Competition in science as a subject of antimonopoly regulation (preliminary results of empirical research)

The Authors raise the issues of development of competition in science, improvement of regulation of procurement of research and development. The proposals for optimization of this sphere are based on the analysis of the survey of scientific and higher educational organizations. The article emphasize a need of examination institution establishing, development of all existing ways of science funding, scientific organizations preservation. Also the article emphasize barriers elimination importance of participation in state procurements for scienсe workers and their temporary teams (not legal entities).

Intellectual capital and performance in temporary teams

Purpose The purpose of this paper is to deepen resource-based view theory by analyzing how intellectual capital (IC) affects performance in temporary teams and by showing the moderating role of integrative mechanisms. Design/methodology/approach The research context focuses on 153 national teams of football (NTF), also referred to as national soccer teams, as an example of temporary groups. A partial least squares (PLS) methodology was utilized on a data set built from transfermarkt.com and FIFA world rankings. Three main hypotheses were developed and tested using first a PLS and then an OLS approach. Findings The results show how IC contributes to performance, extending the findings of previous studies to the context of temporary teams. Additionally, the results show how some integrative mechanisms such as assembly decisions and team leader experience influence temporary team performance by creating an interaction effect with existing IC. Originality/value This study contributes to IC theories for three reasons. First, it applies IC research to a specific research context: temporary teams, where specific organizational capabilities are required to coordinate resources. Second, the study analyzes the role of integrative mechanisms as moderators of the relationship between IC and performance in temporary teams. Third, the study focuses on NTF as an example of temporary teams.

The making and unmaking of teams

Contemporary expert organizations rely heavily on cross-border, often temporary teams typically working through virtual means of communication. While static aspects of teams are well researched, there have been considerably fewer studies on team dynamics and team processes. Existing process studies tend to take a cautious, entity-based approach, emphasizing team structure as much as (or even more than) processual aspects. This article represents a shift from studying teams as entities and structures changing over time to studying teams as an on-going process. Participants engage in teaming and thus in the continued making and sometimes unmaking of teams. We report on a study of three anatomically similar, self-managed teams performing the same set of complex tasks with radically different teaming processes. With more or less successful shared sensemaking, the team members collectively create (or fail to create) not only team task outputs but also the team itself.

Strategic Human Capital, Team Composition and Project Team Performance

This chapter seeks to explore what characteristic of human capital at the individual level links to the performance in project-based organizations (PBOs). In particular, we are interested in the enriching of the individual flexibility construct, which has received minimal investigation from the strategic literature. Moreover, the challenges inherent to this topic are arguably more acute in PBOs, where temporary teams are strategically relevant to the success of the performance and individuals need to be more flexible in order to contribute to high levels of project performance. In particular, we support the idea that the flexibility of members enrolled within teams may influence positively the project performance.

How hospital survey teams function

Purpose The purpose of this paper is to understand how inspection team members work together to conduct surveys of hospitals, the challenges teams may face and how these might be addressed. Design/methodology/approach Data were gathered through an evaluation of a new regulatory model for acute hospitals in England, implemented by the Care Quality Commission (CQC) during 2013-2014. The authors interviewed key stakeholders, observed inspections and surveyed and interviewed inspection team members and hospital staff. Common characteristics of temporary teams provided an analytical framework. Findings The temporary nature of the inspection teams hindered the conduct of some inspection activities, despite the presence of organisational citizenship behaviours. In a minority of sub-teams, there were tensions between CQC employed inspectors, healthcare professionals, lay people and CQC data analysts. Membership changes were infrequent and did not appear to inhibit team functioning, with members displaying high commitment. Although there were leadership authority ambiguities, these were not problematic. Existing processes of recruitment and selection, training and preparation and to some extent leadership, did not particularly lend themselves to addressing the challenges arising from the temporary nature of the teams. Research limitations/implications Conducting the research during the piloting of the new regulatory approach may have accentuated some challenges. There is scope for further research on inspection team leadership. Practical implications Issues may arise if inspection and accreditation agencies deploy temporary, heterogeneous survey teams. Originality/value This research is the first to illuminate the functioning of inspection survey teams by applying a temporary teams perspective.

Antecedents of team turnover intentions in temporary organizations

Purpose – The purpose of this paper is to shed light on the antecedents of team turnover intentions in temporary organizations such as projects, programs, or temporary teams. Design/methodology/approach – The authors systematically combine the findings from the literature on the antecedents of turnover intentions in permanent organizations (PO) with the characteristics of temporary organizations (TO) and develop a research model comprising personal factors, job-related factors, and organization-related factors. Findings – A research model consisting of testable propositions that the authors derived from both specificities of TO and the antecedents of turnover intentions in PO. Originality/value – The authors contribute to literature by identifying potential antecedents of turnover intentions that are specific to TOs and those that also exist in POs but are adapted to a temporary context. The research model allows future empirical research on turnover in TO to be conducted in a systematic way and supports the development of theory.