How to Manage Diversity and Enhance Team Performance: Evidence from Online Doctor Teams in China
Abstract
1. Introduction
2. Literature Review
2.1. Doctor Teams and Medical Collaboration
2.2. Diversity and Team Performance
2.3. Research Gap
3. Development of Hypotheses
3.1. Diversity and Team Performance: The Social Categorization View
3.2. Diversity and Team Performance: The Information Processing View
3.3. Leader Reputation as a Moderator
4. Methodology
4.1. Sample and Data Collection
4.2. Measures
4.2.1. Dependent Variable
4.2.2. Independent Variables
4.2.3. Control Variables
5. Conclusions
Author Contributions
Funding
Conflicts of Interest
References
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Variable Type | Variable Name | Original Data | Description |
---|---|---|---|
Dependent Variable | Team performance | The number of team consultations | Number of team’s helping patients |
Control Variables | Team longevity | Team establishment time | The date teams were established |
Team price | Team prices | Price of team consultation | |
Team response rate | Team response rates | Probability of team reply within 24 h | |
Team size | Team size | Number of team’s doctors | |
Team average level | Members’ average number of consultations | Average individual performance of team members | |
Independent Variables | Status capital diversity | Hospital | Doctor’s hospital |
City | Doctor’s city | ||
Title | Doctor’s title | ||
Professional knowledge diversity | Department | Doctor’s department | |
Online reputation diversity | The number of letters of thanks | Letters of thanks gave to doctor from the patients | |
The number of virtual gifts | Virtual gifts gave to doctor from the patients | ||
Decisional capital diversity | Medical articles | Articles written by doctors in website | |
Doctor’s online frequency | Doctor’s online time | ||
The number of consultations | Number of doctor’s helping patients | ||
Moderation | Leader reputation | Leader’s gifts and letters | Letters of thanks and virtual gifts given to the leader from the patients |
Mean | SD | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | |
---|---|---|---|---|---|---|---|---|---|---|---|---|
1. Team performance | 2.634 | 1.433 | ||||||||||
2. Team longevity | 7.63 | 3.357 | 0.366 ** | |||||||||
3. Team size | 3.5 | 1.492 | 0.222 ** | 0.184 ** | ||||||||
4. Team price (Ln) | 3.831 | 1.015 | 0.270 * | 0.117 ** | 0.136 ** | |||||||
5. Team response rate | 0.875 | 0.214 | 0.069 ** | 0.019 | 0 | 0.075 ** | ||||||
6. Team average level (Ln) | 5.953 | 1.656 | 0.429 ** | 0.230 ** | 0.039 | 0.273 ** | 0.169 ** | |||||
7. Leader reputation | 0.049 | 0.09 | 0.393 ** | 0.107 ** | 0.144 ** | 0.386* * | 0.136 ** | 0.504 ** | ||||
8. Status capital diversity | 0.13 | 0.081 | −0.056 * | −0.001 | 0.032 | 0.042 | −0.003 | −0.054 * | −0.006 | |||
9. Decisional capital diversity | 0.563 | 0.478 | −0.268 ** | 0.050 * | 0.172 ** | −0.134 ** | −0.063 * | −0.351 ** | −0.200 ** | 0.098 ** | ||
10. Online reputation diversity | 1.066 | 0.446 | 0.98 ** | −0.024 | 0.516 ** | 0.097 ** | 0.037 | −0.015 | 0.219 ** | 0.138 ** | 0.342 ** | |
11. Professional knowledge diversity | 0.19 | 0.261 | 0.168 ** | 0.055 * | 0.099 ** | 0.172 ** | 0.071 ** | 0.223 ** | 0.196 ** | 0.111 ** | −0.036 | 0.106 ** |
Variable | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 | Step 7 |
---|---|---|---|---|---|---|---|
Constant | −0.222 | 0.392 | 0.468 * | 0.44 * | 0.348 | 0.393 | 0.5 * |
(−1.109) | (1.83) | (2.159) | (2.016) | (1.612) | (1.833) | (2.259) | |
Control | |||||||
Team longevity | 0.11 *** | 0.125 *** | 0.125 *** | 0.125 *** | 0.125 *** | 0.125 *** | 0.125 *** |
(11.856) | (13.506) | (13.548) | (13.521) | (13.509) | (13.49) | (13.578) | |
Team size | 0.125 *** | 0.124 *** | 0.123 *** | 0.124 *** | 0.129 *** | 0.124 *** | 0.133 *** |
(6.037) | (5.235) | (5.231) | (5.243) | (5.403) | (5.236) | (5.596) | |
Team price (Ln) | 0.051 | 0.019 | 0.018 | 0.017 | 0.018 | 0.019 | 0.011 |
(1.512) | (0.591) | (0.542) | (0.514) | (0.562) | (0.583) | (0.323) | |
Team response rate | −0.056 | −0.078 | −0.078 | −0.077 | −0.075 | −0.078 | −0.071 |
(−0.395) | (−0.567) | (−0.569) | (−0.562) | (−0.541) | (−0.567) | (−0.519) | |
Team average level (Ln) | 0.213 *** | 0.146 *** | 0.146 *** | 0.144 *** | 0.141 *** | 0.146 *** | 0.13 *** |
(9.589) | (6.447) | (6.456) | (6.305) | (6.112) | (6.359) | (5.548) | |
Leader reputation | 3.324 *** | 2.883 *** | 1.577 * | 2.469 *** | 4.619 *** | 2.951 *** | 3.801 ** |
(8.242) | (7.126) | (2.182) | (4.536) | (3.918) | (5.005) | (3.099) | |
Main effects | |||||||
Status capital diversity | −0.776 * | −1.23 ** | −0.786 * | −0.742 * | −0.774 * | −1.346 ** | |
(−2.125) | (−2.929) | (−2.151) | (−2.027) | (−2.116) | (−3.189) | ||
Decisional capital diversity | −0.679 *** | −0.677 *** | −0.715 *** | −0.683 *** | −0.679 *** | −0.741 *** | |
(−9.459) | (−9.443) | (−9.114) | (−9.513) | (−9.438) | (−9.348) | ||
Online reputation diversity | 0.249 ** | 0.239 ** | 0.243 ** | 0.295 ** | 0.248 ** | 0.308 *** | |
(2.904) | (2.795) | (2.83) | (3.257) | (2.892) | (3.389) | ||
Professional knowledge diversity | 0.292 * | 0.273 * | 0.285 * | 0.301 ** | 0.303 * | 0.307 * | |
(2.509) | (2.341) | (2.445) | (2.587) | (2.239) | (2.274) | ||
Interactions | |||||||
Leader reputation * Status capital diversity | 10.22 * | 14.083 ** | |||||
(2.182) | (2.832) | ||||||
Leader reputation * Decisional capital diversity | 1.233 | 2.009 | |||||
(1.137) | (1.774) | ||||||
Leader reputation * Online reputation diversity | −1.264 * | −2.307 ** | |||||
(−2.016) | (−2.62) | ||||||
Leader reputation * Professional knowledge diversity | −0.18 | −0.6 | |||||
(−0.158) | (−0.508) | ||||||
R2 | 0.32 | 0.361 | 0.363 | 0.362 | 0.362 | 0.361 | 0.367 |
F | 122.452 *** | 87.976 *** | 80.604 *** | 80.111 *** | 80.277 *** | 79.930 *** | 64.165 *** |
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Share and Cite
Liu, X.; Chen, M.; Li, J.; Ma, L. How to Manage Diversity and Enhance Team Performance: Evidence from Online Doctor Teams in China. Int. J. Environ. Res. Public Health 2020, 17, 48. https://doi.org/10.3390/ijerph17010048
Liu X, Chen M, Li J, Ma L. How to Manage Diversity and Enhance Team Performance: Evidence from Online Doctor Teams in China. International Journal of Environmental Research and Public Health. 2020; 17(1):48. https://doi.org/10.3390/ijerph17010048
Chicago/Turabian StyleLiu, Xuan, Meimei Chen, Jia Li, and Ling Ma. 2020. "How to Manage Diversity and Enhance Team Performance: Evidence from Online Doctor Teams in China" International Journal of Environmental Research and Public Health 17, no. 1: 48. https://doi.org/10.3390/ijerph17010048
APA StyleLiu, X., Chen, M., Li, J., & Ma, L. (2020). How to Manage Diversity and Enhance Team Performance: Evidence from Online Doctor Teams in China. International Journal of Environmental Research and Public Health, 17(1), 48. https://doi.org/10.3390/ijerph17010048