团队如何自组织和自适应?——团队工作重塑的概念、测量、前因与后果
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摘要
工作重塑是近年工作行为研究的热点,但以往大多研究聚焦在个体工作重塑。近来的几项研究揭示了工作重塑在团队层次的表现形式及其重要意义。鉴于此,本文对团队工作重塑的概念与测量进行了系统梳理。基于团队成员特征、工作特征、团队氛围和组织环境四个方面整合了团队工作重塑的前因变量,从个体、团队和组织三个层面介绍了团队工作重塑的影响效应,以及系统阐述了团队工作重塑的具体作用机制。未来研究可以结合团队工作重塑的主动性与合作性特征,提出新的前因变量视角,并考虑团队人力资本在其中的中介作用,以及从不同层次探讨团队工作重塑的结果变量间的跨水平关系。
Job crafting is one of the focuses of recent years' working behavior research, yet limited at the individual level. However, several very recent studies have evidenced the emergence of job crafting at the team level and its relevance. These works were systematically introduced at first. The study discussed the conception and measurement of team job crafting; then analyzed the antecedents of team job crafting from the perspective of team members' characteristics, work characteristics, team climate and organizational situation, and introduced the mechanisms of team job crafting. Future research might propose new antecedents of team job crafting drawn from its theoretical nature as proactivity and collaboration, explore the mediation effect of team human capital, and depict the relationships between the outcomes of team job crafting at different level.
Job crafting is one of the focuses of recent years' working behavior research, yet limited at the individual level. However, several very recent studies have evidenced the emergence of job crafting at the team level and its relevance. These works were systematically introduced at first. The study discussed the conception and measurement of team job crafting; then analyzed the antecedents of team job crafting from the perspective of team members' characteristics, work characteristics, team climate and organizational situation, and introduced the mechanisms of team job crafting. Future research might propose new antecedents of team job crafting drawn from its theoretical nature as proactivity and collaboration, explore the mediation effect of team human capital, and depict the relationships between the outcomes of team job crafting at different level.
引文
1.顾江洪,江新会,丁世青,谢立新,黄波(2018).职业使命感驱动的工作投入:对工作与个人资源效应的超越和强化.南开管理评论,21(2),107-120.
2.胡睿玲,田喜洲.(2015).重构工作身份与意义——工作重塑研究述评.外国经济与管理,37(10),69-81.
3.田启涛,关浩光.(2017).工作设计革命:工作重塑的研究进展及展望.中国人力资源开发,(3),6-17.
4.闫培林.(2016).工作重塑对工作投入的影响:人-工作匹配与工作意义的作用.中国人力资源开发,(19),6-13.
5.张春雨,韦嘉,陈谢平,张进辅.(2012).工作设计的新视角:员工的工作重塑.心理科学进展,20(8),1305-1313.
6.赵小云,郭成.(2014).工作重塑:获得意义性工作及个人成长的新途径.心理科学,37(1),190-196.
7.Bailey,M.(2018).Expectancy-value theory of achievement motivation.Contemporary Educational Psychology,25(1),68-81.
8.Barczak,G.,Lassk,F.,&Mulki,J.(2010).Antecedents of team creativity:An examination of team emotional intelligence,team trust and collaborative culture.Creativity&Innovation Management,19(4),332-345.
9.Batson,C.D.,Oleson,K.C.,Weeks,J.L.,Healy,S.P.,Reeves,P.J.,&Jennings,P.,et al.(1989).Religious prosocial motivation.Journal of Personality&Social Psychology,57(5),873-884.
10.Berg,J.M.,Dutton,J.E.,&Wrzesniewski,A.(2013).Job crafting and meaningful work.In Dik,B.J.,Byrne,Z.S.,&Steger,M.F.(Eds.).Purpose and meaning in workplace(pp.81-104).Washington,DC:American Psychological Association.
11.Berman,S.L.,Down,J.,&Hill,C.W.L.(2002).Tacit knowledge as a source of competitive advantage in the national basketball association.Academy of Management Journal,45(1),13-31.
12.Chen,G.,Campbell-Bush,E.M.,Farh,J.L.,Wu,Z.,&Wu,X.(2013).Teams as innovative systems:Multilevel motivational antecedents of innovation in r&d teams.Journal of Applied Psychology,98(6),1018-1027.
13.Chen,C.Y.,Yen,C.H.,&Tsai,F.C.(2014).Job crafting and job engagement:The mediating role of person-job fit.International Journal of Hospitality Management,37(1),21-28.
14.Cheng,J.C.,Chen,C.Y.,Teng,H.Y.,&Yen,C.H.(2016).Tour leaders'job crafting and job outcomes:The moderating role of perceived organizational support.Tourism Management Perspectives,20,19-29.
15.Chiaburu,D.S.,Smith,T.A.,Wang,J.,&Zimmerman,R.D.(2014).Relative importance of leader influences for subordinates'proactive behaviors,prosocial behaviors,and task performance:A meta-analysis.Journal of Personnel Psychology,13(2),70-86.
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17.Costa,A.C.(2003).Work team trust and effectiveness.Personnel Review,32(5),605-622.
18.Crant,J.M.(1995).The proactive personality scale and objective job performance among real estate agents.Journal of Applied Psychology,80(4),532-537.
19.Fan,E.M.(2016).The contribution of job task variety and proactive personality to organisational outcomes in nonprofit organisations-the mediating role of role breadth selfefficacy(Unpublished Dissertation).Dissertation:University of Nottingham.
20.Festinger,L.(1950).Informal social communication.Psychological Review,57(5),271-282.
21.Franck,E.,Nüesch,S.,&Pieper,J.(2011).Specific human capital as a source of superior team performance.Schmalenbach Business Review,12(4),376-392.
22.Fredrickson,B.L.(1998).What good are positive emotions?Review of General Psychology,2(3),300-319.
23.Gabelica,C.,Bossche,P.V.D.,Maeyer,S.D.,Segers,M.,&Gijselaers,W.(2014).The effect of team feedback and guided reflexivity on team performance change.Learning&Instruction,34,86-96.
24.Grant,A.M.,&Ashford,S.J.(2008).The dynamics of proactivity at work.Research in Organizational Behavior,28,3-34.
25.Humphrey,S.E.,Morgeson,F.P.,&Mannor,M.J.(2009).Developing a theory of the strategic core of teams:Arole composition model of team performance.Journal of Applied Psychology,94(1),48-61.
26.Joo,B.K.,&Lim,T.(2009).Culture,perceived job complexity,and commitment and intrinsic motivation.Journal of Leadership&Organizational Studies,16(1),48-60.
27.Kira,M.,Eijnatten,F.M.V.,&Balkin,D.B.(2010).Crafting sustainable work:Development of personal resources.Journal of Organizational Change Management,23(5),616-632.
28.Klein,K.J.,&Kozlowski,S.W.J.(2003).Multilevel theory,research,and methods in organizations:Foundations,extensions,and new directions.Astrophysics&Space Science,98(2),213-220.
29.Kozlowski,S.W.J.,Chao,G.T.,Grand,J.A.,et al(2013).Advancing multilevel research design:Capturing the dynamics of emergence.Organizational Research Methods,16(4),581-615.
30.Lauver,K.J.,&Kristofbrown,A.(2001).Distinguishing between employees'perceptions of person-job and personorganization fit.Journal of Vocational Behavior,59(3),454-470.
31.Leana,C.,Appelbaum,E.,&Shevchuk,I.(2009).Work process and quality of care in early childhood education:The role of job crafting.Academy of Management Journal,52(6),1169-1192.
32.Liden,R.C.,Wayne,S.J.,Liao,C.,&Meuser,J.D.(2014).Servant leadership and serving culture:Influence on individual and unit performance.Academy of Management Journal,57(5),1434-1452.
33.Loch,C.H.,Sengupta,K.,&Ahmad,M.G.(2011).The microevolution of routines:How problem solving and social preferences interact.Organization Science,24(1),99-115.
34.Lyons,P.(2008).The crafting of jobs and individual differences.Journal of Business&Psychology,23(1/2),25-36.
35.Luu,T.(2017).Collective job crafting and team service recovery performance:A moderated mediation mechanism.Marketing Intelligence&Planning,35(4),1-22.
36.M?kikangas,A.,Aunola,K.,Sepp?l?,P.,&Hakanen,J.(2016).Work engagement-team performance relationship:Shared job crafting as a moderator.Journal of Occupational&Organizational Psychology,89(4),772-790.
37.M?kikangas,A.,Bakker,A.B.,&Schaufeli,W.B.(2017).Antecedents of daily team job crafting.European Journal of Work&Organizational Psychology,26(3),421-433.
38.Man,D.C.,&Lam,S.S.K.(2003).The effects of job complexity and autonomy on cohesiveness in collectivistic and individualistic work groups:A cross-cultural analysis.Journal of Organizational Behavior,24(8),979-1001.
39.Mattarelli,E.,&Tagliaventi,M.R.(2015).How offshore professionals'job dissatisfaction can promote further offshoring:Organizational outcomes of job crafting.Journal of Management Studies,52(5),585-620.
40.Mcclelland,G.P.,Leach,D.J.,Clegg,C.W.,&Mcgowan,I.(2014).Collaborative crafting in call centre teams.Journal of Occupational&Organizational Psychology,87(3),464-486.
41.Millikin,J.P.,Hom,P.W.,&Manz,C.C.(2010).Selfmanagement competencies in self-managing teams:Their impact on multi-team system productivity.Leadership Quarterly,21(5),687-702.
42.Morgeson,F.P.,Derue,D.S.,&Karam,E.P.(2010).Leadership in teams:A functional approach to understanding leadership structures and processes:.Journal of Management,36(1),5-39.
43.Morrison,E.W.,&Phelps,C.C.(1999).Taking charge at work:Extrarole efforts to initiate workplace change.Academy of Management Journal,42(4),403-419.
44.Parker,S.K.,Williams,H.M.,&Turner,N.(2006).Modeling the antecedents of proactive behavior at work.Journal of Applied Psychology,91(3),636-652.
45.Parker,S.K.,Collins,C.G.(2010).Taking stock:Integrating and differentiating multiple proactive Behaviors.Journal of Management,36(3),633-662.
46.Peeters,M.C.W.,Arts,R.,&Demerouti,E.(2016).The crossover of job crafting between coworkers and its relationship with adaptivity.European Journal of Work&Organizational Psychology,25(6),1-14.
47.Pieper,J.(2009).Specific human capital as a source of superior team performance.Stephan Nuesch,63(4),376-392.
48.Ployhart,R.E.,&Moliterno,T.P.(2011).Emergence of the human capital resource:A multilevel model.Academy of Management Review,36(1),127-150.
49.Rhoades,L.,&Eisenberger,R.(2002).Perceived organizational support:A review of the literature.Journal of Applied Psychology,87(4),698-714.
50.Rudolph,C.W.,Lavigne,K.N.,Katz,I.M.,&Zacher,H.(2017).Job crafting:A meta-analysis of relationships with individual differences,job characteristics,and work outcomes.Journal of Vocational Behavior,102,112-138.
51.Saks,A.M.,&Ashforth,B.E.(2010).A longitudinal investigation of the relationships between job information sources,applicant perceptions of fit,and work outcomes.Personnel Psychology,50(2),395-426.
52.Salas,E.,Shuffler,M.L.,Thayer,A.L.,Bedwell,W.L.,&Lazzara,E.H.(2015).Understanding and improving teamwork in organizations:A scientifically based practical guide.Human Resource Management,54(4),599-622.
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1.连接式领导是投入式领导(Engaging Leadership)中的一个维度,即“连接”维度(Connecting Dimension),如领导鼓励成员通过合作和人际交往,增强团队凝聚力(Schaufeli,2015)。
2.胡睿玲,田喜洲.(2015).重构工作身份与意义——工作重塑研究述评.外国经济与管理,37(10),69-81.
3.田启涛,关浩光.(2017).工作设计革命:工作重塑的研究进展及展望.中国人力资源开发,(3),6-17.
4.闫培林.(2016).工作重塑对工作投入的影响:人-工作匹配与工作意义的作用.中国人力资源开发,(19),6-13.
5.张春雨,韦嘉,陈谢平,张进辅.(2012).工作设计的新视角:员工的工作重塑.心理科学进展,20(8),1305-1313.
6.赵小云,郭成.(2014).工作重塑:获得意义性工作及个人成长的新途径.心理科学,37(1),190-196.
7.Bailey,M.(2018).Expectancy-value theory of achievement motivation.Contemporary Educational Psychology,25(1),68-81.
8.Barczak,G.,Lassk,F.,&Mulki,J.(2010).Antecedents of team creativity:An examination of team emotional intelligence,team trust and collaborative culture.Creativity&Innovation Management,19(4),332-345.
9.Batson,C.D.,Oleson,K.C.,Weeks,J.L.,Healy,S.P.,Reeves,P.J.,&Jennings,P.,et al.(1989).Religious prosocial motivation.Journal of Personality&Social Psychology,57(5),873-884.
10.Berg,J.M.,Dutton,J.E.,&Wrzesniewski,A.(2013).Job crafting and meaningful work.In Dik,B.J.,Byrne,Z.S.,&Steger,M.F.(Eds.).Purpose and meaning in workplace(pp.81-104).Washington,DC:American Psychological Association.
11.Berman,S.L.,Down,J.,&Hill,C.W.L.(2002).Tacit knowledge as a source of competitive advantage in the national basketball association.Academy of Management Journal,45(1),13-31.
12.Chen,G.,Campbell-Bush,E.M.,Farh,J.L.,Wu,Z.,&Wu,X.(2013).Teams as innovative systems:Multilevel motivational antecedents of innovation in r&d teams.Journal of Applied Psychology,98(6),1018-1027.
13.Chen,C.Y.,Yen,C.H.,&Tsai,F.C.(2014).Job crafting and job engagement:The mediating role of person-job fit.International Journal of Hospitality Management,37(1),21-28.
14.Cheng,J.C.,Chen,C.Y.,Teng,H.Y.,&Yen,C.H.(2016).Tour leaders'job crafting and job outcomes:The moderating role of perceived organizational support.Tourism Management Perspectives,20,19-29.
15.Chiaburu,D.S.,Smith,T.A.,Wang,J.,&Zimmerman,R.D.(2014).Relative importance of leader influences for subordinates'proactive behaviors,prosocial behaviors,and task performance:A meta-analysis.Journal of Personnel Psychology,13(2),70-86.
16.Clegg,C.,&Spencer,C.(2011).A circular and dynamic model of the process of job design.Journal of Occupational&Organizational Psychology,80(2),321-339.
17.Costa,A.C.(2003).Work team trust and effectiveness.Personnel Review,32(5),605-622.
18.Crant,J.M.(1995).The proactive personality scale and objective job performance among real estate agents.Journal of Applied Psychology,80(4),532-537.
19.Fan,E.M.(2016).The contribution of job task variety and proactive personality to organisational outcomes in nonprofit organisations-the mediating role of role breadth selfefficacy(Unpublished Dissertation).Dissertation:University of Nottingham.
20.Festinger,L.(1950).Informal social communication.Psychological Review,57(5),271-282.
21.Franck,E.,Nüesch,S.,&Pieper,J.(2011).Specific human capital as a source of superior team performance.Schmalenbach Business Review,12(4),376-392.
22.Fredrickson,B.L.(1998).What good are positive emotions?Review of General Psychology,2(3),300-319.
23.Gabelica,C.,Bossche,P.V.D.,Maeyer,S.D.,Segers,M.,&Gijselaers,W.(2014).The effect of team feedback and guided reflexivity on team performance change.Learning&Instruction,34,86-96.
24.Grant,A.M.,&Ashford,S.J.(2008).The dynamics of proactivity at work.Research in Organizational Behavior,28,3-34.
25.Humphrey,S.E.,Morgeson,F.P.,&Mannor,M.J.(2009).Developing a theory of the strategic core of teams:Arole composition model of team performance.Journal of Applied Psychology,94(1),48-61.
26.Joo,B.K.,&Lim,T.(2009).Culture,perceived job complexity,and commitment and intrinsic motivation.Journal of Leadership&Organizational Studies,16(1),48-60.
27.Kira,M.,Eijnatten,F.M.V.,&Balkin,D.B.(2010).Crafting sustainable work:Development of personal resources.Journal of Organizational Change Management,23(5),616-632.
28.Klein,K.J.,&Kozlowski,S.W.J.(2003).Multilevel theory,research,and methods in organizations:Foundations,extensions,and new directions.Astrophysics&Space Science,98(2),213-220.
29.Kozlowski,S.W.J.,Chao,G.T.,Grand,J.A.,et al(2013).Advancing multilevel research design:Capturing the dynamics of emergence.Organizational Research Methods,16(4),581-615.
30.Lauver,K.J.,&Kristofbrown,A.(2001).Distinguishing between employees'perceptions of person-job and personorganization fit.Journal of Vocational Behavior,59(3),454-470.
31.Leana,C.,Appelbaum,E.,&Shevchuk,I.(2009).Work process and quality of care in early childhood education:The role of job crafting.Academy of Management Journal,52(6),1169-1192.
32.Liden,R.C.,Wayne,S.J.,Liao,C.,&Meuser,J.D.(2014).Servant leadership and serving culture:Influence on individual and unit performance.Academy of Management Journal,57(5),1434-1452.
33.Loch,C.H.,Sengupta,K.,&Ahmad,M.G.(2011).The microevolution of routines:How problem solving and social preferences interact.Organization Science,24(1),99-115.
34.Lyons,P.(2008).The crafting of jobs and individual differences.Journal of Business&Psychology,23(1/2),25-36.
35.Luu,T.(2017).Collective job crafting and team service recovery performance:A moderated mediation mechanism.Marketing Intelligence&Planning,35(4),1-22.
36.M?kikangas,A.,Aunola,K.,Sepp?l?,P.,&Hakanen,J.(2016).Work engagement-team performance relationship:Shared job crafting as a moderator.Journal of Occupational&Organizational Psychology,89(4),772-790.
37.M?kikangas,A.,Bakker,A.B.,&Schaufeli,W.B.(2017).Antecedents of daily team job crafting.European Journal of Work&Organizational Psychology,26(3),421-433.
38.Man,D.C.,&Lam,S.S.K.(2003).The effects of job complexity and autonomy on cohesiveness in collectivistic and individualistic work groups:A cross-cultural analysis.Journal of Organizational Behavior,24(8),979-1001.
39.Mattarelli,E.,&Tagliaventi,M.R.(2015).How offshore professionals'job dissatisfaction can promote further offshoring:Organizational outcomes of job crafting.Journal of Management Studies,52(5),585-620.
40.Mcclelland,G.P.,Leach,D.J.,Clegg,C.W.,&Mcgowan,I.(2014).Collaborative crafting in call centre teams.Journal of Occupational&Organizational Psychology,87(3),464-486.
41.Millikin,J.P.,Hom,P.W.,&Manz,C.C.(2010).Selfmanagement competencies in self-managing teams:Their impact on multi-team system productivity.Leadership Quarterly,21(5),687-702.
42.Morgeson,F.P.,Derue,D.S.,&Karam,E.P.(2010).Leadership in teams:A functional approach to understanding leadership structures and processes:.Journal of Management,36(1),5-39.
43.Morrison,E.W.,&Phelps,C.C.(1999).Taking charge at work:Extrarole efforts to initiate workplace change.Academy of Management Journal,42(4),403-419.
44.Parker,S.K.,Williams,H.M.,&Turner,N.(2006).Modeling the antecedents of proactive behavior at work.Journal of Applied Psychology,91(3),636-652.
45.Parker,S.K.,Collins,C.G.(2010).Taking stock:Integrating and differentiating multiple proactive Behaviors.Journal of Management,36(3),633-662.
46.Peeters,M.C.W.,Arts,R.,&Demerouti,E.(2016).The crossover of job crafting between coworkers and its relationship with adaptivity.European Journal of Work&Organizational Psychology,25(6),1-14.
47.Pieper,J.(2009).Specific human capital as a source of superior team performance.Stephan Nuesch,63(4),376-392.
48.Ployhart,R.E.,&Moliterno,T.P.(2011).Emergence of the human capital resource:A multilevel model.Academy of Management Review,36(1),127-150.
49.Rhoades,L.,&Eisenberger,R.(2002).Perceived organizational support:A review of the literature.Journal of Applied Psychology,87(4),698-714.
50.Rudolph,C.W.,Lavigne,K.N.,Katz,I.M.,&Zacher,H.(2017).Job crafting:A meta-analysis of relationships with individual differences,job characteristics,and work outcomes.Journal of Vocational Behavior,102,112-138.
51.Saks,A.M.,&Ashforth,B.E.(2010).A longitudinal investigation of the relationships between job information sources,applicant perceptions of fit,and work outcomes.Personnel Psychology,50(2),395-426.
52.Salas,E.,Shuffler,M.L.,Thayer,A.L.,Bedwell,W.L.,&Lazzara,E.H.(2015).Understanding and improving teamwork in organizations:A scientifically based practical guide.Human Resource Management,54(4),599-622.
53.Schaufeli,W.(2015).Engaging leadership in the job demands-resources model.Career Development International,20(5),446-463.
54.Schneider,B.,Smith,D.B.,&Sipe,W.P.(2000).Personnel selection psychology:Multilevel considerations.In Klein,K.J.,&Kozlowski,S.W.J.(Eds.).Multilevel theory,research,and methods in organizations:Foundations,extensions,and new directions(pp.91-119).San Francisco:Jossey-Bass.
55.Silvia,P.J.,Mccord,D.M.,&Gendolla,G.H.E.(2010).Self-focused attention,performance expectancies,and the intensity of effort:Do people try harder for harder goals?Motivation&Emotion,34(4),363-370.
56.Solberg,E.,&Wong,S.I.(2016).Crafting one's job to take charge of role overload:When proactivity requires adaptivity across levels.Leadership Quarterly,27(5),713-725.
57.Stam,D.,Lord,R.G.,Knippenberg,D.V.,&Wisse,B.(2014).An image of who we might become:Vision communication,possible selves,and vision pursuit.Organization Science,25(4),1172-1194.
58.Stevens,M.J.,&Campion,M.A.(1994).The knowledge,skill,and ability requirements for teamwork:Implications for human resource management.Journal of Management,20(2),503-530.
59.Stewart,G.L.,&Barrick,M.R.(2000).Team structure and performance:Assessing the mediating role of intrateam process and the moderating role of task type.Academy of Management Journal,43(2),135-148.
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1.连接式领导是投入式领导(Engaging Leadership)中的一个维度,即“连接”维度(Connecting Dimension),如领导鼓励成员通过合作和人际交往,增强团队凝聚力(Schaufeli,2015)。