临时团队中快速信任对团队绩效的影响研究

发布时间：2018-03-09 16:16

本文选题：临时团队　切入点：快速信任　出处：《长江大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着创新创业浪潮的推动和“互联网+”行动的开展,为了提高工作效率,增强自身竞争力,更多的企业或组织借助互联网的平台,组建跨部门、跨组织的临时性团队。但临时团队固有的脆弱性与其任务的短期性存在着现实的矛盾,影响到团队成员之间的信任,导致凝聚力较弱、团队绩效低下。研究表明,在临时团队中建立快速信任可以有效解决这一问题。本文以临时团队为中心,通过整理、归纳国内外学者的研究与实践成果,提出研究假设,构建理论模型,分析快速信任、团队凝聚力与团队绩效三者之间的关系,通过问卷调查获取实验数据,使用SPSS软件对数据进行分析和检验,以验证研究假设和理论模型,并据此提出临时团队工作中提高团队绩效的建议,提升本研究在理论上的参考价值和在实践上的指导作用。首先,本文详细介绍了研究背景、意义和研究目的与方法等。在此基础上,分别总结了临时团队、快速信任、团队绩效、团队凝聚力四个概念的内涵与影响因素、相关测量维度等,同时提出本文所采用的观点,阐述了相关变量间的关系及研究假设,建立了研究模型。其次,根据提出的理论模型设计了相应的问卷调查,通过百度移动云测试MTC平台发放并收集问卷,对收集到的数据进行信度和效度分析,剔除不符合的测量项目,并根据结果对初始问卷进行修正。再次,进行了数据分析与检验。对大样本问卷所搜集的数据进行效度和信度检验,根据统计学方法对所提出的研究模型中的假设进行统计检验,使用SPSS软件对数据做描述性统计分析、单因素分析、回归分析等,以验证假设和理论模型。结果表明:临时团队中,快速信任对团队绩效、团队凝聚力呈正相关关系;团队凝聚力对团队绩效呈正相关关系;团队凝聚力在快速信任与团队绩效之间起完全中介作用。最后,本文总结了研究结论。根据本文得到的结论,提出临时团队工作中产生高团队绩效的建议:第一,建立有效的沟通机制,形成快速信任;第二,提高团队整体意识,增强团队凝聚力;第三,注重团队成员及团队整体能力建设。并进一步说明了本文存在的不足与未来相关方向研究的展望。
[Abstract]:With the promotion of the wave of innovation and entrepreneurship and the development of the "Internet" action, in order to improve work efficiency and enhance their own competitiveness, more enterprises or organizations with the help of the Internet platform, set up cross-sector, But there is a real contradiction between the inherent vulnerability of the temporary team and the short-term nature of its task, which affects the trust among the team members, leads to weak cohesion and low team performance. Establishing the fast trust in the temporary team can solve this problem effectively. This paper takes the temporary team as the center, summarizes the domestic and foreign scholars' research and practice results, puts forward the research hypotheses, constructs the theoretical model, and analyzes the fast trust, taking the temporary team as the center, and summarizes the research and practice results of the scholars at home and abroad. The relationship between team cohesion and team performance. The experimental data are obtained by questionnaire, and the data are analyzed and tested by SPSS software to verify the hypotheses and theoretical models. Based on this, some suggestions on improving team performance in temporary team work are put forward to enhance the theoretical reference value and practical guidance of this study. First, this paper introduces the research background in detail. On the basis of this, we summarize the connotation and influencing factors of temporary team, fast trust, team performance, team cohesion, relevant measurement dimension and so on. At the same time, we put forward the views adopted in this paper. The research model is established. Secondly, according to the proposed theoretical model, the corresponding questionnaire is designed, and the questionnaire is distributed and collected through the MTC platform of Baidu mobile cloud test. The reliability and validity of the collected data are analyzed, the non-conforming items are excluded, and the initial questionnaire is revised according to the results. The validity and reliability of the data collected by the large sample questionnaire were tested, the hypotheses in the research model were tested according to the statistical method, and the data were analyzed by SPSS software. Univariate analysis, regression analysis, etc., to verify the hypothesis and theoretical model. The results show that: in temporary team, fast trust has positive correlation with team performance, team cohesion has positive correlation with team performance, team cohesion has positive correlation with team performance; Team cohesion plays a complete intermediary role between rapid trust and team performance. Finally, this paper summarizes the conclusions of the study. According to the conclusions of this paper, some suggestions are put forward to produce high team performance in the interim team work: first, Establish an effective communication mechanism to form rapid trust; second, enhance the overall awareness of the team, enhance team cohesion; third, Focus on team members and team overall capacity building, and further explain the shortcomings of this paper and the future direction of research prospects.
【学位授予单位】：长江大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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