發(fā)布時(shí)間：2018-05-28 22:26

  本文選題：陜西高校 + 科技創(chuàng)新團(tuán)隊(duì)��； 參考：《西安工業(yè)大學(xué)》2012年碩士論文

【摘要】：心理授權(quán)是科技創(chuàng)新團(tuán)隊(duì)中非常重要的一種管理方式�？萍紕�(chuàng)新團(tuán)隊(duì)心理授權(quán)有效性機(jī)制對(duì)于協(xié)調(diào)好對(duì)團(tuán)隊(duì)產(chǎn)出和個(gè)人產(chǎn)出的關(guān)注程度,強(qiáng)調(diào)競爭與合作的均衡都是至關(guān)重要的。本文以陜西高�？萍紕�(chuàng)新團(tuán)隊(duì)為研究對(duì)象,探討團(tuán)隊(duì)情境(工作環(huán)境、領(lǐng)導(dǎo)風(fēng)格、成員合作)、心理授權(quán)(采用Speritzer提出的四個(gè)維度：工作意義、自主性、自我效能、工作影響)與團(tuán)隊(duì)有效性(績效、滿意度)之間的關(guān)系,本文的主要工作內(nèi)容是： 首先,經(jīng)初步調(diào)研發(fā)現(xiàn)目前陜西高�？萍紕�(chuàng)新團(tuán)隊(duì)在心理授權(quán)有效性上具有授權(quán)不完整、心理授權(quán)感知較低、任務(wù)模糊、內(nèi)部協(xié)調(diào)性較差等特點(diǎn)。根據(jù)以上特點(diǎn)把團(tuán)隊(duì)情境分為工作環(huán)境、領(lǐng)導(dǎo)風(fēng)格、成員合作三個(gè)維度的評(píng)價(jià)體系；依據(jù)高�？萍紕�(chuàng)新團(tuán)隊(duì)的實(shí)際情況把團(tuán)隊(duì)有效性分為績效與滿意度兩個(gè)維度的評(píng)價(jià)體系；心理授權(quán)則采用Speritzer提出的四個(gè)維度的評(píng)價(jià)體系。本研究使心理授權(quán)理論更易于提高高�？萍紕�(chuàng)新團(tuán)隊(duì)的有效性。 其次,根據(jù)陜西高�？萍紕�(chuàng)新團(tuán)隊(duì)心理授權(quán)有效性的特點(diǎn)構(gòu)建了心理授權(quán)研究模型,該模型在McGrath提出的“輸入-過程-產(chǎn)出”模型基礎(chǔ)上,以陜西高�？萍紕�(chuàng)新團(tuán)隊(duì)情境作為輸入的因素,心理授權(quán)為互動(dòng)過程,團(tuán)隊(duì)有效性為產(chǎn)出,研究心理授權(quán)在團(tuán)隊(duì)情境與團(tuán)隊(duì)有效性之間的關(guān)系。本研究使心理授權(quán)理論更易于提高高校科技創(chuàng)新團(tuán)隊(duì)的有效性。 再次,應(yīng)用SPSS、AMOS驗(yàn)證了心理授權(quán)對(duì)團(tuán)隊(duì)情境與團(tuán)隊(duì)有效性之間的中介作用。實(shí)證研究發(fā)現(xiàn)：工作意義通過工作環(huán)境與成員合作來影響團(tuán)隊(duì)有效性；自我效能通過領(lǐng)導(dǎo)風(fēng)格來影響團(tuán)隊(duì)有效性。團(tuán)隊(duì)帶頭人應(yīng)意識(shí)到心理授權(quán)的重要性,創(chuàng)建良好的工作環(huán)境、適度授權(quán),提高團(tuán)隊(duì)有效性。本研究為陜西高�？萍紕�(chuàng)新團(tuán)隊(duì)提供了更強(qiáng)的指導(dǎo)意義。 最后,通過案例研究分析了心理授權(quán)對(duì)團(tuán)隊(duì)有效性的影響,進(jìn)一步對(duì)本文的假設(shè)進(jìn)行了應(yīng)用研究,并為該團(tuán)隊(duì)構(gòu)建了心理授權(quán)模型,同時(shí)也為陜西高�？萍紕�(chuàng)新團(tuán)隊(duì)帶頭人更深刻、更全面地運(yùn)用該方式來認(rèn)識(shí)和管理科技創(chuàng)新團(tuán)隊(duì)提供一種新的思考和分析的框架。
[Abstract]:Psychological empowerment is a very important management method in scientific and technological innovation team. The effective mechanism of psychological empowerment of scientific and technological innovation team is very important to coordinate the attention of team output and individual output and to emphasize the balance of competition and cooperation. This paper takes the scientific and technological innovation team of Shaanxi university as the research object, discusses the team situation (work environment, leadership style, member cooperation, psychological empowerment) (using the four dimensions proposed by Speritzer: work meaning, autonomy, self-efficacy, etc. The relationship between job impact and team effectiveness (performance, satisfaction). The main contents of this paper are as follows: Firstly, it is found that the current scientific and technological innovation teams in colleges and universities in Shaanxi Province have the characteristics of incomplete authorization, low perception of psychological authorization, fuzzy task, poor internal coordination and so on. According to the above characteristics, the team situation is divided into three dimensions: work environment, leadership style, and member cooperation, and the effectiveness of the team is divided into two dimensions: performance and satisfaction according to the actual situation of the scientific and technological innovation team in colleges and universities. Psychological empowerment is based on the four dimensions proposed by Speritzer. This study makes the psychological empowerment theory easier to improve the effectiveness of scientific and technological innovation teams in colleges and universities. Secondly, according to the characteristics of the validity of psychological authorization of scientific and technological innovation teams in Shaanxi universities, the research model of psychological authorization is constructed. The model is based on the "input-process-output" model proposed by McGrath. Taking the situation of scientific and technological innovation team as input factor, psychological authorization as interactive process and team effectiveness as output, this paper studies the relationship between team situation and team effectiveness. This study makes the psychological empowerment theory easier to improve the effectiveness of scientific and technological innovation teams in colleges and universities. Thirdly, SPSS Amos was used to verify the mediating effect of psychological empowerment on team situation and team effectiveness. The empirical study found that work meaning affects team effectiveness through working environment and cooperation with members, and self-efficacy affects team effectiveness through leadership style. Team leaders should be aware of the importance of psychological empowerment, create a good working environment, appropriate delegation, and improve team effectiveness. This research provides a stronger guiding significance for the scientific and technological innovation team of Shaanxi colleges and universities. Finally, this paper analyzes the effect of psychological empowerment on team effectiveness through a case study, further studies the hypotheses of this paper, and constructs a psychological empowerment model for the team. At the same time, it also provides a new framework of thinking and analysis for the leaders of the scientific and technological innovation team in colleges and universities in Shaanxi province, and more comprehensively use this way to understand and manage the scientific and technological innovation team.
【學(xué)位授予單位】：西安工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G644

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