More Teams, More Meetings? Toward an Understanding of Multiteam System Meeting Design, Facilitation, and Effectiveness

IF 3.9 1区心理学 Q2 MANAGEMENT

Organizational Psychology Review Pub Date : 2024-08-02 DOI:10.1177/20413866241264121

Annamaria V. Wolf, Katelyn N. Hendrick, William S. Kramer, Marissa L. Shuffler

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引用次数: 0

Abstract

The growing literature on meeting science has begun to offer numerous best practices for designing and facilitating team meetings. However, similar considerations are limited for meetings that take place within multiteam systems (MTSs). These MTSs require meetings to occur both within and between teams to achieve both proximal and distal goals. Accordingly, the unique attributes of and challenges faced by MTSs may impact meeting inputs, processes, outcomes, and performance in these complex systems. In this review, we integrate core theoretical and empirical evidence from the meeting science, teaming, and MTS literature to inform the development of key propositions. Specifically, these propositions address how the design, facilitation, and effectiveness of MTS meetings may be influenced and impacted by core linkage attributes of MTSs. We conclude with a discussion of theoretical and practical implications as well as of future avenues for research that further explores and refines our understanding of meetings in MTS contexts.

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更多团队，更多会议？了解多团队系统会议的设计、引导和效果

有关会议科学的文献越来越多，已经开始为设计和主持团队会议提供许多最佳实践。然而，对于在多团队系统（MTS）中举行的会议，类似的考虑却很有限。这些多团队系统需要在团队内部和团队之间召开会议，以实现近端和远端目标。因此，多团队系统的独特属性和面临的挑战可能会影响这些复杂系统中的会议投入、过程、结果和绩效。在本综述中，我们整合了会议科学、团队合作和多边贸易体制文献中的核心理论和经验证据，为关键命题的提出提供了依据。具体来说，这些命题涉及多边贸易体制会议的设计、促进和有效性如何受到多边贸易体制核心联系属性的影响和冲击。最后，我们讨论了理论和实践意义以及未来的研究途径，以进一步探索和完善我们对多边贸易体制背景下会议的理解。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Organizational Psychology Review Multiple-

CiteScore

10.00

自引率

1.60%

发文量

期刊介绍： Organizational Psychology Review is a quarterly, peer-reviewed scholarly journal published by SAGE in partnership with the European Association of Work and Organizational Psychology. Organizational Psychology Review’s unique aim is to publish original conceptual work and meta-analyses in the field of organizational psychology (broadly defined to include applied psychology, industrial psychology, occupational psychology, organizational behavior, personnel psychology, and work psychology).Articles accepted for publication in Organizational Psychology Review will have the potential to have a major impact on research and practice in organizational psychology. They will offer analyses worth citing, worth following up on in primary research, and worth considering as a basis for applied managerial practice. As such, these should be contributions that move beyond straight forward reviews of the existing literature by developing new theory and insights. At the same time, however, they should be well-grounded in the state of the art and the empirical knowledge base, providing a good mix of a firm empirical and theoretical basis and exciting new ideas.