本文選題：理念型心理契約 + 大學(xué)科研團(tuán)隊(duì)��； 參考：《中南大學(xué)》2013年碩士論文

【摘要】：摘要：團(tuán)隊(duì)績(jī)效是大學(xué)科研團(tuán)隊(duì)發(fā)展水平的體現(xiàn),提升團(tuán)隊(duì)績(jī)效是團(tuán)隊(duì)建設(shè)的重中之重。然而,總體上來說大學(xué)科研團(tuán)隊(duì)發(fā)展處于起步階段,高績(jī)效團(tuán)隊(duì)相對(duì)較少,許多因素制約了團(tuán)隊(duì)績(jī)效的提升,致使團(tuán)隊(duì)難以發(fā)揮合作研究的優(yōu)勢(shì)。隨著理念型心理契約研究的推進(jìn),研究者們開始探索如何運(yùn)用理念型心理契約促進(jìn)大學(xué)科研團(tuán)隊(duì)績(jī)效的提升。但是現(xiàn)有的研究還未關(guān)注理念型心理契約對(duì)大學(xué)科研團(tuán)隊(duì)績(jī)效的作用機(jī)制問題,本文擬從契約層面入手,研究如何有效地提升大學(xué)科研團(tuán)隊(duì)績(jī)效,為大學(xué)科研團(tuán)隊(duì)的發(fā)展提供理論指導(dǎo)。 論文以大學(xué)科研團(tuán)隊(duì)成員為研究對(duì)象,綜合采用訪談法、問卷法、統(tǒng)計(jì)法,探索了團(tuán)隊(duì)成員狹義的理念型心理契約對(duì)團(tuán)隊(duì)績(jī)效三個(gè)維度——目標(biāo)達(dá)成、成員滿意和團(tuán)隊(duì)發(fā)展的影響,得出的主要結(jié)論是：(1)理念型心理契約對(duì)團(tuán)隊(duì)績(jī)效三維度存在顯著影響；(2)理念型心理契約對(duì)組織公民行為兩個(gè)維度存在顯著正向影響；(3)組織公民行為與團(tuán)隊(duì)績(jī)效的關(guān)系探討中發(fā)現(xiàn),面向個(gè)人的組織公民行為與團(tuán)隊(duì)績(jī)效的成員滿意和團(tuán)隊(duì)發(fā)展回歸不顯著,面向組織的組織公民行為與團(tuán)隊(duì)績(jī)效的目標(biāo)達(dá)成回歸不顯著,其他回歸均顯著；(4)部分驗(yàn)證了組織公民行為在理念型心理契約與團(tuán)隊(duì)績(jī)效之間的中介作用。在此基礎(chǔ)上,結(jié)合大學(xué)科研團(tuán)隊(duì)的實(shí)際情況,從理念型心理契約角度尋求提升團(tuán)隊(duì)績(jī)效的管理策略：構(gòu)建積極的理念型心理契約,形成共同理念；減少理念型心理契約的違背；加強(qiáng)團(tuán)隊(duì)文化建設(shè),形成良好的團(tuán)隊(duì)文化。圖15幅,表48個(gè),參考文獻(xiàn)98篇。
[Abstract]:Abstract: team performance is the embodiment of the development level of university scientific research team, and improving team performance is the top priority of team building. However, on the whole, the development of university scientific research team is in the initial stage, and the high performance team is relatively few. Many factors restrict the improvement of team performance, which makes it difficult for the team to give full play to the advantages of cooperative research. With the development of conceptual psychological contract, researchers begin to explore how to use it to promote the performance of university scientific research team. However, the existing research has not paid attention to the effect mechanism of the conceptual psychological contract on the performance of the university scientific research team. This paper intends to study how to effectively improve the performance of the university research team from the contract level. To provide theoretical guidance for the development of university scientific research team. This paper takes the members of university scientific research team as the research object, synthetically adopts the interview method, the questionnaire method, the statistical method, explores the team members narrow sense idea type psychological contract to the team performance three dimensions-the goal achieves. The impact of member satisfaction and team development, The main conclusion is that: (1) Conceptual psychological contract has a significant effect on team performance 3) Conceptual Psychological contract has a significant positive effect on organizational Citizenship behavior (OCB) and team performance. In the discussion of the relationship, we found that, The regression of individual oriented organizational citizenship behavior and team performance is not significant, and the regression of organizational citizenship behavior and team performance is not significant, and the regression of organizational citizenship behavior and team performance is not significant. All other regression models demonstrate the intermediary role of organizational citizenship behavior in the relationship between conceptual psychological contract and team performance. On this basis, combined with the actual situation of university scientific research team, the management strategy of improving team performance is sought from the angle of idealistic psychological contract: constructing positive idealistic psychological contract, forming common idea, reducing the violation of idealistic psychological contract; Strengthen the construction of team culture and form a good team culture. There are 15 figures, 48 tables and 98 references.
【學(xué)位授予單位】：中南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G644

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