Gamero, N., González-Anta, B., Orengo, V., Zornoza, A. & Peñarroja, V. (2021). Is Team Emotional Composition Essential for Virtual Team Members’ Well-Being? The Role of a Team Emotional Management Intervention. International Journal of Environmental Research and Public Health, 18(9), 4544.
🔎 https://doi.org/10.3390/ijerph18094544

Abstract
The aim of this study was twofold. First, we examined the relationship between virtual teams’ emotional intelligence composition and three indicators of their members’ well-being, members’ satisfaction with the team, and positive and negative affective states. Second, we analyzed the moderator role of an online team emotional management intervention in the effects of the team emotional intelligence composition. One hundred and two virtual teams participated in an experimental study with repeated measures. Teams were randomly assigned to either an intervention designed to help them detect and manage emotions during virtual teamwork or a control condition (with no intervention). We followed a hierarchical data strategy and examined a number of nested models using Hierarchical Linear Modeling. Our findings showed that virtual teams’ emotional intelligence composition is a key driver of the team members’ well-being, and that a team emotional management intervention moderated the impact of the team composition of emotional intelligence, buffering its influence. 

González-Anta, B., Orengo, V., Zornoza, A., Peñarroja, V., & Gamero, N. (2021). Sustainable Virtual Teams: Promoting Well-Being through Affect Management Training and Openness to Experience Configurations. Sustainability.
🔎 https://doi.org/10.3390/su13063491

Abstract
A disruptive digitalization recently occurred that led to the fast adoption of virtual teams. However, membership diversity and team virtuality threaten members’ well-being, especially if faultlines appear (i.e., subgroups). Considering the job demands–resources model and the role of group affect in shaping members’ perceptions of well-being, we test the effectiveness of a short-term affect management training for increasing members’ eudaimonic well-being. Moreover, based on the trait activation theory and the contingent configuration approach, we draw on the personality composition literature to test how different openness to experience configurations of team level and diversity together moderate the effect of the training. Hypotheses were tested using a pre–post design in an online randomized controlled trial in an educational context in Spain, with a sample of 52 virtual teams with faultlines. Results show that affect management training increased eudaimonic well-being. Furthermore, there was a moderation effect (three-way interaction) of openness to experience configurations, so that the training was more effective in teams with high levels and low diversity in openness to experience. We discuss implications for training, well-being, and personality composition literature. This study helps organizations develop sustainable virtual teams with engaged members through affect management training and selection processes based on the openness to experience trait.

Holtz, K., Orengo Castella, V., Zornoza Abad, A., & González-Anta, B. (2020). Virtual team functioning: Modeling the affective and cognitive effects of an emotional management intervention. Group Dynamics: Theory, Research, and Practice, 24(3), 153–167.
🔎 https://doi.org/10.1037/gdn0000141

Abstract
Introduction: As the number of virtual teams increases, it is important to find out how companies can modify their functioning and outcomes. This study investigates the influence of an emotional management intervention on virtual teams’ processes and results. To do so, an input-mediator-output model with 2 mediators, affective and cognitive, is proposed. For the affective mediator, motivation and team engagement are used as a well-being measure, whereas in the cognitive process, team synergy is related to team task performance. Method: This experimental study used 41 virtual teams made up of 164 first-year students enrolled in organizational behavior and work science studies from 2 universities in Spain who were randomly assigned to a control or intervention condition. These groups solved intellective multidecision tasks through electronic communication, also called “survival” tasks. Results: The findings show 2 full mediation effects. Hence, the team emotional management intervention, on the one hand, increases synergy effects, which produce enhanced team task performance (β = .37) and have a positive effect on the motivational processes within the team, thus leading to more team engagement (β = .23). Conclusions: The findings provide guidance to practitioners who aim to improve the functioning of virtual teams, and they have important implications for future research on virtual teams and their functioning. (PsycInfo Database Record (c) 2021 APA, all rights reserved)

Peñarroja, V., González-Anta, B., Orengo, V., Zornoza, A., & Gamero, N. (2020). Reducing relationship conflict in virtual teams with diversity faultlines: The effect of an online affect management intervention on the rate of growth of team resilience. Social Science Computer Review
🔎 https://doi.org/10.1177/0894439320907575

Abstract
The aim of this study was to analyze the effect of an online affect management intervention on relationship conflict through the rate of growth of team resilience in virtual teams with diversity faultlines. Fifty-two 4-person teams participated in a randomized controlled trial design with repeated measures (i.e., three measurement occasions). Teams were randomly assigned to either an intervention designed to help them manage emotions in virtual teams or a control condition. Our findings showed that affect management can reduce the level of relationship conflict in virtual teams with diversity faultlines and that this effect can be explained by the pattern of change in team resilience in response to the intervention. This study contributes to past research on identifying ways to prevent or mitigate team conflicts arising from diversity faultlines.

González-Anta, B., Orengo, V., Zornoza, A., Gamero, N., & Peñarroja, V. (2020). Collaboration and Performance in Virtual Teams with Faultlines: An Emotional Management Intervention. Revista Psicologia: Organizações e Trabalho, 20(4), 1237-1246.
🔎 https://doi.org/10.17652/rpot/2020.4.08

Abstract
Problem: Virtual teams with faultlines face challenges due to their dispersion, diversity, and virtuality, which can diminish their performance. To resolve this issue, team emotional management (TEM) interventions foster teams’ collaboration capability, that is, the team’s ability to build and manage relationships based on trust, commitment, and communication. Goals: This research aimed to analyse whether a TEM intervention can enhance team performance by improving the collaboration capability in virtual teams with faultlines. Method: Fifty-two four-member teams participated in an experiment with repeated measures (three measurement times). Teams were randomly assigned to either a TEM intervention or a control condition. Main results: The TEM intervention had a positive effect on trust and commitment, but not on communication. Moreover, trust and commitment fully mediated the effect of the TEM intervention on performance. Main implications: Our findings showed the relevance of a TEM intervention in improving the collaboration capability and performance in virtual teams with faultlines. This study contributes to research on faultlines, affect management in virtual teams, and computer-mediated communication.

González-Anta, B., Peñarroja, V., Zornoza, A., Orengo, V., Alves, M. & Dimas, I. (2020). Conflicting views in online student groups: boosting trust through affect management training and the mediating role of task and process conflict. European Continuous Conference on Collaborative Conflict (E4C). Online. 9 Diciembre-2020. Comunicación oral.

Gamero, N., Orengo, V., González-Anta, B., Zornoza., A., Dimas, I. & Alves, M. (2019). Virtual team emotional composition and team emotional intelligence: Their influence on members’ affective states and satisfaction with the team. EAWOP Small Group Meeting on “Teamworking Virtually: Business as usual?”. Lisboa, Portugal. 22-24 Julio 2019.  Comunicación oral.

Peñarroja, V., Orengo, V., González-Anta, J.B., Zornoza, A (2019). The effect of an emotional management intervention on team resilience and relationship conflict in virtual teams with diversity faultlines. 19th Eawop Congress. Turín, Italia. 29 mayo-1 junio 2019. Comunicación oral.

Zornoza, A. Sanchez, J.; Orengo, V.; Gonzalez-anta, B.; Gamero, N. (2019). Team Emotional Management training enhances team performance through collaboration capability in fragmented virtual teams. 19th Eawop Congress. Turín, Italia. 29 mayo-1 junio 2019. Comunicación oral.

Orengo, V (2018). El trabajo colaborativo en contextos virtuales: equipos y comunidades. II Congreso Internacional de Psicología del Trabajo y RRHH. Valencia, España.1-3 Marzo 2018. Ponencia invitada.

González-Anta, B., Orengo, V. & Zornoza A. Improving team engagement of virtual teams: The role of emotional management and the influence of team personality composition. X Scientific conference on HR psychology research. University of Valencia. Valencia, España. 8-10 septiembre 2020. Comunicación oral.

González-Anta, B. Gamero, N., Orengo, V. & Zornoza, A., (2019). Emotional composition and team emotional intelligence in Virtual Teams: their influence on members’ wellbeing. IX Scientific conference on HR psychology research. Valencia, España. 11-12 & 20 septiembre 2019. Comunicación oral.