas: the development of the group dynamics during a mission and the connection between the gender-mixed crew and the tendency to creating the subgroups. Previous research show ambiguity in the research findings. For this purpose, data from 17-day simulation of the...

Dissertation thesis: Reliability and validity of communication sociomapping: focused on peer-to-peer ratings in small work groups Author: Mgr. Eva Rozehnalová Supervisor: MUDr. Mgr. Radvan Bahbouh, Ph.D. Abstract: The theoretical part of the thesis shortly introduces the topic of group communication and identifies relevant influencing factors. The subsequent summary of the research studying the impact of communication on work group performance illustrates not only the importance of the group communication topic itself, but also the development of diagnostic methods in this field. Such methods are further summarised by focusing on their specific characteristics, differences and available validity and reliability data. The last chapter of the theoretical part briefly describes the sociomapping method measuring group communication with the up-to-date reliability and validity research. The empiric part of the thesis combines several studies performed to verify the quality of the sociomapping method in the field of group communication. The criterion validity of sociomapping visualization was studied as an accuracy of numeric data translation into distance matrices, the reliability was measured as an inter-rater agreement of interpreting sociomaps. The studies showed the sociomapping being highly relevant in...

This thesis focuses on team processes, such as cooperation, communication, engagement and work overload in non-profit organizations. Furthermore, it monitors the transformation of these parameters into an optimal form. The transformation is observed through the sociomapping method, which is used to visualize team processes. The theoretical part of the thesis deals with teams and selected processes within them. Attention is also paid to team diagnostics, which aims to describe and comprehend team processes. Additionally, it introduces team interventions which enable better team cooperation. The following chapter focuses on the specifics of teamwork in the non-profit sphere. The empirical part presents a qualitative research, which determines how the sociomapping method realized through the means of action research affects cooperation within a team. Further, it attempts to describe how the visualization of team processes, team coaching and action plans support change in team processes and how all these three interventions influence cooperation and communication within two selected teams of one non-profit organization.

Diploma thesis strives to identify the effectiveness of sociomapping in relation to selected charakteristics of work groups and teams. Literature review section defines the theoretical background of group and teamwork, which is being followed by the topics of team states and processes, team communication, mental models, team climate and teamwork effectivity. The final part focuses on team interventions, ways of evaluating their effectiveness and introduces specific aspects of sociomapping. The empirical part uses quantitative research approach, which analyzes the relationship between the method of sociomapping and its effect on the frequency of team communication, shared mental models in the form of the difference between the optimal and current frequency of communication and team climate. The sociomapping intervention is expected to have an effect on team performance in the form of higher hotel rating and team performance assessment. Both values were measured before and after the intervention. It is expected, that the frequency of team communication, the difference between optimal and current frequency of communication and team climate will behave as mediators. The results showed that sociomapping intervention is positively related to hotel rating (p = 0.014), but not to team performance...

(in English): This dissertation seeks to verify the impact of sociomapping-supported team coaching on team climate and performance. Sociomapping, created in the 1990s to visualize team communication, plays here a role simultaneously as the main diagnostic and intervention tool. The theoretical part focuses on the teams and psychological analysis of such team aspects as size, roles, composition and the formation and development of teamwork. Attention is further paid to team coaching and sociomapping-based intervention. One chapter analyzes the relevant team processes according to available concepts, with a subsequent analysis of team performance and climate as two teamwork outputs relevant to the study. Due to the specificity of team data analysis, the last chapter discusses teamwork analysis models. The empirical part presents a study of 103 respondents divided into and conducted on nine intervention and 12 control teams. The teams worked together on team projects for about three months. The intervention groups were supported by team coaching that involved sociomapping, while the control groups only attended meetings to discuss current work topics. The teams in both the control and intervention groups were sociomapped a total of three times, but only the intervention teams were presented with these...