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领导-团队投入匹配对团队绩效的影响: 团队满意度氛围的作用
The Effects of Supervisor-Group Fit in Work Engagement on Group Performance: The Influence of Group Satisfaction Climate

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张珊珊 1   张建新 2 *  
文摘 基于领导-团队匹配的视角,研究以133名领导和645名成员的团队配对数据,采用二次多项式回归与响应面分析对领导工作投入与团队投入氛围的一致性匹配和不一致性匹配,以及团队满意度氛围如何影响团队绩效进行了探讨。结果发现:领导工作投入与团队投入氛围一致与不一致相比,团队绩效较好; 并且一致性匹配具有加强效应,即当领导工作投入与团队投入氛围一致时,团队绩效随着双方投入的增加而提高;同时,团队满意度氛围在领导-团队投入的一致性匹配与团队绩效的线性关系中起到部分中介作用。
其他语种文摘 The work engagement of employees has received increasing attention in the industry and organization psychology literature with the development of "positive psychology". However, very few empirical studies have addressed the issue at the group level, and no studies examined the effect of supervisor's engagement on group efficacy. Meanwhile, work engagement is contagious within work groups and may be communicated from supervisors to subordinates, and vice versa. Therefore, this study examines the effect of the congruence between supervisor's work engagement and group engagement climate on group performance. Based on the supervisor-group fit theory, we expected that when group supervisors' work engagement and group engagement climate are in congruence,there would be a reinforcement effect on group performance. We also hypothesized that group satisfaction climate had the mediating role in the relationship between supervisor-group engagement fit and group performance. Data were collected from 133 group supervisors and 645 group members via a questionnaire survey. The average group size was 4.85 (SD=2.73) with a minimum of three and a maximum of 14 members per group. The group members were asked to complete a questionnaire package assessing group performance, work engagement and job satisfaction. We aggregated the individual-level indices into the group-level variables based on the referent-shift consensus model. Their immediate supervisors were asked to rate their work engagement. Theoretical hypotheses were tested by quadratic polynomial regression with the response surface technology to analyze the matched sampleand to estimatethe confidence intervals for the linear and nonlinear mediate effects of group satisfaction climate by bootstrapping 20,000 samples. The results showed that the levels of group performance will be higher when group supervisors and group members' engagement were in congruence than when it is not. The group performance was maximized in the condition in which work engagement between group supervisors and group members was in congruence and high. Meanwhile, group satisfaction climate partly mediated the linear relation between supervisor-group engagement congruent fit and group performance, but did not mediate the nonlinear relation between supervisor-group engagement incongruent fit and group performance. The present study provided robust evidence for the optimum engagement matching model for group effectiveness by investigating the fit and misfit between group supervisors and group members. Furthermore, this study highlighted the mediating effect of group satisfaction climate, and it expanded the existing literature about the specific mechanism through which group-level process of satisfaction influences group performance. Moreover, it contributes to the literature of work engagement and provides new perspectives for the group-level engagement studies.
来源 心理科学 ,2014,37(1):140-145 【核心库】
关键词 领导工作投入 ; 团队投入氛围 ; 一致性匹配 ; 不一致性匹配 ; 团队满意度氛围
地址

1. 天津职业技术师范大学, 中国科学院心理健康重点实验室, 天津, 300222  

2. 中国科学院心理研究所, 中国科学院心理健康重点实验室, 北京, 100101

语种 中文
文献类型 研究性论文
ISSN 1671-6981
学科 临床医学;神经病学与精神病学
基金 国家自然科学基金项目
文献收藏号 CSCD:5131635

参考文献 共 20 共1页

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