As organizations face constant pressures to respond to changing situations and emergent demands, team members are frequently called upon to change their processes and routines and adapt to new ways of working together. In examining adaptation, most researchers have taken a behavior-driven approach where they collapse across the many types of adaptive demands teams face and rely on traditional input-process-outcome frameworks (e.g., Hackman, 1987; McGrath, 1984) to isolate specific behavioral responses. However, this perspective has resulted in several critical limitations. There are key differences in the way teams must collectively respond to different types of adaptive stimuli to be successful, and current research cannot account for or differentiate adaptive demands by stimulus type and needed responses. In this integrated conceptual review, we address these limitations and develop a novel, stimulus-based phase model of team adaptation. We examine studies across our newly developed stimulus detection, urgency identification, and duration assessment phases, and through the team's adaptive response, adaptive performance, and learning from the experience. We integrate research within each phase of the adaptive process, highlighting factors that demonstrate what successful team adaptation "looks like," and describe future avenues of research to address key issues within each phase. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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基于刺激的团队适应过程模型：综合概念审查。


随着组织不断面临应对不断变化的情况和紧急需求的压力，团队成员经常被要求改变他们的流程和日常工作，并适应新的合作方式。在研究适应时，大多数研究人员采取了行为驱动的方法，他们在团队面临的多种类型的适应性需求中崩溃，并依赖于传统的输入-过程-结果框架（例如，Hackman，1987;McGrath， 1984）来隔离特定的行为反应。然而，这种观点导致了几个关键的限制。团队必须集体响应不同类型的适应性刺激才能成功的方式存在关键差异，目前的研究无法根据刺激类型和所需的响应来解释或区分适应性需求。在这个综合概念回顾中，我们解决了这些限制并开发了一种新颖的、基于刺激的团队适应阶段模型。我们检查了我们新开发的刺激检测、紧迫性识别和持续时间评估阶段的研究，并通过团队的适应性反应、适应性表现和从经验中学习。我们将研究整合到适应过程的每个阶段，强调证明成功的团队适应“是什么样子”的因素，并描述解决每个阶段中关键问题的未来研究途径。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。