情绪智力对团队冲突和团队效能的调节作用
发布时间：2019-03-10 17:49
【摘要】：以往的研究表明：团队效能受团队冲突这一因素的影响,当团队冲突发生时,会降低团队效能。同时,也有研究证实,情绪智力会有效地影响团队效能。在现代社会,团队工作日趋频繁,人们对于情绪智力的了解也在逐步加深,而两者交互时,对团队效能的影响却鲜有研究。了解情绪智力对团队冲突和团队效能的调节作用,可以有效的帮助团队工作者认识情绪智力在团队协作中的发挥的效用,也能促进大众对情绪智力的正确理解。 方法：研究中使用Schutte(1998)的《情绪智力量表》、Jehn(1995)的冲突量表以及Tjosvold(1988)的团队效能量表,总问卷共计54个选项。测评了117名参与者的实际情况,考察了情绪智力对团队冲突和团队效能的调节作用。 结果：(1)情绪智力能够有效降低团队冲突对团队效能的影响。①在研究中可以看到：将情绪智力与团队冲突的交互项放入因变量建立模型时,其决定系数改变值为0.091(p0.001),说明情绪智力是团队冲突与团队效能的调节变量,起到削弱作用。②在这一调节作用中,对于团队冲突的不同维度,情绪智力的调节作用强弱也不尽相同。以情绪智力作为任务冲突和团队效能的调节变量,其决定系数改变值为0.000,以情绪智力作为关系冲突和团队效能的调节变量,其决定系数改变值为0.099(p0.001),说明情绪智力在任务冲突中的影响不甚明显,而在关系冲突对团队效能的影响中起到削弱作用。 (2)情绪智力包含四个维度：情绪感知；情绪调控(自我情绪管理)；情绪理解(他人情绪管理)；情绪利用(运用情绪促进思维)。从研究结果来看：情绪感知、情绪调控、情绪理解、情绪利用在团队冲突对团队效能的影响中都起到削弱作用,但影响强度不尽相同。以情绪感知作为团队冲突和团队效能的调节变量,决定系数改变值为0.035。以情绪调控作为团队冲突和团队效能的调节变量,决定系数改变值为0.103(p0.001),以情绪理解作为团队冲突和团队效能的调节变量,决定系数改变值为0.166(p0.001),以情绪利用作为团队冲突和团队效能的调节变量,决定系数改变值为0.108(p0.001)。以此次研究结果来看,在团队冲突对团队效能的影响中起到削弱作用的程度大小依次为情绪理解、情绪调控、情绪利用和情绪感知。因而,在团队冲突中情绪理解能力的有效发挥能使得冲突对效能影响得到最大的削弱。情绪感知在团队冲突对团队效能的影响中起到削弱作用较小。 (3)情绪智力会在个体的一生中不断成熟发展,个体的经历、经验越丰富,情绪智力的自我应用会越来越好,会更有助于缓解团队冲突带来的负面效应。从研究结果可以看到,在工作年限为三年以上的被试群体组中,其差异决定系数为0.012。而在三年以下的工龄组中,第一层模型的决定系数为0.483(p0.001),第二层模型的差异决定系数为0.228检验显著(p0.001),说明在三年以下工龄组中情绪智力是能够削弱团队冲突对团队效能的负向影响。此结论说明,随着工作时间的增长,在团队冲突发生时,员工可以更好的运用自身积累的相关技能去处理冲突,从而保证较高的团队效能。
[Abstract]:Previous studies have shown that team performance is affected by a team conflict that reduces team performance when a team conflict occurs. At the same time, there is also a study that emotional intelligence can effectively affect the effectiveness of the team. In the modern society, the work of the team is becoming more and more frequent, and the understanding of the emotional intelligence is deepening, and the effect of the interaction between the two is little research. To understand the effect of emotional intelligence on the team's conflict and the team's effectiveness, can help the team workers to know the effectiveness of the emotional intelligence in the teamwork, and can also promote the correct understanding of the emotional intelligence of the public. Methods: The team efficacy scale of Schutte (1998), the conflict scale of Jehn (1995) and the team performance scale of Tjosevo (1988) were used in the study. Item. The actual situation of 117 participants was evaluated, and the adjustment of the emotional intelligence to the team's conflict and team performance was examined. Use. Results: (1) The emotional intelligence can effectively reduce the team conflict to the team performance It can be seen in the study that when the interaction term of the emotional intelligence and the team conflict is put in the dependent variable building model, the change value of the determination coefficient is 0.091 (p0.001), which indicates that the emotional intelligence is the adjustment variable of the team conflict and the team performance, and has the function of cutting The weak effect. In this regulation, the adjusting effect of the emotional intelligence is different for the different dimensions of the team conflict In the same way, emotion intelligence is used as the adjustment variable of task conflict and team performance, its coefficient of determination change is 0.000, and emotion intelligence is used as the adjustment variable of the relationship conflict and team performance. The change value of the coefficient of determination is 0.099 (p0.001), which indicates that the effect of emotional intelligence in the task conflict is not It's obvious, but in the effect of the relationship conflict on the team's effectiveness The weak effect. (2) The emotional intelligence includes four dimensions: emotion perception, emotional regulation (self-emotion management), emotional understanding (other people's emotional management), emotional utilization (using emotion) From the results of the study, the effect of emotion perception, emotion regulation, emotion understanding and emotion utilization in the effect of team conflict on team performance is weakened, but the effect is strong. The degree of change is not the same. The change value of the coefficient of determination is the adjustment variable as the team conflict and the team performance. 0.035. The change value of the determination coefficient is 0.103 (p0.001) as the adjustment variable of the team conflict and the team performance in the mood control, and the change value of the determination coefficient is 0.166 (p0.001), and the emotion utilization is used as the team conflict and the team performance. The change value of the coefficient of determination is 0.108 (p0 .001) As a result of this study, the extent of the impact of team conflict on team effectiveness is emotional understanding, emotional regulation, emotional utilization, And the effective performance of the emotion understanding ability in the team conflict can lead to the effect of the conflict on the effectiveness. The greatest weakness. The perception of emotion plays a role in the impact of the team's conflict on team performance. The weak effect is small. (3) The emotional intelligence can develop in the whole life of the individual, the experience of the individual, the richer the experience, the self-application of the emotional intelligence will be better, and it will help to relieve the team conflict. It can be seen from the results of the study that, in the group of tested groups with a working life of more than three years, the difference determining system The number of employees in the first model was 0.483 (p0.001), and the difference in the second model was 0.228 (p0.001), indicating that the emotional intelligence in the three years of seniority was the ability to weaken the team's conflict to the team, in the seniority group of less than three years. The negative effect of performance. This conclusion shows that, with the increase of working time, when the team conflict occurs, the employee can better use the related skills accumulated by itself to deal with the conflict, so as to guarantee
【学位授予单位】：陕西师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B842.6
本文编号：2437840
[Abstract]:Previous studies have shown that team performance is affected by a team conflict that reduces team performance when a team conflict occurs. At the same time, there is also a study that emotional intelligence can effectively affect the effectiveness of the team. In the modern society, the work of the team is becoming more and more frequent, and the understanding of the emotional intelligence is deepening, and the effect of the interaction between the two is little research. To understand the effect of emotional intelligence on the team's conflict and the team's effectiveness, can help the team workers to know the effectiveness of the emotional intelligence in the teamwork, and can also promote the correct understanding of the emotional intelligence of the public. Methods: The team efficacy scale of Schutte (1998), the conflict scale of Jehn (1995) and the team performance scale of Tjosevo (1988) were used in the study. Item. The actual situation of 117 participants was evaluated, and the adjustment of the emotional intelligence to the team's conflict and team performance was examined. Use. Results: (1) The emotional intelligence can effectively reduce the team conflict to the team performance It can be seen in the study that when the interaction term of the emotional intelligence and the team conflict is put in the dependent variable building model, the change value of the determination coefficient is 0.091 (p0.001), which indicates that the emotional intelligence is the adjustment variable of the team conflict and the team performance, and has the function of cutting The weak effect. In this regulation, the adjusting effect of the emotional intelligence is different for the different dimensions of the team conflict In the same way, emotion intelligence is used as the adjustment variable of task conflict and team performance, its coefficient of determination change is 0.000, and emotion intelligence is used as the adjustment variable of the relationship conflict and team performance. The change value of the coefficient of determination is 0.099 (p0.001), which indicates that the effect of emotional intelligence in the task conflict is not It's obvious, but in the effect of the relationship conflict on the team's effectiveness The weak effect. (2) The emotional intelligence includes four dimensions: emotion perception, emotional regulation (self-emotion management), emotional understanding (other people's emotional management), emotional utilization (using emotion) From the results of the study, the effect of emotion perception, emotion regulation, emotion understanding and emotion utilization in the effect of team conflict on team performance is weakened, but the effect is strong. The degree of change is not the same. The change value of the coefficient of determination is the adjustment variable as the team conflict and the team performance. 0.035. The change value of the determination coefficient is 0.103 (p0.001) as the adjustment variable of the team conflict and the team performance in the mood control, and the change value of the determination coefficient is 0.166 (p0.001), and the emotion utilization is used as the team conflict and the team performance. The change value of the coefficient of determination is 0.108 (p0 .001) As a result of this study, the extent of the impact of team conflict on team effectiveness is emotional understanding, emotional regulation, emotional utilization, And the effective performance of the emotion understanding ability in the team conflict can lead to the effect of the conflict on the effectiveness. The greatest weakness. The perception of emotion plays a role in the impact of the team's conflict on team performance. The weak effect is small. (3) The emotional intelligence can develop in the whole life of the individual, the experience of the individual, the richer the experience, the self-application of the emotional intelligence will be better, and it will help to relieve the team conflict. It can be seen from the results of the study that, in the group of tested groups with a working life of more than three years, the difference determining system The number of employees in the first model was 0.483 (p0.001), and the difference in the second model was 0.228 (p0.001), indicating that the emotional intelligence in the three years of seniority was the ability to weaken the team's conflict to the team, in the seniority group of less than three years. The negative effect of performance. This conclusion shows that, with the increase of working time, when the team conflict occurs, the employee can better use the related skills accumulated by itself to deal with the conflict, so as to guarantee
【学位授予单位】：陕西师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B842.6
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