【摘要】：自心理資本概念提出以來,圍繞心理資本展開的研究就如雨后春筍般不斷涌現(xiàn)。但對于心理資本在團(tuán)隊層面的體現(xiàn)——團(tuán)隊心理資本的研究卻并不多見。而作為團(tuán)隊心理資本中極為重要的一項研究內(nèi)容：團(tuán)隊心理資本測量工具的開發(fā)也沒有受到研究者足夠的重視。 本研究以企業(yè)基層員工團(tuán)隊為研究對象,基于國內(nèi)外關(guān)于團(tuán)隊心理資本的相關(guān)理論,對企業(yè)基層員工團(tuán)隊的團(tuán)隊心理資本進(jìn)行研究,編制了團(tuán)隊心理資本問卷,分析了企業(yè)基層員工團(tuán)隊的團(tuán)隊心理資本的現(xiàn)狀和特點,同時探討了團(tuán)隊心理資本與個體心理資本、團(tuán)隊績效的關(guān)系,取得了初步的研究結(jié)果。本研究共調(diào)查了262名企業(yè)基層員工團(tuán)隊的成員,分屬58個團(tuán)隊,使用SPSS18.0和LIEREL8.5統(tǒng)計軟件進(jìn)行數(shù)據(jù)分析,發(fā)現(xiàn)： 1.團(tuán)隊心理資本由4個維度構(gòu)成,分別為團(tuán)隊自信、團(tuán)隊愿景、團(tuán)隊信任感、團(tuán)隊合作感； 2.我國的企業(yè)基層員工團(tuán)隊的團(tuán)隊心理資本水平較高。其中團(tuán)隊自信維度的得分最高,團(tuán)隊信任感維度的得分最低； 3.團(tuán)隊心理資本在團(tuán)隊規(guī)模、團(tuán)隊類型、團(tuán)隊性別比例等變量上存在差異； 4.團(tuán)隊心理資本與個體心理資本、團(tuán)隊績效有顯著的正相關(guān)關(guān)系,特別是對團(tuán)隊績效有顯著的預(yù)測作用。 本研究將心理資本理論的研究從個體層面拓展至團(tuán)隊層面,對企業(yè)的基層員工團(tuán)隊的團(tuán)隊心理資本狀況進(jìn)行探索,并根據(jù)研究結(jié)果進(jìn)行了一系列的討論,有助于企業(yè)對基層員工團(tuán)隊進(jìn)行了解,為企業(yè)進(jìn)行團(tuán)隊建設(shè)、班組建設(shè)提供客觀的參考依據(jù)。此外,研制的團(tuán)隊心理資本量表可用于企業(yè)對基層員工團(tuán)隊的團(tuán)隊心理資本的評估。同時,本文也進(jìn)一步豐富了心理資本的理論和實證研究,具有理論和現(xiàn)實意義。
[Abstract]:Since the concept of psychological capital was put forward, the research around psychological capital has sprung up. However, the research on the psychological capital of team is rare. As one of the most important research contents in team psychological capital, the development of team psychological capital measurement tool has not been paid enough attention by researchers. Based on the relevant theories of team psychological capital at home and abroad, this paper studies the team psychological capital of enterprise grass-roots staff team, and compiles the team psychological capital questionnaire. This paper analyzes the present situation and characteristics of the team psychological capital of the grass-roots team of enterprises, and probes into the relationship between the team psychological capital and individual psychological capital and team performance, and obtains the preliminary research results. In this study, 262 members of grass-roots workforce were investigated, belonging to 58 teams. The data were analyzed by SPSS18.0 and LIEREL8.5. The results showed that: 1. Team psychological capital consists of four dimensions: team confidence, team vision, team trust, team cooperation; 2. The level of psychological capital of the grass-roots staff team is high in our country. Among them, the score of team confidence dimension is the highest, the score of team trust dimension is the lowest; 3. Team psychological capital in the team size, team type, team gender ratio and other variables are different; 4. There is a significant positive correlation between team psychological capital and individual psychological capital, especially in predicting team performance. This study extends the research of psychological capital theory from the individual level to the team level, and explores the situation of the team psychological capital of the grass-roots team of the enterprise, and carries on a series of discussions according to the research results. It is helpful for the enterprise to understand the basic staff team and to provide the objective reference basis for the team building and team building. In addition, the team psychological capital scale developed can be used to evaluate the team psychological capital of grass-roots staff. At the same time, this paper further enriches the theoretical and empirical research of psychological capital, which has theoretical and practical significance.
【學(xué)位授予單位】：上海師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B849

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本文編號：2394296