团队异质性、共享领导与团队绩效的关系研究

发布时间：2018-10-23 20:20

【摘要】：由于信息科技的蓬勃发展和我国“互联网+”的战略性政策扶持,近年来我国互联网企业取得了长足的发展,具有良好专业素养和技能的知识型人才大量涌入互联网企业。由于工作任务相对繁重,压力较大,越来越多的互联网企业采用团队形式开展工作。团队中成员的差异化在一定程度上会阻碍整个团队的绩效,但是,利用好这个差异也可以提高绩效值。共享领导是一种群体内部互动影响的过程,需要成员建立良好的期望值,积极学习,相互合作,共担领导责任,把提升团队绩效作为共同目标。本文以共享领导为中介变量,通过实证分析探究了团队异质性对互联网企业团队绩效及其内部因素的影响,为互联网企业团队的管理提出有效建议。以京津冀、上海等地的互联网企业知识型团队为样本,在相关研究假设的基础上构建异质性、共享领导和团队绩效理论模型进行实证分析。从团队异质性、共享领导、团队绩效三个方面选取了8个指标,通过SPSS20.0软件开展因子分析、相关分析以及回归分析,验证研究假设。结果表明:第一,社会分类异质性和价值观异质性对团队绩效产生显著的负向作用,但是信息异质性对团队绩效存在显著正向影响。第二,共享领导对团队绩效起正向作用。第三,信息异质性和价值观异质性对共享领导影响显著,而社会分类异质性对共享领导的作用则并不显著。第四,共享领导中介作用部分成立。细化来看,共享领导在社会信息异质性、价值观异质性与团队绩效间起到部分中介作用,但其在社会分类异质性和团队绩效间的中介作用未得到验证。针对实证分析结果,提出如下建议:第一,招聘人才时要考虑团队异质性因素,适度减少属性差异增加信息差异,全面考察应聘者对工作和生活的认知,吸纳个人价值观与本企业团队文化相符合的人员;第二,设置开放式的办公环境,提升工作坦诚度透明度,增强工作互动的有效性;第三,为团队成员提供适当的学习机会,加强共享领导培训,满足员工对工作和个人成长的需求;第四,建立良好的共享领导氛围,适时开展员工内部活动,提升成员在团队中物质和精神方面的归属感。
[Abstract]:Due to the vigorous development of information technology and the strategic policy support of "Internet" in China, Chinese Internet enterprises have made great progress in recent years, and a large number of knowledgeable talents with good professional qualities and skills have poured into Internet enterprises. Because the task is relatively heavy and the pressure is great, more and more Internet enterprises use team to carry out their work. The differentiation of the members in the team will hinder the performance of the whole team to some extent, but the use of this difference can also improve the performance value. Shared leadership is a process of inter-group interaction, which requires members to establish good expectations, learn actively, cooperate with each other, share leadership responsibilities, and take the promotion of team performance as the common goal. Taking shared leadership as the intermediary variable, this paper explores the influence of team heterogeneity on team performance and its internal factors through empirical analysis, and puts forward effective suggestions for the management of Internet enterprise team. Taking the knowledge teams of Internet enterprises in Beijing, Tianjin, Hebei, Shanghai and other places as samples, the heterogeneity, shared leadership and team performance theoretical models are constructed on the basis of relevant research hypotheses to carry out empirical analysis. Eight indicators are selected from three aspects of team heterogeneity, shared leadership and team performance. The research hypotheses are verified by factor analysis, correlation analysis and regression analysis with SPSS20.0 software. The results show that: first, social classification heterogeneity and value heterogeneity have a significant negative effect on team performance, but information heterogeneity has a significant positive impact on team performance. Second, shared leadership plays a positive role in team performance. Thirdly, information heterogeneity and value heterogeneity have significant influence on shared leadership, while social classification heterogeneity has no significant effect on shared leadership. Fourth, sharing the role of leadership intermediary part established. In detail, shared leadership plays a part of intermediary role between social information heterogeneity, value heterogeneity and team performance, but its intermediary role between social classification heterogeneity and team performance has not been verified. According to the results of empirical analysis, the following suggestions are put forward: first, when recruiting talents, we should consider the factors of team heterogeneity, appropriately reduce the attribute differences and increase information differences, and comprehensively investigate the cognition of job and life. The second is to set up an open office environment, to enhance the transparency of work, to enhance the effectiveness of work interaction; third, to provide appropriate learning opportunities for team members. Strengthen the training of shared leadership to meet the needs of employees for work and personal growth; fourth, establish a good shared leadership atmosphere, timely conduct activities within the staff, enhance the members of the team in the material and spiritual sense of belonging.
【学位授予单位】：中国地质大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F49

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