Masther Thesis and Research Work presentations (Valencia, 7-8 September 2009)

Name and Surname: Mercedes Argaña

Home University : University of Valencia, Spain

Host University: University of Coimbra, Portugal.

Home Tutor: Ana Zornoza (University of Valencia, Spain)

Host Tutor: Isabel Dimas (University of Coimbra, Portugal).

Title : Virtual Teams Training Needs: An exploratory Study

Abstract : As the availability of sophisticated communication technologies continues to grow, distributed teams will become even more pervasive in organizations. In this context, organizations and consequently work teams have incorporated the use of information technology and communication as support and means of their operations. Therefore, virtual work has progressively been increasing, with the requirement of specific demands for competence at individual or teamwork levels.

This exploratory study focuses on the necessity of training derived from the problems or challenges virtual team members encounter in technology-mediated working environments in a context of geographical dispersion. It goes on to propose a guide of general character for training programs to strengthen or minimize the same. In an effort to determine the main training necessities, a survey was distributed to a total of thirteen companies, namely consulting firms, educational and, non-governmental organizations, as well as pharmaceutical, petrochemical, mining, industrial and commercial companies. Data was then collected from 72 individuals who comprised a total of 15 virtual teams from these companies. The results indicate that a number of group process-related issues were the participants' primary concerns . Several variables pertaining to team process were mentioned as challenges to the effectiveness of a virtual team such as interpersonal processes (e.g. relationship building and management in a virtual context), communication and coordination in order to work virtually, achieve the team and task commitment, develop strategies for the team monitoring and control and develop shared mental models and an atmosphere of psychological safety to favor participation. Other concerns are factors related to the needed organizational support (technical support and technical training), the diversity management, and count with members that meet the necessary characteristics to work in virtual teams and good team manager are other important issues.

Regarding these results and the conclusions of previous research, a basic training guide is proposed

Keywords :virtual team, working virtually, team performance, team training

Name and Surname: Nuria Gámez Miñana

Home University : University of Valencia, Spain

Host University: University of Coimbra, Portugal.

Home Tutor: Virginia Orengo (University of Valencia, Spain)

Host Tutor: Teresa Rebelo (University of Coimbra, Portugal).

Title : The evolution of communication media perception in virtual teams

Abstract : Work groups are considered important units in actual organizations (Mohrman, Cohen & Mohrman, 1995). They are an effective answer to dynamic and competitive work contexts (Wright, Barker, Cordery & Maue, 2003). On the other hand, advances in information and communication technologies are making possible that virtual teams emerge as a common way of working (Gibson & Cohen, 2003).

Virtual team is a group of people who work interdependently with shared purposes across space, time, and organizational boundaries, using technology to communicate and collaborate (Lipnack & Stamps, 2000).Teams can use technologies with different characteristics to communicate and work together (Maruping & Agarwal, 2004). The virtuality level is related to the array of technologies used by group members to supplement o replace face to face interaction. Technologies are different as a function of degree richness or information type that can transmit (Daft & Lengel, 1984) and synchronic collaboration level (Maruping & Argawal, 2004).

Costs and benefits of Information and Comunication Technologies have been analyzed by different authors (MacGrath & Hollingshead, 1994; Spears and Lea, 1992) and explained by different theoretical development: "Cues filtered out approaches" (Kiesler, Siegel, Sproull), SIDE Model (Spears, Lea, Postmes), "Social Information Processing" (Walther). However, results sometimes are contradictories; while some variables have direct effects on group results, others moderate them. According to Channel Expansion Theory (Carlson & Zmud, 1999), the experience in the use of the medium is important to adapt it to specific needs of team and it changes over time. Users expand richness of medium and develop different strategies to resolve the task. So, teams can develop a common system of understanding since a set of shared perceptions.

This research is focused in the evaluation of perceptions about the communication media and the communication process. We study the changes of these perceptions over time in three different media: face to face, videoconference and electronic mail. The overall results show that the evolution in the perception of the channel is positive in the face to face and in the videoconference condition (exist an improvement of these media perceptions) but not in the email condition. Furthermore, the Perception of the communication process improves during time in the three studied media.

In this paper, I will use the acronym ICT to refer to the Information and Communication Technologies.

Keywords : Work team, Virtual team, Communication Media Perception, Communication Process Perception, Media Richness, Familiarity among team members.

Name and Surname: Mario Martínez

Home University : University of Valencia, Spain

Home Tutor: Francisco Gracia (University of Valencia, Spain) and Inés Tomas (University of Valencia, Spain)

Title : Leadership and Safety Behaviours in Nuclear Plants: A Structural Equation Model

Abstract : Leadership is considered an essential element to guarantee the safe running of organizations. The purpose of the present study is to find out how leader behaviours influence team members' safety behaviours in the nuclear field. In an attempt to answer this question, the authors of this research have considered the way in which this influence is exercised, taking into consideration some important factors like safety culture and safety climate. To achieve this, the Empowerment Leadership (Arnold, Arad, Rhoades & Drasgow, 2000) model, which is based on a behavioural approach to leadership, has been used. The sample was made up of 566 employees from one Spanish nuclear power plant. The results indicated that when safety culture exists, leader behaviour creates a safety climate among the team, which predicts safety behaviours among its members. Support was found for a structural model linking leadership and safety behaviour to safety culture and safety climate. The implications of these findings for the theory of safety and how they can be put into practice are outlined.

Keywords : Leadership, Safety Behaviours , Safety Climate, Safety Cul