The Team Interaction Process

Measurement of Team Interaction Process

After the end of the team interaction process, the measurement of the overall team interaction is particularly important. It not only clarifies the effectiveness of the task team in achieving the team goal, but also summarizes the experience and lessons of team interaction in the previous stage. These experience and lessons can provide a good reference for the next stage of new team interaction.

Most western scholars pay great attention to the measurement of team interaction process. Famous scholar developed a scale for measuring the key behavioral factors of team interaction process. They found that team communication, team coordination and team adaptability are the key factors determining the efficiency of the team. Helmreich developed a scale to measure crew attitudes. Later, he and his colleagues established 40 "behavioral markers". These behaviors can be divided into three aspects: team formation and management, communication process and decision making, and situational awareness and workload management. Brannick et al. developed a team process scale using contextual simulations. The scale consisted of five dimensions, including acceptance of advice, advice, collaboration, coordination, and teamwork. This scale measures the mutual trust, coordination and other factors involved in team interaction.

Chinese scholars are not far behind. Based on the previous research, Liu and Zhang initially constructed a scale of team interaction with high efficiency and reliability. The main purpose of it is to understand and clarify the interaction process among team members and their relationship to team performance in completing a specific task. They two came up with several factors that affect the effectiveness of the team members. On this basis, they summarized and compiled 16 related questions about the team interaction process. Finally, they concluded that the team with better team performance is a team with clear team goals, mutual trust and mutual respect among team members. In other words, a team with better performance is better than a bad one in both the interpersonal dimension and the structural dimension. Scholars have divided the team interaction process into task completion and interpersonal maintenance. Chen and Zhao believed that there are two other dimensions in the study of team interaction process: fact and emotion orientation. Then they divided the team interaction style into four types based on two dimensions.