This essay investigating outbound factors by theoretical planning behaviors approach which generate knowledge information sharing component to knowledge workers of IC Testing/Assembly plant. The external essence and factor is divided into Individual-Level Factors, Team-Level Factors and Organizational-Level Factors: Individual-Level factors including motives (Self-Interest factor and altruistic Factor), job satisfaction; Team-Level Factors should be complied with trust, leaderships; Organizational-Level Factors would be concluded with enterprise culture, management constitutions. Investigated objects would be focused on Walton Advanced Engineering Co.,Ltd., after sampling with the IT engineering, I have concluded with the following issues: 1. Self-Interest factor and job satisfactory factor would be greater influence than the altruistic Factor. 2. Leadership is a critical influencing factor in the knowledge sharing process. 3. Trust is an essential factor for knowledge sharing within a group. 4. Culture and reward system are the most influencing factor for knowledge sharing. 5. It is necessary to tie in administrative strategy to raise the wills to share knowledge. 6. Encouraging group members explode the nuclear tacit knowledge benefits a lot to individuals and overall group improvement and growth. 7. It is quite a challenge to enterprise to build the knowledge sharing mechanism. Hoping the conclusions above would benefit to those knowledge works related managers and knowledge owners to inherit and preserver the main essence of knowledge base for their working groups.

This study emphasizes on the Scandinavian soccer leagues team performance and what shapes it. This has been a widely discussed area where previous researchers have focused on factors such as organizational structure, organizational strategy, team level and individual level. The study takes this field to a new level with a combination of these factors in order to conceptualize team performance on a new level. The purpose with this study is to explain how organizational strategy, structure, team level and individual level factors affect team performance, in the Scandinavian elite soccer leagues. In order to investigate this phenomenon we have used a deductive approach. Further, this study emphasizes a quantitative approach where the data has been collected through a document analysis. In this study the findings indicates that the variables that has been chosen are highly correlated to team performance. However, due to the short time frame this study has fostered, it has been hard to generalize how the variables affect team performance. The limitations are that the study´s findings are only based on a two year span, which makes it hard to generalize the results. However, it is clear that the chosen variables have a significant impact on team performance in Scandinavian soccer leagues. The original value of this thesis is a new conceptualization on team performance within the soccer industry.

No / This chapter seeks to clarify the definition of trust and its conceptualization specifically at the team or workgroup level, as well as discussing the similarities and differences between interpersonal and team level trust. Research on interpersonal trust has shown that individual perceptions of others trustworthiness and their willingness to engage in trusting behavior when interacting with them are largely history‐dependent processes. Thus, trust between two or more interdependent individuals develops as a function of their cumulative interaction. The chapter describes a multilevel framework with individual, team and organizational level determinants and outcomes of team trust. It aims to clarify core variables and processes underlying team trust and to develop a better understanding of how these phenomena operate in a system involving the individual team members, the team self and the organizational contexts in which the team operates. The chapter concludes by reviewing and proposing a number of directions for future research and future‐oriented methodological recommendations.

The ability to solve problems creatively has been crucial for the adaptation and survival of humans throughout history. In many real–life situations, cognitive processes are not isolated. Humans are social, they communicate and form groups to solve daily problems and make decisions. Therefore, the final output of cognitive processes can come from multi–brains in groups rather than an individual one. This multi–brain output can be largely different from the output that an individual person produces in isolation. As a result, it is essential to include team–level processes in cognitive models to make a more accurate description of real– world cognitive processes in general and problem solving in particular. This research aims to answer the general question of how working in a team affects creative problem solving. For doing that, first, we propose a computational model for multi-agent creative problem solving. Then, we show how the model can be used to study the factors that are involved in creativity in teams and potentially will suggest answers to questions such as, ‘how team size is related to creativity’.