Interruptive Events and Team Knowledge Acquisition

By Mary E. Zellmer-Bruhn. Management Sciences, 2003

345 citations recorded by the source corpus.

Subfields: Communication, Information Systems and Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/8f41bc93133aca127937c3116321992512eb9739

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Citations in the corpus

Team adaptation in context: An integrated conceptual model and meta-analytic review (2017, background): “9 Two studies (Woolley, 2009; Zellmer-Bruhn, 2003) contained elements of both types of origin and were excluded from the moderator tests. between plan formulation and team adaptive performance, and was not supported, QB (1) = 1.33, p = ns. Hypothesis 4 proposed that adaptive stimulus origin would…”
Implementing New Practices: An Empirical Study of Organizational Learning in Hospital Intensive Care Units (2007, background): “2003, Zellmer-Bruhn 2003).”
Team Implicit Coordination Processes: A Team Knowledge–Based Approach (2008, background): “tives of behavior (e.g., Gersick & Hackman, 1990; Langer, 1989; Louis & Sutton, 1991; Zellmer Bruhn, 2003).”
Team Microdynamics: Toward an Organizing Approach to Teamwork (2014, background): “Zellmer-Bruhn (2003) found that interruptions (generally defined as the occurrence of non-routine events, such as membership change or meeting a milestone) to a team task shifted the equilibrium of a team, increasing knowledge transfer amongst members, resulting in new collaboration routines.”
Team Reflexivity as an Antidote to Team Information-Processing Failures (2014, background): “…time-outs, or by creating a meta-norm of reflexivity to help members feel free to ask for a time-out or call attention to doubts they have with respect to the group’s work, or if there are differences in (cross)-understanding (cf. Edmondson, 1999, 2003; Huber & Lewis, 2010; Zellmer-Bruhn, 2003).”
MULTINATIONAL ORGANIZATION CONTEXT: IMPLICATIONS FOR TEAM LEARNING AND PERFORMANCE (2006, background): “In another vein, Zellmer-Bruhn (2003) found that disruptions in a team's micro context, such as changes in technology , products, or services, prompted active search and team learning through the adoption of new routines.”
When Teams Agree While Disagreeing: Reflexion and Reflection in Shared Cognition (2015, neutral): “events that stimulate reflection (Zellmer-Bruhn, 2003).”
6 Three Perspectives on Team Learning: Outcome Improvement, Task Mastery, and Group Process (2007, methodology): “In the group process area, an example of this confusion is the use of similar measures by Zellmer-Bruhn & Gibson (2006), Wong (2004), and Gibson & Vermeulen (2003) to measure learning, innovation, and experimentation, respectively.”
Are authentic leaders associated with more virtuous, committed and potent teams? ☆ ☆☆ (2013, background): “Zellmer-Bruhn (2003) also considered 0.60 as the cutoff value for rWG.”
Team Member Change, Flux in Coordination, and Performance: Effects of Strategic Core Roles, Information Transfer, and Cognitive Ability (2012, background): “Furthermore, a relevant stream of research has built upon Gersick’s model (e.g., Brett et al., 2003; Okhuysen, 2001; Zellmer-Bruhn, 2003).”