Ignacio E. Perez-Sepulveda , Carolyn M. Axtell , Jeremy F. Dawson
{"title":"团队沟通行动:超越团队中面对面与虚拟互动的二分法","authors":"Ignacio E. Perez-Sepulveda , Carolyn M. Axtell , Jeremy F. Dawson","doi":"10.1016/j.hrmr.2025.101116","DOIUrl":null,"url":null,"abstract":"<div><div>In this article, we introduce the novel concept of <em>team communication actions</em>, which reflects the actions that team members perform over communication media, shaping the way they interact with each other, such as using written messages or involving multiple participants. This new concept offers a more fine-grained and nuanced understanding of the use of communication media within teams. Modern teams interact through multiple media, combining information and communication technologies (ICTs) with face-to-face interactions. However, the study of ICTs is often associated with teams that exhibit some level of virtuality, overlooking the extensive use of ICTs by all kinds of teams. Additionally, this research has often adopted a dichotomous perspective of ICTs versus face-to-face interactions, grouping all ICTs together and ignoring their unique capabilities. The idea of team communication actions allows these limitations to be addressed by integrating the ideas of relevant computer-mediated communication theories, such as Media Synchronicity Theory and non-deterministic theories of technology, with the teams literature. To achieve this, we also present a list of eight different communication actions and analyse how these can impact several teamwork processes.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"36 1","pages":"Article 101116"},"PeriodicalIF":13.0000,"publicationDate":"2025-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Team communication actions: Beyond the dichotomy of face-to-face versus virtual interactions in teams\",\"authors\":\"Ignacio E. Perez-Sepulveda , Carolyn M. Axtell , Jeremy F. Dawson\",\"doi\":\"10.1016/j.hrmr.2025.101116\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><div>In this article, we introduce the novel concept of <em>team communication actions</em>, which reflects the actions that team members perform over communication media, shaping the way they interact with each other, such as using written messages or involving multiple participants. This new concept offers a more fine-grained and nuanced understanding of the use of communication media within teams. Modern teams interact through multiple media, combining information and communication technologies (ICTs) with face-to-face interactions. However, the study of ICTs is often associated with teams that exhibit some level of virtuality, overlooking the extensive use of ICTs by all kinds of teams. Additionally, this research has often adopted a dichotomous perspective of ICTs versus face-to-face interactions, grouping all ICTs together and ignoring their unique capabilities. The idea of team communication actions allows these limitations to be addressed by integrating the ideas of relevant computer-mediated communication theories, such as Media Synchronicity Theory and non-deterministic theories of technology, with the teams literature. To achieve this, we also present a list of eight different communication actions and analyse how these can impact several teamwork processes.</div></div>\",\"PeriodicalId\":48145,\"journal\":{\"name\":\"Human Resource Management Review\",\"volume\":\"36 1\",\"pages\":\"Article 101116\"},\"PeriodicalIF\":13.0000,\"publicationDate\":\"2025-09-19\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Human Resource Management Review\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S1053482225000415\",\"RegionNum\":1,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Resource Management Review","FirstCategoryId":"91","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S1053482225000415","RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
Team communication actions: Beyond the dichotomy of face-to-face versus virtual interactions in teams
In this article, we introduce the novel concept of team communication actions, which reflects the actions that team members perform over communication media, shaping the way they interact with each other, such as using written messages or involving multiple participants. This new concept offers a more fine-grained and nuanced understanding of the use of communication media within teams. Modern teams interact through multiple media, combining information and communication technologies (ICTs) with face-to-face interactions. However, the study of ICTs is often associated with teams that exhibit some level of virtuality, overlooking the extensive use of ICTs by all kinds of teams. Additionally, this research has often adopted a dichotomous perspective of ICTs versus face-to-face interactions, grouping all ICTs together and ignoring their unique capabilities. The idea of team communication actions allows these limitations to be addressed by integrating the ideas of relevant computer-mediated communication theories, such as Media Synchronicity Theory and non-deterministic theories of technology, with the teams literature. To achieve this, we also present a list of eight different communication actions and analyse how these can impact several teamwork processes.
期刊介绍:
The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding.
Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.