价值观异质性对团队绩效的影响机制研究——团队互动的中介作用与DLMX的调节效应
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摘要
文章依托社会交换理论及互惠理论,基于"输入—过程—输出"(IP0)模型设计调查问卷。选取上海、广州、北京、郑州等地的69个团队为样本展开实证研究,深入探讨团队成员价值观异质性对团队绩效的影响机制。研究结果显示,在团队中,团队成员价值观异质性对于团队绩效具有负向的影响。因此,在甄选团队成员时,团队领导应选择价值观相近的团队成员,并在团队运作过程中发挥协调控制作用,保持适度的领导—成员交换关系;同时,团队内部也应建立健全有效的团队互动机制,以发挥团队互动的积极效应。
Based on social exchange theory and reciprocity theory and"Input-Process-Output"(IPO)model, the paper designs a questionnaire and selects 69 teams in Shanghai, Guangzhou, Beijing and Zhengzhou as samples and conducts empirical research. The results has revealed that team leaders should select those with similar values, play a coordinating and controlling role in the operation of the team, and maintain a proper exchange relationship. At the same time, a sound and effective team interaction mechanism should also be established to exert the positive effect of team interaction.
Based on social exchange theory and reciprocity theory and"Input-Process-Output"(IPO)model, the paper designs a questionnaire and selects 69 teams in Shanghai, Guangzhou, Beijing and Zhengzhou as samples and conducts empirical research. The results has revealed that team leaders should select those with similar values, play a coordinating and controlling role in the operation of the team, and maintain a proper exchange relationship. At the same time, a sound and effective team interaction mechanism should also be established to exert the positive effect of team interaction.
引文
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[23]王海霞.团队互动过程对团队效能的影响研究[D].天津:天津财经大学,2008.
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[26]Henderson D J,Liden R C,Glibkowski B C,et al.LMX Differentiation:A Multilevel Reviewand Examination of Its Antecedents and Outcomes[J].Leadership Quarterly,2009(4):517-534.
[27]Boies K,Howell J M.Leader-Member Exchange in Teams:An Examination of the Interaction Between Relationship Differentiation and Mean LMX in Explaining Team-Level Outcomes[J].Leadership Quarterly,2006(3):246-257.
[28]Lester S W,Meglino B M,Korsgaard MA.The Antecedents and Consequences of Group Potency:A Longitudinal Investigation of Newly Formed Work Groups[J].Academy of Management Journal,2002(2):352-368.
[29]Dobbins G H,Zaccaro S J.The Effects of Group Cohesion and Leader Behavior on Subordinate Satisfaction[J].Group and Organization Studies,1986(3):203-219.
[30]Graen G B,Uhl-Blen M.Development of Leader-Member Exchange(LMX)Theory of Leadership Over 25 Years:Applying a Multi-Level Multi-Domain Perspective[J].Leadership Quarterly,1995(2):219-247.
[31]Liden R C,Maslyn J M.Multidimensionality of Leader-Member Exchange:An Empirical Assessment Through Scale Deve-Lopment[J].Journal of Management,1998(1):43-72.
[32]黄敏萍,戚树诚,黄国隆.跨功能任务团队之结构与效能:一项结构权变模式之观点[J].管理学报,2002(6):979-1006.
[33]James L R,Demaree R G,Wolf G.Estimating Within-Group Interrater Reliability with and without Response Bias[J].Journal of Applied Psychology,1984(1):85-98.
[34]Bliese P D.Within-Group Agreement,Non-Independence,and Reliability:Implications for Data Aggregation and Analysis[M].San Francisco:Jossey-Bass,2000.
[35]Baron R M,Kenny D A.Moderator-Mediator Variables Distinction in Social Psychological Research:Conceptual,Strategic,and Statistical Condiderations[J].Journal of Personality and Social Psychology,1986(6):1173-1182.
[36]Hayes A F.Introduction to Mediation,Moderation,and Conditional Process Analysis:A Regression-Based Approach[J].Journal of Educational Measurement,2013(3):335-337.
[2]Mc Grath J E.Social Psychology:A Brief Introduction[M].New York:Holt,Rinehart and Winston,1964:78.
[3]Finkelstein S,Hambrick D C.Top-Management-Team Tenure and Organization Outcomes:The Moderating Role of Management Discretion[J].Administrative Science Quarterly,1990(3):484-503.
[4]Jehn K A,Northcraft G B,Neale MA.Why Differences Make a Difference:A Field Study in Diversity,Conflict and Performance in Workgroups[J].Administrative Science Quarterly,1999(4):741-763.
[5]Jehn K A.Managing Conflict in a Diverse Workplace[J].Managerial Excellence Through Diversity,1999(2):166-184.
[6]张春彩.团队异质性对不同规模团队的影响研究[D].西安:西安电子科技大学,2011.
[7]郑强国,丁文涵.团队异质性对研发团队绩效的影响机理研究[J].工业技术经济,2013(4):16-24.
[8]刘慧.知识工作团队异质性、交互记忆系统与团队绩效关系的实证研究[D].沈阳:沈阳师范学院,2014.
[9]郑强国,秦爽.文化创意企业团队异质性对团队绩效影响机理研究---基于团队知识共享的视角[J].中国人力资源开发,2016(17):23-32.
[10]Jennifer J Dose,Richard J Klimoski.The Diversity of Diversity:Work Values Effects on Formative Team Processes[J].Human Resource Management Review,1991(1):83-108.
[11]Jehn K A,Mannix E A.The Dynamic Nature of Conflict:A Longitudinal Study of Intragroup Conflict and Group Performance[J].Academy of Management Journal,2001(2):238-251.
[12]Lewin K.Field Theory in Social Science[J].American Catholic Sociological Review,1976(2):103.
[13]Carron A V.Cohesion in Sport Teams[J].Psychological Foundations of Sport,1984(2):340-351.
[14]Eisenberger R,Huntingon R,Hutchison S,et al.Perceivrd Organizational Support[J].Journal of Applied Psychology,1986(3):500-507.
[15]Mc Mlliani R.Customer Satisfaction and Organizational Support for Service Providers[D].University of Floride,1997.
[16]Hoffman L R,Maier N R.Sex Differences,Sex Composition,and Group Problem Solving[J].Journal of Abnormal and Social Psychology,1961(2):453.
[17]胡桂兰.创业团队异质性、团队沟通与风险感知关系研究[J].创新与创业教育,2015(5):1-8.
[18]Smith K G,Collins C J,Clark K D.Existing Knowledge,Knowledge Creation Capability,and the Rate of New Product Introduction in High-Technology Firms[J].Academy of Management Journal,2005(2):346-357.
[19]王成凤.创业团队异质性、团队冲突与创业绩效的关系研究[D].南京:南京财经大学,2014.
[20]张宏.创业团队价值观异质性、团队冲突与团队凝聚力关系研究[J].科学管理研究,2014(2):90-93.
[21]Cohen S G,Bailey D E.What Makes Teams Work:Group Effectives Research From the Shop Floor to the Executive Suite[J].Journal of Management,1997(3):239-290.
[22]Marks MA,Mathieu J E,Zaccaro S J.A Temporally Based Framework and Taxonomy of Team Processes[J].Academy of Management Review,2001(3):356.
[23]王海霞.团队互动过程对团队效能的影响研究[D].天津:天津财经大学,2008.
[24]Dansereau F J,Graen G,Haga W J.A Vertical Dyad Linkage Approach to Leadership within Formal Organizations:ALongitudinal Investigation of the Role Making Process[J].Organizational Behavior and Human Performance,1975(1):46-78.
[25]Festinger L.A Theory of Cognitive Dissonance[M].Stanford,Ca:Stanford University Press,1957:164-165.
[26]Henderson D J,Liden R C,Glibkowski B C,et al.LMX Differentiation:A Multilevel Reviewand Examination of Its Antecedents and Outcomes[J].Leadership Quarterly,2009(4):517-534.
[27]Boies K,Howell J M.Leader-Member Exchange in Teams:An Examination of the Interaction Between Relationship Differentiation and Mean LMX in Explaining Team-Level Outcomes[J].Leadership Quarterly,2006(3):246-257.
[28]Lester S W,Meglino B M,Korsgaard MA.The Antecedents and Consequences of Group Potency:A Longitudinal Investigation of Newly Formed Work Groups[J].Academy of Management Journal,2002(2):352-368.
[29]Dobbins G H,Zaccaro S J.The Effects of Group Cohesion and Leader Behavior on Subordinate Satisfaction[J].Group and Organization Studies,1986(3):203-219.
[30]Graen G B,Uhl-Blen M.Development of Leader-Member Exchange(LMX)Theory of Leadership Over 25 Years:Applying a Multi-Level Multi-Domain Perspective[J].Leadership Quarterly,1995(2):219-247.
[31]Liden R C,Maslyn J M.Multidimensionality of Leader-Member Exchange:An Empirical Assessment Through Scale Deve-Lopment[J].Journal of Management,1998(1):43-72.
[32]黄敏萍,戚树诚,黄国隆.跨功能任务团队之结构与效能:一项结构权变模式之观点[J].管理学报,2002(6):979-1006.
[33]James L R,Demaree R G,Wolf G.Estimating Within-Group Interrater Reliability with and without Response Bias[J].Journal of Applied Psychology,1984(1):85-98.
[34]Bliese P D.Within-Group Agreement,Non-Independence,and Reliability:Implications for Data Aggregation and Analysis[M].San Francisco:Jossey-Bass,2000.
[35]Baron R M,Kenny D A.Moderator-Mediator Variables Distinction in Social Psychological Research:Conceptual,Strategic,and Statistical Condiderations[J].Journal of Personality and Social Psychology,1986(6):1173-1182.
[36]Hayes A F.Introduction to Mediation,Moderation,and Conditional Process Analysis:A Regression-Based Approach[J].Journal of Educational Measurement,2013(3):335-337.