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题名	变革型领导差异与团队绩效：团队认同的中介机制
作者	许秀文
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 团队认同 团队绩效
学位名称	理学硕士（同等学力硕士）
其他题名	Differentiated Transformational Leadership and Team Performance: The Mediating Mechanism of Team Identification
学位专业	应用心理学
中文摘要	With the development of high-tech and Internet and the globalization of the world economy， individuals and organizations are faced with more opportunities and more intense external competition environment. In China, no matter in all walks of life, all types of organizations, teams are an indispensable part and becoming more and more important. Relevant studies have shown that transformational leadership is positively correlated with organizational commitment, team innovation and team performance，and are not conducive to individual and organizational innovation. Differentiated transformational leadership have a negative impact on team efficacy and team effectiveness，and are not conducive to team innovation. In addition， team identification has a positive and unique impact on team process and performance. With the rise of hierarchy theory in organizational management science， researchers have paid much attention to the level of transformational leadership. However， the research in the field of organizational management focuses on the collective identification component （collective identification） of team identification and ignores its relational identification component （relational identification）.The current research aims to analyze the influence and mechanism of differentiated transformational leadership， collective identification and relational identification on nurse team performance at team level. A total of 521 nurses from 48 teams and their supervisors effectively fed back the questionnaire. General information questionnaire， individual focused transformational leadership scale， team identification scale and team performance scale were used as research tools. The results of the process analysis show that differentiated transformational leadership are significantly negatively correlated with collective identification and relationship identification， while collective identification and relational identification are significantly positively correlated with team performance. Collective identification and relational identification are mediating variables. Differentiated transformational leadership had a negative indirect effect on team performance through collective and relationship identification in serial.The results of this study show that the differentiated transformational leadership has an negative indirect effect on team performance. As the head nurse of a hospital, in the process of managing the team of nurses, we should pay attention to the appropriate use of differentiated transformational leadership management and adopt contingency strategies to reduce the negative impact of differential management.
英文摘要	随着高科技以及互联网的发展，世界经济日益全球化，个人与组织面临着更多的机遇以及更加激烈的外部竞争环境，个人与组织都处于急剧变革中。在中国，无论各行各业、各种类型的组织，团队都是不可或缺的一部分，其作用也越来越重要。相关研究已表明，变革型领导与组织承诺、团队创新、团队绩效等呈显著正相关。变革型领导差异对团队有效性、团队效能感有负面影响，也不利于个人及组织创新。另外，团队认同对团队过程与团队绩效表现会产生积极、独特的影响。随着层次理论在组织管理科学中的兴起，研究者越来越关注变革型领导的层次问题，然而组织管理领域的研究侧重于团队认同的集体型认同成分（集体性认同），而忽略了其关系型认同成分（关系型认同）。本研究的目的是研究团队认同中集体型认同和关系型认同相互之间的关系，在团队层面上分析团队认同作为中介机制，变革型领导差异对于团队绩效的影响。总计48个团队的521名护士及其护士长有效反馈了调研问卷。以个体聚焦的变革型领导量表、团队认同量表、团队绩效量表、一般资料调查表为研究工具。对数据的过程分析结果表明，变革型领导差异与集体型认同、关系型认同呈显著负相关，集体型认同、关系型认同与团队绩效呈显著正相关，集体型认同、关系型认同作为中介变量，变革型领导差异通过负向影响集体型认同进而影响关系型认同并最终负向影响团队绩效。本研究结果证明，变革型领导差异对团队绩效具有间接负向影响，作为医院的护士长，在管理护士团队过程中，在运用差异化变革型领导管理中要注意适度，采取权变策略，以降低差异化管理带来的负向影响。
语种	中文
内容类型	学位论文
源URL	[http://ir.psych.ac.cn/handle/311026/41606]
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	许秀文. 变革型领导差异与团队绩效：团队认同的中介机制[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2021.

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