Abstract：
The necessity for resilient responses in occupational contexts often takes the form of unusual levels of workload that could have a dramatic impact on the performance of individuals or teams. Empirical research with the cusp catastrophe model for cognitive workload and performance, which are reviewed here, has isolated a class of variables known as elasticity versus rigidity that act as bifurcation variables in the process. Elasticity-rigidity variables derive from five sources â affect, cognitive coping strategies, conscientiousness and impulsivity, fluid intelligence, and the degrees of flexibility that are afforded by the task itself. The resilience process for work teams presents additional workload demands requiring team coordination and communication efforts and back-up, redundancy, behaviors. Finer-grained nonlinear time series analyses of performance and its surrounding events revealed that team self-efficacy varies chaotically as the team responds to a series of challenging events. The two types of dynamics combine to produce chaotic hysteresis in team performance.
摘要：
在职业环境中进行弹性反应的必要性通常表现为异常的工作量水平，这可能对个人或团队的表现产生重大影响。认知工作量和绩效的尖点突变模型实证研究，这些都在这里回顾，分离了一类称为弹性与刚性的变量，这些变量在过程中充当分叉变量。弹性-刚性变量来自五个来源--影响，认知应对策略，尽责和冲动，流体智能，以及任务本身提供的灵活性程度。工作团队的弹性过程提出了额外的工作量需求，需要团队协调和沟通努力以及备份，冗余，行为。对绩效及其周围事件进行的细粒度非线性时间序列分析显示，随着团队对一系列具有挑战性的事件做出反应，团队的自我效能感会混乱地变化。这两种类型的动力学结合在一起会在团队绩效中产生混沌滞后。
