服务型领导对团队绩效的影响:一个调节—中介模型的构建

发布时间：2018-05-01 10:30

本文选题：服务型领导 + 服务型团队文化　；参考：《中国人力资源开发》2016年11期

【摘要】：本文基于文献和理论梳理,构建了服务型团队领导对团队绩效影响的调节—中介模型,研究模型表明:(1)服务型领导与团队绩效显著正相关;(2)服务型团队文化和团队工作满意度分别在服务型领导影响团队绩效的过程中起中介作用,并且服务型团队文化和团队工作满意度之间存在相互促进的关系;(3)团队差序氛围调节了服务型领导与团队绩效之间通过团队工作满意度的间接关系,形成了被调节的中介,对于差序氛围比较浓重的团队,这一间接关系相对较强,反之则较弱;(4)团队差序氛围调节了服务型领导与团队绩效之间通过服务型团队文化的间接关系,形成了被调节的中介,对于差序氛围比较浓重的团队,这一间接关系相对较强,反之则较弱。
[Abstract]:Based on literature and theory, this paper constructs a mediating model of the effect of service-oriented team leadership on team performance. The research model shows that: 1) Service leadership is significantly positively correlated with team performance. 2) Service-oriented team culture and team job satisfaction play an intermediary role in the process of service-oriented leadership influencing team performance, respectively. Moreover, there is a mutually reinforcing relationship between service team culture and team job satisfaction. 3) the team differential order atmosphere regulates the indirect relationship between service leadership and team performance through the indirect relationship of team work satisfaction and forms the mediating medium. For the team with strong difference atmosphere, the indirect relationship is relatively strong, whereas the other is weaker.) the difference atmosphere of the team adjusts the indirect relationship between service leadership and team performance through the indirect relationship between service team culture and team performance, which forms the mediating medium. This indirect relationship is relatively strong for the team with a strong atmosphere of difference order, whereas weak for the other side.
【作者单位】：华南理工大学工商管理学院;新华都商学院;
【基金】：教育部人文社会科学研究规划基金资助项目(11YJA630004) 中央高校基金科研业务费资助项目(X2gs D2117810)资助
【分类号】：F272.91

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