Search results

Objective: This study addresses a practical homeland security issue of considerable current concern: In a situation in which the opportunity exists to question or interview concurrently two or more suspects, how does one determine truth or deception at a social level? Background: Recent world events have led to an increased emphasis on the capacity to detect deception, especially in military, security, and law enforcement settings. In many screening or checkpoint situations, the opportunity exists to question two or more suspects regarding their involvement in some activity, yet investigators know very little regarding characteristics of speech or behavior that are exhibited between two suspects that indicate truth or deception. Method: We conducted an empirical study in which pairs of police officers and firefighters who had served together as partners took part. In the "truth" conditions, each dyad described a recent event in which they had actually taken part, and in the "deceptive" conditions, each dyad fabricated a story that did not take place. We expected that the officers in the truth-telling dyads would be able to draw on shared or transactive memory of the actual event they had participated in and would describe this event in a more interactive manner than would those in deceptive dyads. Results: Results indicated greater evidence of synchrony of behavior as well as more interactive behaviors, such as mutual gaze and speech transitions, in truthful dyads than in deceptive dyads. Conclusion: This research provides a unique perspective on detecting deception in a social context, and the results have both theoretical and practical value. Application: These results can inform training programs and refine strategies used by screeners in field settings.

Objective We describe a methodology that provides a nonobtrusive means of detecting stress and related deficits through the assessment of spontaneous verbal output in ongoing communications. Background In high-demand environments, operational personnel are exposed to an array of environmental, task, and interpersonal stressors that can negatively impact performance as well as jeopardize safety and well-being. In these settings, the requirement exists to assess cognitive and emotional state "at a distance" and without interfering with ongoing performance. Method We describe a lexical approach to assessing stress effects from ongoing or spontaneous verbal output. This approach is examined in a spaceflight analog setting. Results We assess stress effects in terms of five core dimensions and develop lexical indicators of these core stress dimensions and relevant sub-facets. We establish the proof-of-concept of this approach by presenting representative data from a spaceflight analog. Conclusion This approach provides an unobtrusive means to evaluate ongoing task communications at the individual and team level in order to assess cognitive/emotional states such as workload, negative affect, attentional focus, anxiety, and team orientation. Application There are many high-demand settings in which it is valuable to monitor the potential negative effects of stress on operational personnel. These environments include spaceflight, the military, aviation, law enforcement, and medicine.

The concept of roles is ubiquitous in the social sciences, and a number of scholars have examined the operation of roles in task teams. In fact, this research has resulted in a seemingly unlimited number of roles that have been described as relevant to team performance. In this study, we attempt to integrate this research by deriving a model that describes three primary behavioral dimensions that underlie team role behavior: (a) dominance, (b) sociability, and (c) task orientation. Based on this model, we conduct a cluster analysis of the 154 team roles described in previous research. We identify 13 primary team role clusters, and discuss the implications of this approach for gaining further insight into team role structure and performance. We believe this is one step toward speaking a common language in discussing team roles.

Team research increasingly incorporates emergent states as an integral mediator between team inputs and outcomes. In conjunction with this, we have witnessed a proliferation and fragmentation of measurement techniques associated with emergent states. This inconsistency in measurement presents a problem for scientists and practitioners alike. For the scientist, it becomes difficult to better understand the nature and effects of various emergent states on team processes and outcomes. For the practitioner, it complicates the process of measurement development, selection, and implementation. To address these issues, we review the literature on emergent states focusing on various measurement strategies, to better unpack best practices. In so doing, we highlight existing research that suggests innovative solutions to the conceptual, methodological, and logistical problems that consistently plague emergent state research. Our aim is to enhance emergent state theory by applying psychometric principles to the measurement techniques associated with them.

Numerous contemporary work teams encompass both virtuality, marked by geographically dispersed members relying on technology for communication, and fluidity, involving the rapid assembly of members with limited prior experience for immediate, time-sensitive tasks. Instances include global virtual teams, military command and control teams, and similar contexts in which rapidly assembled distributed teams are prevalent. However, research on fluid virtual teams remains scarce. In this article, we expound upon the concept of team fluidity, explain how fluid virtual contexts influence team dynamics, and explore the implications for effectively supporting fluid virtual teams.