变革型领导差异与团队有效性：团队情感基调与过程的继型中介机制
文献类型：学位论文
| 作者 | 赵妍 |
| 答辩日期 | 2021-01 |
| 文献子类 | 硕士 |
| 授予单位 | 中国科学院心理研究所 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 李锋 |
| 关键词 | 变革型领导差异 团队有效性 团队情感基调 团队过程 |
| 学位名称 | 理学硕士（同等学力硕士） |
| 学位专业 | 应用心理学 |
| 其他题名 | Differentiated Transformational Leadership and Team Effectiveness : The Sequential Mediational Roles of Team Affective Tone and Team Process |
| 中文摘要 | Nowadays, the team has become a fundamental unit of the organizational structure in an enterprise. How to stimulate team effectiveness has always been one of the key issues in academia and business, while team leaders play a key role in an effective team. As multi-faceted researches in organizational management are on the rise, among which, transformational leadership has attracted great attention from the academic community. In particular, the negative effects, brought by individual-focused transformational leadership behavior, have gradually become a new hot topic for researchers. It is well known that team affective tone and team process are critical factors in team effectiveness mechanism, and transformational leadership is a construct closely related to affective variables, but the two critical factors have not been closely studied in the influencing mechanism of differentiated transformative leadership (DTFL) on team performance. In addition, team affective tone has a unique impact on team process and team effectiveness. Therefore, this study examines the sequential mediational mechanism of team affective tone and team process between DTFL and team effectiveness.A multi-wave questionnaire survey and convenient sampling were adopted in the study. Empirical studies have been conducted on members and leaders from 53 teams and the effective data collected via SPSS25.0 during the process were closely studied by using correlation analysis, regression analysis and hypothesis testing. Hence, relevant conclusion models and hypotheses were drawn after studying a large number of data and materials. After a series of analysis and researches, we have drawn the following conclusions: (1) differentiated transformational leadership (DTFL) was negatively correlated with team high-activation pleasant affective tone; (2) team high-activation pleasant affective tone was positively related to team process; (3) team process was significantly correlated with the four factors which evaluate team effectiveness, namely, team performance evaluated by leaders, team organizational citizenship behavior, team survivability and team satisfaction; (4) DTFL had a negative effect on team performance by impacting team high-activation pleasant affective tone and team process sequentially.The abovementioned conclusions have basically verified our proposed hypotheses and provided themselves as very important theoretical foundation for team management in an organization. Therefore, the present study is significant: on one hand, in the context of Chinese culture, team leaders should strike a certain balance between team-consistency transformational leadership and individually differentiated transformational leadership. On the other hand, team affective tone directly affects the interaction process of team members and ultimately affects the achievement of team performance. As a result, team leaders should focus more on their management of team affect, to stimulate the positive affective tone as much as possible on a reasonable basis, so as to provide a guarantee on positive outcomes. |
| 英文摘要 | 当今社会，团队已成为企业组织架构的基本单元，如何能够激发团队有效性便成为了学术界与企业所关注的焦点问题。团队领导在高效团队中扮演关键角色。伴随多层面研究在组织管理科学中的兴起，个体聚焦的变革型领导差异带来的负面效应逐渐成为研究者关注的新热点。众所周知，团队情感基调与团队过程在团队有效性机制中扮演着重要的角色，且变革型领导是与情感变量密切相关的构念，但在变革型领导差异对团队有效性影响机制的研究中二者作用尚未得到关注。此外，团队情感基调对团队过程与团队有效性均具有独特影响。因此，本研究试图探索团队情感基调与团队过程在变革型领导差异与团队有效性之间的继型中介作用机制。本研究采用多阶段问卷调查和便利取样的方式，通过对53个团队中的成员及领导进行实证研究，通过SPSS25.0对收集到的有效数据进行相关分析、回归分析和假设检验，在大量的数据资料中得出与本文相关的结论模型和假设。经过一系列研究分析后，得出以下结论：（1）变革型领导差异与高激活积极团队情感基调呈显著负向相关；（2）高激活积极团队情感基调与团队过程呈显著正向相关；（3）团队过程和领导评价的团队绩效与团队组织公民行为、团队生存力、团队满意度等四个评估团队有效性的因素呈现显著正向相关；（4）变革型领导差异通过对高激活积极团队情感基调产生的负向影响，进而影响团队过程，并最终对团队有效性造成影响。以上的这些结论基本上验证了我们提出的假设，并为未来企业中的团队管理工作提供了非常重要的理论依据，因此，本研究具有以下重要的研究意义：一方面，在中国文化背景下，团队领导应在团队一致性变革型领导与个体差异化变革型领导这两者之间取得一定的平衡。另一方面，团队中的情感基调会对团队成员的互动过程产生直接的影响，并对团队结果的最终达成产生影响；因此，团队领导需要更加注重团队情感的管理，在合理的前提下尽可能多的促进团队积极情感基调的形成，为团队取得积极的成果提供保证。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/41668]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 赵妍. 变革型领导差异与团队有效性：团队情感基调与过程的继型中介机制[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2021. |
入库方式： OAI收割
来源：心理研究所
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