陕西高校科技创新团队的心理授权有效性研究

发布时间：2018-05-28 22:26

本文选题：陕西高校 + 科技创新团队　；参考：《西安工业大学》2012年硕士论文

【摘要】：心理授权是科技创新团队中非常重要的一种管理方式。科技创新团队心理授权有效性机制对于协调好对团队产出和个人产出的关注程度,强调竞争与合作的均衡都是至关重要的。本文以陕西高校科技创新团队为研究对象,探讨团队情境(工作环境、领导风格、成员合作)、心理授权(采用Speritzer提出的四个维度：工作意义、自主性、自我效能、工作影响)与团队有效性(绩效、满意度)之间的关系,本文的主要工作内容是：首先,经初步调研发现目前陕西高校科技创新团队在心理授权有效性上具有授权不完整、心理授权感知较低、任务模糊、内部协调性较差等特点。根据以上特点把团队情境分为工作环境、领导风格、成员合作三个维度的评价体系；依据高校科技创新团队的实际情况把团队有效性分为绩效与满意度两个维度的评价体系；心理授权则采用Speritzer提出的四个维度的评价体系。本研究使心理授权理论更易于提高高校科技创新团队的有效性。其次,根据陕西高校科技创新团队心理授权有效性的特点构建了心理授权研究模型,该模型在McGrath提出的“输入-过程-产出”模型基础上,以陕西高校科技创新团队情境作为输入的因素,心理授权为互动过程,团队有效性为产出,研究心理授权在团队情境与团队有效性之间的关系。本研究使心理授权理论更易于提高高校科技创新团队的有效性。再次,应用SPSS、AMOS验证了心理授权对团队情境与团队有效性之间的中介作用。实证研究发现：工作意义通过工作环境与成员合作来影响团队有效性；自我效能通过领导风格来影响团队有效性。团队带头人应意识到心理授权的重要性,创建良好的工作环境、适度授权,提高团队有效性。本研究为陕西高校科技创新团队提供了更强的指导意义。最后,通过案例研究分析了心理授权对团队有效性的影响,进一步对本文的假设进行了应用研究,并为该团队构建了心理授权模型,同时也为陕西高校科技创新团队带头人更深刻、更全面地运用该方式来认识和管理科技创新团队提供一种新的思考和分析的框架。
[Abstract]:Psychological empowerment is a very important management method in scientific and technological innovation team. The effective mechanism of psychological empowerment of scientific and technological innovation team is very important to coordinate the attention of team output and individual output and to emphasize the balance of competition and cooperation. This paper takes the scientific and technological innovation team of Shaanxi university as the research object, discusses the team situation (work environment, leadership style, member cooperation, psychological empowerment) (using the four dimensions proposed by Speritzer: work meaning, autonomy, self-efficacy, etc. The relationship between job impact and team effectiveness (performance, satisfaction). The main contents of this paper are as follows: Firstly, it is found that the current scientific and technological innovation teams in colleges and universities in Shaanxi Province have the characteristics of incomplete authorization, low perception of psychological authorization, fuzzy task, poor internal coordination and so on. According to the above characteristics, the team situation is divided into three dimensions: work environment, leadership style, and member cooperation, and the effectiveness of the team is divided into two dimensions: performance and satisfaction according to the actual situation of the scientific and technological innovation team in colleges and universities. Psychological empowerment is based on the four dimensions proposed by Speritzer. This study makes the psychological empowerment theory easier to improve the effectiveness of scientific and technological innovation teams in colleges and universities. Secondly, according to the characteristics of the validity of psychological authorization of scientific and technological innovation teams in Shaanxi universities, the research model of psychological authorization is constructed. The model is based on the "input-process-output" model proposed by McGrath. Taking the situation of scientific and technological innovation team as input factor, psychological authorization as interactive process and team effectiveness as output, this paper studies the relationship between team situation and team effectiveness. This study makes the psychological empowerment theory easier to improve the effectiveness of scientific and technological innovation teams in colleges and universities. Thirdly, SPSS Amos was used to verify the mediating effect of psychological empowerment on team situation and team effectiveness. The empirical study found that work meaning affects team effectiveness through working environment and cooperation with members, and self-efficacy affects team effectiveness through leadership style. Team leaders should be aware of the importance of psychological empowerment, create a good working environment, appropriate delegation, and improve team effectiveness. This research provides a stronger guiding significance for the scientific and technological innovation team of Shaanxi colleges and universities. Finally, this paper analyzes the effect of psychological empowerment on team effectiveness through a case study, further studies the hypotheses of this paper, and constructs a psychological empowerment model for the team. At the same time, it also provides a new framework of thinking and analysis for the leaders of the scientific and technological innovation team in colleges and universities in Shaanxi province, and more comprehensively use this way to understand and manage the scientific and technological innovation team.
【学位授予单位】：西安工业大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G644

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