【摘要】：我國(guó)豐富的自然和人口資源為經(jīng)濟(jì)的快速發(fā)展、市場(chǎng)的繁榮昌盛奠定了基礎(chǔ)。然而隨著自然資源的不斷消耗、人口結(jié)構(gòu)的改變,以前引以為傲的物質(zhì)資源和充足的廉價(jià)勞動(dòng)力正逐漸喪失優(yōu)勢(shì)。以數(shù)量為前提的經(jīng)濟(jì)的發(fā)展遭遇瓶頸,以質(zhì)取勝才是王道。實(shí)現(xiàn)經(jīng)濟(jì)發(fā)展“質(zhì)”的突破必須著眼于“人”的激發(fā)。在此大環(huán)境下,“心理資本”作為當(dāng)下企業(yè)轉(zhuǎn)型、跨越式提升績(jī)效、創(chuàng)建核心競(jìng)爭(zhēng)力的關(guān)鍵要素,越來(lái)越受到重視。不同的是,自2014年中國(guó)步入“新常態(tài)”發(fā)展階段,動(dòng)蕩的環(huán)境需要一種能夠快速適應(yīng)環(huán)境變化,靈活應(yīng)對(duì)不確定性且大范圍獲取各種知識(shí)信息幫助企業(yè)提升效益的組織結(jié)構(gòu)�！皥F(tuán)隊(duì)”作為企業(yè)發(fā)展的又一重心日益突顯。本文結(jié)合這兩個(gè)現(xiàn)實(shí)情況,從人與情境交互理論出發(fā),借助資源保存理論和特質(zhì)激發(fā)理論,希望解決團(tuán)隊(duì)心理資本是否能夠促進(jìn)團(tuán)隊(duì)工作績(jī)效的提升,不同類型的團(tuán)隊(duì)工作績(jī)效又需要何種團(tuán)隊(duì)能量予以激發(fā),團(tuán)隊(duì)學(xué)習(xí)氛圍水平的不同是否會(huì)影響團(tuán)隊(duì)心理資本效用的發(fā)揮等問(wèn)題。文章以人與情境交互理論為基礎(chǔ),首先,分別從個(gè)體要素——團(tuán)隊(duì)心理資本、情境因素——團(tuán)隊(duì)學(xué)習(xí)氛圍、行為結(jié)果——團(tuán)隊(duì)績(jī)效三個(gè)角度,對(duì)它們的概念、結(jié)構(gòu)維度、測(cè)量方式進(jìn)行了辨析和總結(jié)。然后借助現(xiàn)有的文獻(xiàn)及理論加之適當(dāng)推理構(gòu)建了本文的研究模型,提出研究假設(shè)。最后使用問(wèn)卷調(diào)查法作為主要的研究手段,證實(shí)研究假設(shè)是否成立。研究通過(guò)在線的問(wèn)卷發(fā)放平臺(tái)和現(xiàn)場(chǎng)走訪調(diào)查兩種方式采集了 308份問(wèn)卷,共計(jì)59個(gè)團(tuán)隊(duì)的有效數(shù)據(jù)。隨后,運(yùn)用SPSS、AMOS等分析軟件對(duì)收集到的樣本進(jìn)行了描述性統(tǒng)計(jì)分析、共同方法偏差檢驗(yàn)、數(shù)據(jù)聚合分析、信效度分析。在確定數(shù)據(jù)合理性和可用性的基礎(chǔ)上展開(kāi)相關(guān)分析和回歸分析,檢驗(yàn)各研究假設(shè)。得到的具體結(jié)論包括:(1)團(tuán)隊(duì)心理資本對(duì)團(tuán)隊(duì)績(jī)效具有積極作用;(2)團(tuán)隊(duì)心理資本各維度積極作用于團(tuán)隊(duì)績(jī)效各維度,并且通過(guò)回歸分析證實(shí),不同維度對(duì)不同類型團(tuán)隊(duì)績(jī)效的效應(yīng)不同,具體來(lái)說(shuō)團(tuán)隊(duì)效能感對(duì)團(tuán)隊(duì)任務(wù)績(jī)效的正向作用最強(qiáng),團(tuán)隊(duì)樂(lè)觀對(duì)團(tuán)隊(duì)關(guān)系績(jī)效的預(yù)測(cè)力度最強(qiáng),團(tuán)隊(duì)愿景對(duì)團(tuán)隊(duì)學(xué)習(xí)績(jī)效的貢獻(xiàn)最大,團(tuán)隊(duì)韌性和團(tuán)隊(duì)樂(lè)觀對(duì)團(tuán)隊(duì)創(chuàng)新績(jī)效的積極作用較為突出;(3)團(tuán)隊(duì)學(xué)習(xí)氛圍對(duì)團(tuán)隊(duì)心理資本與團(tuán)隊(duì)績(jī)效的關(guān)系起正向調(diào)節(jié)作用�；谝陨涎芯拷Y(jié)果,本文給出了開(kāi)發(fā)團(tuán)隊(duì)效能感、團(tuán)隊(duì)愿景、團(tuán)隊(duì)韌性和團(tuán)隊(duì)樂(lè)觀等團(tuán)隊(duì)心理資本要素,營(yíng)造團(tuán)隊(duì)學(xué)習(xí)的氛圍的具體對(duì)策和建議。希望可以助推企業(yè)的團(tuán)隊(duì)管理,幫助企業(yè)提高主動(dòng)性和積極性營(yíng)造良好的學(xué)習(xí)氛圍,構(gòu)建應(yīng)對(duì)當(dāng)前高壓環(huán)境的核心競(jìng)爭(zhēng)優(yōu)勢(shì)。
[Abstract]:China's rich natural and population resources for the rapid development of the economy, the prosperity of the market laid the foundation. However, with the consumption of natural resources and the change of population structure, the former prideful material resources and abundant cheap labor are gradually losing their advantage. The development of economy with quantity as premise encounters bottleneck, win with quality is king road. To realize the breakthrough of the quality of economic development, we must focus on the stimulation of "human". In this environment, "psychological capital", as a key element of enterprise transformation, leapfrog promotion of performance and establishment of core competitiveness, has been paid more and more attention. The difference is that since 2014, China has stepped into the stage of "new normal" development, and the turbulent environment needs an organizational structure that can adapt to environmental changes quickly, deal with uncertainty flexibly and obtain a wide range of knowledge information to help enterprises improve their efficiency. "team" as another focus of enterprise development is becoming increasingly prominent. Based on the theory of interaction between human and situation, the author hopes to solve whether the psychological capital of the team can promote the performance of the team by using the theory of conservation of resources and the theory of characteristic arousal. What kind of team energy is needed for different types of team performance, and whether the different learning atmosphere will affect the effectiveness of team psychological capital. This paper is based on the theory of interaction between human and situation. Firstly, from three angles of individual factor-team psychological capital, situational factor-team learning atmosphere, behavior result-team performance, the author analyzes their concepts and structural dimensions. The measurement method is analyzed and summarized. Then, with the help of the existing literature and theory and appropriate reasoning, the research model of this paper is constructed, and the research hypothesis is put forward. Finally, the questionnaire method is used as the main research method to confirm the validity of the research hypothesis. In this study, 308 questionnaires were collected through online questionnaire distribution platform and field visit survey, and a total of 59 effective data of the team were collected. Then, using SPSS,AMOS and other analysis software, the collected samples were analyzed by descriptive statistical analysis, common method deviation test, data aggregation analysis, reliability and validity analysis. On the basis of determining the rationality and availability of data, correlation analysis and regression analysis are carried out to test the research hypotheses. The specific conclusions are as follows: (1) team psychological capital has positive effect on team performance; (2) each dimension of team psychological capital has positive effect on each dimension of team performance, which is confirmed by regression analysis. Different dimensions have different effects on different types of team performance, specifically, team efficacy has the strongest positive effect on team task performance, and team optimism has the strongest effect on team relationship performance. Team vision contributes most to team learning performance, and team resilience and team optimism play an important role in team innovation performance. (3) team learning atmosphere plays a positive role in regulating the relationship between team psychological capital and team performance. Based on the above research results, this paper gives the development of team efficacy, team vision, team resilience and team optimism, such as team psychological capital elements, to create a team learning atmosphere specific countermeasures and suggestions. It is hoped that it can boost the team management of enterprises, help enterprises to improve their initiative and enthusiasm to create a good learning atmosphere, and build the core competitive advantage to cope with the current high-pressure environment.
【學(xué)位授予單位】：廣州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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本文編號(hào)：2252095