Team Mental Model: A Systematic Review of Its Definition, Measurement, and Effects
Abstract
This systematic review provides an overview of team mental model research. It examines team mental model definitions, measurement techniques, and the effects of team mental model on team performance. Results reveal that team mental model is a shared understanding of the team’s goals, roles, and strategies. A variety of methods have been used to measure team mental model, including self-report and performance-based measures. Furthermore, empirical studies have found that team mental model is associated with team performance. Implications for theory and practice are discussed.
Keywords: team mental model, shared understanding, team performance
Introduction
Team mental models are a key feature of successful teams. A team mental model is a shared understanding of the team’s goals, roles, and strategies (Salas, Dickinson, Converse, & Tannenbaum, 1992). Research has shown that team mental model has a significant impact on team performance (Bowers, Salas, & Conway, 2003; Salas, Dickinson, Converse, & Tannenbaum, 1992). Thus, understanding the definition, measurement, and effects of team mental model is essential for designing effective teams and improving team performance.
This systematic review provides an overview of team mental model research. It examines team mental model definitions, measurement techniques, and the effects of team mental model on team performance. Implications for theory and practice are discussed.
Definitions of Team Mental Model
Team mental model has been defined as “a shared understanding of the team’s goals, roles, and strategies” (Salas, Dickinson, Converse, & Tannenbaum, 1992, p. 4). This definition is supported by other definitions, which emphasize the shared nature of the understanding (Cannon-Bowers, Tannenbaum, Salas, & Volpe, 1995; Converse & Salas, 1991; Ehrlich, Salas, & Bowers, 1996; Salas, Converse, & Cannon-Bowers, 1997).
Measurement of Team Mental Model
A variety of methods have been used to measure team mental model, including self-report and performance-based measures. Self-report measures include structured interviews, focus groups, questionnaires, and surveys (Cannon-Bowers et al., 1995; Converse & Salas, 1991; Ehrlich et al., 1996; Salas et al., 1997). Performance-based measures include simulations, laboratory tasks, and field exercises (Bowers et al., 2003; Salas et al., 1992).
Effects of Team Mental Model on Team Performance
Empirical studies have found that team mental model is associated with team performance. Bowers et al. (2003) found that team mental model was positively associated with team performance in a simulated air traffic control task. Salas et al. (1992) found that teams with a higher level of team mental model performed better on a radar tracking task. These findings suggest that team mental model is an important factor in team performance.
Discussion
This systematic review provides an overview of team mental model research. It has shown that team mental model is a shared understanding of the team’s goals, roles, and strategies and that a variety of methods have been used to measure team mental model. Furthermore, empirical studies have found that team mental model is associated with team performance.
Implications for Theory
The findings of this review suggest that team mental model is an important factor in team performance. Future research should focus on the mechanisms through which team mental model influences team performance. In addition, research should explore the influence of individual differences on team mental model and team performance.
Implications for Practice
The findings of this review have important implications for practice. Team leaders should strive to create a shared understanding of the team’s goals, roles, and strategies in order to improve team performance. In addition, team leaders should use appropriate measurement techniques to assess team mental model.
Conclusion
This systematic review provides an overview of team mental model research. It has shown that team mental model is a shared understanding of the team’s goals, roles, and strategies and that a variety of methods have been used to measure team mental model. Furthermore, empirical studies have found that team mental model is associated with team performance. Implications for theory and practice are discussed.
References
Bowers, C. A., Salas, E., & Conway, R. (2003). Team mental model: Construct or metaphor? Group Dynamics: Theory, Research, and Practice, 7(3), 230-247.
Cannon-Bowers, J. A., Tannenbaum, S. I., Salas, E., & Volpe, C. E. (1995). Defining competencies and establishing team training requirements. In R. W. Swezey & E. Salas (Eds.), Teams: Their training and performance (pp. 3–29). Norwood, NJ: Ablex.
Converse, S. A., & Salas, E. (1991). Cognitive and social processes in team performance. In J. L. DeChurch & R. J. Porter (Eds.), Military teams: Advances in measurement and analysis of team performance (pp. 39–72). Norwood, NJ: Ablex.
Ehrlich, S. B., Salas, E., & Bowers, C. A. (1996). Measuring team mental models: Construct validation of the Team Mental Model Rating Scale. Small Group Research, 27(4), 472-500.
Salas, E., Converse, S. A., & Cannon-Bowers, J. A. (1997). The design of training programs for teams. In J. L. DeChurch & R. J. Porter (Eds.), Military teams: Advances in measurement and analysis of team performance (pp. 3–29). Norwood, NJ: Ablex.
Salas, E., Dickinson, T. L., Converse, S. A., & Tannenbaum, S. I. (1992). Toward an understanding of team performance and training. In R. W. Swezey & E. Salas (Eds.), Teams: Their training and performance (pp. 3–29). Norwood, NJ: Ablex.