基于领导一团队匹配的视角,研究以133名领导和645名成员的团队配对数据,采用二次多项式回归与响应面分析对领导工作投入与团队投入氛围的一致性匹配和不一致性匹配,以及团队满意度氛围如何影响团队绩效进行了探讨。结果发现:领导工作投入与团队投入氛围一致与不一致相比,团队绩效较好;并且一致性匹配具有加强效应,即当领导工作投入与团队投入氛围一致时,团队绩效随着双方投入的增加而提高;同时,团队满意度氛围在领导一团队投入的一致性匹配与团队绩效的线性关系中起到部分中介作用。
The work engagement of employees has received increasing attention in the industry and organization psychology literature with the development of "positive psychology". However, very few empirical studies have addressed the issue at the group level, and no studies examined the effect of supervisor' s engagement on group efficacy. Meanwhile, work engagement is contagious within work groups and may be communicated from supervisors to subordinates, and vice versa. Therefore, this study examines the effect of the con gruence between supervisor' s work engagement and group engagement climate on group performance. Based on the supervisor group fit theory, we expected that when group supervisors' work engagement and group engagement climate are in congruence, there would be a reinforcement effect on group performance. We also hypothesized that group satisfaction climate had the mediating role in the relation ship between supervisor group engagement fit and group performance. Data were collected from 133 group supervisors and 645 group members via a questionnaire survey. The average group size was 4. 85 ( SD = 2. 73 ) with a minimum of three and a maximum of 14 members per group. The group members were asked to complete a ques tionnaire package assessing group performance, work engagement and job satisfaction. We aggregated the individual level indices into the group level variables based on the referent shift consensus model. Their immediate supervisors were asked to rate their work en gagement. Theoretical hypotheses were tested by quadratic polynomial regression with the response surface technology to analyze the matched sampleand to estimatethe confidence intervals for the linear and nonlinear mediate effects of group satisfaction climate by boot strapping 20,000 samples. The results showed that the levels of group performance will be higher when group supervisors and group members' engagement were in congruence than when it is not. The group performance was maximized in the condition in which w