领导团队原型特征与绩效：认同的中介机制
文献类型：学位论文
| 作者 | 李金山
|
| 答辩日期 | 2022-06 |
| 文献子类 | 硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 李锋 |
| 关键词 | 领导团队原型特征 团队认同 领导认同 绩效 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理 |
| 其他题名 | Leader Group Prototypicality and Performance: The Mediating mechanism of Identity |
| 中文摘要 | The 21st century is an era of change, an era of coexistence of challenges and opportunities. Whether in business or government, the importance of leadership in an organization or team cannot be neglected. Leadership-related research has a long history and has always been a research hotspot in the fields of psychology and management. However, an important issue of leadership and leadership effectiveness that hasoften been overlooked in the past is that in a team environment, the leader himselfemerges first as a team member, and the foundation of the leader's influence should bebuilt on him. Previous research has typically focused on leadership traits, styles, andcommunication with team members. Based on this, some scholars believe thatleadership theory should put its role in the analysis of team members' roles, andproposed a social identity model of leadership. The theory holds that as a member ofthe team, the higher the leader's group prototypicality, the more trust and support hecan gain from team members, and the better the leadership effectiveness. The SocialIdentity Model of Leadership emphasizes shared characteristics of the team ratherthan the individual characteristics and behaviors that leaders influence or relationshipswith team members. This study explores the relationship and mechanism between the leader groupprototypicality and performance from the perspective of identity. In Study 1, wecollected data on 72 teams at three time points to examine the impact of leader groupprototypicality on team and individual performance. At time 1, participants completedmeasures of leader group prototypicality. Four weeks later, at time 2, participantscompleted measures of team identification and identification to their leader. Again,four weeks later, at time 3,supervisors rated employees’ performance and team’sperformance. The results of the study found that the stronger the leader's group prototypicality, the stronger the team members' sense of team identity andleadership identity, which in turn improved team performance and individualperformance. In Study 2, we manipulated the leader group prototypicality at differentlevels to measure differences in team identity, identification to leader, andperformance. The results support our prediction that leader group prototypicality ispositively associated with team identification and identification to leader. The directeffect of leader group prototypicality on employees’ performance was still significantwhen taking the indirect effect via identification to leader into account. Thus, likeStudy 1, Study 2’s results supported our research hypothesis. In conclusion, our research provides several implications for theory and research. It also provides effective suggestions for the organization's management practice. |
| 英文摘要 | 21 世纪是变革的时代，是挑战与机遇并存的时代。不论是在企业还是政府，在组织或团队中，领导的重要性不言而喻。 但过往对于领导力及领导有效性的往往忽略了一个重要问题，即在团队情境下，领导本身首先是作为团队成员的身份出现的，领导的影响力发挥的基础也应该基于其团队背景下的团队成员身份。而过往研究的关注重点，往往放在了领导的特质、风格以及与团队成员之间的成员关系交换。基于此，有学者认为领导力理论应该把其发挥作用的基础放到对团队成员资格角色的分析上，并且提出了领导力的社会认同模型。该理论更加关注的是团队领导身上所具备的团队共享特征而非个体特质与行为或与团队成员的关系等才是领导发挥影响力的基础。因此，本研究从认同的视角出发，研究团队和个体层面上，领导团队原型特征对团队绩效和个体绩效的作用机制。 研究一为现场研究。分三个时间段对某企业的员工进行问卷测量，每次测量间隔一个月，共收取了 72 个团队（共 277 名员工）的数据来探讨团队中领导的原型特征对团队的整体绩效及个体绩效的作用机制。根据研究一的结果，我们发现：在团队中，领导的团队原型特征越强，团队成员的团队认同越强，进而提升了团队绩效；领导的团队原型特征越强，团队成员的领导认同越强，进而提升了个体绩效，团队认同在领导团队原型特征对团队绩效的影响中起到了中介作用；领导认同在领导团队原型特征对个体绩效的影响中起到了中介作用。为了进一步探究领导团队原型特征对绩效影响过程的因果关系，我们进行了研究二。研究二操纵了不同水平的领导团队原型特征，测量被试在团队认同和领导认同及体绩效上的差异，研究二的结果也支持了相关假设，进一步验证了认同在领导团队原型特征对绩效的影响中发挥的作用。 本研究通过探讨认同在领导团队原型特征对绩效的影响过程中发挥的作用，通过一个现场研究一个实验研究，进一步支持了领导力的社会认同理论，同时也有助于我们理解领导团队原型特征对领导有效性的影响机制。最后，从团队和个人的两个层面出发，也为后续对领导有效性影响的研究提供了新的视角。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/43186]  |
| 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 | 李金山. 领导团队原型特征与绩效：认同的中介机制[D]. 中国科学院心理研究所. 中国科学院大学. 2022. |
入库方式： OAI收割
来源：心理研究所
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