Team formation is ubiquitous in many sectors: education, labor markets, sports, etc. A team’s success depends on its members’ latent types, which are not directly observable but can be (partially) inferred from past performances. From the viewpoint of a principal trying to select teams, this leads to a natural exploration-exploitation trade-off: retain successful teams that are discovered early, or reassign agents to learn more about their types? We study a natural model for online team formation, where a principal repeatedly partitions a group of agents into teams. Agents have binary latent types, each team comprises two members, and a team’s performance is a symmetric function of its members’ types. Over multiple rounds, the principal selects matchings over agents and incurs regret equal to the deficit in the number of successful teams versus the optimal matching for the given function. Our work provides a complete characterization of the regret landscape for all symmetric functions of two binary inputs. In particular, we develop team-selection policies that, despite being agnostic of model parameters, achieve optimal or near-optimal regret against an adaptive adversary.
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Evaluating an Abbreviated Version of the Circumplex Team Scan Inventory of Within-Team Interpersonal Norms
Abstract. The Circumplex Team Scan (CTS) assesses the degree to which a team’s interaction/communication norms reflect each segment (16th) of the interpersonal circle/circumplex. We developed and evaluated an abbreviated 16-item CTS-16 that uses one CTS item to measure each segment. Undergraduates ( n = 446) completing engineering course projects in 139 teams completed the CTS-16. CTS-16 items showed a good fit to confirmatory structural models (e.g., that expect greater positive covariation between items theoretically closer to the circumplex). Individuals’ ratings sufficiently reflected team-level norms to justify averaging team members’ ratings. However, individual items’ marginal reliabilities suggest using the CTS-16 to assess general circumplex-wide patterns rather than specific segments. CTS-16 ratings correlated with respondents’ and their teammates’ ratings of team climate (inclusion, justice, psychological safety). Teams with more extraverted (introverted) members were perceived as having more confident/engaged (timid/hesitant) cultures. Members predisposed to social alienation perceived their team’s culture as relatively disrespectful/unengaged, but their teammates did not corroborate those perceptions. The results overall support the validity and utility of the CTS-16 and of an interpersonal circumplex model of team culture more generally.
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- Award ID(s):
- 1730262
- PAR ID:
- 10434630
- Date Published:
- Journal Name:
- European Journal of Psychological Assessment
- ISSN:
- 1015-5759
- Format(s):
- Medium: X
- Sponsoring Org:
- National Science Foundation
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- Free Publicly Accessible Full Text
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Accepted Manuscript1.0
- Journal Article:
- https://doi.org/10.1027/1015-5759/a000752
