本文選題：團(tuán)隊(duì)凝聚力 + 團(tuán)隊(duì)創(chuàng)新效能感��； 參考：《山東大學(xué)》2014年碩士論文

【摘要】：在全球經(jīng)濟(jì)日益融為一體的背景下,企業(yè)為獲得持續(xù)發(fā)展與競爭優(yōu)勢,越來越注重組織的創(chuàng)新,而團(tuán)隊(duì)創(chuàng)新行為是組織創(chuàng)新行為的關(guān)鍵。在學(xué)術(shù)科研領(lǐng)域,研究團(tuán)隊(duì)創(chuàng)新行為的影響因素以及團(tuán)隊(duì)創(chuàng)新行為的過程模型成為當(dāng)今管理學(xué)領(lǐng)域和企業(yè)管理實(shí)踐中的一個(gè)熱門學(xué)術(shù)話題。不僅個(gè)體層次上的員工創(chuàng)新行為會(huì)對團(tuán)隊(duì)創(chuàng)新行為產(chǎn)生影響,而且團(tuán)隊(duì)創(chuàng)新行為也會(huì)受到團(tuán)隊(duì)層次上的團(tuán)隊(duì)創(chuàng)新過程及團(tuán)隊(duì)主管的領(lǐng)導(dǎo)行為的影響。 本文從團(tuán)隊(duì)層面的研究視角出發(fā),研究團(tuán)隊(duì)凝聚力是如何通過其它因素對團(tuán)隊(duì)創(chuàng)新行為施加影響的�，F(xiàn)有的團(tuán)隊(duì)創(chuàng)新行為的文獻(xiàn)大多是關(guān)于團(tuán)隊(duì)創(chuàng)新氛圍、團(tuán)隊(duì)結(jié)構(gòu)特征以及團(tuán)隊(duì)領(lǐng)導(dǎo)行為等因素對團(tuán)隊(duì)創(chuàng)新行為的關(guān)系的研究,很少有研究團(tuán)隊(duì)創(chuàng)新效能感與團(tuán)隊(duì)創(chuàng)新行為的關(guān)系,本文將團(tuán)隊(duì)凝聚力作為自變量,團(tuán)隊(duì)創(chuàng)新效能感作為中介變量,構(gòu)建團(tuán)隊(duì)凝聚力對團(tuán)隊(duì)創(chuàng)新行為的作用模型,研究其對團(tuán)隊(duì)凝聚力與團(tuán)隊(duì)創(chuàng)新行為的中介效應(yīng)。另外在研究團(tuán)隊(duì)創(chuàng)新效能感對團(tuán)隊(duì)創(chuàng)新行為的作用機(jī)制過程中,將支持創(chuàng)新的領(lǐng)導(dǎo)行為作為調(diào)節(jié)變量,研究其在團(tuán)隊(duì)創(chuàng)新效能感與團(tuán)隊(duì)創(chuàng)新行為的關(guān)系中發(fā)揮的調(diào)節(jié)效用。 本研究以四川省生產(chǎn)制造企業(yè)的工作團(tuán)隊(duì)為研究樣本,收集到了有效問卷209份(屬于40個(gè)工作團(tuán)隊(duì)),運(yùn)用SPSS統(tǒng)計(jì)軟件工具進(jìn)行模型與假設(shè)的驗(yàn)證,得到了以下主要結(jié)論：1、團(tuán)隊(duì)凝聚力對團(tuán)隊(duì)創(chuàng)新行為產(chǎn)生積極的影響；2、團(tuán)隊(duì)創(chuàng)新效能感在團(tuán)隊(duì)凝聚力與團(tuán)隊(duì)創(chuàng)新行為的關(guān)系中起到中介效應(yīng)；3、支持創(chuàng)新的領(lǐng)導(dǎo)行為在團(tuán)隊(duì)創(chuàng)新效能感與團(tuán)隊(duì)創(chuàng)新行為的關(guān)系中起到調(diào)節(jié)效用。本文首次得出團(tuán)隊(duì)創(chuàng)新效能感在團(tuán)隊(duì)凝聚力與團(tuán)隊(duì)創(chuàng)新行為的關(guān)系中起到部分中介作用,即一方面團(tuán)隊(duì)凝聚力對團(tuán)隊(duì)創(chuàng)新行為直接產(chǎn)生影響,另一方面,團(tuán)隊(duì)凝聚力通過團(tuán)隊(duì)創(chuàng)新效能感對團(tuán)隊(duì)創(chuàng)新行為施加影響,而且團(tuán)隊(duì)創(chuàng)新效能感對團(tuán)隊(duì)創(chuàng)新行為的積極影響顯著,豐富了影響團(tuán)隊(duì)創(chuàng)新行為的前因變量的研究及其影響團(tuán)隊(duì)創(chuàng)新行為的作用過程的研究,為企業(yè)從團(tuán)隊(duì)氛圍、團(tuán)隊(duì)領(lǐng)導(dǎo)者的領(lǐng)導(dǎo)行為以及團(tuán)隊(duì)成員的心理感知等方面的因素入手促進(jìn)團(tuán)隊(duì)內(nèi)部創(chuàng)新行為的發(fā)生提供了一定的理論依據(jù)和借鑒意義。 但是,本文的研究是基于某一具體企業(yè)進(jìn)行的,而且研究對象大多是一線班組員工,這是本文的局限性所在,因此,在未來的研究中,可將樣本的選取擴(kuò)大到具有共同特征的企業(yè)中,研究某一類產(chǎn)業(yè)中的企業(yè)團(tuán)隊(duì)創(chuàng)新行為的發(fā)生過程,并可將團(tuán)隊(duì)層面創(chuàng)新行為的研究擴(kuò)展到組織層面,研究組織層面的創(chuàng)新行為模型與團(tuán)隊(duì)層面的創(chuàng)新行為模型的互動(dòng)作用,為促進(jìn)組織的創(chuàng)新行為提供新視角。
[Abstract]:Under the background of the integration of global economy, enterprises pay more and more attention to organizational innovation in order to obtain sustainable development and competitive advantage, and team innovation behavior is the key to organizational innovation behavior.In the field of academic research, studying the influencing factors of team innovation behavior and the process model of team innovation behavior has become a hot academic topic in the field of management and enterprise management practice.Not only the innovation behavior of employees at the individual level will have an impact on the team innovation behavior, but also the team innovation behavior will be influenced by the team innovation process at the team level and the leadership behavior of the team supervisor.From the perspective of team level, this paper studies how team cohesion exerts influence on team innovation behavior through other factors.The existing literature on team innovation behavior is mostly about the relationship between team innovation climate, team structure characteristics and team leadership behavior.There are few studies on the relationship between team innovation efficacy and team innovation behavior. This paper takes team cohesion as independent variable and team innovation efficacy as intermediary variable to construct the model of team cohesion on team innovation behavior.To study the intermediary effect of team cohesion and team innovation behavior.In addition, in the process of studying the mechanism of the effect of team innovation efficacy on team innovation behavior, the leadership behavior supporting innovation is taken as the adjustment variable, and the regulatory effect of the relationship between team innovation efficacy and team innovation behavior is studied.In this study, 209 valid questionnaires (belonging to 40 working teams) were collected from the working teams of manufacturing enterprises in Sichuan province, and the models and hypotheses were verified by using SPSS statistical software tools.The main conclusions are as follows: 1, team cohesion has a positive impact on team innovation behavior. Team innovation efficacy plays an intermediary role in the relationship between team cohesion and team innovation behavior, and supports innovative leadership behavior.Play a moderating role in the relationship between team innovation efficacy and team innovation behavior.For the first time, this paper concludes that the sense of team innovation efficacy plays an intermediary role in the relationship between team cohesion and team innovation behavior, that is, on the one hand, team cohesion has a direct impact on team innovation behavior, on the other hand,Team cohesion exerts an influence on team innovation behavior through team innovation efficacy, and team innovation efficacy has a significant positive effect on team innovation behavior.It enriches the research of the antecedent variables that affect the team innovation behavior and the research of the action process that affects the team innovation behavior, so as to help the enterprise from the team atmosphere.The leadership behavior of team leaders and the psychological perception of team members provide a certain theoretical basis and reference significance to promote the emergence of innovative behavior within the team.However, the research in this paper is based on a specific enterprise, and the research object is mostly the first-team staff, which is the limitation of this paper. Therefore, in the future research,We can expand the sample selection to the enterprises with common characteristics, study the process of team innovation behavior in a certain industry, and extend the research of team level innovation behavior to the organizational level.This paper studies the interaction between the innovation behavior model at the organizational level and the innovation behavior model at the team level, which provides a new perspective for promoting the innovation behavior of the organization.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F425

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