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The Evolution and Maturation of Team in Organizations

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Demir et al. The Evolution of Human-Autonomy Teams architecture which has certain advantages, but as advancements AUTHOR CONTRIBUTIONS in machine learning continue, it is valuable to debate the technical foundation of these agents. The major advantage and MD helped with the speciﬁc decisions on the experimental promise of using machine learning is that the agent can be trained design, applied dynamical systems methods, and led the writing and can learn many facets of teamwork. Reinforcement and deep of this manuscript. NM and NC contributed to crafting the learning provide promise that an agent will develop human- general idea of the research, provided input to make the ideas centered capabilities by recalibrating its technical infrastructure of this study concrete, designed the experiment, the paradigm based on more and more interactions with a human team and the experimental protocol, and contributed to writing up member. We are not arguing for one side or the other this manuscript. (cognitive architectures or machine learning), but rather that the community carefully should weigh the pros and cons FUNDING of each and then choose the technical methodology that is most eﬃcient and leads to developing an eﬀective agent as a RPAS I and II research were partially supported by ONR Award team member. N000141110844 (Program Managers: Marc Steinberg, Paul Bello) and ONR Award N000141712382 (Program Managers: Marc We are still in the early stages of the evolution of HAT. Steinberg, Micah Clark). RPAS III research was supported Our current work extends team coordination metrics to assess by ONR Award N000141712382 (Program Managers: Marc coordination quality and ultimately, team eﬀectiveness in Steinberg, Micah Clark). terms of adaptation and resilience; and also, explores the kinds of training, technological design, or team composition ACKNOWLEDGMENTS interventions that can improve HAT under degraded conditions. A great deal of ongoing work is needed in The authors acknowledge Steven M. Shope from Sandia Research many areas. We strongly encourage the broader team Corporation who updated RPAS-STE testbed and integrated the science community to conduct interdisciplinary work to synthetic teammate into the RPAS STE testbed. advance HAT. REFERENCES Available online at: http://www.dtic.mil/docs/citations/ADA475567 (accessed November 10, 2018). Amazeen, P. G. (2018). From physics to social interactions: scientiﬁc uniﬁcation Cooke, N. J., Gorman, J. C., Myers, C. W., and Duran, J. L. (2013). Interactive team via dynamics. Cogn. Syst. Res. 52, 640–657. doi: 10.1016/j.cogsys.2018. cognition. Cogn. Sci. 37, 255–285. doi: 10.1111/cogs.12009 07.033 Cooke, N. J., and Shope, S. M. (2004). “Designing a synthetic task environment,” in Scaled Worlds: Development, Validation, and Application, eds L. R. E. Anderson, J. R. (2007). How Can the Human Mind Occur in the Physical Universe? Schiﬂett, E. Salas, and M. 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ORIGINAL RESEARCH published: 09 October 2019 doi: 10.3389/fpsyg.2019.02266 Adaptive Team Performance: The Inﬂuence of Membership Fluidity on Shared Team Cognition Wendy L. Bedwell* Fogelman College of Business and Economics, University of Memphis, Memphis, TN, United States Edited by: Team membership change literature has traditionally focused on performance effects Michael Rosen, of newcomers to teams. Yet, in practice, teams frequently experience membership Johns Hopkins Medicine, loss without replacement (e.g., downsizing) or membership exchanges—replacing a member who has left the organization with a current, experienced employee. United States Despite the prevalence of these practices, little is known about the impact of such changes on team performance. Drawing upon two complementary team adaptation Reviewed by: theories, the inﬂuence of both membership loss without replacement and loss M. Travis Maynard, with replacement by experienced personnel on the cognitive processes underlying Colorado State University, adaptation (operationalized as development of effective team mental models – TMMs) was examined. Results suggested that Teammate TMMs (i.e., shared knowledge of United States member preferences/tendencies) and Team Interaction TMMs (i.e., shared knowledge Roni Reiter-Palmon, of roles/responsibilities) are differentially inﬂuenced by the movement of members University of Nebraska Omaha, in and out of teams and differentially predict adaptive team performance. Further, TMM measurement choice (i.e., the use of similarity versus distance scores) matters United States as relationships differed depending on which metric was used. These results are discussed in the context of team adaptation theory, with implications for strategic human *Correspondence: resource management. Wendy L. Bedwell Keywords: team adaptation, adaptive team performance, team composition, dynamic team, team membership [email protected] change, membership ﬂuidity, team mental models, team cognition Specialty section: INTRODUCTION This article was submitted to Downsizing has become common for organizational survival, as evidenced by the 2009 economic Organizational Psychology, recession, when mass layoﬀs (i.e., ≥50 employees) increased dramatically (US Department of a section of the journal Labor Bureau of Labor Statistics, 2011). In work teams, downsizing creates membership loss Frontiers in Psychology without replacement or requires job rotation of current employees into new teams; here these “new members” are not novices but have task experience. Despite the prevalence of such practices, little is Received: 26 October 2018 known about their impact, as research has rarely compared dynamic to stable team conﬁgurations, Accepted: 23 September 2019 let alone membership loss to membership replacement (Tannenbaum et al., 2012). Published: 09 October 2019 With the exception of work on team downsizing (DeRue et al., 2008), research on membership ﬂuidity—the dynamic ﬂow of members in and out of teams (e.g., Edmondson Citation: et al., 2001; Edmondson, 2003; Tannenbaum et al., 2012)—has historically focused on newcomer Bedwell WL (2019) Adaptive socialization (see Moreland and Levine, 2001 for a comprehensive review). However, organizational Team Performance: The Inﬂuence of performance outcomes largely depend on the ability of teams to quickly adapt their processes to Membership Fluidity on Shared Team rapidly changing demands (Burke et al., 2006), such as varying membership (e.g., Bedwell et al., Cognition. Front. Psychol. 10:2266. 2012). Thus, such research is important. doi: 10.3389/fpsyg.2019.02266 Frontiers in Psychology | www.frontiersin.org 2150 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change Surprisingly, the underlying cognitive processes of adaptation Additionally, stable membership leads to teammate in teams experiencing membership change have also received familiarity, which has been linked to positive outcomes such little attention in the team adaptation research, despite the as cohesion, coordination, low anxiety, willingness to express prevalence of “learning” and “team cognition” constructs in disagreement, and performance, in both lab and ﬁeld studies prominent theories focusing on how teams adapt to change. One (e.g., Levine and Moreland, 1991; Gruenfeld et al., 1996; Kim, particular cognitive process often associated with eﬀective team 1997; Moreland et al., 1998). Although some studies have found adaptation is the development and/or change of team mental familiarity to have negative or curvilinear eﬀects (e.g., Katz, models (TMMs), which are organized knowledge structures 1982; Berman et al., 2002; Sieweke and Zhao, 2015), any positive shared among members of a team (Cannon-Bowers et al., 1993; beneﬁts are certainly not aﬀorded to teams with new members Mathieu et al., 2000). The two prevailing models of adaptation (i.e., membership replacement). As the task in the present in the literature, Kozlowski et al. (1999) and Burke et al. (2006), study required eﬀective pooling of distributed information, in highlight the importance of these cognitive structures. Burke accordance with the second school of thought, it is hypothesized and colleagues include TMMs within the learning phase of that teams experiencing membership loss or replacement would their multiphasic model of team adaptation. Kozlowski et al. experience performance decrements as compared to teams with (1999) did not speciﬁcally mention TMMs in their theory stable membership. of adaptive teams; yet, they did argue for the importance of developing shared knowledge regarding tasks, team roles, role Hypothesis 1a and b: (a) Membership loss and (b) boundaries, and other team members—which is the deﬁnition of membership loss w/replacement teams will experience the various TMMs originally outlined by Cannon-Bowers et al. performance decrements as compared to intact teams. (1993). Both theories suggest that increasing sharedness of TMMs regarding both task and team members should enable teams TMMs and Adaptive Performance to adapt to any number of situations (Kozlowski et al., 1999; Burke et al., 2006). As noted above, current team adaptation theory has noted that eﬀective adaptive processes are predicated on successful Thus, this eﬀort seeks to advance the team adaptation team learning, including development of shared knowledge literature by testing the eﬀects of membership change on structures (Kozlowski et al., 1999; Burke et al., 2006, 2008). performance via development of shared TMMs. The contribution Cannon-Bowers et al. (1993) have argued for the existence of is twofold: (1) integrating two complementary models of team several types of TMM when teams are engaged in complex adaptation (Kozlowski et al., 1999; Burke et al., 2006) and (2) tasks. They speciﬁcally addressed four types. Team members oﬀering the ﬁrst empirical test of multiple membership change must have a shared understanding of the technology/equipment types (i.e., loss and exchange) against stable teams, thereby required for task completion. Members must also share addressing the call by Tannenbaum et al. (2012) for simultaneous knowledge structures regarding the task, speciﬁcally procedures, investigations into various member change conﬁgurations. task strategies, constraints and resources. Third, teams share knowledge regarding team interaction, which is comprised of Membership Change the roles/responsibilities, interaction patterns, interdependencies, and information ﬂow. Finally, teams can have shared knowledge Membership change has two main schools of thought. On regarding members of the team itself, including knowing other one hand, some defend membership change, suggesting it can members’ skills, attitudes, preferences and tendencies. increase the available cognitive resources of a team (Kane et al., 2005) and fuel reﬂection on team processes (Sutton and Louis, Mathieu et al. (2000) considered the diﬃculty in 1987; Feldman, 1994). Researchers argue that such activities operationalizing these four types within a single study enable members to draw from a broader knowledge base, develop and suggested all four types essentially depict two major greater shared thinking regarding how the team should continue content domains: team relevant information and task relevant to operate and, ultimately, improve performance outcomes information. Arguably, collapsing the Task TMMs does (Ancona, 1990; Gersick and Hackman, 1990; Waller, 1999). make sense in this eﬀort as it is diﬃcult to separate the components of those two dimensions (e.g., there is no specialized A second school of thought, however, suggests that equipment therefore knowing the operating procedures naturally membership change is detrimental to team performance. involve knowing the task procedures). However, maintaining Members take knowledge with them when they leave (Cascio, distinction among the Team Interaction and Team TMMs is 1999), which eliminates access to that individually held important in this particular study, as members can have a shared knowledge (Argote, 1999). In tasks where performance hinges understanding of the roles/responsibilities and interaction on the ability of members to pool relevant knowledge, loss patterns (i.e., Team Interaction TMMs) without having a shared of a member (and thereby, loss of knowledge) can lead understanding of members preferences (i.e., Team TMMs). to performance decrements. With regard to membership replacement or loss, research has found that after a member Task TMMs change, attention is temporarily diverted from the task because When teams experience replacement of a member with a teams are in a state of ﬂux (i.e., dynamic, unstable interaction task-experienced one, task knowledge (e.g., task procedures, pattern; Summers et al., 2012). Essentially, when teams take time strategies, resources, and operating procedures) can remain away from a task (e.g., for socialization of a new member), they highly shared when information is standardized. However, even face potential process loss (Steiner, 1972). Frontiers in Psychology | www.frontiersin.org 2251 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change in the most standardized tasks, team members bring their own in novel, as compared to routine, environments. This supports task conceptualizations and views regarding appropriate task the notion that teams with highly shared Team Interaction strategies (Burtscher and Manser, 2012). Thus, in teams with TMMs adapt better than teams without highly shared TMMs. membership replacement, new members may have diﬀerent This eﬀort sought to replicate those ﬁndings in the adaptive task conceptualizations. Alternatively, when there is membership performance context, again, arguing for partial mediation. loss without replacement, teams must reconﬁgure. This can require changes in task conceptualizations, which can negatively Hypothesis 3: Team Interaction TMMs will partially inﬂuence sharedness when teams are under time pressures and mediate the relationship between membership ﬂuidity and unable to articulate new views (Rico et al., 2008). Also, if there are performance gains, with intact teams developing more diﬀerent ways to achieve eﬀectiveness (as is the case in this study), similar Team Interaction TMMs than membership loss or this can further inhibit sharedness, as evidenced in the diﬃculty replacement teams. of short-lived (Rico et al., 2008) and ad hoc ﬂuid (Kolbe et al., 2009) teams in developing shared cognition. Team mental model theory posits that team members who work together gain knowledge about each other and, thus, Team mental models sharedness is positively related to develop shared knowledge regarding each other’s working performance (DeChurch and Mesmer-Magnus, 2010a,b) and it preferences (i.e., speciﬁc Teammate TMMs; Cannon-Bowers is anticipated that these ﬁndings will also extend to adaptive et al., 1993). Only a few studies have empirically investigated performance. Indeed, research on Task TMMs and adaptive relationships between shared Teammate TMMs and performance performance suggests that Task TMMs aid adaptive performance (e.g., Smith-Jentsch et al., 2009). One study considered task in novel environments (Waller et al., 2004). However, TMMs changes and team familiarity, ﬁnding an interaction between are only one aspect of teamwork (e.g., attitudes, behaviors, and diverse experiences and team familiarity that led to performance cognitions; Salas et al., 2009), and therefore, a team’s composition improvements (Huckman and Staats, 2011). This suggests that can inﬂuence team performance through a variety of mediators teams who know each other’s expertise and ways of working beyond shared cognition (see Mathieu et al., 2008). Given this are able to overcome task changes. Such ﬁndings should also complex relationship, partial mediation is hypothesized: hold true for membership loss because the content of the team-speciﬁc knowledge regarding member preferences should Hypothesis 2: Task TMMs will partially mediate the remain relatively constant. In other words, remaining members relationship between membership ﬂuidity and performance, should maintain shared understanding of other’s preferences, with intact teams developing more similar Task TMMs than knowledge, attitudes, regardless of who remains on the team as membership loss and replacement teams. membership does not dictate how people approach their work. In contrast, membership replacement teams must integrate an Team Interaction TMMs are comprised of team-relevant unknown member, which should negatively inﬂuence shared knowledge, such as individual roles and interdependencies, knowledge of member preferences, because such learning takes interaction patterns, and information ﬂow. It may seem as time (Akgün and Lynn, 2002)—time that teams required to though teams experiencing member replacement with a role- rapidly adapt to new members rarely have. experienced member will have little (or no) disruptions in development of Team Interaction TMMs (similar to intact teams) Teammate TMMs should be important for performance, just since interdependencies associated with roles/responsibilities like Task and Team Interaction TMMs. Indeed, research has are dictated by the task (and not speciﬁc team members). found that teammates with prior working experience showed However, teams rapidly develop stable patterns of working (e.g., greater agreement with respect to their Teammate TMMs, which Gersick and Hackman, 1990; Zijlstra et al., 2012) and given partially explained the relationship between familiarity and the that there was no “one correct” way to interact in this task willingness to ask for/accept assistance (Smith-Jentsch et al., for eﬀectiveness, each team could have developed diﬀerent, 2009). These ﬁndings suggest that a team’s ability to adapt (e.g., by yet eﬀective, interaction patterns. Thus, a member coming to compensating for one another) is undermined by a lack of shared a new team may have had diﬀerent interaction norms than Teammate TMMs. Furthermore, research has demonstrated that the new team and membership loss with replacement teams teams who train together perform better because they have may show decrements in sharedness of their Team Interaction greater knowledge of one another (Liang et al., 1995). It follows TMMs. Similarly, yet more pronounced, teams experiencing that more highly shared Teammate TMMs should enable teams membership loss must redeﬁne roles by redistributing task to realize performance gains as compared to teams without requirements, which can aﬀect interdependencies. Teams failing such sharedness. to develop a new shared understanding of these redistributions will show decrements in Team Interaction TMMs as compared Hypothesis 4: Teammate TMMs will partially mediate the to intact teams. relationship between membership ﬂuidity and performance, with intact teams developing more similar Teammate TMMs Just as Task TMMs are important for team performance, it than membership replacement teams. is suggested that Team Interaction TMM will also be positively related to adaptive performance. Although there is a lack of Essentially, the proposed model argues that shared TMMs studies examining TMMs in adaptive contexts, Marks et al. (2000) partially enables performance and mitigates the negative found that such TMMs were stronger predictors of performance Frontiers in Psychology | www.frontiersin.org 2352 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change FIGURE 1 | Hypothesized relationship among study variables. inﬂuence of membership replacement/loss on performance would be the only identiﬁable information tying participants to (see Figure 1). the study. Consent was indicated by completion of the study as all participants were informed of their right to withdrawal at any MATERIALS AND METHODS time. No participants withdrew. Participants Procedure Hundred and sixty ﬁve undergraduate and graduate students Teams engaged in an interactive, computer-based simulation (71 males, 93 females, one declined to state gender) from a set in an emergency room waiting area, ﬁlmed from a ﬁrst- university in the southeastern U.S. were randomly assigned person view. Actors portrayed the role of doctors, volunteers, to 60 teams in four conditions: (a) a two-member control and patients. Participants “interacted” with the characters in the condition (15 teams, N = 30); (b) a three-member control video verbally, simulating a real conversations even though it condition (15 total teams, N = 45); (c) a membership replacement was recorded video (see Smith-Jentsch, 2007). The simulation condition (i.e., where a lost team member was replaced with was similar across performance periods and identical across an experienced participant from another team; 15 teams, conditions. There were three roles: Waiting Room Staﬀer, Records N = 45) and (d) a membership loss condition (i.e., loss of Staﬀer, and Claims Staﬀer (the Claims and Records roles were participant without replacement; 15 teams, N = 45). Two control combined in two-person teams). The Waiting Room Staﬀer conditions were used to avoid the confound of team size interacted directly with the simulation, answering patient/staﬀ accounting for performance outcomes. Thus, membership loss questions and responding to voicemails. The Records Staﬀer teams were always compared to the two-person control team maintained: (a) an employee tracking form and (b) a patient and membership exchange teams were always compared to the log form. The Claims Staﬀer completed: (i) a patient insurance three-person control condition. claim form and (ii) a complaint form for formal complaints made against employees, and received patient details from the Participants received a cash stipend ($10/h, $25 total). “admittance department.” To ensure high levels of motivation and encourage keeping manipulations conﬁdential, participants were eligible to win a Upon arrival, participants were told their purpose and performance reward ($25/participant for top teams; $20 and that another team was working on the same simulation $15/participant for 2nd and 3rd place teams, respectively). simultaneously. Then all members watched a training video and Treatment of participants was in accordance with APA ethical completed a demographic measure (e.g., age, gender, GPA, major, guidelines and federal regulations, and the study had been etc.). Using a worksheet tailored for team size, teams engaged in reviewed and approved by the university’s Institutional Review a 15-min planning period, performed Part I of the simulation, Board (IRB). Written consent was waived by the IRB as that and then completed Time I performance measure. This was followed by the membership change event (or no change for Frontiers in Psychology | www.frontiersin.org 2453 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change control teams). As noted previously, there were four conditions: scale developed for use with the simulation task by Smith- two-person intact teams (Team Foxtrot: control group with Jentsch and colleagues. Familiarity was calculated as a team-level two members), three-person intact teams (Team Delta: control variable, averaging the level of familiarity among each dyadic group with three members), membership loss teams (Team pair within a team using one item – the number of months Bravo: three-person membership loss team, resulting in two members had known one another. This was used as a control remaining members), and membership replacement teams variable in analyses that considered Teammate SMMs, since (Team Echo: three-person team who lost one yet gained another greater familiarity could increase the amount of information member, resulting in three members). After Performance Cycle I, known regarding a person’s personality characteristics. Across remaining members of Team Bravo were told their Claims Staﬀer conditions, the mean was 4.44 (SD = 8.46). Within conditions, was needed elsewhere and there were no replacement personnel means were as follows: two-person intact teams (M = 1.00, available (see Figure 2 for a visual representation of members SD = 2.36), three-person intact teams (M = 4.47, SD = 6.96), across all four conditions at Time 1 and Time 2). three-person membership loss teams (M = 4.83, SD = 9.04), and three-person membership loss with replacement teams All teams were then told to take no more than 5 min to plan (M = 7.45, SD = 11.96). for the next phase. When ﬁnished, members completed the TMM measures; performed Part II of the simulation; completed the Role Comprehension Time II performance measure; were debriefed, paid, and released. This original scale was designed to determine the degree to which the task training was eﬀective. This is the only control Measures variable measured after the initial transition phase and was used in all analyses as it directly inﬂuences Task as well as Team Demographic Information Interaction SMMs. Speciﬁcally, the more clarity members have The demographic survey included customary data such as age, regarding the roles, the better able they would be to determine gender, GPA, year in school, and major (among other data). GPA, what tasks are critical and how to coordinate to accomplish speciﬁcally used as a covariate in this study across all analyses, those tasks. The scale was either 2-items or 3-items, depending was calculated as an average for the team. The mean across on the number of team members (2-item for two-person intact conditions was 2.85 (SD = 0.61). Skewness (−0.97) and kurtosis teams, 3-items for all other conditions). The items asked whether (0.96) levels across conditions were within acceptable ranges. The members understood the requirements of their own roles as means within conditions were as follows: two-person intact teams well as the roles of the other team members. The mean across (M = 3.14, SD = 0.45), three-person intact teams (M = 3.20, conditions was 3.73 (SD = 0.43). Skewness (0.31) and kurtosis SD = 0.30), three-person membership loss teams (M = 3.33, (1.46) levels across conditions were within acceptable ranges. SD = 0.42), and three-person membership loss with replacement Means within conditions were as follows: two-person intact teams (M = 3.23, SD = 0.39). teams (M = 3.63, SD = 0.52), three-person intact teams (M = 3.67, SD = 0.41), three-person membership loss teams (M = 3.84, Familiarity SD = 0.43), and three-person membership loss with replacement Familiarity was deﬁned in this study as the degree to which teams (M = 3.78, SD = 0.36). participants knew one another. This was measured using a FIGURE 2 | Team member conﬁgurations at Time 1 and Time 2. 2554 October 2019 | Volume 10 | Article 2266 Frontiers in Psychology | www.frontiersin.org

Bedwell Adaptation to Team Member Change Team Mental Models TMMs include general preferences for working (based on personality), as well as levels of expertise. This particular study Research has suggested two approaches to studying TMMs: was focused on ad hoc teams engaging in customer service- (a) sharedness in TMMS among members, and (b) accuracy related tasks; therefore, the personality dimension of Teammate of the TMMs (i.e., the degree to which TMMs reﬂect an TMMs was the most appropriate measure, as members would expert model). Although prior research is helpful in selecting have more opportunity to observe personality characteristics than metrics, the task often dictates their appropriateness for the prior expertise. Prior research on TMMs has included personality measurement (Mohammed et al., 2010). In this experiment, identiﬁcation and similarity as evidence of the Teammate TMMs there was no one correct way to work; therefore, interest lay in (e.g., Lim and Klein, 2006). Each member was required to sharedness rather than accuracy. TMM sharedness was calculated complete this measure about themselves and about every other as an average correlation between team members, as outlined member of the team. To compute similarity and distance indices, by Smith-Jentsch et al. (2005), who argued such an approach a mean was calculated for each subscale (i.e., openness to was warranted because the indices are correlational and thus, experience, conscientiousness, extroversion, agreeableness, and parallel to Pathﬁnder C (e.g., Stout et al., 1999; Marks et al., neuroticism) per person. These means were then compared for 2002), UCFNET QAP coeﬃcients (e.g., Mathieu et al., 2000), or each dyadic pair within the team (self to other rating of self). coeﬃcient alphas (e.g., Webber et al., 2000). More similar TMMs These dyadic comparisons were then averaged to create a “team have an index closer to 1. However, sharedness indices only member” average and all team member averages were aggregated, represent similarities in the patterns of responses, not the actual using the mean, to create a teammate similarity SMM index closeness of the scores. To capture this latter metric, a Euclidean or distance SMM index. These team level variables were used distance was also calculated, where lower distance scores are in all analyses. Overall means and standard deviations across indicative of closer ratings (i.e., more similar the TMMs, based conditions for each index are as follows: similarity (M = 0.47, on a range of 0 – 13.86). SD = 0.27) and distance (M = 2.25, SD = 0.45). Within conditions, means were as follows for the similarity index: two-person Data for the team interaction and taskwork TMMs were intact teams (M = 0.56, SD = 0.32), three-person intact teams captured using a structured network approach (e.g., paired (M = 0.50, SD = 0.26), three-person membership loss teams comparisons), because prior research suggested it is most (M = 0.37, SD = 0.26), and three-person membership loss with predictive of adaptive performance (Resick et al., 2010). replacement teams (M = 0.44, SD = 0.23). For the distance index, Participants were given a matrix of all tasks (or relevant teamwork means within conditions were as follows: two-person intact teams attributes) and instructed to rate each attribute in relation to all (M = 2.08, SD = 0.49), three-person intact teams (M = 2.22, other attributes for that model using a scale ranging from “−4” SD = 0.41), three-person membership loss teams (M = 2.31, (= high degree of one requires low degree of the other) through SD = 0.47), and three-person membership loss with replacement “0” (= unrelated) to “4” (= high degree of one requires high degree teams (M = 2.39, SD = 0.42). of the other). The ratings were completed before Performance Cycle II, yet after the membership change event (Task similarity: Adaptive Performance M = 0.38, SD = 0.24, Task distance: M = 12.00, SD = 3.92, Team Performance was measured using a card-sorting task. At Time Interaction similarity: M = 0.13, SD = 0.23, and Team Interaction I, participants were given 5 min to place cards listing each distance: M = 9.48, SD = 3.21). Means within conditions for Task patient into the correct triage level. As knowledge about patient MM similarity are as follows: two-person intact teams (M = 0.46, problems was distributed among team members (e.g., not all SD = 0.25), three-person intact teams (M = 0.32, SD = 0.20), patients needing care were seen in the simulation or listed in membership loss teams (M = 0.32, SD = 0.28), and membership patient ﬁles), all members needed to work together to successfully loss with replacement teams (M = 0.42, SD = 0.23). Means within categorize all patients. A similar card-sorting task was given for conditions for Team Interaction MM similarity are as follows: Time II. Adaptive performance was calculated as the diﬀerence two-person intact teams (M = 0.16, SD = 0.28), three-person between Time I and Time II (Time II – Time I). Means for intact teams (M = 0.14, SD = 0.19), membership loss teams Adaptive Performance within conditions were as follows: two- (M = 0.14, SD = 0.26), and membership loss with replacement person intact teams (M = 0.67, SD = 1.95), three-person intact teams (M = 0.09, SD = 0.17). Means within conditions for Task teams (M = 1.87, SD = 2.50), three-person membership loss teams MM distance are as follows: two-person intact teams (M = 11.45, (M = 1.40, SD = 3.23), and three-person membership loss with SD = 4.91), three-person intact teams (M = 11.89, SD = 2.07), replacement teams (M = 0.13, SD = 3.50). membership loss teams (M = 13.15, SD = 4.21), and membership loss with replacement teams (M = 11.50, SD = 4.08). Finally, RESULTS means within conditions for Team Interaction MM distance are as follows: two-person intact teams (M = 8.61, SD = 3.28), As expected, there was no signiﬁcant diﬀerence in Time three-person intact teams (M = 10.17, SD = 3.49), membership I Performance across the four experimental conditions, loss teams (M = 10.34, SD = 3.61), and membership loss with F(3,56) = 0.68, p = 0.57, η2 = 0.04, suggesting no spurious replacement teams (M = 8.82, SD = 2.18). diﬀerences from random assignment. Descriptive statistics Teammate TMMs were calculated using mini-IPIP, a 20-item short form of the International Personality Item Pool-Five-Factor Model measure (Donnellan et al., 2006). Recall that Teammate Frontiers in Psychology | www.frontiersin.org 2655 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change and Pearson product-moment correlations are reported in TABLE 2 | Intercorrelations, means, and standard deviations for performance Table 1. Table 2 contains condition intercorrelations among variables by condition. performance variables. 123 Hypotheses H2 through H4 tested the mediating eﬀects of learning. Although such tests have traditionally been guided 2-person Intact Teams by a multistep process proposed by Baron and Kenny (1986), more recent work suggested methodological shortcomings of Performance Time I – this approach (e.g., MacKinnon et al., 2002; Edwards and Lambert, 2007). Preacher and Hayes (2004) suggested a diﬀerent, Performance Time II 0.62∗ – more powerful, approach called bootstrapping, which can be applied using an SPSS macro (Kolbe et al., 2009). Adaptive Adaptive Performance −0.62∗ 0.23 – performance was regressed onto membership condition, as 0.67 well as the various TMM measures. Models were tested using M 4.40 5.01 1.95 correlations and Euclidean distances, run separately, as (a) results can diﬀer based on metrics (Smith-Jentsch, 2009) and SD 2.41 1.95 – (b) there is currently no theory guiding metric selection for 1.87 adaptive performance. 3-person Intact Teams 2.50 Two-Person Intact vs. Membership Loss Performance Time I – – Teams 1.40 Performance Time II 0.41 – 3.23 Similarity Index H1 suggested that condition would predict performance and Adaptive Performance −0.38 0.69∗∗ – H2 suggested that Task TMMs would partially mediate 0.13 the relationship between membership ﬂuidity (two-person M 3.93 5.80 3.50 intact teams and membership loss teams) and adaptive team performance. Results did not support mediation for membership SD 1.98 2.54 loss teams and two-person intact teams when Task TMMs were operationalized using the similarity index (see Table 3) Membership Loss Teams (3 → 2 members) as Task TMMs were not signiﬁcantly related to condition, β = −0.01, t(28) = −0.14, p = 0.89, nor were they Performance Time I – signiﬁcant predictors of Performance, β = −0.50, t(28) = −0.19, p = 0.85. The indirect eﬀect of condition on performance Performance Time II 0.15 – was not in the hypothesized direction (β = 1.05), nor was it signiﬁcant (p = 0.38). Adaptive Performance −0.64∗∗ 0.66∗∗ M 3.47 4.87 SD 2.45 2.50 Membership Replacement Teams (3 → 3 members) Performance Time I – Performance Time II 0.18 – Adaptive Performance −0.61∗ 0.67∗∗ M 4.60 4.73 SD 2.64 2.82 ∗p ≤ 0.05; ∗∗p ≤ 0.01. H3 suggested Team Interaction TMMs would partially mediate the relationship between membership ﬂuidity (two- person intact teams and membership loss teams) and adaptive team performance. These results did not suggest mediation either (Table 3). Team Interaction TMMs were not signiﬁcantly related TABLE 1 | Intercorrelations, means, and standard deviations for study variables. 1 2 3 45 6 7 8 9 10 11 12 13 14 15 Task TMM Corr. – Team Interaction TMM Corr. Teammate TMM Corr. −0.01 – Task TMM Euc. Dist. Team Interaction TMM Euc. Dist. 0.12 −0.01 – Teammate TMM Euc. Dist. −0.34∗∗ – Total Info Sharing −0.51∗∗ −0.14 −0.28∗ 0.32 GPA (Average for Team) −0.54∗∗ 0.17 APGO (Team) −0.11 −0.18 −0.08 −0.02 – Team Tolerance for Ambiguity 0.08 Team Familiarity −0.14 0.07 0.22 −0.23 −0.01 – Role Comprehension 0.08 0.10 −0.26 0.30∗ Performance Time I −0.01 −0.07 0.02 −0.01 −0.02 −0.05 – Performance Time II 0.06 −0.03 −0.17 0.03 0.13 Adaptive Performance −0.05 −0.20 −0.07 −0.04 0.18 0.003 0.08 – M 0.19 0.06 0.07 0.08 0.15 0.05 SD −0.08 0.04 0.16 −0.06 −0.17 0.03 0.09 0.09 – −0.02 −0.10 −0.16 −0.04 −0.03 0.15 −0.49∗∗ – −0.25 0.10 0.47 12.00 0.01 −0.05 0.12 −0.08 0.27 3.92 9.48 −0.01 0.000 0.09 0.01 0.12 −0.09 0.09 3.21 2.25 −0.10 0.12 −0.08 0.09 – 0.45 9.23 0.03 −0.001 0.26∗ −0.10 −0.06 0.08 6.04 3.23 −0.05 – 0.39 0.06 0.18 −0.13 −0.11 0.04 0.16 0.05 −0.07 −0.07 – 2.60 3.50 0.07 0.29∗ −0.002 0.14 0.53 0.33 4.44 0.15 −0.58∗∗ – 8.46 3.73 4.10 0.61∗∗ −0.03 −0.01 0.43 2.36 5.12 – 2.44 1.02 0.38 0.13 2.87 0.14 0.23 ∗p ≤ 0.05; ∗∗p ≤ 0.01. Frontiers in Psychology | www.frontiersin.org 2756 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change TABLE 3 | Mediation: TMMs, 2-person intact and membership loss teams. β SE t p Conﬁdence Interval Variable LL 95% CI UL 95% CI Direct and Total Effects – CORRELATION Adaptive Performance Regressed on Conditiona 0.33 1.49 0.22 0.83 −2.77 3.42 −0.23 0.20 Task TMMs Regressed on Conditiona −0.01 0.10 −0.14 0.89 −0.31 0.14 −0.55 −0.09 Team Interaction TMMs Regressed on Conditiona −0.09 0.11 −0.78 0.44 −6.00 5.00 −7.16 2.59 Teammate TMMs Regressed on Conditiona −0.32 0.11 −2.86 0.01∗ −6.84 3.54 −1.38 3.49 Adaptive Performance Regressed on Task TMMs, controlling for Conditiona −0.50 2.64 −0.19 0.85 −1.83 4.51 Adaptive Performance Regressed on Team Interaction TMMs, controlling for Conditiona −2.29 2.34 −0.98 0.34 −0.69 7.11 6.31 Adaptive Performance Regressed on Teammate TMMs, controlling for Conditiona −1.65 2.50 −0.66 0.52 1.40 0.68 −0.21 0.30 Adaptive Performance Regressed on Conditiona, including TMMs as Mediator (Total Effects Modelb) 1.05 1.18 0.89 0.38 −0.31 0.39 −0.56 2.95 Direct and Total Effects – EUCLIDEAN DISTANCE −2.41 3.49 −1.38 Adaptive Performance Regressed on Conditiona 1.34 1.52 0.88 0.39 Task TMMs Regressed on Conditiona 3.21 1.89 1.70 0.10∗1 Team Interaction TMMs Regressed on Conditiona 3.86 1.19 3.24 0.004∗∗ Teammate TMMs Regressed on Conditiona 0.23 0.22 1.09 0.29 Adaptive Performance Regressed on Task TMMs, controlling for Conditiona −0.01 0.15 −0.05 0.97 Adaptive Performance Regressed on Team Interaction TMMs, controlling for Conditiona −0.09 0.23 −0.37 0.71 Adaptive Performance Regressed on Teammate TMMs, controlling for Conditiona 0.27 1.29 0.21 0.84 Adaptive Performance Regressed on Conditiona, including TMMs as Mediator (Total Effects Modelb) 1.05 1.18 0.89 0.38 n = 30 teams. Bootstrap sample size = 5,000. LL, lower limit; CI, conﬁdence interval; UL, upper limit. Conditiona = Conditions 2 (2-Person Intact Teams) and 4 (Membership Loss Teams). Total Effects Modelb = Direct Effects + Indirect Effects. Controlling for Average GPA, APGO, Tolerance for Ambiguity, and Role Comprehension. ∗1p = 0.05, one-tailed, ∗∗p ≤ 0.01. to condition, β = −0.09, t(28) = −0.78, p = 0.44. Furthermore, t(28) = 1.04, p = 0.14 with the distance metric. Further, Team Interaction TMMs were not signiﬁcant predictors of neither of the TMMs distance indices predicted Adaptive Performance, β = −2.29, t(28) = −0.98, p = 0.34. Team Performance [Task:β = −0.23, t(28) = −1.23, p = 0.23; Teammate:β = −0.12, t(28) = −0.08, p = 0.93]. Euclidian Distance Index However, when using the relative distance metric, the degree of Exploratory Analyses Euclidean distance for Task TMMs was signiﬁcantly predicted by condition, β = 3.21, t(28) = 1.70, p = 0.05. Essentially, Upon reﬂection, the task likely determined the extent to which membership loss teams had greater distance among Task TMMs members were able to gain information regarding member ratings than two-person intact teams. Similarly, Team Interaction preferences/tendencies. The task in this study was social in TMMs were signiﬁcantly predicted by condition, β = 3.86, nature, comprised of ad hoc teams. So, skewness and kurtosis t(28) = 3.24, p = 0.004. analyses were conducted across conditions. Results suggest that familiarity data were not normally distributed. Speciﬁcally, the Three-Person Intact vs. Membership positive skewness value (2.57) suggests that the majority of Replacement Teams the responses were less than the mean while the kurtosis level (6.79) suggests that the data are more closely clustered around Similarity Index the mean (i.e., low lower levels of data ﬂuctuation than what As reported in Table 4, analyses were conducted to test the is seen in normal distributions). Together, this suggests that mediation hypotheses for three-person intact teams compared participants generally had low levels of familiarity with one to membership replacement teams. When operationalized using another. As such, members could only develop similar views the similarity index, neither Task TMMs [β = 0.11, t(28) = 1.23, of easily observed characteristics, which could have led to p = 0.23] nor Teammate TMMs [β = −0.08, t(28) = −0.88, spurious ratings of unobserved personality traits (e.g., without p = 0.39] were predicted by condition. However, condition any demonstration of cues for openness to experience, members did predict adaptive performance in the hypothesized direction, would have little insight into that personality factor). The use β = −2.06, t(28) = −1.79, p = 0.04. of an aggregated Teammate TMM (i.e., aggregation of all ﬁve personality factors) could have, therefore, led to attenuated Euclidian Distance Index correlations or inﬂated Euclidean distances, limiting explanatory Results for the relative distance TMM metric also did not power. Thus, teammate TMM was re-operationalized at the support mediation for Task or Teammate TMMs. Task TMMs, factor level (separate personality constructs) and additional operationalized as Euclidean distance, were not signiﬁcantly analyses were then conducted using these separate variables. predicted by condition, β = −0.39, t(28) = −0.31, p = 0.76. Condition also did not predict Teammate TMMs, β = 0.17, The Agreeableness factor was predicted by condition, β = −0.14, t(28) = −2.23, p = 0.04 (see Table 5). Essentially, Frontiers in Psychology | www.frontiersin.org 2857 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change TABLE 4 | Mediation: TMMs, 3-person intact and membership loss w/replacement teams. β SE t P Conﬁdence Interval Variable LL 95% CI UL 95% CI Direct and Total Effects – CORRELATION Adaptive Performance Regressed on Conditiona −1.77 1.26 −1.41 0.17 −4.37 0.83 −0.07 0.28 Task TMMs Regressed on Conditiona 0.11 0.09 1.23 0.23 −0.19 0.10 −0.27 0.11 Team Interaction TMMs Regressed on Conditiona 0.30 0.51 0.51 0.62 −6.56 5.46 −2.95 11.94 Teammate TMMs Regressed on Conditiona −0.08 0.09 −0.88 0.39 −5.15 5.72 −4.43 0.32 Adaptive Performance Regressed on Task TMMs, controlling for Conditiona −0.55 2.90 −0.19 0.85 −4.37 0.83 Adaptive Performance Regressed on Team Interaction TMMs, controlling for Conditiona 4.50 3.59 1.25 0.22 −3.02 2.23 −3.88 0.57 Adaptive Performance Regressed on Teammate TMMs, controlling for Conditiona 0.29 2.62 0.11 0.91 −0.17 0.51 −0.61 0.16 Adaptive Performance Regressed on Conditiona, including TMMs as Mediator (Total Effects Model)b −2.06 1.15 −1.79 0.09∗ −0.62 0.31 −3.19 2.94 Direct and Total Effects – EUCLIDEAN DISTANCE −4.43 0.32 Adaptive Performance Regressed on Conditiona −1.77 1.26 −1.41 0.17 Task TMMs Regressed on Conditiona −0.39 1.27 −0.31 0.76 Team Interaction TMMs Regressed on Conditiona −1.66 1.08 −1.53 0.14 Teammate TMMs Regressed on Conditiona 0.17 0.16 1.04 0.31 Adaptive Performance Regressed on Task TMMs, controlling for Conditiona −0.23 0.19 −1.23 0.23 Adaptive Performance Regressed on Team Interaction TMMs, controlling for Conditiona −0.15 0.23 −0.688 0.50 Adaptive Performance Regressed on Teammate TMMs, controlling for Conditiona −0.12 1.48 −0.08 0.93 Adaptive Performance Regressed on Conditiona, including TMMs as Mediator (Total Effects Model) −2.06 1.15 −1.79 0.09∗ n = 30 teams. Bootstrap sample size = 5,000. LL, lower limit; CI, conﬁdence interval; UL, upper limit. Conditiona = Conditions 3 (3-Person Intact Teams) and 5 (Membership Loss w/Replacement Teams), Total Effects Modelb = Direct Effects + Indirect Effects. Controlling for Average GPA, Team Familiarity, and Role Comprehension. ∗p = 0.04 level, one-tailed. intact teams had more similar Teammate TMMs regarding two-person intact teams developed more similar task and members’ levels of agreeableness than did membership loss with team interaction TMMs than teams who lost a member when replacement teams. Also, the Neuroticism factor signiﬁcantly TMMs were indexed as a Euclidean distance score. Contrary to predict adaptive performance, β = 4.49, t(28) = 1.96, p = 0.03. predictions, there were no diﬀerences in the level of sharedness Teams that correctly identiﬁed fellow members’ levels of regarding Task or Teammate TMMs for three-person intact neuroticism performed better at Time II than Time I. The teams as compared to membership loss with replacement teams. Neuroticism factor (Euclidean distance) was predicted by condition [β = −0.43, t(28) = −1.69, p = 0.05]. Additionally, When Teammate TMMs were operationalized as individual the Agreeableness factor, operationalized as Euclidean distance personality factors (i.e., the Big 5 – openness to experience, [β = −3.57, t(28) = −2.90, p = 0.01], signiﬁcantly predicted conscientiousness, extroversion, agreeableness, and neuroticism), adaptive team performance. Teams who had more similar three-person intact teams did develop more similar TMMs TMMs regarding members’ levels of agreeableness performed regarding the agreeableness factor (similarity index) and the better at Time II than at Time I. Interestingly, when considered neuroticism factor (distance index) than membership loss along with the factors of Teammate TMMs, Task TMMs with replacement teams. Additionally, when operationalized signiﬁcantly predicted adaptive team performance [β = −0.30, as Euclidean distance, the Agreeableness factor signiﬁcantly t(28) = −1.72, p = 0.05]. predicted adaptive team performance—speciﬁcally, the smaller the distance (i.e., more similar the TMMs), the greater the DISCUSSION adaptive performance in teams. When operationalized as the similarity index, the neuroticism factor signiﬁcantly predicted The hypotheses in this study essentially described a mediation adaptive team performance as well, such that the more similar model, derived from theory, to explain one possible mechanism the TMMs, the greater the adaptive performance in teams. that enables teams to adapt: TMMs. It was hypothesized that Finally, when factors were included in the analyses, Task TMMs teams in the experimental conditions would not develop the signiﬁcantly predicted adaptive team performance (distance same level of sharedness in mental models as teams who did index). Figure 3 shows a model of the supported relationships. not experience any membership changes. Membership ﬂuidity was expected to negatively inﬂuence adaptive performance but Theoretical and Practical Implications that relationship was predicted to be partially mediated by the lack of sharedness in mental models. Although results Theoretically, this research extends our current understanding of did not support partial mediation, three-person intact teams team adaptation by moving beyond a change in task complexity demonstrated greater adaptive performance than teams who or one type of change in team conﬁguration to investigate team experienced membership loss with replacement. Furthermore, member loss as well as team member loss with replacement. This may more accurately represent the dynamic ﬂow of individuals among teams that is common in organizations today. Team Frontiers in Psychology | www.frontiersin.org 2958 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change TABLE 5 | Mediation: teammate TMM dimensions—correlations, exploratory analyses. β SE T P Conﬁdence Interval Variable LL 95% CI UL 95% CI Direct and Total Effects – CORRELATION −1.76 1.47 −1.20 0.25 −4.82 1.30 Adaptive Performance Regressed on Conditiona 0.05 0.08 0.60 0.55 −0.12 0.23 Task TMMs Regressed on Conditiona 0.07 0.33 −0.22 0.08 Team Inter. TMMs Regressed on Conditiona −0.07 0.06 −0.99 0.93 −0.13 0.12 Teammate O TMMs Regressed on Conditiona 0.01 0.09 −0.09 0.05 0.38 Teammate C TMMs Regressed on Conditiona 0.19 0.11 0.55 0.002 0.17 Teammate E TMMs Regressed on Conditiona 0.06 2.08 0.04 −0.30 −0.01 Teammate A TMMs Regressed on Conditiona −0.07 0.11 −0.60 0.42 −0.27 0.32 Teammate N TMMs Regressed on Conditiona −0.14 2.95 −2.23 0.60 −0.14 7.69 Adaptive Performance Regressed on Task TMMs, controlling for Conditiona 3.95 0.55 −4.57 10.61 Adaptive Performance Regressed on Team Interaction TMMs, controlling for Conditiona 0.09 4.20 0.83 0.36 −5.82 4.78 Adaptive Performance Regressed on Teammate O TMMs, controlling for Conditiona 1.56 3.20 0.53 0.19 −12.69 2.31 Adaptive Performance Regressed on Teammate C TMMs, controlling for Conditiona 2.39 2.11 0.61 0.35 −11.01 2.37 Adaptive Performance Regressed on Teammate E TMMs, controlling for Conditiona −3.95 4.38 −0.94 0.45 −6.41 5.73 Adaptive Performance Regressed on Teammate A TMMs, controlling for Conditiona −4.35 2.29 −1.36 0.06∗ −12.49 9.26 Adaptive Performance Regressed on Teammate N TMMs, controlling for Conditiona −2.02 1.11 −0.96 0.13 −0.27 0.54 Adaptive Performance Regressed on Conditiona, including TMMs as Mediator (Total Effects Model)b −3.38 −0.77 −4.01 4.49 1.96 0.38 1.39 Direct and Total Effects – EUCLIDEAN DISTANCE −1.73 −1.56 0.70 −3.49 3.03 Adaptive Performance Regressed on Conditiona 0.14 −2.07 0.63 Task TMMs Regressed on Conditiona −1.05 1.17 −0.90 0.15 −4.05 0.11 Team Inter. TMMs Regressed on Conditiona 0.48 1.24 0.39 0.30 −0.70 0.60 Teammate O TMMs Regressed on Conditiona 1.13 0.98 −0.19 0.41 Teammate C TMMs Regressed on Conditiona −1.71 0.20 −1.51 0.73 −0.40 0.57 Teammate E TMMs Regressed on Conditiona −0.29 0.19 −1.48 0.10∗ −0.40 0.09 Teammate A TMMs Regressed on Conditiona 0.20 0.10∗ −0.96 0.06 Teammate N TMMs Regressed on Conditiona 0.20 0.24 1.06 0.30 −0.67 0.18 Adaptive Performance Regressed on Task TMMs, controlling for Conditiona 0.01 0.26 0.03 0.01 −0.57 6.98 Adaptive Performance Regressed on Team Interaction TMMs, controlling for Conditiona 0.08 0.18 0.35 0.79 3.13 Adaptive Performance Regressed on Teammate O TMMs, controlling for Conditiona −0.43 0.18 −1.69 0.48 0.89 1.71 Adaptive Performance Regressed on Teammate C TMMs, controlling for Conditiona −0.30 1.46 −1.72 0.01 −2.40 −1.01 Adaptive Performance Regressed on Teammate E TMMs, controlling for Conditiona −0.19 1.33 −1.08 0.27 −3.51 0.86 Adaptive Performance Regressed on Teammate A TMMs, controlling for Conditiona 3.94 1.26 2.69 0.13 −6.14 0.54 Adaptive Performance Regressed on Teammate N TMMs, controlling for Conditiona 0.37 1.23 0.28 −2.93 Adaptive Performance Regressed on Conditiona, including TMMs as Mediator (Total Effects Model)b −0.90 0.91 −0.72 −4.01 −3.57 1.11 −2.90 −1.04 −1.14 −1.73 −1.56 n = 30 teams. Bootstrap sample size = 5,000. LL, lower limit; CI, conﬁdence interval; UL, upper limit. Conditiona = Conditions 3 (3-Person Intact Teams) and 5 (Membership Loss w/Replacement). Total Effects Modelb = Direct Effects + Indirect Effects. Controlling for Average GPA, APGO, and Team Familiarity. ∗p = 0.03, one-tailed (ﬁnding is in hypothesized direction). research is just beginning to consider membership ﬂuidity as a were inconsistent ﬁndings with regard to the relationship of potential issue in process loss as early work on team adaptation these variables to adaptive team performance, depending on with regard to membership change has largely been theoretical operationalization and condition. This may be due to the fact (Summers et al., 2012). Providing empirical evidence regarding that TMMs do not exert a direct eﬀect on adaptive performance, the inﬂuence of ﬂuidity on TMM sharedness helps move the but rather an indirect eﬀect through team process (e.g., Mathieu ﬁeld forward in terms of synthesizing existing assumptions into et al., 2000) or an interaction of TMMs (Smith-Jentsch et al., meaningful theory. 2005). Thus, theory must link speciﬁc types of TMMs (rather than overall shared cognition constructs) to particular team processes Results support a direct negative inﬂuence of membership to drive future research (Smith-Jentsch, 2009). loss with replacement on adaptive team performance, which is consistent with previous research on team familiarity (Goodman Although none of the hypothesized TMMs inﬂuenced and Leyden, 1991; Smith-Jentsch et al., 2009). Although results adaptive performance, when operationalized at the factor did not support TMMs mediating the relationship between the level, teammate (agreeableness, neuroticism) and task TMMs various condition and performance in this study, membership signiﬁcantly predicted adaptive team performance. Research ﬂuidity did negatively inﬂuence the development of task, within the team domain rarely considers multiple types of team interaction, and teammate TMMs, depending on whether TMMs within a single study, especially since Mathieu et al. teams experienced membership loss or change. However, there (2000) suggested that the four types of TMMs outlined by Frontiers in Psychology | www.frontiersin.org 21509 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change FIGURE 3 | Actual relationship among hypothesized study variables. Cannon-Bowers et al. (1993) ultimately depict two major content were scripted speciﬁcally to be challenging to work with, domains. A review of the team literature noted that few providing many opportunities for teammates to observe levels studies have conceptualized more than one dimension of TMMs of agreeableness. Consider the member who is interacting with (Mathieu et al., 2008). When more than one dimension has the simulation (Waiting Room Staﬀer) who speciﬁcally sees all been studied, researchers almost unanimously focus on task and patients and hospital staﬀers, some of whom are diﬃcult to deal team TMMs, ignoring teammate TMMs and instead focusing on with. It is very easy to determine one’s level of agreeableness team interaction TMMs. Other than the work from Smith-Jentsch when observing someone interacting with the simulation. During et al. (2001, 2009), the majority of research that has considered the second action phase, members could have leveraged such the degree to which team member preferences are known, has information to alter how they interacted with that person (be typically resided in the transactive memory system literature. more candid for highly agreeable individuals and be more Transactive memory systems are considered to be the collection patient with those lower on agreeableness). This change in of individually held information and the knowledge regarding the how members approach their teammates helps everyone gain distribution of that information among team members (Wegner, additional information and thus, could improve performance. 1986) and some would argue, includes the degree to which members hold knowledge of other member work preferences Additionally, the performance measures were timed and (e.g., Lewis et al., 2007). In fact, results are consistent (i.e., a performance reward was oﬀered for the highest-ranking diﬀerences in TMS between intact and reconstituted teams) with teams. Therefore, the measures focused on both speed and such ﬁndings. Indeed, in this study, intact teams had signiﬁcantly accuracy. This provides many opportunities to observe levels higher levels of all three types of TMMs measured (i.e., task, team of neuroticism as well. During the next performance episode, interaction, and teammate). However, ﬁndings diﬀered based on eﬀective team members who noticed more neurotic levels whether teams lost or changed members. of behavior from a teammate during the timed performance measure at Time 1 could elicit information from that person Furthermore, ﬁndings from the exploratory analyses suggest ﬁrst, to avoid having him/her get ﬂustered toward the end of the that multiple dimensions of TMMs—particularly teammate— time period or perseverate over the information while waiting to diﬀerentially inﬂuence results. This particular task was a contribute, resulting in a member who had confused the details customer service task, and the hospital staﬀ and patients and thus, could negatively inﬂuence team performance. Frontiers in Psychology | www.frontiersin.org 21610 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change Thus, adaptation theory should discuss how speciﬁc types of On a more practical level, organizations trying to recover from TMMs (and corresponding dimensions) inﬂuence adaptation. economic hardships are tightening control over expenditures The Burke et al. (2006) speciﬁcally discusses cognitions, by redistributing workload among existing employees rather suggesting that adaptive team performance, by deﬁnition, than hiring additional help. Thus, experienced workers are often requires a change in “cognitive or behavioral goal-directed removed from one team and placed on another team. Although actions or structures to meet expected or unexpected demands” much adaptive team performance research has focused on (p. 1192); however, the discussion is limited to generic TMMs, integration of a new member (e.g., Moreland and Levine, 2001), not specifying which types are most important at any given research has not adequately considered ﬂuid team conﬁgurations time. Kozlowski et al. (1999) also suggest adaptive performance (Summers et al., 2012; Tannenbaum et al., 2012). is comprised of a series of stages, but do not speciﬁcally mention shared mental models. However, when considered This research provides a necessary ﬁrst step toward closely, the underlying mechanisms required for successfully understanding the implications of both membership loss moving through the phases are cognitively based. For example, and membership loss with replacement on adaptive team socialization—the ﬁrst phase—is focused on reducing social performance. Various membership ﬂuidity conditions ambiguity, which is often inherent at team formation by diﬀerentially inﬂuenced the sharedness of TMMs. Essentially, seeking knowledge regarding the team. One particular type of removing members without replacement in decision-making knowledge that the authors suggest aids in the socialization tasks requiring pooled, uniquely held knowledge caused process is interpersonal knowledge, which is the information decrements to the sharedness of TMMs (task and team that comprises teammate TMMs. Kozlowski also suggests that interaction). Replacing lost teammates with members who team orientation aids adaptive performance. The development were familiar with the task did not result in decrements of a team orientation involves the identiﬁcation of team goals to task TMMs; however, it did inﬂuence the sharedness of (i.e., what the team is trying to do), team climate (i.e., what teammate TMMs. Ultimately, task and teammate TMMs it is like to be part of this particular team), and norms for directly inﬂuenced adaptive performance when operationalized interaction (i.e., acceptable behavior within the team). This as personality factors. These ﬁndings suggest organizations provides the necessary boundary conditions within which the relying upon such teams cannot engage in downsizing or team will operate, enabling members to see how each particular team reconﬁgurations without incurring some degree of individual role aligns with the overall mission of the team and process loss—and potentially, performance decrements. Thus, provides a basis for development of shared perceptions (Nieva organizations should focus on knowledge management to store et al., 1978). This, essentially, describes team interaction TMMs. task-relevant information so it remains easily accessible to teams. If adaptation theory can integrate with team cognition theory, Organizations should also encourage teams to take time to there will be greater speciﬁcity with regard to the team level engage in interpersonal knowledge sharing and role speciﬁcation cognitions required for eﬀective adaptation, allowing researchers discussions (Kozlowski et al., 1999; Burke et al., 2006) to provide to target speciﬁc dimensions of task, team interaction, and mechanisms for developing a shared understanding of the teammate TMMs when conducting team adaptation research. task(s) and the team. Such integration can streamline research eﬀorts, which facilitates translation of science to practice. Limitations and Future Research As researchers continue to call for more complex Hypothesis testing did not fully support the supposition that investigations into team adaptation phenomena (e.g., Baard high shared task, team interaction and teammate TMMs et al., 2014; Waller et al., 2016) more theory is needed to guide would alleviate the negative eﬀects of membership ﬂuidity on such eﬀorts. Zajac et al. (2014) attempted to add some clarity to performance. The team mental model literature emphasizes the cognitive domain of adaptive team performance with their overlapping knowledge of team members as a critical predictor theory, integrating TMS and TMMs speciﬁcally with adaptive of team eﬀectiveness (Cannon-Bowers et al., 1993; Mathieu performance, resulting in a model that highlights how TMS et al., 2000). However, researchers have suggested that shared and TMMs evolve over time. Indeed researchers (Uitdewilligen knowledge encompasses perspectives that are both shared et al., 2013) found that mental model updating is positively and complementary and further argue that complementary related to postchange team performance. Thus, future research perspectives are most appropriate for heterogeneous teams should incorporate multiple measures of TMMs and include with distinct roles where performance relies on uniquely held in regression analyses that look at sequential mediators as the knowledge (Cooke et al., 2000, 2003)—similar to the notion timing of the TMM measurement may inﬂuence results if only of transactive memory. In fact, Cooke et al. (2000) have measured once. Further, theory must begin to incorporate suggested that in such teams, researchers should use knowledge time into models of adaptation (Cronin et al., 2011; Kozlowski distribution metrics to identify where speciﬁc knowledge lies and Chao, 2012; Waller et al., 2016). Rosen et al. (2011) have as gaps can be compensated for if that knowledge is held outlined a number of principles that should be considered by other members. In teams requiring pooling of uniquely when studying team adaptation with suggested measurement held knowledge, measuring overlapping knowledge may not be strategies for each principle. Such work can aid researchers predictive of what is truly required for successful performance in identifying variables and measurement strategies for more (Mohammed and Dumville, 2001), particularly adaptation. complex investigations. Adaptation theory should, thus, incorporate such knowledge to spur future research. Frontiers in Psychology | www.frontiersin.org 21621 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change The decision to remove the Claims Staﬀer could have of responses, whereas Euclidean distances measure absolute inﬂuenced results. It was speculated that this particular distance among ratings (whether members ﬁgure out that others role required uniquely held knowledge required for eﬀective were either high or low, but just were slightly oﬀ regarding performance (critical updates provided by the experimenter). the speciﬁc pattern of responses). In cases with restriction Removal of the Waiting Room Staﬀer, who interacted directly of range (as discussed above), the Euclidean distance score with the simulation, may have led to diﬀerent results. Team would more accurately capture the true nature of relatedness. members had much greater opportunities to observe personality Yet caution must be taken when considering results using factors based on tasks requirements of this role. Perhaps distance score metrics. Although it is true that distance scores through removal of this member, condition would have may yield attenuated relationships, some argue that they are more strongly predicted overall Teammate TMMs and such problematic as they are generally unreliable and polynomial TMMs would have been related to adaptive performance regression should be used instead (which generally requires because the Waiting Room Staﬀer had more detailed patient a large sample size); thus, future research should consider knowledge. Removal of this member would have necessitated collecting more samples and running analyses with polynomial reconﬁguration, as someone would have been required to change regression (Edwards, 2001). roles to engage with the simulation, thus, impacting team interaction TMMs. Finally, this particular role was qualitatively The nature of the tasks within this study forced members diﬀerent from the Claims or Records Staﬀer. Removal of to engage in independent taskwork, and then suddenly shift to the Waiting Room Staﬀer would have required remaining interdependent teamwork. Research should consider how such members in the loss condition to develop an understanding of transitions inﬂuences the development of TMMs and adaptive a diﬀerent task, perhaps inﬂuencing sharedness of task mental performance as previous research suggests that teams have models. Future research should investigate results based on more performance problems when shifting from a functional diﬀerent role removals. structure to a divisional structure (Moon et al., 2004). Thus, there could be diﬀerent performance implications when shifting As noted previously, Euclidean distance scores were found to from interdependent to independent as compared to the be signiﬁcant more often than correlation scores. Finally, some independent-interdependent entrainment shifts experienced by SMM ﬁndings were associated with the similarity index, while teams in this eﬀort. others were based on the Euclidean distance. Practically speaking, it is important to consider measurement indices and this study CONCLUSION adds additional support to the notion that measurement matters. Smith-Jentsch (2009) articulated these issues in her chapter To provide practitioners with evidence-based guidelines for on team cognitions. She noted that diﬀerent metrics produce training teams to be adaptive to changing conditions (e.g., diﬀerent results and careful consideration should be placed on membership changes), conceptual direction is required and, the speciﬁc research questions to select the most appropriate more importantly, empirical evidence stemming from rigorous metric. Resick et al. (2010) added additional support to Smith- theoretical tests. Based upon these results, it is argued that team Jentsch’s argument by empirically demonstrating that diﬀerent adaptation theory, which includes cognitive components, must SMM elicitation methods result in varied relationships with go deeper than suggesting that overall cognition—or even the outcomes of interest, such as adaptive team performance. This general construct of TMMs—is necessary. In particular, there study is yet another indicator of the importance of measurement. must be integration of empirical ﬁndings regarding speciﬁc SMM correlations (i.e., similarity indices) were more predictive aspects of cognition to begin to theorize relationships among at times, however, the Euclidian distance scores provided more key constructs, especially in teams with ﬂuid membership as overall support for hypothesis (and exploratory analysis) testing. they are more and more common in environments across This is possibly due to the fact that correlations can be attenuated work domains. Research that considers membership ﬂuidity, when members completely agree (restriction of range), either such as this eﬀort, can help shed light into the nature of through item or aggregate team-level analyses (i.e., an average such required theoretical changes necessary to eﬀectively guide self-rating of 4 across items compared to an average other future research eﬀorts. Such work is critical to move the rating of 4 results in lack of a correlation or a correlation ﬁeld forward in a meaningful manner and really explore of 0.0). However, if the pattern of responses were diﬀerent how the cognitive component of teamwork inﬂuences team such that one rating was 4-5-3 and the other rating was performance in ﬂuid teams. 3-5-4, the distance score would reﬂect an actual Euclidean distance score of 1.0, which indicates high levels of agreement. ETHICS STATEMENT Similarly, correlation ratings can also be inﬂated, in the case of a “perfect” correlation based on the same pattern of responses, This study was carried out in accordance with the but diﬀerent actual ratings. Consider one person rating 4-5- recommendations of the University of Central Florida 4-4 and another rating 2-3-2-2. This would be considered a Institutional Review Board (UCF IRB). Given that a signed perfect correlation of 1.0. Yet, when calculated as the distance informed consent would be the only identifying information score, it is 4.0, which is considerably less “agreement” than tied to participation, signed informed consent was waived. The indicated by a perfect correlation. Essentially, the correlations protocol was approved by the UCF IRB. measure the how similar members were able to rate patterns Frontiers in Psychology | www.frontiersin.org 21632 October 2019 | Volume 10 | Article 2266

Bedwell Adaptation to Team Member Change AUTHOR CONTRIBUTIONS The views expressed in this work are those of the author and do not necessarily reﬂect the organizations with which the author is The author conﬁrms being the sole contributor of this work and aﬃliated or the sponsoring institution or agency. has approved it for publication. FUNDING ACKNOWLEDGMENTS This work was partially supported by NASA grant The author would like to thank Drs. Eduardo Salas, Stephen M. (NNX09AK48G), awarded to the University of Central Florida. Fiore, Kimberly Smith-Jentsch, and Ramón Rico for comments on previous versions of this work. REFERENCES DeRue, D. S., Hollenbeck, J. R., Johnson, M. D., Ilgen, D. R., and Jundt, D. K. (2008). How diﬀerent team downsizing approaches inﬂuence team-level Akgün, A. E., and Lynn, G. S. (2002). Antecedents and consequences of team adaptation and performance. Acad. Manag. J. 51, 182–196. doi: 10.5465/amj. stability on new product development performance. J. Eng. Techn. 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REVIEW published: 21 November 2019 doi: 10.3389/fpsyg.2019.02571 The Behavioral Biology of Teams: Multidisciplinary Contributions to Social Dynamics in Isolated, Confined, and Extreme Environments Edited by: Lauren Blackwell Landon1, Grace L. Douglas2, Meghan E. Downs3, Maya R. Greene4, Richard Eleftherios Boyatzis, Alexandra M. Whitmire5, Sara R. Zwart6 and Peter G. Roma1* Case Western Reserve University, 1 Behavioral Health & Performance Laboratory, Biomedical Research and Environmental Sciences Division, Human Health and United States Performance Directorate, KBR/NASA Johnson Space Center, Houston, TX, United States, 2 Advanced Food Technology, Human Systems Engineering and Development Division, Human Health and Performance Directorate, NASA Johnson Space Reviewed by: Center, Houston, TX, United States, 3 Human Physiology, Performance, Protection, and Operations Laboratory, Biomedical Ronald Stevens, Research and Environmental Sciences Division, Human Health and Performance Directorate, KBR/NASA Johnson Space University of California, Center, Houston, TX, United States, 4 Usability Testing and Analysis Facility, Human Systems Engineering and Development Division, Human Health and Performance Directorate, KBR/NASA Johnson Space Center, Houston, TX, United States, Los Angeles, 5 Human Factors and Behavioral Performance Element, Human Research Program, NASA Johnson Space Center, Houston, TX, United States United States, 6 Nutritional Biochemistry Laboratory, Biomedical Research and Environmental Sciences Division, Human Health Michael Rosen, and Performance Directorate, University of Texas Medical Branch/NASA Johnson Space Center, Houston, TX, United States Johns Hopkins Medicine, United States Teams in isolated, confined, and extreme (ICE) environments face many risks to behavioral health, social dynamics, and team performance. Complex long-duration ICE operational *Correspondence: settings such as spaceflight and military deployments are largely closed systems with Peter G. Roma tightly coupled components, often operating as autonomous microsocieties within isolated ecosystems. As such, all components of the system are presumed to interact and can [email protected]; positively or negatively influence team dynamics through direct or indirect pathways. [email protected] However, modern team science frameworks rarely consider inputs to the team system from outside the social and behavioral sciences and rarely incorporate biological factors Specialty section: despite the brain and associated neurobiological systems as the nexus of input from the This article was submitted to environment and necessary substrate for emergent team dynamics and performance. Here, we provide a high-level overview of several key neurobiological systems relevant to Organizational Psychology, social dynamics. We then describe several key components of ICE systems that can a section of the journal interact with and on neurobiological systems as individual-level inputs influencing social Frontiers in Psychology dynamics over the team life cycle—specifically food and nutrition, exercise and physical activity, sleep/wake/work rhythms, and habitat design and layout. Finally, we identify Received: 12 December 2018 opportunities and strategic considerations for multidisciplinary research and development. Accepted: 30 October 2019 Our overarching goal is to encourage multidisciplinary expansion of team science through (1) prospective horizontal integration of variables outside the current bounds of team Published: 21 November 2019 science as significant inputs to closed ICE team systems and (2) bidirectional vertical integration of biology as the necessary inputs and mediators of individual and team Citation: behavioral health and performance. Prospective efforts to account for the behavioral Landon LB, Douglas GL, Downs ME, biology of teams in ICE settings through an integrated organizational neuroscience Greene MR, Whitmire AM, Zwart SR approach will enable the field of team science to better understand and support teams and Roma PG (2019) The Behavioral who work, live, serve, and explore in extreme environments. Biology of Teams: Multidisciplinary Keywords: social dynamics, extreme environment, neurobiology, behavioral health, team performance, multidisciplinary Contributions to Social Dynamics in Isolated, Confined, and Extreme Environments. Front. Psychol. 10:2571. doi: 10.3389/fpsyg.2019.02571 Frontiers in Psychology | www.frontiersin.org 2165 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams Teams that work, live, and serve in isolated, confined, and Emurian et al., 2009; Checinska et al., 2015). Tightly coupled extreme (ICE) environments face many threats to behavioral systems are those in which an unexpected occurrence can have health, social dynamics, and team performance over time an immediate and pervasive impact on the other parts of the (Landon et al., 2018). In the prototypical long-duration ICE system (Perrow, 1984). Systems with redundancy and flexibility environment—space exploration—as well as military deployments, between components, including input from outside the system, remote work outposts, and other high-risk operational settings, allow the system to be more resilient to disruptions; however, teams must adapt to multiple interacting risks from the complexity of the system can also increase risk. A fully closed surrounding external environment, the constructed operational system with no outside input has even less flexibility than tightly environment, the social environment, and individual-level coupled systems and potentially greater ripple effects of a disruption vulnerabilities (Goswami et al., 2012; Roma and Bedwell, 2017). throughout the system. Insofar as ICE mission environments are closed systems, they are inherently “multidisciplinary” in that all In recognition of the critical and increasing importance of components of the system—regardless of their scientific origins— team-based work throughout society, including ICE operations, can interact and potentially influence team dynamics through direct the field of team science has experienced rapid growth in or indirect pathways. Thus, a primary goal of this article is to recent years (DeChurch et al., 2018; Goodwin et al., 2018). highlight several critical components of ICE mission environments Led largely by the Industrial/Organizational (I/O) subfield of that are outside the traditional bounds of team research, and how Psychology, an appreciation for the complexity of teams in they may impact social dynamics and team performance over operational environments has enabled the innovative integration time as individual inputs in the IMOI model. Specifically, we discuss of theories, models, methods, and metrics from engineering food and nutrition, exercise and physical activity, sleep/wake/work and computer science, sociology, and other fields within the rhythms, and habitat design and layout. The purpose of this review social sciences to enrich the understanding of social behavior is to encourage multidisciplinary horizontal integration of team and team performance. One of the major conceptual innovations science with fields relevant to ICE environments whose primary that has come to define the field of team science is the Input- focus is not behavior, cognition, and social dynamics, but whose Mediator-Outcome-Input model of team dynamics (IMOI; Ilgen topics of focus can indirectly and directly impact team performance et al., 2005). Inspired by general systems theory, the IMOI as individual-level inputs. model is a framework of how teams operate and change over time. The model is conceptualized as a flow from inputs (I) Our discussion of multidisciplinary contributions to social to mediators (M) to outputs (O), which then become inputs dynamics in ICE environments is firmly rooted in biology, on (I) for subsequent team performance cycles. Individual-level the premise that the brain is the nexus of individual-level inputs inputs include factors such as the team members’ respective in the IMOI or any model of human functioning and thus personalities, knowledge, skills, abilities, and learning histories. worthy of systematic consideration in the science of teams. Team-level inputs include group size, composition, roles, and However, this emphasis on biological mechanisms is explicitly leadership structure. Organizational-level inputs include the on inclusion and integration, not radical reductionism attempting industry (e.g., corporate, military, and athletic) and operational to define behavioral, cognitive, and social phenomena as exclusively context (e.g., office, virtual, and field site). Together, these neurobiological (Ashkanasy et al., 2014). That said, even if the inputs contribute to and interact with multiple emergent brain and associated neurobehavioral systems are not sufficient mediating phenomena that influence social dynamics, team to define team phenomena, they are the necessary substrate performance outputs, and organizational outcomes. Mediators from which team processes and social dynamics emerge (Krakauer include team affective states (e.g., cohesion, confidence, and et al., 2017; Killeen, 2018). Despite this, the proximal biological trust), behavioral processes (e.g., transition, action, and mechanisms of team performance and adaptation to extreme interpersonal behaviors), and cognitive processes (e.g., team environments have received relatively little attention within team learning, shared mental models, and transactive memory systems; science (Golden et al., 2018; Maynard et al., 2018; Salas et al., Kozlowski and Ilgen, 2006; Fiore et al., 2015). Outputs include 2018). This may be an artifact of I/O Psychology’s extension individual- and team-level performance, health and well-being, to “higher” levels of analysis, building off Psychology’s focus and organizational outcomes such as mission success, safety, on behavior and cognition in individuals and small groups to and profitability. As a mission continues over time, the team incorporate multi-level frameworks including multi-team systems, repeats these performance episodes, with the outputs of each organizations, cultures, societies, and related constructs (Kozlowski episode feeding back to shape the team’s mediating processes and Klein, 2000; Ilgen et al., 2005). By contrast, the subfield and states while becoming a contextual input for the next episode. of Biological Psychology (including Social Neuroscience) shares I/O’s core interest in behavior and cognition in individuals and Although the structure of the IMOI model is largely agnostic small groups but extends into “lower” levels of analysis, drawing to content, its manifestation within team science quite naturally from the natural sciences in the biomedical tradition to incorporate focuses on input and mediator variables from the social and factors such as physiological systems, brain circuits, behavioral sciences from which it originated. However, at its most neurochemicals, and genetics. Consequently, another goal of extreme, ICE operational settings are fully closed systems with this article is to not only encourage expanding team science tightly coupled, or highly interconnected, components (Perrow, through horizontal integration across disciplines but also encourage 1984), i.e., fully autonomous microsocieties within isolated ecosystems bidirectional vertical integration of multiple levels of analysis involving far more than just the psychological processes of the from the molecular through the societal in support of further inhabitants (Brady, 1990, 2005; Gitelson et al., 2003; Anker, 2005; Frontiers in Psychology | www.frontiersin.org 2266 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams development of an “organizational neuroscience” (cf. Becker and Cropanzano, 2010; Lee et al., 2012; Foxall, 2014a,b; Murray and Antonakis, 2019; Figure 1). Such an integrated approach is especially relevant for the application of team science to the tightly coupled closed systems of long-duration ICE settings, where the behavioral biology of teams is effectively defined by both horizontal and vertical factors continuously interacting and converging on the brain to influence individual and team behavioral health and performance over time (Figure 2). The following sections first provide a selective overview of several core neurobiological systems relevant to individual and team behavioral health and performance within the closed systems of isolated, confined, and extreme operational environments. We then describe several key components of ICE systems that can interact with and on individual neurobiological systems to affect social dynamics—specifically food and nutrition, exercise and physical activity, sleep/wake/work rhythms, and habitat design and layout. Using long-duration space exploration missions as a prototypical ICE team setting, we consider how each of these disciplines may inform team researchers to understand ICE teams from a systemic, biological perspective, particularly as social dynamics develop over the life cycle of a team. Finally, we discuss opportunities and strategic considerations for prospective integrated multidisciplinary team research for ICE environments. CORE NEUROBEHAVIORAL FIGURE 1 | Team science is currently dominated by the Industrial/ MECHANISMS FOR ISOLATED, Organizational subfield of Psychology, which skillfully integrates multi-level CONFINED, AND EXTREME TEAMS frameworks, concepts, and methods from the social sciences. We support bidirectional vertical expansion of team science toward further development of Humans are demonstrably capable of thriving in a wide variety organizational neuroscience that includes multiple biological levels of analysis of environments, so it comes as no surprise that we have evolved to more fully understand individual and team functioning over time in the complex neurobehavioral systems for perceiving, responding, inherently integrated setting of isolated, confined, and extreme environments. and adapting to the physical and social contexts in which we live, work, and explore. However, by their very nature, ICE the degree of (dys) function of core overlapping neurobehavioral environments are only extreme because they diverge in many systems (“domains”) applicable to all individuals, teams, and ways from environments in which humans naturally thrive, and situations (Clark et al., 2017). The six domains include the indeed, the brain provides an extraordinarily rich target for all components of ICE environments to profoundly affect individual and team behavioral health, performance, and social dynamics. To this end, we provide a brief and simplified overview of selected neurobiological systems underlying individual and team adaptation to ICE environments. These systems serve not only as both direct and indirect targets of the various input variables described in subsequent sections of this article but also as potential targets for countermeasure development to monitor, maintain, and enhance team dynamics in ICE mission settings. To help guide the discussion, we refer to the National Institute of Mental Health’s (NIMH) Research Domain Criteria (RDoC) framework (Cuthbert and Kozak, 2013)1. Although the primary goal of RDoC is to elucidate the nature of mental health and illness, it does so not through a traditional symptom/ category-based clinical diagnostic approach but rather by defining 1h ttps://www.nimh.nih.gov/research-priorities/rdoc/index.shtml Frontiers in Psychology | www.frontiersin.org 2367 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams FIGURE 2 | Input-Mediator-Output-Input (IMOI) model of team function for isolated, confined, and extreme operational environments, adapted to reflect “horizontal” integration of individual input variables inherent to ICE settings but outside the founding disciplines of team science, and “vertical” integration of multiple biological levels of analysis as targets and substrates for all individual inputs to the team system as an integrated approach toward the behavioral biology of teams. physical functions of the Arousal and Regulatory Systems biological mechanisms, and we consider potential pathways (including sleep-wakefulness and circadian rhythms) and by which those factors may impact core neurobehavioral systems Sensorimotor (including action initiation and inhibition) domains, as individual-level inputs affecting team behavioral health and as well as the psychological and social domains of Negative performance in ICE environments. Valence (including fear, anxiety, and loss), Positive Valence (including reward responsiveness and reinforcement), Cognitive Arousal/Regulatory and Sensorimotor (including memory and cognitive control), and Social Processes Systems (including affiliation and communication). Although RDoC is an evolving framework continuously undergoing review and The systems of the arousal/regulatory and sensorimotor domains revision as the underlying science advances, a defining feature serve essential biobehavioral functions, most notably sleep- is that each domain’s function is characterized through multiple wakefulness rhythms and physical movement. In a team mission levels of influence from genes, molecules, cells, circuits, and context, wakefulness and sufficient attentional and physical physiological systems through to observable behaviors. For the capacity are required for functional presence and participation sake of brevity, we focus our discussion on behavioral and in any team processes and activities. Beyond presence vs. physiological outputs, primary brain circuits and structures, absence, individual differences in sleep-wake rhythms and and associated neurochemicals underlying key constructs within interactions with mission schedules and features of the and across domains, and how they may relate to IMOI team constructed environment can impact team dynamics as systems in extreme environments. Subsequent sections describing individual- or team-level inputs to the IMOI model. Biologically, team implications of food and nutrition, exercise and activity, perhaps the most critical brain structure regulating sleep/wake sleep/wake/work rhythms, and habitat design include relevant rhythms is the suprachiasmatic nucleus (SCN) within the hypothalamus. Light-sensitive cells in the retina project the Frontiers in Psychology | www.frontiersin.org 2468 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams excitatory neurotransmitter glutamate directly to the SCN, features of the “fight or flight” stress response), increased which help entrain the SCN’s rhythm as the brain’s “master inflammatory molecules [e.g., interleukins 1 and 6 (IL-1, IL-6), clock” governing release of melatonin from the pineal gland tumor necrosis factor alpha (TNF-α), C-reactive protein], and to promote sleep (Ebling, 1996; Altun and Ugur-Altun, 2007; reduced nerve growth factors such as brain-derived neurotrophic Dubocovich, 2007). The SCN also receives input of the factor (BDNF; Berntson et al., 1997; Phillips et al., 1998; Howren neurotransmitter serotonin from the dorsal raphe nucleus in et al., 2009; Dowlati et al., 2010; Jaggar et al., 2019). the brainstem, which attenuates light-induced shifts in circadian phase (Rosenwasser, 2009). On the opposite end of the sleep- Critical to negative valence processes is the limbic system, wake spectrum, sustained attention is critically dependent on a primitive set of structures seated deep within the brain that the neurotransmitter acetylcholine projected from the basal includes the bed nucleus of the stria terminalis (BNST), amygdala, forebrain to multiple areas of the cortex involved in sensorimotor and hippocampus (Lebow and Chen, 2016). Various clusters and cognitive processing (Sarter et al., 2001). Although these of cells (nuclei) within each structure receive and produce an mechanisms are often associated with the basic functions of array of neurochemicals that regulate projections to other sleep-wake rhythms, many hormones relevant to team behavioral structures and subsequent subjective, behavioral, and health and performance (as described in subsequent sections) physiological responses to environmental and social stimuli. also exhibit natural circadian rhythms, including cortisol, The BNST is subject to input from the neurotransmitters testosterone, and oxytocin (Amico et al., 1983; Haus, 2007), serotonin and dopamine, steroid hormones (estrogen and which could systematically impact team dynamics based on testosterone), and oxytocin and releases the inhibitory scheduling as an organizational-level input to an IMOI team neurotransmitter GABA in projections to the hypothalamus. system. At the extreme end, circadian rhythm disturbances in The amygdala is responsive to the excitatory neurotransmitter sleep-wake patterns, hormones, and mood states are associated glutamate as well as estrogen hormones, opioid peptides, and with, if not diagnostic of, psychiatric disorders including major oxytocin. Among other functions, the amygdala releases glutamate depression, bipolar disorder, and schizophrenia (Cohrs, 2008; and corticotropin-releasing hormone (CRH) in projections to Vadnie and McClung, 2017; Pilz et al., 2018), which could the hypothalamus (LeDoux, 2007; Myers and Greenwood- profoundly impair team functioning and mission success in VanMeerveld, 2009). The amygdala, hippocampus, and closed system ICE environments. hypothalamus all receive serotonin input from the dorsal raphe nucleus of the brainstem, with increased serotonin associated Under more conscious control are the sensorimotor systems with the reallocation of energy and attention toward the largely responsible for the control, execution, and inhibition precipitating aversive stimuli and reduced receptivity to positive of motor behaviors. In a team mission context, this manifests stimuli (Andrews et al., 2015). Of particular relevance to ICE in the overt physical performance of individual and team tasks environments are connected with the hypothalamus, which is and activities, and within the IMOI model could serve as an the leading point of the hypothalamic–pituitary–adrenal (HPA) individual-level ability input potentially affecting mediating axis of the biobehavioral stress system. Here, in anticipation behaviors and team performance outcomes. These largely of or response to a perceived threat or other excitation, CRH neuromuscular processes are regulated in the brain by the is released from the hypothalamus and binds to the pituitary motor cortex, which projects to the basal ganglia in the midbrain, gland, which releases andrenocorticotrophic hormone (ACTH). the brainstem, and spinal cord, terminating on motoneurons ACTH then enters and travels in the bloodstream until it innervating muscles to execute movement (Lemon, 2008). Neural binds to the adrenal glands to stimulate the release of cortisol projections from the motor cortex largely discharge the excitatory and epinephrine; cortisol then returns to the hypothalamus neurotransmitter glutamate, with the basal ganglia and brainstem in a negative feedback loop to dampen further activation regions projecting the inhibitory neurotransmitter gamma-amino (Pariante and Lightman, 2008). Although acute stress can butyric acid (GABA), which disinhibits motoneurons, thereby provide transient boosts to physical and cognitive performance allowing the release of acetylcholine to stimulate muscle activity and immunity (Leonard, 2005), chronic stress and trauma can (Sian et al., 1999; Grillner, 2015). alter the structure and function of these mechanisms, with HPA axis dysregulation associated with myriad physical and Negative and Positive Valences neuropsychiatric conditions, including mood and anxiety disorders, cardiometabolic disease, post-traumatic stress, immune Moving to domains with more direct connections to behavioral dysfunction, and dementia risk (Yehuda, 2001; Padgett and health and social dynamics, the negative valence domain Glaser, 2003; Byers and Yaffe, 2011; Gianaros et al., 2015). encompasses fear, anxiety, frustration, and loss. Within an IMOI context, variations in these systems may be considered abilities The negative valence domain and systems may dominate serving as individual-level inputs that contribute to the mediators discussions of mission risk; however, the positive valence domain of emergent team processes, affect, behaviors, and cognitions. is no less relevant to social dynamics and team performance Behavioral markers of fear, anxiety, and arousal include avoidance, in ICE settings. Within an IMOI team model, the systems social withdrawal, and characteristic facial and vocal expressions underlying positive valence could also be conceptualized as (or blunting thereof), whereas physiological outputs include abilities serving as individual-level inputs, particularly critical increased heart rate, decreased heart rate variability, elevated to enable the reward and reinforcement processes necessary and/or sustained levels of the hormone cortisol and to build and sustain mediators of effective team processes and neurotransmitters epinephrine and norepinephrine (defining positive emergent states that feed into performance outcomes. Frontiers in Psychology | www.frontiersin.org 2569 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams Behavioral and physiological markers of positive valence are required for judgment and decision making, abstract reasoning largely the reverse of those characterizing negative valence, and concept formation, and planning for the future and is a i.e., approach behavior and social engagement, characteristic major source of inhibitory control throughout the brain. Recent facial and vocal expressions, and reduced activation and/or work relevant to both the negative valence and social process persistence of physiological stress responses. Circuitry unique domains suggests a relationship between decreased structural to the reward and reinforcement processes involves the mesolimbic and functional integrity of the right orbitofrontal, left dorsolateral, reward pathway in the midbrain, featuring the ventral tegmental and anterior cingulate cortex regions of the PFC and increased area (VTA) and nucleus accumbens (NAcc). The experience antisocial, violent, and psychopathic behavior (Yang and Raine, of pleasure, desire, and active pursuit of a wide variety of 2009), any of which could constitute a critical threat to mission reinforcers (e.g., food, water, sex, social interaction, drugs, and success in ICE operations. art) includes GABA and glutamate input to the VTA, which projects dopamine to the NAcc. Dopamine release from the Finally, the social processes domain is clearly related to VTA to NAcc is a characteristic neurobiological definition of social dynamics and team performance, with its key constructs reward (Salamone et al., 2005); however, this circuit also connects of affiliation/attachment and communication. Within an IMOI to the negative valence systems, with inhibitory GABA projections system, receptivity and capacity for affiliation and effective to the BNST, amygdala, and hypothalamus (Salgado and Kaplitt, communication are core skills and abilities for individual team 2015). Structural and functional aberrations in the reward members in the mixed work/social setting of long-duration circuit, including decreased dopamine response to rewards and missions in ICE environments (Landon et al., 2017, 2018; Roma increased activation of the endogenous opioid system, are and Bedwell, 2017) and serve as essential individual- and team- associated with anhedonia, addiction risk, social behavior deficits, level inputs to virtually all mediating team processes, emergent and mood disorders (Nestler and Carlezon, 2006; Heller et al., states, and behaviors. Biologically, perhaps the best-known 2009; Berridge and Kringelbach, 2015; Supekar et al., 2018). mechanism involved in social processes is the hormone oxytocin. Oxytocin in the brain is produced by cells in the hypothalamus Cognition and Social Processes (Lemos, 2012), released via the posterior pituitary gland, and binds to receptors in the BNST, amygdala, NAcc, and The cognitive domain and associated mechanisms play a role hippocampus (Boccia et al., 2013). Acute oxytocin reportedly throughout the team lifecycle, with key constructs including increases gaze to the eye region of human faces, increases memory and cognitive control. The ability to acquire, retain, trust, improves the ability to infer emotional states in others and recall learned knowledge, skills, and abilities is fundamental from facial cues, and enhances the stress-reducing effects of for individual and team functioning, particularly in high- social support (Heinrichs et al., 2003; Ross and Young, 2009), performing teams operating in complex mission environments. presumably through reduction in social anxiety enabled by Clearly, any moderating team cognitive processes such as shared the aforementioned projections to the limbic system (Feldman, mental models and transactive memory systems would depend 2012). However, oxytocin and the social affiliation it enables on the integrity of the mechanisms enabling memory as are not always positive, as oxytocin can strengthen in-group individual-level inputs to an IMOI team system. Biologically, bonds at the expense of out-group relationships, including declarative memory (representations of facts, events, places, increased deception and ethnocentrism toward those perceived and people) is most associated with the hippocampus, which as “others” (Bartz et al., 2011; De Dreu et al., 2011; Eckstein is part of the limbic system. Accordingly, its connections with et al., 2014; Shalvi and De Dreu, 2014). In addition to oxytocin, the amygdala enable emotional input during encoding and gonadal hormones progesterone and testosterone are also relevant emotional elicitation during recall/expression (Squire, 1992), to social cognition and processes. Although these hormones with recall/reinstatement dependent on the neocortex are produced outside the brain, they can easily pass the blood- (McClelland et al., 1995). Key neurochemicals underlying brain-barrier and bind to structures such as the BNST, amygdala, cognitive processing include acetylcholine, glutamate, hypothalamus, and NAcc. Despite their traditional association epinephrine, opioid peptides, and GABA (McGaugh, 1992). A with reproductive behaviors, mood, and aggression, recent brain region especially relevant to cognitive control and virtually evidence also suggests that these hormones play a moderating all neurobehavioral domains is the prefrontal cortex (PFC; role in human social dynamics, group stability maintenance, Fuster, 2001). Evolutionarily speaking, it is a relatively new and team effectiveness. Specifically, higher progesterone is structure compared to the limbic, midbrain, and brainstem associated with lower emotion recognition and stronger affective regions and is especially prominent in humans. The PFC receives responses to faces (Derntl et al., 2013), whereas higher and integrates input from all sensory and motor regions, as testosterone is associated with increased fairness behaviors, well as the limbic system (Miller and Cohen, 2001). The PFC higher social status, and social inclusion (Edwards et al., 2006; also projects throughout the brain, including extensive Eisenegger et al., 2010, 2011; Seidel et al., 2013; although see interactions with the hippocampus in the processing and recall Zyphur et al., 2009). of both recent and remote memories and excitatory glutamate projections from the orbitofrontal region of the PFC to the Taken together, even with this intentionally limited and NAcc in reward processing (Lynch, 2004; Frankland and simplified review of key neurobehavioral domains relevant to Bontempi, 2005). The PFC is largely known for its role in individual and team behavioral health and performance in integrating information and regulating executive function ICE environments, it should be clear that the brain is an extraordinarily complex system unto itself. Indeed, this Frontiers in Psychology | www.frontiersin.org 2670 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams multileveled and interactive complexity is in part what enables Nutrition and Social/Team Factors humans to adapt to such a wide variety of physical, social, and environmental demands. However, the complexity and Specific Nutrients That Affect Individual interconnectedness of these neurobiological systems also make Mood and Behavior them subject to modification by those very same demands, Nutritional deficits can affect the pathophysiology of mood especially in ICE settings. The following sections describe the disorders including depression, which can in turn affect individual importance of several critical components of ICE systems outside performance within a team, healthy, and constructive team the traditional team science disciplines, and how those factors interactions, and may cause the withdrawal of that individual may act on our core neurobehavioral systems to affect and from team activities. Zinc deficiency is one example of an be affected by social dynamics in ICE environments over time. essential nutrient for maintenance of normal brain function and has been associated with increased depressive-like and MULTIDISCIPLINARY CONTRIBUTIONS anxiety-related behavior (Roohani et al., 2013; Mitsuya et al., TO ISOLATED, CONFINED, AND 2015). In addition, low vitamin D status and insufficient omega-3 EXTREME TEAMS fatty acids are others that are associated with mood disorders Food and Nutrition because of their link with the production and action of serotonin, a neurochemical that is typically lower in major and bipolar Overview of Food and Nutrition depression, schizophrenia, and other mood disorders (Patrick Any operational environment in which people live must include and Ames, 2015). Not only do vitamin D receptors exist in a food system. In addition to the obvious necessity of food the brain, but also low vitamin D status has been shown to to sustain life, the food system has two core roles in supporting negatively affect neural activity and cellular activity in the human psychosocial health. First, adequate intake, absorption, brain (McCann and Ames, 2008). A higher vitamin D status and utilization of specific nutrients are essential to promote (serum 25-hydroxyvitamin D) has been demonstrated to behavioral health and cognitive function on a biochemical level significantly reduce risk for depression (Ju et al., 2013); however, directly or through influence of the gut microbiome. Second, vitamin D supplementation studies that have looked at effects food has a social role as a shared activity, providing a familiar on depression have mixed results. Vitamin D has a more comfort for mealtime gatherings that may become increasingly profound effect on mitigating symptoms in cases of more severe important in isolation and confinement where other comforts depression and lower vitamin D status (Shaffer et al., 2014). and reminders of home are not available. Food variety, availability, Several epidemiological studies have found inverse correlations quality, nutrient stability, ease of preparation, dining between oily fish consumption and bipolar or depressive accommodations, and timing of meals all impact adequate food symptoms (Grosso et al., 2014). and nutritional intake and associated behavioral health and social cohesion, as reported previously in reviews of food With increased ionizing radiation exposure on deep space systems in military, spaceflight, and historic exploration settings exploration missions, blood-brain barrier function needs to (Marriott, 1995; Stuster, 1996, 2016; Douglas et al., 2016). be considered for nutrients that are concentrated in the brain via active transport processes. One example is the B-vitamin Space food to date has been processed and individually folate. A compromised blood-brain barrier due to chronic packaged to support multi-year shelf stability and ease of low-dose ionizing radiation exposure or other factors could preparation. Refrigeration is not available for foods on the lead to cerebral folate insufficiency, which has been associated International Space Station (ISS), with extremely limited with many neuropsychiatric disorders including depression and availability of fresh produce only when a resupply vehicle schizophrenia (Molero-Luis et al., 2015). docks, which will likely not be available during exploration class missions to Mars. Astronauts on the ISS consume a Not only does nutrient intake directly affect nutrient status standard menu and only receive a small selection of shelf- and behavioral health, but also the nutritional adequacy of stable personal preference items; therefore, it is restricted in the diet is a prime influence on the composition of the both quantity and variety. Customization of space foods from gastrointestinal (GI) microbiome (David et al., 2014). GI microbes the standard menu is limited to the addition of condiments metabolize available components of the diet, including those and selection of foods within the standard menu food containers. indigestible to humans (e.g., fiber and flavonoids not absorbed Crew members are not required to consume a specific menu in the small intestine from fruits and vegetables), into short each day, but they are constrained by availability of foods chain fatty acids, peptides, phenolic acids, and neurotransmitters and their crew mates’ likes and dislikes. For example, if a that may impact social behavior, memory, and cognition through crew member likes one specific food item, that food item the gut-brain axis (Stilling et al., 2014; Dinan and Cryan, will only appear in the standard food containers 2–3 times 2017; Vuong et al., 2017; Tengeler et al., 2018). For instance, every 7–9 days. Crews are permitted to open a new set of some Lactobacillus species used in food fermentations are standard menu food containers every 7–9 days, depending capable of producing GABA (Barrett et al., 2012; Ribeiro et al., on the caloric requirements of the crew during each mission 2018), which may be associated with reduced anxiety and (Douglas et al., 2016). depression through its actions on the negative valence mechanisms described above (Lydiard, 2003). The GI microbiome has also been suggested to impact production of neurotransmitters such as serotonin, or its precursor, tryptophan (Desbonnet et al., 2008; Wikoff et al., 2009; Wall et al., 2014). Dietary Frontiers in Psychology | www.frontiersin.org 271 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams factors, including fat, fiber, flavonoid, and sugar content of The limited quantity and variety of foods in ICE settings the diet can also influence microbiome diversity. Flavonoid can be a potential source of contention. This was demonstrated compounds in plants can impact specific strains of bacteria in the Mars 500 analog, where lack of culturally acceptable by inhibiting growth of some or promoting growth of others variety and differences in cultural eating habits may have cause (Nohynek et al., 2006; Xie et al., 2015). Generally, a high fat, friction among crew members (Šolcová et al., 2016). It was low fiber, and high sugar diet decreases bacterial diversity and recommended that more attention should be focused on the increases inflammatory processes contributing to metabolic design of the food system (nutrition, variety, multicultural syndrome, insulin resistance, and neuro-inflammation and expectations, etc.) to prevent issues in future missions. However, behavioral disorders (Kim and de La Serre, 2018). Conversely, food also was one of the most discussed topics and acted as lower fat, high fiber diets contribute to increased bacterial an important natural bridge for the multicultural crew. diversity, decreased inflammation, and strengthening of the gut barrier. There are a number of spaceflight factors that still The importance of food and group meal times to team have unknown effects on the GI microbiome, including the cohesion is evident in human exploration accounts (Stuster, processed food system with a high quantity of sterile foods, 1996, 2016). Exploration researchers have recommended that and radiation exposure, but it is clear from ground-based the entire crew eat together regularly to support communication research in humans and animals that the microbiome can affect and prevent subgroup formation (Stuster, 1996). Timing is an cognitive function and behavior. important consideration to group meals, and food rehydration and heating equipment on NASA spacecraft must be designed Microorganisms with probiotic psychiatric effects, meaning to support simultaneous food preparation and group meals they can produce a health benefit if consumed in adequate even when schedules are demanding. Even though Skylab was amounts, have been described as “psychobiotics” (Dinan et al., the only space program with high-quality refrigerated and 2013). Evidence from both animal studies and human clinical frozen foods, time pressure in relation to meal preparation trials supports that ingestion of psychobiotics, many of which reportedly reduced the number of group meals (Stuster, 1996). are associated with foods and supplements, can reduce symptoms Over the course of a mission, special meals that occur on a of stress, anxiety, and depression (Stilling et al., 2014; Sampson predefined basis and celebratory meals have been noted to and Mazmanian, 2015; Douglas and Voorhies, 2017). The GI help mark the passage of time. microbiome may also influence the brain, mood, and behavior through interaction with the immune system (Rothhammer Crew self-selection of food items within the limited food et al., 2018; Sylvia and Demas, 2018) or through production system, rather than adherence to a guided menu, can also of odorants that act as social cues (Bienenstock et al., 2018). unintentionally affect nutrient status and resulting behavioral Although human studies in these areas are limited, a preliminary health among individuals. There are examples of chamber investigation in a confined 105-day human analog study indicated studies with closed or semi-closed food systems where crew a potential relationship between GI microbial composition and members did not get enough nutrients through the food system mood (Li et al., 2016). Considering the substantial impact even though the planned food system contained enough of that the GI microbiome may have on cognitive function, neuro- each nutrient. One example where a 60-d closed food system inflammation, and behavior, the impacts of the spaceflight diet, provided nutrient requirements but actual vitamin intake crew food selection, and environment on the GI composition (particularly vitamins B1 and B6) was below the dietary warrant further investigation. requirements is the European Space Agency’s ESA EXEMSI Connections of Food/Nutrition to Team/Social Behaviors study, which indicates that the crew members were not selecting Even with the limitations in the food systems in ICE environments, completely nutritionally balanced meals (Milon et al., 1996). food is often identified in ISS astronaut debriefs as one of, if not Another example is from Biosphere 2, where a crew of eight the most, important factors to morale (Douglas et al., 2016). lived in an environment with finite natural resources for 2 years. Food was within the 10 most discussed categories identified in In this system, vitamins D and B12 were deficient according an analysis of astronaut journals, both as a source of frustration to government RDA standards (Silverstone, 1997). A 105-day and as a source of pleasure depending on factors such as the chamber study in Russia also showed that crew members who variety, availability (resupply), and quality of chosen items and intentionally excluded specific food items, such as protein-rich the adequacy of the space available for group meals (Stuster, 2016). desserts, became protein deficient and lost body mass (Agureev Allowing crew members to self-select what food items they want et al., 2017). These examples underline the importance of food to consume each day (within the food containers that are opened selection and crew preferences in preventing deficiencies in at that time) yields greater crew satisfaction as documented in nutrients that can in turn affect behavioral or cognitive health. ground analogs using closed food systems for extended periods of time (Milon et al., 1996). The European mission simulation The impacts of a limited food system on social and team study EXEMSI (60-day confinement) results clearly demonstrated behaviors may be more severe in future long-duration exploration that specific menus should not be imposed on the crew, but missions. The food may be sent multiple years ahead of a menu suggestions should be available. They note that in an mission and selection of the crew and therefore limited to a environment with multiple stressors, food should not be considered standard menu devoid of individually selected preference foods as an additional stressor but should allow for personal choices. or fresh foods. If a crew member chooses to eat only limited types of foods from this system, it may cause conflict by unacceptably restricting the availability of those foods for others. Additionally, if a member of the crew limits their food choices Frontiers in Psychology | www.frontiersin.org 2872 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams from an allotment of food that has been prepositioned on a responses to promote physical and psychological resilience. lunar or planetary surface, it may prevent the intake of a Regular physical activity buffers against depression and anxiety, balanced diet for all crew members and could result in nutritional and greater calmness, better mood, lower anxiety, and a deficiency and potential downstream effects on physical and generally lower susceptibility to life stressors have been shown behavioral health and performance. Of greater concern to team in trained individuals compared to their less fit counterparts cohesion would be dishonorable food practices. An incident (Silverman and Deuster, 2014). In addition to improving these of food being “plundered” was mentioned in an ISS astronaut factors, physically fit individuals experience significantly less journal, which served as an acute social stressor producing stress compared to unfit individuals during physical activity feelings of resentment (Stuster, 2010). at the same work rate as demonstrated by lower heart rate responses and cortisol levels (Deuster and Silverman, 2013). The direct introduction of chemicals to the body via the From the perspective of promoting resilience, studies have nutrients in food is just one component of ICE systems that demonstrated that self-esteem and self-efficacy are improved can directly impact the neurobiological systems underlying through regular physical activity (Delignières et al., 1994; adaptation and social dynamics in ICE settings. Invoking the McMurray et al., 2008). body’s physiological systems as work, play, or maintenance activities is another inherent component of ICE systems that More recently, the state of knowledge on the effects of can directly alter physiology and impact the key neurobiological exercise on neurobiology has expanded and allowed for more systems affecting physical readiness to perform team tasks and detailed understanding of how exercise promotes factors such cognitively engage in social behaviors. as resilience, stress tolerance, and adherence to exercise. Exercise directly enhances brain function by regulating peripheral and Exercise and Physical Activity central nervous system growth factors including brain-derived neurotrophic factor (BDNF), insulin-like growth factor 1 (IGF-I), Overview of Exercise Physiology and vascular endothelial-derived growth factor (VEGF). Exercise- In spaceflight, the risk of decreased musculoskeletal health and induced increases of BDNF and IGF-1 can improve learning cardiorespiratory fitness is largely driven by microgravity. In and reduce depressive symptoms through supporting the growth microgravity, humans do not experience continuous daily loads and repair of blood vessels and brain tissue that support overall on the body as they would in Earth’s gravity, and as a result, cognitive functioning (Cotman et al., 2007; Silverman and bone and muscle tissue weaken. This deconditioning poses Deuster, 2014). Emerging work suggests that the hormone danger upon return to Earth and for future missions to the osteocalcin, which is produced exclusively in bones and moon and Mars, which may involve planetary surface operations maintained or increased with exercise, can act on the brain under corresponding gravity-related loads. Exercise is a critical and may mitigate anxiety and cognitive deficits (Obri et al., countermeasure to prevent multi-system deconditioning during 2018; Shan et al., 2019); this is particularly relevant to teams spaceflight and should also be used to target mitigation of the in space, where exposure to the microgravity environment can stressors associated with spaceflight (i.e., isolation, confinement, reduce osteocalcin levels without sufficient exercise (Smith and other stressors) to promote team cohesion and mission et al., 1999; Garrett-Bakelman et al., 2019). Thus, exercise can success. Exercise devices in space have improved significantly directly help support the mechanisms underlying the knowledge, since the early decades of spaceflight, and current countermeasures skills, and abilities necessary to sustain team processes and onboard the International Space Station (ISS) include a treadmill performance throughout a mission. with a restraining harness and Advanced Resistive Exercise Exercise and Social/Team Factors Device (ARED), allowing for cardio and load-bearing workouts Exercise provides a unique countermeasure to enhance brain for long-duration crew members (Ploutz-Snyder et al., 2015). health and function by indirectly reducing the peripheral risk Similar to military and firefighter physical fitness requirements factors associated with cognitive decline and directly enhancing and guidelines for other physically demanding jobs, crews must the brain health and cognitive function. As described above, maintain adequate physical fitness for their missions. To this the stress response is regulated by the HPA axis, autonomic end, crew members are scheduled for exercise 6 days a week, nervous system, and immune system. Activation of these systems for up to two and a half hours per day in-flight. causes release of cortisol and epinephrine to enable the response of other body systems (cardiovascular, musculoskeletal, nervous, The favorable effects of regular exercise on multiple and immune) to meet the demands of the challenge presented physiological systems and psychological health dates back to and then return the body back to normal levels. Importantly, teachings from Confucius and ancient Greek philosophers timely termination of the stress response is critical for preventing who recognized exercise and physical fitness as essential factors systemic inflammation, which is detrimental to physical and to maintain health, strength, and a prolonged life (Berryman, psychological health over time. Maintaining physical fitness 2010). Current literature has indisputably shown the benefits effectively reduces constant systemic inflammation by quickly of regular exercise across multiple domains, including treatment returning chemicals released during a stress response to baseline for depression (Cooney et al., 2014), motor skill acquisition levels (Silverman and Deuster, 2014). (Roig et al., 2012; Statton et al., 2015), cognitive function (Chang et al., 2012), and sleep quality (Reid et al., 2010). Studies addressing the effects of exercise on psychological Within operational environments, exercise can be used not health usually focus on the individual; however, in the context only as a countermeasure to maintain muscle strength and cardiovascular fitness but also as a critical mediator of stress Frontiers in Psychology | www.frontiersin.org 2973 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams of ICE environments, it is critical to also explore how exercise see a sunrise or a sunset every 45 min. Excerpts from astronaut can improve team cohesion and performance. Most mission journals collected during spaceflight missions have identified activities performed during spaceflight missions require crew fatigue and sleep as a major source of stress and relief, mentioned members to work together, and even if it is not a requirement, hundreds of times (e.g., Stuster, 2010, 2016). In contrast to activities can typically be completed more efficiently and pure muscle fatigue, mental fatigue is the “inability to function effectively with the help of crewmates. Extravehicular activity at one’s optimum level, because physical and mental exertion (EVA), colloquially known as a “spacewalk” among astronauts, (of all waking activities, not only work) exceeds existing capacity” and other mission-critical team tasks are one of the most (Gander et al., 2007). Sleep is a necessary biological process important team activities performed on missions and exemplify that allows the brain and body to recover from the day’s the need for ICE teams to perform with high levels of team scheduled and unscheduled physical, cognitive, and social cohesion and cognitive functioning in a high stress environment. activities. Humans on average prefer approximately 8–8.5 h of Every step of an EVA from training to preparation to return sleep per night to maintain health and cognitive functioning to the vehicle is well-planned and practiced. It requires all (Klerman and Dijk, 2005). Notably, astronauts often do not crew members to perform their individual tasks well, has receive a full night’s sleep while on a mission, instead averaging situational awareness of each other’s well-being and location, 6 h of sleep per night, due to the physical and psychological effectively communicates with each other and ground support, stressors inherent in an operational mission (Barger et al., 2014). and offers supporting behaviors to assist each other. Even with Sleep supports many physiological processes such as maintaining optimal preparation, unexpected events occur during EVAs muscle, organ, and immune functioning and encourages repair that require the crew members to work together toward a and restoration through the release of chemicals such as growth solution. In these cases, it is critical that EVA crew members hormone (Kim et al., 2015). During sleep, cerebrospinal fluid possess self-efficacy and execute team processes such as within the brain flushes out waste products of cell functioning collaborative decision making and backup behaviors. Additionally, that accumulates during waking hours, effectively cleaning the EVAs are typically 6 or more hours in length and are very brain (Xie et al., 2013). Sleep also supports memory consolidation. physically and cognitively demanding. Fatigue may cause Outside influences may cause fatigue such as the sleep cognitive errors to increase and communication to decrease, environment, the time of day and circadian rhythm, quantity so exercise to build endurance for these events is essential. and quality of sleep, and total or partial sleep deprivation. As we progress to future planetary exploration EVAs, especially Sleep environments that are too hot/cold, noisy, bright, and during longer duration missions, EVAs are likely to be less prevent reclined positions reduce sleep duration and may lead tightly scripted, and therefore, team cohesion and good team to more awakenings. Relying on sleep during typical times of process become even more important as the team must work alertness, or working during hours typically reserved for sleep autonomously to address dynamic challenges. (e.g., pulling an “all-nighter”), results in poor quality and insufficient sleep. Sleep loss may be both an acute issue and The most effective combinations of exercise volume, intensity, a chronic issue; that is, sleep deprivation may come in the and modality to promote psychological health are not known form of missing all or part of a typical night’s sleep, or a and likely vary between individuals. Most studies in this area reduction in sleep duration for a period of several nights. Both have focused on cardiovascular-based exercise rather than acute and chronic sleep restrictions negatively affect individual resistance exercise training. It appears that moderate to vigorous performance and well-being (Cohen et al., 2010). intensity aerobic exercise is the most effective (Chang et al., 2012), likely due to the fact that the cascade of catecholamine There are also several factors that may influence individual and growth factor responses is minimal with lower intensity sleep and fatigue patterns. Studies have found that individual exercise. The effects of resistance exercise on brain health are sleep needs and preferences as well as the response to sleep less studied; however, preliminary evidence suggests that higher loss and fatigue vary according to genotype (Groeger et al., load, low repetition resistance exercise stimulates areas of the 2008; Vandewalle et al., 2009). These differences in the underlying brain differently than lower load, higher repletion exercise genotypes may drive affect, behaviors, and cognition. For (Kraemer et al., 2013). Understanding the molecular and brain example, variants in the PER3 gene expressed in the area specific responses associated with different exercise and suprachiasmatic nucleus (SCN) of the hypothalamus that regulates physical activity profiles during spaceflight and other ICE sleep and circadian rhythms have been associated with the mission settings will be critical in optimizing exercise hardware, differential activation of the parietal and temporal lobes of software, and prescriptions for maintaining physical and the brain under conditions of sleep loss, resulting in poorer behavioral health and performance capacity for individuals and performance (Vandewalle et al., 2009). In other words, some teams in extreme mission operations. individuals are more vulnerable to the effects of fatigue and require more recovery from fatigue than others. These and Sleep/Wake/Work Rhythms other influences of fatigue are well documented in the literature, as are the outcomes in the multiple neurobehavioral domains. Overview of Sleep and Fatigue As a brief list of common outcomes, fatigue has been linked ICE operational environments often include irregular or unnatural to affective decrements in emotional stability, self-regulation, work schedules, light/dark cycles, and sleeping environments. positive affect, and motivation; behavioral outcomes of reduced For example, Antarctic researchers and submariners may not physical activity, less accurate assessment of risk, and less and see the sun for months, while astronauts in low Earth orbit Frontiers in Psychology | www.frontiersin.org 21704 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams poorer quality communication; and cognitive outcomes of Identification of others’ needs for social and emotional support cognitive slowing, reduced attention and recall, poor decision may also be neglected as sleep-deprived individuals are less making, and increased risk of errors (Chabal et al., 2018; Banks able to recognize facial displays of human emotions (van der et al., 2019). When placing these findings in a team context, Helm et al., 2010). Over time, teams that are not able to rely individual differences in reactions to sleep loss, work overload, on the regular presence, consistent performance and support, and schedule shifting can impact each team member in a and emotional stability of all team members are likely to see unique way, introducing variability in performance and social a reduction in team performance and team functioning that functioning that must be addressed by the team. accumulates as this negative pattern persists. Consequent issues Fatigue and Social/Team Factors related to poor team performance may also negatively influence Sleep need and vulnerability to fatigue are primarily individual- each individual team members’ ability to sleep as they ruminate level input variables in the IMOI model. Differences related on negative team situations and performance outcomes. The to fatigue vulnerability, and an individual’s chronotype (i.e., level of fatigue, either driven by psychological reactions to a whether the individual is a morning lark or night owl) stems team situation or by physical needs (e.g., staying awake 36 h from endogenous individual differences and general physiological to address an emergency), becomes inputs for the next cycle health. However, these individual-level inputs may directly of the IMOI, influencing the team through each individual’s influence patterns of interacting with team members. For example, vulnerability to the new level of fatigue. Notably, the team in the Mars-520 mission simulation analog study, one of the may be able to compensate for the fatigued individual in such six crew members was a habitual napper, which reduced their a way that they avoid the decrement to performance. For interactions with other crew members by 20%, while another example, a laboratory study of team decision making found crew member developed a free-running sleep-wake schedule errors increased at the individual level, but these effects were in which his circadian rhythm (and thus, regular interactions) attenuated by team membership (Baranski et al., 2007). became misaligned with all other crew members (Basner et al., We currently do not know what degree of fatigue within each 2013). These crew members’ asynchrony effectively reduced the team member and across the team is the tipping point for crew’s collective knowledge and skills, altered the team structure the decline in performance and functioning. Determining this and team size, and reduced the manpower for team processes threshold, particularly for small teams in a high-risk ICE such as systems and goal monitoring, backup behaviors, and operational environments with irregular work schedules or coordination. Communication, an essential component of non-Earth-like light/dark cycles, would allow optimization of teamwork, is decremented at the individual level under conditions mission planning and timely deployment of interventions to of fatigue. The few team studies of fatigue and communication, support individual and team behavioral health and performance. conducted most frequently in military populations, found teams either reduced or stopped communications, which decreased Habitability and Systems Design performance, and sought more visual forms of information (Whitmore et al., 2008; Fletcher et al., 2012). Overview of Habitability and Human Factors Design In a closed environment such as a long-duration space By its nature, human occupation of extreme environments expedition or a deployed military submarine team, team members requires specially designed habitats and equipment to allow function as both coworkers and roommates. Spending less time operational teams to achieve their mission objectives and together due to misaligned sleep/wake/work schedules may maintain safety. Indeed, the “extreme” portion of ICE typically not only affect team task cohesion (i.e., working well together refers to a dangerous external geophysical environment toward a goal) but also influence team social cohesion (i.e., incompatible with human physiology, health, and well-being, shared attachment and liking) through reduced time spent including the lack of or toxic atmosphere, extreme altitude sharing meals, engaged in recreational activities, or being (above or below sea level), extreme heat or cold (or rapid available to provide and receive social support. A reduction shifts between the two), non-24 h light-dark cycles, reduced in time spent together, particularly as it may be expressed gravity, wildlife threats (e.g., predatory animals, microorganisms, differently among circadian misaligned team members, may toxins), or potential exposure to radiation and extreme weather create fractures within the team. As team cohesion has been phenomena (e.g., solar flares, high winds, dust storms, rough positively linked to team performance (Mathieu et al., 2015), seas, blizzards, and volcanism). An extreme level of even reduced social support and team cohesion related to circadian necessary isolation brought about by physical constraints, physical misalignments may result in poor team outcomes. The cohesion- confinement, austere environmental conditions with little to performance relationship has also been found to be reciprocal no natural sensory stimulation, and social loss due to the in studies of isolated teams in Antarctica and mission simulations inability to communicate with others outside the immediate (Kozlowski et al., 2015). Thus, reduced team cohesion begets team in real time all have the potential to impact both individual poor performance, which further reduces cohesion, and fatigue and team function. A habitat that not only protects from acts as an amplifier of this downward spiral. Other affective physical external threats but supports individual health and states of team confidence and trust may also suffer as a fatigued performance and facilitates positive team dynamics must team member is more likely to demonstrate emotional instability, be carefully designed. A poorly designed habitat can negatively commit cognitive lapses, or withdraw from the team altogether. impact crew members by inducing acute and chronic stress responses in the individuals living and working in the operational Frontiers in Psychology | www.frontiersin.org 21715 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams environment. These effects may be magnified under increased volume for other group recreation as well as work-related team mission duration and isolation and could constitute a chronic tasks. Indeed, the importance of recreation to psychological stressor (Celentano et al., 1963; Mohanty et al., 2006). Several health and well-being has been researched extensively. In the features of habitats that are important to team function in context of space exploration, both individual (e.g., reading) situations of extreme isolation and confinement are discussed and group (e.g., watching a movie) recreation opportunities below. Essentially, the habitat should enable effective performance should be provided. The habitat should therefore accommodate while accommodating group activities and providing sufficient both types of stress-reducing recreational activities. privacy and means of escape from the mixed work/social setting of closed ICE mission environments. For work-related team tasks, the galley or other areas designed to accommodate multiple crew members should carefully consider Habitability, Human Factors, and the nature of the team task as it relates to noise interfering Social/Team Factors with communication, physical or sensory interference of each Group Activities person performing their duties in concert with the other, and ICE habitats should allow for a crew to gather together within whether the location of the team task blocks access to other the same space for not only work functions but also recreational important areas (e.g., sleep quarters), which may cause team opportunities. As discussed by Ozbay et al. (2007), low social frictions and frustrations, and negatively influence performance support has been associated with physiological and and efficiency (Kearney, 2016). Other critical factors to ensure neuroendocrine indices of heightened stress reactivity, including teams are able to share information, foster trust, and coordinate elevated heart rate, increased blood pressure, and heightened efficiently include allowing common spaces for communication cardiovascular and neuroendocrine responses to stressors. (e.g., digital whiteboards and shared displays), physical layouts Habitats designed for long-duration missions should ensure that allow for eye contact and mutual viewing, and norms adequate physical space to facilitate social support. and standards for common labeling, stowage locations of tools and equipment, and adequate work spaces. One of the major contributors to interpersonal conflict Privacy highlighted in polar and spaceflight expeditions is the tendency While it is important to ensure that the volume and layout for the formation of subgroups within the crew (Stuster, 1996). of a habitat facilitates team cohesion and performance through Providing an environment that supports group communication shared spaces, purposely private spaces for each crew member may mitigate this issue and lead to a more cohesive team should also be provided, particularly in vehicles intended to (Bender and Fracchia, 1971). As mentioned, Stuster suggested support longer duration missions. Terrestrial studies have that meals may offer this type of communication and social demonstrated that the experience of privacy—that is, privacy support opportunity, where the entire crew can gather to prepare as a dynamic and dialectic interaction with others, whereby their food and dine together. Consequently, it is important to privacy represents the level of selective control one has over provide a space in the habitat that allows for this type of sharing one’s self with others (Altman, 1977)—is related to casual group interaction. Evidence from a study of ISS astronaut the architecture of privacy (Laurence et al., 2013), such as the journals emphasizes the need for this space to facilitate group design of a workspace with four walls. Hence, architectural communication and enhance team cohesion (Stuster, 2016). private spaces facilitate the experience of privacy, which has been shown to be related to improved work performance (Karlin Evidence for the importance of dining together led to the et al., 1979; DeCroon et al., 2005). The provision of a private creation of a NASA Human-System Standard (NASA, 2015), space also allows for withdrawal from increased social density. which states that crew members shall have this capability to In an assessment of social density and perceived control in support crew psychological health and well-being (NASA high density residential neighborhoods, individuals living in Standards 7.1.2.5 Dining Accommodations). The standards areas with stores (compared to individuals living in residential provide a baseline for future spaceflight programs, which design areas without stores) reported more crowding, less ability to vehicle habitats with consideration to crew health within mission regulate social interactions, and lower perceptions of control resource limitations and mission length and distance. This (Fleming et al., 1987). In addition, they evidenced higher stress entails consideration for sufficient physical volume and designs levels, including more somatic and emotional distress, and the mission timeline and food system (e.g., ability to prepare elevated urinary epinephrine, norepinephrine, and dopamine. meals at the same time) to support team meals. The Standard serves as one clear example to highlight the importance NASA One exploration researcher contends that the majority of places on allowing the crew to share physical space to support interpersonal conflicts arise from relatively minor issues that team cohesion. The design of the common galley area should become exacerbated due to the extreme isolation and inability also be considered, which should include a table that to escape one’s crewmates (Stuster, 2010). He asserts that the accommodates the entire crew without inadvertently creating constant interpersonal interaction caused by a confined tension. For example, Raymond Loewy, a “Habitability environment is a source of stimulation (and exacerbated by Consultant” for the Saturn-Apollo and Skylab programs, had a smaller crew), and people need to occasionally withdraw a triangular table installed in the Skylab wardroom, so that from this stimulation in order to cope with the stressors of “no man from the three-person crew could be at its head” the mission and environment. The habitat should facilitate the (Mohanty et al., 2006). In many cases, the galley where crew individual crew members’ ability to withdraw from the rest members gather to share meals can also provide sufficient Frontiers in Psychology | www.frontiersin.org 21726 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams of the crew, in order to conduct solitary activities. If no specific fatigue, habitability, and interactions with other individuals area is provided for privacy, crew members will likely improvise should acknowledge the potentially compounding effects of and modify their environments in order to achieve some privacy. other areas in research designs. The resulting social and team Notably, these consequences are likely to accrue in the continued behaviors of this interplay have received some targeted attention absence of privacy. The ability to withdraw and have physical (e.g., studying the influence of one particular molecule on (auditory and visual) privacy can help mitigate interpersonal mood or tendency to withdraw from the team), but simultaneous conflict and support team health and performance. consideration of multiple influencers on the brain is the next step. Throughout this review, we integrated several frameworks, The provision of an individual sleeping quarter has been including the IMOI model of team performance, the NIMH the subject of debate for years. The Risk and Management RDoC framework for basic neurobehavioral functioning across Team of NASA’s Human Exploration and Operations Mission multiple levels of analysis, and the unique characteristics of Directorate (HEOMD) published a report detailing lessons ICE environment contexts. Ultimately, if understanding and learned from the ISS program and recommendations for future enhancing team performance and social dynamics are the exploration programs (Lengyel and Newman, 2014). Among priority, then we believe that the IMOI framework is capable these recommendations, the suggestion is that “crew comfort of serving as a guiding framework for research and development and privacy must be ‘front and center’” for spacecraft designed in the behavioral biology of extreme teams. Indeed, the IMOI for long-duration space missions and recommends that future model is not rooted in team performance but is rather an exploration vehicles provide crew member with a private sleep adaptation of systems theory and modeling. We consider our quarter, despite the engineering constraints on volume and expansion of the individual input level in the IMOI model to habitat size. The authors cite feedback from crew members include biologically relevant variables not so much a radical about the importance of having a private sleep quarter they departure from organizational theory than a more realistic can personalize and use for privacy. Evidence from ISS crew (albeit complicated) consideration of factors acting on the brain debriefs indicates sleep quarters that are valued and necessary to affect individual and team behavioral health and performance spaces for conducting personal activities, and crew members over time. Characterizing these interrelationships and developing emphasize the psychological benefit of having these private evidenced-based best practices and countermeasures is the accommodations (Whitmore et al., 2013). Crew members also exciting challenge facing the applied research community. noted the importance of having the ability to decorate and personalize their private crew quarters (Kearney, 2016). Evidence For nutrition, physical outcomes of inflammation and changes for the benefit of providing crew members with a private to the gut microbiome influenced by diet may also influence sleeping quarter for long-duration missions has also been individual stress and physical and cognitive readiness to perform captured by NASA Standard 7.9.2 Private Quarters, which states on the team. Research into providing adequate nutrition to that private quarters shall be provided to support crew health sustain brain and body functioning with limited resources in and performance for missions longer than 30 days. Whether a closed system should seek to understand potential affective, or not an individual sleeping quarter is provided per crew behavior, and cognitive effects of specific nutrients and foods. member, the ability to retreat and achieve privacy from the Researchers must also inform dietary countermeasures by rest of the crew members should be provided by the habitat. understanding optimal methods for encouraging continued Both visual and auditory privacy should be considered in the consumption of nutritious foods with a likely restricted variety, design of private spaces. Chronic stress due to reduced privacy perhaps by leveraging social influence, team processes, and and increased social density of such environments may be further reward circuitry. Examining the social importance of shared compounded by acute stress events related to habitability (e.g., meals for encouraging consumption, bonding as a team, and temporary damage to part of the habitat reducing overall net fulfilling social support and relaxation needs is a multifaceted habitable volume and increasing crowding for a short time). issue naturally suited to a multidisciplinary approach More generally, chronic and acute stressors related to habitability incorporating biological, behavioral, cognitive, and social factors. may interact with stressors related to any of the other topic areas we have discussed in this article, resulting in a continuous These issues are also applicable to exercise physiology research, threat to the behavioral health, performance, and effectiveness which similarly investigates sustaining motivation to exercise of the crew. over time, the benefits of group and competitive exercise, the use of exercise to reduce stress, and other psychological benefits OPPORTUNITIES FOR RESEARCH to maintaining physical readiness and brain health to perform AND APPLICATION in a team. However, much of the data reported in these fields are based on study populations not representative of astronauts Examining the interaction of these seemingly disparate research or other high-performing teams in long-duration extreme areas of biology with team research is overdue, but there are mission operations (Hillman et al., 2008; Teixeira et al., 2012). several specific gaps in the literature that may serve as starting It is critical to recognize individual preferences, specific points. Uniting each of these areas should be a focus on the environmental challenges, and availability of exercise hardware brain. That is, identifying the complex chemical interactions and exercise options in extreme environments and to examine and neurobiological mechanisms influenced by nutrition, exercise, the volume, intensity, and types of exercises that are most effective toward facilitating psychological health and team performance and cohesion in ICE settings. Frontiers in Psychology | www.frontiersin.org 21737 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams Similar to other biologically oriented literature bases, fatigue will enable engineers and mission planners to meet the needs and sleep are a robust area of research at the individual level, for different mission profiles. but there is a notable dearth of research at the team level (Chabal et al., 2018; Banks et al., 2019). Empirical studies are CONCLUSIONS AND THE needed to predict likely effects of an individual on a team, PATH FORWARD for example, a fatigued individual exhibiting poor problem solving during a team task would likely delay or result in a Over the course of this selective review, it is clear that non-optimal solution for the team. However, the types of tasks multidisciplinary science for understanding teams in ICE and situations in which teams may be able to mitigate the environments is both a valuable endeavor to move the field fatigued state of a member are unknown. In a tightly coupled forward and a daunting challenge. However, there are many system, each team member that is not operating at full capacity existing structural and scientific integration efforts that may will have a disproportionate influence on the team outcomes. facilitate future research and applications. The first key is Many industries make use of validated biomathematical models forming interdisciplinary research partnerships. These may of fatigue (Van Dongen, 2004) to determine how much sleep be accomplished through top-down approaches as policymakers and during what time of day sleep is needed to support safety and research funding entities release calls for appropriately and performance. Relatedly, the IMOI model allows researchers funded multidisciplinary research. These organizations may a starting point to systematically examine fatigue as an individual also proactively offer support and guidance to multidisciplinary input variable affecting all parts of the model. Integration of research teams related to methods of communicating and these models, along with the integration of additional biological collaborating between teams with different field-specific norms variables, would offer organizations more robust scheduling of and languages. For example, the National Institutes of Health’s teams and timely countermeasure intervention for sustained (NIH) National Cancer Institute hosts a Team Science Toolkit performance. Furthermore, health management systems, that enables multidisciplinary teams to overcome common employed across many organizations in many industries to hurdles in partnering with others from disparate fields2. Creating manage the safety and well-being of employees and customers, research questions that are fundamentally multidisciplinary are currently directed at the individual or organizational policy and soliciting proposals with experts from several areas of level and do not include an integrated, comprehensive approach expertise will prompt researchers in these fields to reach out incorporating all behavioral biology topics discussed in this beyond their typical circles to form new partnerships. Most article. These systems would also benefit from leveraging team of this funding originates from government agencies such as factors (e.g., backup and supporting behaviors that provide the NIH or the National Science Foundation (NSF), which team members the skills to recognize decrements in oneself also provide funding opportunities for social neuroscience and others) and take actions to implement countermeasures through their Social, Behavioral, and Economic Sciences (SBE), that support the team member as well as the safety, performance, Behavioral and Cognitive Sciences (BCS), and Social and and functioning of the whole team. Quantification of the success Economic Sciences (SES) programs. Defense agencies and other of these programs incorporating team factors and using multi- organizations that rely on ICE operations (e.g., transoceanic level experimental designs allows understanding for how teams shipping, energy sector, polar research agencies) also have an may best be leveraged to prevent and mitigate negative effects interest in optimizing team performance and functioning over stemming from the multitude of biological causes. long durations. Military operations with units such as those deployed in the field and on ships and submarines more akin Finally, researchers and practitioners alike in the field of to the closed systems of spaceflight would likely benefit from habitability and human factor design may benefit from research integrated approaches to team science and countermeasure that provides a better understanding of the risk of the development (Goodwin et al., 2018). Optimization of soldier compounding needs of biological factors in affecting team- (i.e., the individual-level system) and unit (i.e., the team-level related processes and outcomes to provide improved system) performance while on deployment (i.e., the team-in- countermeasures within habitat and equipment design for the-environment system) drives leaders to consider the whole isolated, confined, and extreme environments. More research soldier, creating an environment that is conducive to exploring is needed as to the acute and chronic neurobiological reactions multidisciplinary, cutting-edge research. Researchers should in the brain and other body systems that may be influenced seek out these organizations’ calls for proposals. by the physical environment. The physical environment may also directly influence team processes and team and individual From a bottom-up approach, researchers can design outcomes by engendering cohesion and limiting conflict with experiments that address multiple fields. For example, biomarkers adequate space and design in which to perform team tasks collected as part of an exercise protocol to understand recovery and recreation, as well as provide individual refuge and privacy. times for different exercise prescriptions may be analyzed for More generally, the duration of living and working in such stress hormones that are of interest to psychological researchers. an environment will exacerbate the effects of environmental Team researchers may also be able to observe subsequent team stressors; however, the nature of that dynamic relationship over extreme long durations such as a Mars mission is not known. 2h ttps://www.teamsciencetoolkit.cancer.gov/Public/ToolkitTeam.aspx Determining psychological thresholds for tolerance of habitat and systems design variations for missions of varying durations Frontiers in Psychology | www.frontiersin.org 21748 November 2019 | Volume 10 | Article 2571

Landon et al. Behavioral Biology of Teams interactions following these exercise episodes to understand of team performance and functioning, individual health and other interpersonal outcomes of different exercise routines, well-being, and identify changing effects on the individuals informing exercise countermeasures that may benefit the physical within the team over time. Multi-pronged interventions may and psychological health of team members. This research study be more effective. For example, if the team collectively is may be further broadened as sleep and fatigue researchers fatigued due to an unexpected emergency waking them in the collect data related to pre- and post-exercise fatigue and sleep middle of the night, a multidisciplinary countermeasure package needs related to different exercise protocols and nutritional may address how the team may be rescheduled to allow recovery inputs, given varying levels of stress hormones, and so on. sleep, the design of the sleep environment for adequate privacy The complexity of this type of research also demands careful and lighting to support sleep, and what foods will enable sleep thinking about research design, sample size and statistical power, and provide more sustained energy upon waking so that they and leveraging already existing multidisciplinary datasets for are able to recover and perform, etc., without any one initial exploratory analyses and hypothesis generation such as countermeasure imposing an unacceptable or disruptive burden. the NASA Life Sciences Data Archive3. Using existing data is Additionally, understanding each individual team member’s one way to minimize costs. For large-scale experiments, such unique systems and needs within a proactively individualized as what is conducted in spaceflight mission simulation analogs medicine approach (Evans and Relling, 2004; Topol, 2014) may with dozens of investigators examining many different factors allow countermeasures to be tailored and implemented at both for the same set of participants, data-sharing agreements between the individual and team levels. Ultimately, the complexity in investigator teams from different fields may allow planned addressing the multiple pathways that increase risks to individual multidisciplinary collaboration or hold potential for integrated and team behavioral health and performance is challenging post hoc analyses. As time and resources for research are not for researchers and practitioners alike. However, multiple unlimited, collaborative integration also offers a cost-effective pathways that increase risk also provide multiple pathways to approach to conducting research. reduce risk for teams who work, live, serve, and explore in extreme environments. Team research is especially challenging in operational environments due to the sample size problem; that is, each AUTHOR CONTRIBUTIONS team may be composed of several individuals, but that team is just an n of 1 for any team-level variable. Layering research PR and LL conceived the project and designed the review. questions from several fields may require large sample sizes, PR, LL, GD, MD, AW, MG, and SZ wrote the paper. All which is multiplied by the need for sufficiently powered team- authors made substantial contributions and reviewed and level data. Integrated data-mining and application of advanced approved the completed manuscript. analytical techniques capable of processing “big data” (e.g., machine learning) may provide findings related to the FUNDING understudied intersection of different fields and other risks to team functioning (Lazer et al., 2009; Goswami et al., 2013; LL, MD, MG, and SZ are supported by KBR’s Human Health Luciano et al., 2018)4. Also, agent-based modeling experts can and Performance Contract NNJ15HK11B through the National parameterize complex, integrated, multidisciplinary models with Aeronautics and Space Administration. LL and PR are also large-scale existing data. Using agent-based models to conduct supported in part by NASA Human Research Program Directed virtual experiments allows for investigation of many different Projects Identification and Validation of BHP Standard Measures specific scenarios, which would otherwise require large numbers in HERA for Transport and CBS Operational Performance of research participants (Epstein, 2006). Current supercomputers, Measures (P. G. Roma, PI). GD and AW are supported by many available from government organizations to any researcher NASA’s Human Health and Performance Directorate and Human with necessary research approvals and funding, allow this type Research Program. The authors of this article are entirely of data analysis to occur in a matter of hours or days for responsible for its content and the decision to submit the tens of thousands of virtually simulated experiments. Integrating work for publication. Any opinions, findings, and conclusions data across multiple measurement methods and tools supports or recommendations expressed in this material are those of the identification of the most efficient, yet valid, method of the authors and do not necessarily reflect the views of the measuring each variable of interest, reducing overall measurement US Government, the National Aeronautics and Space burden on study participants, which is a concern for teams Administration, KBR, or the University of Texas Medical Branch. in operational environments. ACKNOWLEDGMENTS A multidisciplinary approach to sustaining healthy individual and team performance, well-being, and social interactions may We thank Dr. Juan M. Dominguez, Department of Psychology, realize more efficiencies and effectiveness when monitoring University of Texas at Austin, for critical comments on the team and implementing countermeasures. Integrated the manuscript. monitoring and analysis may help the team and support personnel obtain comprehensive and more accurate assessments 3h ttps://lsda.jsc.nasa.gov/ 4h ttps://www.darpa.mil/work-with-us/ai-next-campaign Frontiers in Psychology | www.frontiersin.org 21759 November 2019 | Volume 10 | Article 2571

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