摘要
已有的团队领导研究着重于领导行为对团队绩效的影响,而缺乏其作用机制和路径的研究。本文以142个团队为样本,选取信任与团队心理安全两个变量,对团队领导行为是否以及如何通过信任影响团队心理安全进行实证研究。研究结果表明:转换型领导行为与团队心理安全之间存在正相关关系,显著地影响团队心理安全感;信任是形成团队心理安全感的重要因素之一,在团队领导行为、团队心理安全感之间的中介效应显著。
In the background of new economy, the team problem has aroused widespread concern. Being the information communicator and behavior coordinator, how do team leaders build the harmonious atmosphere of mutual trust and encourage team members to venture to innovate and concentrate on work so as to reduce the interpersonal risk？ How do team leaders reduce the members’ differences in perception caused by themselves and raise members’ importance in their mind？ How to cultivate the relationship between team leaders and their members？ What is the connection between trust and team psychological safety？ The purpose of this paper is to give some answers to the above questions. The existing literature of team leadership has focused on its direct impact on team performance, but lacked the study on its interactive mechanism and path. Using 142 teams as the sample, we selected trust and team psychological safety as two psychological variables, then analyzed whether and how team leadership affected team psychological safety through the mediator of trust. SPSS 15.0 and Amos 7.0 were used for analysis. The results are： （1）Correlation analysis shows that there is a significant correlation between transformational leadership and team psychological safety;especially, transformational leadership has a significant influence on team psychological safety, that is, the four regression coefficients of transformational leadership respectively are： individualized consideration（β=.438, p〈.01）, intellectual stimulation （β=.253, p.05）, inspirational motivation（β=.311, p〈.01）, idealized influence（β=.328, p〈.01）. However, transactional leadership has no significant correlation with team psychological safety. （2） Regression analysis shows that trust is a key factor to form team psychological safety, that is, the two regression coefficients of trust are： interpersonal trust（β=.254, p〈0.05）, system trust（β=.191, p〈0.05）; （3） Mediator analysis shows that trust exercises a significan
出处
《心理科学》
CSSCI
CSCD
北大核心
2012年第1期208-212,共5页
Journal of Psychological Science
基金
教育部人文社会科学研究项目(06JA630058)资助
关键词
团队领导行为
团队心理安全
信任
中介影响
Team Leadership Behavior Trust Team Psychological Safety Mediator
