情緒智力對團(tuán)隊(duì)沖突和團(tuán)隊(duì)效能的調(diào)節(jié)作用
發(fā)布時(shí)間：2019-03-10 17:49
【摘要】：以往的研究表明：團(tuán)隊(duì)效能受團(tuán)隊(duì)沖突這一因素的影響,當(dāng)團(tuán)隊(duì)沖突發(fā)生時(shí),會降低團(tuán)隊(duì)效能。同時(shí),也有研究證實(shí),情緒智力會有效地影響團(tuán)隊(duì)效能。在現(xiàn)代社會,團(tuán)隊(duì)工作日趨頻繁,人們對于情緒智力的了解也在逐步加深,而兩者交互時(shí),對團(tuán)隊(duì)效能的影響卻鮮有研究。了解情緒智力對團(tuán)隊(duì)沖突和團(tuán)隊(duì)效能的調(diào)節(jié)作用,可以有效的幫助團(tuán)隊(duì)工作者認(rèn)識情緒智力在團(tuán)隊(duì)協(xié)作中的發(fā)揮的效用,也能促進(jìn)大眾對情緒智力的正確理解。 方法：研究中使用Schutte(1998)的《情緒智力量表》、Jehn(1995)的沖突量表以及Tjosvold(1988)的團(tuán)隊(duì)效能量表,總問卷共計(jì)54個選項(xiàng)。測評了117名參與者的實(shí)際情況,考察了情緒智力對團(tuán)隊(duì)沖突和團(tuán)隊(duì)效能的調(diào)節(jié)作用。 結(jié)果：(1)情緒智力能夠有效降低團(tuán)隊(duì)沖突對團(tuán)隊(duì)效能的影響。①在研究中可以看到：將情緒智力與團(tuán)隊(duì)沖突的交互項(xiàng)放入因變量建立模型時(shí),其決定系數(shù)改變值為0.091(p0.001),說明情緒智力是團(tuán)隊(duì)沖突與團(tuán)隊(duì)效能的調(diào)節(jié)變量,起到削弱作用。②在這一調(diào)節(jié)作用中,對于團(tuán)隊(duì)沖突的不同維度,情緒智力的調(diào)節(jié)作用強(qiáng)弱也不盡相同。以情緒智力作為任務(wù)沖突和團(tuán)隊(duì)效能的調(diào)節(jié)變量,其決定系數(shù)改變值為0.000,以情緒智力作為關(guān)系沖突和團(tuán)隊(duì)效能的調(diào)節(jié)變量,其決定系數(shù)改變值為0.099(p0.001),說明情緒智力在任務(wù)沖突中的影響不甚明顯,而在關(guān)系沖突對團(tuán)隊(duì)效能的影響中起到削弱作用。 (2)情緒智力包含四個維度：情緒感知；情緒調(diào)控(自我情緒管理)；情緒理解(他人情緒管理)；情緒利用(運(yùn)用情緒促進(jìn)思維)。從研究結(jié)果來看：情緒感知、情緒調(diào)控、情緒理解、情緒利用在團(tuán)隊(duì)沖突對團(tuán)隊(duì)效能的影響中都起到削弱作用,但影響強(qiáng)度不盡相同。以情緒感知作為團(tuán)隊(duì)沖突和團(tuán)隊(duì)效能的調(diào)節(jié)變量,決定系數(shù)改變值為0.035。以情緒調(diào)控作為團(tuán)隊(duì)沖突和團(tuán)隊(duì)效能的調(diào)節(jié)變量,決定系數(shù)改變值為0.103(p0.001),以情緒理解作為團(tuán)隊(duì)沖突和團(tuán)隊(duì)效能的調(diào)節(jié)變量,決定系數(shù)改變值為0.166(p0.001),以情緒利用作為團(tuán)隊(duì)沖突和團(tuán)隊(duì)效能的調(diào)節(jié)變量,決定系數(shù)改變值為0.108(p0.001)。以此次研究結(jié)果來看,在團(tuán)隊(duì)沖突對團(tuán)隊(duì)效能的影響中起到削弱作用的程度大小依次為情緒理解、情緒調(diào)控、情緒利用和情緒感知。因而,在團(tuán)隊(duì)沖突中情緒理解能力的有效發(fā)揮能使得沖突對效能影響得到最大的削弱。情緒感知在團(tuán)隊(duì)沖突對團(tuán)隊(duì)效能的影響中起到削弱作用較小。 (3)情緒智力會在個體的一生中不斷成熟發(fā)展,個體的經(jīng)歷、經(jīng)驗(yàn)越豐富,情緒智力的自我應(yīng)用會越來越好,會更有助于緩解團(tuán)隊(duì)沖突帶來的負(fù)面效應(yīng)。從研究結(jié)果可以看到,在工作年限為三年以上的被試群體組中,其差異決定系數(shù)為0.012。而在三年以下的工齡組中,第一層模型的決定系數(shù)為0.483(p0.001),第二層模型的差異決定系數(shù)為0.228檢驗(yàn)顯著(p0.001),說明在三年以下工齡組中情緒智力是能夠削弱團(tuán)隊(duì)沖突對團(tuán)隊(duì)效能的負(fù)向影響。此結(jié)論說明,隨著工作時(shí)間的增長,在團(tuán)隊(duì)沖突發(fā)生時(shí),員工可以更好的運(yùn)用自身積累的相關(guān)技能去處理沖突,從而保證較高的團(tuán)隊(duì)效能。
[Abstract]:Previous studies have shown that team performance is affected by a team conflict that reduces team performance when a team conflict occurs. At the same time, there is also a study that emotional intelligence can effectively affect the effectiveness of the team. In the modern society, the work of the team is becoming more and more frequent, and the understanding of the emotional intelligence is deepening, and the effect of the interaction between the two is little research. To understand the effect of emotional intelligence on the team's conflict and the team's effectiveness, can help the team workers to know the effectiveness of the emotional intelligence in the teamwork, and can also promote the correct understanding of the emotional intelligence of the public. Methods: The team efficacy scale of Schutte (1998), the conflict scale of Jehn (1995) and the team performance scale of Tjosevo (1988) were used in the study. Item. The actual situation of 117 participants was evaluated, and the adjustment of the emotional intelligence to the team's conflict and team performance was examined. Use. Results: (1) The emotional intelligence can effectively reduce the team conflict to the team performance It can be seen in the study that when the interaction term of the emotional intelligence and the team conflict is put in the dependent variable building model, the change value of the determination coefficient is 0.091 (p0.001), which indicates that the emotional intelligence is the adjustment variable of the team conflict and the team performance, and has the function of cutting The weak effect. In this regulation, the adjusting effect of the emotional intelligence is different for the different dimensions of the team conflict In the same way, emotion intelligence is used as the adjustment variable of task conflict and team performance, its coefficient of determination change is 0.000, and emotion intelligence is used as the adjustment variable of the relationship conflict and team performance. The change value of the coefficient of determination is 0.099 (p0.001), which indicates that the effect of emotional intelligence in the task conflict is not It's obvious, but in the effect of the relationship conflict on the team's effectiveness The weak effect. (2) The emotional intelligence includes four dimensions: emotion perception, emotional regulation (self-emotion management), emotional understanding (other people's emotional management), emotional utilization (using emotion) From the results of the study, the effect of emotion perception, emotion regulation, emotion understanding and emotion utilization in the effect of team conflict on team performance is weakened, but the effect is strong. The degree of change is not the same. The change value of the coefficient of determination is the adjustment variable as the team conflict and the team performance. 0.035. The change value of the determination coefficient is 0.103 (p0.001) as the adjustment variable of the team conflict and the team performance in the mood control, and the change value of the determination coefficient is 0.166 (p0.001), and the emotion utilization is used as the team conflict and the team performance. The change value of the coefficient of determination is 0.108 (p0 .001) As a result of this study, the extent of the impact of team conflict on team effectiveness is emotional understanding, emotional regulation, emotional utilization, And the effective performance of the emotion understanding ability in the team conflict can lead to the effect of the conflict on the effectiveness. The greatest weakness. The perception of emotion plays a role in the impact of the team's conflict on team performance. The weak effect is small. (3) The emotional intelligence can develop in the whole life of the individual, the experience of the individual, the richer the experience, the self-application of the emotional intelligence will be better, and it will help to relieve the team conflict. It can be seen from the results of the study that, in the group of tested groups with a working life of more than three years, the difference determining system The number of employees in the first model was 0.483 (p0.001), and the difference in the second model was 0.228 (p0.001), indicating that the emotional intelligence in the three years of seniority was the ability to weaken the team's conflict to the team, in the seniority group of less than three years. The negative effect of performance. This conclusion shows that, with the increase of working time, when the team conflict occurs, the employee can better use the related skills accumulated by itself to deal with the conflict, so as to guarantee
【學(xué)位授予單位】：陜西師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B842.6
本文編號：2437840
[Abstract]:Previous studies have shown that team performance is affected by a team conflict that reduces team performance when a team conflict occurs. At the same time, there is also a study that emotional intelligence can effectively affect the effectiveness of the team. In the modern society, the work of the team is becoming more and more frequent, and the understanding of the emotional intelligence is deepening, and the effect of the interaction between the two is little research. To understand the effect of emotional intelligence on the team's conflict and the team's effectiveness, can help the team workers to know the effectiveness of the emotional intelligence in the teamwork, and can also promote the correct understanding of the emotional intelligence of the public. Methods: The team efficacy scale of Schutte (1998), the conflict scale of Jehn (1995) and the team performance scale of Tjosevo (1988) were used in the study. Item. The actual situation of 117 participants was evaluated, and the adjustment of the emotional intelligence to the team's conflict and team performance was examined. Use. Results: (1) The emotional intelligence can effectively reduce the team conflict to the team performance It can be seen in the study that when the interaction term of the emotional intelligence and the team conflict is put in the dependent variable building model, the change value of the determination coefficient is 0.091 (p0.001), which indicates that the emotional intelligence is the adjustment variable of the team conflict and the team performance, and has the function of cutting The weak effect. In this regulation, the adjusting effect of the emotional intelligence is different for the different dimensions of the team conflict In the same way, emotion intelligence is used as the adjustment variable of task conflict and team performance, its coefficient of determination change is 0.000, and emotion intelligence is used as the adjustment variable of the relationship conflict and team performance. The change value of the coefficient of determination is 0.099 (p0.001), which indicates that the effect of emotional intelligence in the task conflict is not It's obvious, but in the effect of the relationship conflict on the team's effectiveness The weak effect. (2) The emotional intelligence includes four dimensions: emotion perception, emotional regulation (self-emotion management), emotional understanding (other people's emotional management), emotional utilization (using emotion) From the results of the study, the effect of emotion perception, emotion regulation, emotion understanding and emotion utilization in the effect of team conflict on team performance is weakened, but the effect is strong. The degree of change is not the same. The change value of the coefficient of determination is the adjustment variable as the team conflict and the team performance. 0.035. The change value of the determination coefficient is 0.103 (p0.001) as the adjustment variable of the team conflict and the team performance in the mood control, and the change value of the determination coefficient is 0.166 (p0.001), and the emotion utilization is used as the team conflict and the team performance. The change value of the coefficient of determination is 0.108 (p0 .001) As a result of this study, the extent of the impact of team conflict on team effectiveness is emotional understanding, emotional regulation, emotional utilization, And the effective performance of the emotion understanding ability in the team conflict can lead to the effect of the conflict on the effectiveness. The greatest weakness. The perception of emotion plays a role in the impact of the team's conflict on team performance. The weak effect is small. (3) The emotional intelligence can develop in the whole life of the individual, the experience of the individual, the richer the experience, the self-application of the emotional intelligence will be better, and it will help to relieve the team conflict. It can be seen from the results of the study that, in the group of tested groups with a working life of more than three years, the difference determining system The number of employees in the first model was 0.483 (p0.001), and the difference in the second model was 0.228 (p0.001), indicating that the emotional intelligence in the three years of seniority was the ability to weaken the team's conflict to the team, in the seniority group of less than three years. The negative effect of performance. This conclusion shows that, with the increase of working time, when the team conflict occurs, the employee can better use the related skills accumulated by itself to deal with the conflict, so as to guarantee
【學(xué)位授予單位】：陜西師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B842.6
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