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包容型领导风格对团队绩效的影响——基于员工自我效能感的中介作用

ISSN号：1000-2995
期刊名称：科研管理
时间：2014.5.9
页码：152-160
分类：C933.2[经济管理—管理学;社会学]
作者机构：[1]浙江工业大学全球浙商发展研究院,浙江杭州310023
相关基金：浙江省发展和改革委员会重大招标项目“我省大力培养企业科学家的对策思路研究”（201306）; 浙江省软科学研究项目“产学研合作模式驱动的浙江省中小企业技术创新能力提升及效率评价”（2012C35013）; 国家自然青年科学项目“基于互动过程的问题解决团队有效性影响机制”（71101128）
相关项目：基于互动过程的问题解决团队有效性影响机制

作者：方阳春|

关键词：包容型领导风格, 团队绩效, 自我效能感, 中介作用, inclusive leadership, team performance , self - efficacy , mediating effect

中文摘要：

领导风格影响团队的绩效。本文界定了一种关系型领导风格——包容型领导风格,探讨了包容型领导风格对团队绩效的影响,并深入而系统地分析了自我效能感在包容型领导风格与团队绩效之间的中介作用。通过问卷调查和统计分析,发现包容型领导风格包括领导包容员工的观点和失败、认可并培养员工、公平对待员工等3个维度。包容型领导风格与团队的绩效具有显著正相关：认可并培养员工、公平对待员工对团队任务绩效具有显著正向影响;包容型领导风格的3个维度都对团队周边绩效具有显著的正向影响。领导包容员工的观点和失败、公平对待员工对员工自我效能感有显著影响,而员工自我效能感又显著影响团队的任务绩效和周边绩效。员工自我效能感在领导公平对待员工与团队绩效之间起部分中介作用,在领导包容员工观点失败与团队周边绩效之间起完全中介作用。

英文摘要：

Leadership has a significant effect on the team performance. This study defines a relational leadership - inclusive lead- ership , investigates its effect on team performance, and analyzes the mediating effect of self- efficacy between inclusive leader- ship and team performance. By means of questionnaire surveys and statistical analysis, we conclude that inclusive leadership is composed of three dimensions - being inclusive with the opinions and failures of employees, recognizing and training the employ- ees as well as fair treatment of team members. The inclusive leadership has significant positive correlation with team performance. Recognizing and training the employees as well as fair treatment of team members have significant positive impacts on task per- formance. All the three dimensions of inclusive leadership have significant positive impacts on contextual performance. Being in- clusive with the opinions and failures of employees as well as fair treatment of team members affects the self - efficacy significant- ly, which then obviously affects the task performance and contextual performance of the team. The self- efficacy plays part medi- ating role between fair treatment of team members and task performance of the team, and full mediating role between being inclu- sive with the opinions and failures of employees and the contextual performance of the team.

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