發(fā)布時(shí)間：2018-10-07 19:00

【摘要】： 企業(yè)創(chuàng)新的關(guān)鍵基礎(chǔ)是團(tuán)隊(duì)的創(chuàng)新,團(tuán)隊(duì)成員創(chuàng)造潛能的開發(fā),團(tuán)隊(duì)創(chuàng)新能力與創(chuàng)新績(jī)效的高低與適宜的團(tuán)隊(duì)環(huán)境有著密切關(guān)系,團(tuán)隊(duì)創(chuàng)新要求團(tuán)隊(duì)環(huán)境有良好的創(chuàng)新氣氛。團(tuán)隊(duì)領(lǐng)導(dǎo)行為是影響團(tuán)隊(duì)創(chuàng)新氣氛的重要因素,而領(lǐng)導(dǎo)風(fēng)格又是決定領(lǐng)導(dǎo)行為的內(nèi)因,在很大程度上影響著團(tuán)隊(duì)創(chuàng)新氣氛和績(jī)效。本文旨在分析出不同領(lǐng)導(dǎo)風(fēng)格對(duì)團(tuán)隊(duì)創(chuàng)新氣氛的影響,以期對(duì)企業(yè)選擇團(tuán)隊(duì)領(lǐng)導(dǎo)時(shí)有一定的指導(dǎo)意義。 本文在前人研究的基礎(chǔ)上,根據(jù)以往文獻(xiàn)提出相關(guān)假設(shè),參考國(guó)內(nèi)外已有的量表與問(wèn)卷,通過(guò)問(wèn)卷調(diào)查的方法,并運(yùn)用方差分析、相關(guān)分析、回歸分析等統(tǒng)計(jì)方法分析了領(lǐng)導(dǎo)風(fēng)格與團(tuán)隊(duì)創(chuàng)新氣氛之間的關(guān)系,研究中還探討了情境因素的中介效果,論述了領(lǐng)導(dǎo)風(fēng)格與團(tuán)隊(duì)創(chuàng)新氣氛的間接效應(yīng)。 本研究在中國(guó)企業(yè)背景下,對(duì)249名團(tuán)隊(duì)成員進(jìn)行施測(cè),對(duì)測(cè)試結(jié)果進(jìn)行統(tǒng)計(jì)分析,結(jié)果顯示: (1)領(lǐng)導(dǎo)風(fēng)格的兩個(gè)維度,定規(guī)與關(guān)懷均與團(tuán)隊(duì)創(chuàng)新氣氛呈正相關(guān)關(guān)系; (2)領(lǐng)導(dǎo)風(fēng)格對(duì)員工感知到的團(tuán)隊(duì)創(chuàng)新氣氛影響顯著,四種領(lǐng)導(dǎo)風(fēng)格中,成就導(dǎo)向型領(lǐng)導(dǎo)風(fēng)格最有利于營(yíng)造高團(tuán)隊(duì)創(chuàng)新氣氛,而其他三種風(fēng)格不相關(guān)或負(fù)相關(guān); (3)通過(guò)復(fù)回歸分析可知,領(lǐng)導(dǎo)行為的情境因素對(duì)領(lǐng)導(dǎo)風(fēng)格與團(tuán)隊(duì)創(chuàng)新氣氛有中介的影響關(guān)系,即領(lǐng)導(dǎo)風(fēng)格通過(guò)情境因素這個(gè)中介變量影響團(tuán)隊(duì)創(chuàng)新氣氛。 根據(jù)研究結(jié)論,本研究向企業(yè)團(tuán)隊(duì)領(lǐng)導(dǎo)提出建議:團(tuán)隊(duì)領(lǐng)導(dǎo)者應(yīng)按照下屬不同的需求與期望調(diào)整其領(lǐng)導(dǎo)風(fēng)格,團(tuán)隊(duì)領(lǐng)導(dǎo)不僅要關(guān)注團(tuán)隊(duì)成員的工作表現(xiàn),更要對(duì)其進(jìn)行人文關(guān)懷,應(yīng)當(dāng)在團(tuán)隊(duì)中營(yíng)造一種良好的個(gè)性化關(guān)懷氛圍,從而鼓舞團(tuán)隊(duì)成員對(duì)工作的熱情,對(duì)創(chuàng)新的熱情。
[Abstract]:The key foundation of enterprise innovation is the team innovation, the development of team members' creative potential, the close relationship between team innovation ability and innovation performance and the appropriate team environment. Team innovation requires a good innovation atmosphere in the team environment. Team leadership behavior is an important factor affecting team innovation climate, and leadership style is the internal factor that determines leadership behavior, which to a large extent affects team innovation atmosphere and performance. The purpose of this paper is to analyze the influence of different leadership styles on team innovation climate, and to provide guidance for enterprises to choose team leaders. On the basis of previous studies, this paper puts forward the relevant hypotheses according to the previous literature, referring to the existing scales and questionnaires at home and abroad, using the method of questionnaire, and using the analysis of variance, correlation analysis. Regression analysis and other statistical methods analyzed the relationship between leadership style and team innovation climate, and also discussed the intermediary effect of situational factors, and discussed the indirect effect of leadership style and team innovation climate. Under the background of Chinese enterprises, 249 team members were tested and the results were statistically analyzed. The results showed that: (1) two dimensions of leadership style, (2) the leadership style has a significant effect on the perceived team innovation atmosphere, among the four styles of leadership, Achievement oriented leadership style is most conducive to creating a high team innovation atmosphere, while the other three styles are irrelevant or negatively correlated. (3) through multiple regression analysis, we can see, The situational factors of leadership behavior have an intermediary relationship between leadership style and team innovation climate, that is, leadership style affects team innovation climate through situational factors. According to the conclusion of the study, this study suggests that team leaders should adjust their leadership styles according to the different needs and expectations of their subordinates. Team leaders should not only pay attention to the performance of team members. In order to encourage team members' enthusiasm for work and innovation, it is necessary to create a good atmosphere of individualized care in the team.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2008
【分類號(hào)】：F272;F273.1

【引證文獻(xiàn)】

相關(guān)博士學(xué)位論文 前1條

1 于建政;建筑施工項(xiàng)目知識(shí)共享與項(xiàng)目績(jī)效間關(guān)系研究[D];大連理工大學(xué);2011年

相關(guān)碩士學(xué)位論文 前1條

1 任秀麗;領(lǐng)導(dǎo)成員交換、團(tuán)隊(duì)成員交換與團(tuán)隊(duì)創(chuàng)新氣氛的關(guān)系研究[D];西南交通大學(xué);2011年

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本文編號(hào)：2255322