知识型团队领导—成员交换差异对团队凝聚力的影响研究：组织公平感的中介作用

发布时间：2018-01-13 03:22

本文关键词：知识型团队领导—成员交换差异对团队凝聚力的影响研究：组织公平感的中介作用　出处：《首都经济贸易大学》2017年硕士论文　论文类型：学位论文

【摘要】：在知识经济时代,随着信息传播的多途径、多元化发展,无论是从量,还是多样性上,人们所接触的信息都是极为庞大的。也正是因此,现代社会组织所处的环境与传统社会时代发生了很大的变化。在组织理念、发展战略方面,各组织之间能够产生更多的沟通和联系,并相互借鉴。同时,这也意味着竞争激烈程度的提高。在这种环境之下,人才的作用也就更加凸显。如何确保组织的良性发展,确保人才能力的发挥,确保人力资源的供给平衡,是组织领导者要考虑的问题。作为一个组织的风向标与掌舵人,必须要对组织内员工负责,在变化的环境中,带领员工立于不败之地。在一个组织内部,特别是一个具有良好凝聚力的组织里,员工往往对领导的指引具有跟随性,而领导员工适应时代的变化,以及组织所处的市场环境的变化,则是领导成员面临的挑战。通常在组织内部,成员所面对的组织关系有以下三种,不仅有领导-领导之间的关系,还有领导-成员关系,以及成员-成员关系,协调领导之间的关系,是管理团队的内部事务,其强调的是领导团队的内部团结性。而领导者不仅要协调自己和成员之间的关系,也要管理成员之间的关系,从而使团队处于互动协作的最佳状态。在这三种关系中,领导与成员之间的关系,是研究领域中的热点问题。在西方领导管理理论领域,对这一问题的研究也较为集中,尤其是领导-成员交换理论,已经将此二者之间的关系理论化、系统化。相比于西方学界,国内相关理论仍处于起步阶段,仅是对西方理论进行综述,缺乏实证研究,且形成的理论也缺乏系统性。有鉴于此,本研究着重探讨知识型团队领导-成员交换差异对团队凝聚力的影响,以此来探究领导管理行为的正当性与合理性。同时,领导对成员的管理具有差异性,其势必造成员工对组织公平性的质疑。因此,组织公平性也是研究中的一个重要中介变量。本论文得出的主要结论如下:(1)LMX差异对团队凝聚力具有负向预测作用;(2)LMX差异与组织公平感呈现显著的负相关;(3)组织公平感与团队凝聚力呈现正向相关;(4)组织公平感及其各个维度在LMX差异与它在团队凝聚力中起着完全中介作用。本文旨在通过研究建立领导者与成员的最佳关系机制,从而使组织的凝聚力和竞争力得到提升。本文采用文献研究、书面调查,以及具体统计法等研究方法,对领导成员交换关系差异对团队凝聚力影响进行实证研究,力图以定量与定性相结合的方式,使所得结论更加准确和客观,并在此基础上提出研究展望,以及对相关领域的研究讨论,提供一些有益的建议。
[Abstract]:In the era of knowledge economy, with the multi-channel of information dissemination, diversification development, whether from quantity or diversity, people come into contact with information is extremely huge. Modern social organizations in the environment and the traditional social era has undergone great changes. In terms of organizational concepts, development strategies, organizations can produce more communication and contact, and learn from each other at the same time. In this environment, the role of talent is more prominent. How to ensure the healthy development of the organization, to ensure the ability of talent, to ensure the balance of human resources supply. As a vane and leader of an organization, you must be responsible to your employees and lead them in an invincible position in a changing environment. Especially in an organization with good cohesion, the staff often follow the guidance of the leadership, and the leadership staff adapt to the changes of the times, and the market environment of the organization changes. Usually within the organization, members face the following three organizational relationships, not only the leader-leadership relationship, but also the leader-member relationship and member-member relationship. Coordinating the relationship between the leaders is the internal affairs of the management team, which emphasizes the internal unity of the leadership team. The leader should not only coordinate the relationship between himself and the members, but also manage the relationship between the members. In these three relationships, the relationship between leaders and members is a hot issue in the field of research. In the field of western leadership management theory. The research on this issue is also relatively concentrated, especially the leader-member exchange theory, which has theorized and systematized the relationship between the two. Compared with the western academic circles, the domestic related theories are still in their infancy. In view of the lack of empirical research and systematic analysis of western theories, this study focuses on the impact of the differences of leader-member exchange in knowledge teams on team cohesion. In order to explore the legitimacy and rationality of leadership management behavior. At the same time, the leadership of the members of the management has differences, which is bound to cause employees to question the organizational fairness. Organizational fairness is also an important intermediary variable in the study. The main conclusions of this paper are as follows: 1) the difference of LMX has a negative predictive effect on team cohesion; There was a significant negative correlation between the difference of LMX and the sense of organizational justice. 3) the sense of organizational fairness is positively related to the cohesion of the team; 4) the sense of organizational justice and its dimensions play a complete intermediary role in the differences of LMX and its role in team cohesion. This paper aims to establish the optimal relationship mechanism between leaders and members through research. In order to enhance the cohesion and competitiveness of the organization, this paper uses literature research, written survey, and specific statistical methods. The paper makes an empirical study on the effect of the difference of the leadership members' exchange relationship on the team cohesion, and tries to make the conclusions more accurate and objective by combining quantitative and qualitative methods, and puts forward the research prospect on this basis. As well as the research and discussion of the relevant fields, some useful suggestions are provided.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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