基于扎根理论的团队工作价值观结构分析及其对团队绩效的影响机制研究
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摘要
本文通过搜集主流媒体中不同群体对团队工作价值观的评论和报道,运用扎根理论进行分析,构建团队工作价值观结构体系,建立"团队工作价值观—团队行为—团队绩效"理论模型,诠释团队工作价值观通过团队行为的中介效应对团队绩效的影响过程。研究结果表明,团队建设因素、人际关系因素、自我实现因素和物质环境因素共同组成了团队工作价值观;受团队工作价值观的影响,团队成员与上下级和同级的协调、合作和沟通行为表现出高低不同质量水平的组合,进而产生不同的团队关系绩效和任务绩效。根据研究结果和启示,给团队管理者提出了有效建议。
This essay collects the comments that different groups in mainstream media comment on working value. We use The Grounded Theory to analyze it, and construct the group work value structure system. We build the "group work value-group action-group performance" theory model, and make clear that group work value influences on group performance process in group action intermediary effect. The study results indicate the group construction factors, personal relationship factors, self-realization factors, and substance factors constitute together the group work value construction. Influenced by the performance of group work value, the group members have the highquality cooperation performance or low-quality cooperation performance when he faces the supervisor-subordinate communication and colleague communication on the job, and then it generates different group relationship performance and task performance level. According to the study results, we give the group administrator real instruction meaning advice.
This essay collects the comments that different groups in mainstream media comment on working value. We use The Grounded Theory to analyze it, and construct the group work value structure system. We build the "group work value-group action-group performance" theory model, and make clear that group work value influences on group performance process in group action intermediary effect. The study results indicate the group construction factors, personal relationship factors, self-realization factors, and substance factors constitute together the group work value construction. Influenced by the performance of group work value, the group members have the highquality cooperation performance or low-quality cooperation performance when he faces the supervisor-subordinate communication and colleague communication on the job, and then it generates different group relationship performance and task performance level. According to the study results, we give the group administrator real instruction meaning advice.
引文
1.曹茜,陈睿.(2017).R&D团队中领导行为、创新氛围与知识创新的关系:案例研究.技术经济,36(3),21-28.
2.陈胜军,殷新峰.(2010).组织支持感与工作绩效的关系研究.生产力研究,(5),236-237.
3.詹婧,赵越.(2017).工会—管理层关系与企业员工参与机制的运行——基于扎根理论的研究.中国人力资源开发,(4),154-168.
4.贾旭东,谭新辉.(2010).经典扎根理论及其精神对中国管理研究的现实价值.管理学报,7(5),656-665.
5.侯烜方,李燕萍,涂乙冬.(2014).新生代工作价值观结构、测量及对绩效影响.心理学报,46(6),823-840.
6.刘军,李永娟,富萍萍.(2007).高层管理团队价值观共享、冲突与绩效:一项实证检验.管理学报,4(5),644-653.
7.李云彩.(2013).企业团队成员价值观异质性、冲突与知识共享关系的实证研究(博士学位论文).青岛大学.
8.牛静.(2011).团队成员异质性对团队绩效的影响机理研究(博士学位论文).浙江大学.
9.彭剑锋.(2015).共创、共治、共享——自组织的核心要素,中国人力资源开发,(8),6-8.
10.曲庆,高昂.(2013).个人—组织价值观契合如何影响员工的态度与绩效——基于竞争价值观模型的实证研究.南开管理评论,16(5),4-15.
11.孙海法,刘海山.(2007).高管团队价值观、团队氛围对冲突的影响.商业经济与管理,(12),32-38.
12.孙聘依,王萍.(2017).团队内部人际关系与团队冲突:影响、模型与策略.经营与管理,10(12),41-44.
13.汤善森.(2006).团队价值观契合度与性别、团队满意关系之探讨.政大体育研究,(18),50-61.
14.魏珂敬.(2010).大学生团队价值观调查研究(博士学位论文).苏州大学.
15.王燕夷,彭灿.(2012).非正式网络对研发团队绩效的影响——以交互记忆系统为中介变量的实证研究.科学学研究,30(4),581-590.
16.吴钊阳,邵云飞,赵卫东.(2016).成员—团队匹配和氛围对创业团队绩效的影响.技术经济与管理研究,(2),30-34.
17.谢科范,陈刚,郭伟.(2012).创业团队结构—行为—绩效模型.武汉理工大学学报(社会科学版),25(2),265-271.
18.徐杨.(2015).个人—组织价值观匹配与员工创新行为的关系研究(博士学位论文).广西大学.
19.张勉,李海,闫举刚.(2007).组织文化度量模型的构建与实证研究.科学学与科学技术管理,28(12),193-200.
20.周菲,张传庆.(2012).高绩效工作系统对员工工作行为的影响——心理资本中介作用的实证研究.北京社会科学,(3),33-40.
21.赵慧娟,龙立荣.(2004).个人—组织匹配的研究现状与展望.心理科学进展,12(1),111-118.
22.张宏.(2014).创业团队价值观异质性、团队冲突与团队凝聚力关系研究.科学管理研究,2014(2),90-93.
23.张爽,林婷婷,刘宁,潘琰.(2015).江苏大学生创业意向、团队价值观对团队绩效的影响研究.科技与经济,28(1),86-90.
24.Adkins,C.L.,Ravlin,E.C.,&Meglino,B.M.(1996).Value congruence between coworkers and its relationship to work outcomes.Group and Organization Management,21(4),439-460.
25.Bell,S.T.(2007).Deep-level composition variables as predictors of team performance:A meta-analysis.Journal of Applied Psychology,92(3),595-615.
26.Beutler,I.,Beutler,L.,&Mc Coy,J.K.(2008).Money aspirations about living well:Development of adolescent aspirations from middle school to high school,Journal of Financial Counseling and Planning,19(2),67-82.
27.Borman,W.C.,&Motowidlo,S.J.(1993).Personnel selection in organization.San Francisco,CA:Jossey-Bass Publishers.
28.Charmaz,K.C.,(2006).Constructing grounded theory:A practical guide through qualitative analysis.Papers Revista De Sociologia,86,284-287.
29.Cohen,W.B.,&Bailey,D.E.(1997).Shop floor to the executivewhat make team work:effectiveness research from the suite.Journal of Management,23(3),239-290.
30.Dalton,D.R.,&Metzger,M.B,(1992).Towards candor,cooperation&privacy in applied business ethics research:The randomized response technique(RRT).Business Ethics Quarterly,2(2),207-221.
31.Gahan,P.G.,&Abeysekera,L.(2009).What shapes an individual's work values?An integrated model of the relationship between work values,national culture and self-construal.International,Journal of Human Resource Management,20(1),126-147.
32.Gladstein,D.L.(1987).Groups in context:A model of task,Science Quarterly,29(4),499-517.
33.Hambrick,D.C.(1994).Top Management Groups:A conceptual integration and reconsideration of the“team”label.Research in Organizational Behavior,16,171-213.
34.Jewell,L.N.,&Reitz,H.J.(1981).Group effectiveness in organizations.Illiois:Scott,Foresman and Company.
35.Kristof-Brown,A.L.,Zimmerman,R.D.,&Johnson,E.C.(2005).Consequences of individuals'fit at work:a meta-analysis of person–job,person–organization,person–group,and person–supervisor fit.Personnel Psychology,58(2),281-342.
36.Kozlowski,S.W.J.,&Bell,B.S.(2013).Work groups and teams in organizations.Industrial and Organizational Psychology,12,333-375.
37.Lehman,W.E.,&Simpson,D.D.(1992).Employee substance use and on-the-job behaviors.Journal of Applied Psychology,77(3),309-321.
38.Lyons,S.T.,Higgins,C.A.,&Duxbury,L.(2010).Work values:Development of a new three-dimensional structure based on confirmatory smallest space analysis.Journal of Organizational Behavior,31(7),969-1002.
39.Manhardt,P.J.(1972).Job orientation of male and female college graduates in business.Personnel Psychology,25(2),361-368.
40.Miles,M.B.,Huberman,A.M.,&张芬芬.(2008).质性资料的分析:方法与实践(第二版).重庆大学出版社.
41.Nadler,D.A.,&Tushman,M.L.(1990).Beyond the charismatic leader:leadership and organizational change.California Management Review,32(2),77-97.
42.O'Reilly,C.A.,Chatman,J.,&Caldwell,D.F.(1991).People and organizational culture:A profile comparison approach to assessing personorganization fit.Academy of Management Journal,34(3),487-516.
43.Taylor,R.N.,&Thompson,M.(1976).Work value systems of young workers.Academy of Management Journal,19(4),522-536.
44.Roberson,D.C.(1993).Empiricism in business ethics:Suggested research directions.Journal of Business Ethics,12(8),585-599.
2.陈胜军,殷新峰.(2010).组织支持感与工作绩效的关系研究.生产力研究,(5),236-237.
3.詹婧,赵越.(2017).工会—管理层关系与企业员工参与机制的运行——基于扎根理论的研究.中国人力资源开发,(4),154-168.
4.贾旭东,谭新辉.(2010).经典扎根理论及其精神对中国管理研究的现实价值.管理学报,7(5),656-665.
5.侯烜方,李燕萍,涂乙冬.(2014).新生代工作价值观结构、测量及对绩效影响.心理学报,46(6),823-840.
6.刘军,李永娟,富萍萍.(2007).高层管理团队价值观共享、冲突与绩效:一项实证检验.管理学报,4(5),644-653.
7.李云彩.(2013).企业团队成员价值观异质性、冲突与知识共享关系的实证研究(博士学位论文).青岛大学.
8.牛静.(2011).团队成员异质性对团队绩效的影响机理研究(博士学位论文).浙江大学.
9.彭剑锋.(2015).共创、共治、共享——自组织的核心要素,中国人力资源开发,(8),6-8.
10.曲庆,高昂.(2013).个人—组织价值观契合如何影响员工的态度与绩效——基于竞争价值观模型的实证研究.南开管理评论,16(5),4-15.
11.孙海法,刘海山.(2007).高管团队价值观、团队氛围对冲突的影响.商业经济与管理,(12),32-38.
12.孙聘依,王萍.(2017).团队内部人际关系与团队冲突:影响、模型与策略.经营与管理,10(12),41-44.
13.汤善森.(2006).团队价值观契合度与性别、团队满意关系之探讨.政大体育研究,(18),50-61.
14.魏珂敬.(2010).大学生团队价值观调查研究(博士学位论文).苏州大学.
15.王燕夷,彭灿.(2012).非正式网络对研发团队绩效的影响——以交互记忆系统为中介变量的实证研究.科学学研究,30(4),581-590.
16.吴钊阳,邵云飞,赵卫东.(2016).成员—团队匹配和氛围对创业团队绩效的影响.技术经济与管理研究,(2),30-34.
17.谢科范,陈刚,郭伟.(2012).创业团队结构—行为—绩效模型.武汉理工大学学报(社会科学版),25(2),265-271.
18.徐杨.(2015).个人—组织价值观匹配与员工创新行为的关系研究(博士学位论文).广西大学.
19.张勉,李海,闫举刚.(2007).组织文化度量模型的构建与实证研究.科学学与科学技术管理,28(12),193-200.
20.周菲,张传庆.(2012).高绩效工作系统对员工工作行为的影响——心理资本中介作用的实证研究.北京社会科学,(3),33-40.
21.赵慧娟,龙立荣.(2004).个人—组织匹配的研究现状与展望.心理科学进展,12(1),111-118.
22.张宏.(2014).创业团队价值观异质性、团队冲突与团队凝聚力关系研究.科学管理研究,2014(2),90-93.
23.张爽,林婷婷,刘宁,潘琰.(2015).江苏大学生创业意向、团队价值观对团队绩效的影响研究.科技与经济,28(1),86-90.
24.Adkins,C.L.,Ravlin,E.C.,&Meglino,B.M.(1996).Value congruence between coworkers and its relationship to work outcomes.Group and Organization Management,21(4),439-460.
25.Bell,S.T.(2007).Deep-level composition variables as predictors of team performance:A meta-analysis.Journal of Applied Psychology,92(3),595-615.
26.Beutler,I.,Beutler,L.,&Mc Coy,J.K.(2008).Money aspirations about living well:Development of adolescent aspirations from middle school to high school,Journal of Financial Counseling and Planning,19(2),67-82.
27.Borman,W.C.,&Motowidlo,S.J.(1993).Personnel selection in organization.San Francisco,CA:Jossey-Bass Publishers.
28.Charmaz,K.C.,(2006).Constructing grounded theory:A practical guide through qualitative analysis.Papers Revista De Sociologia,86,284-287.
29.Cohen,W.B.,&Bailey,D.E.(1997).Shop floor to the executivewhat make team work:effectiveness research from the suite.Journal of Management,23(3),239-290.
30.Dalton,D.R.,&Metzger,M.B,(1992).Towards candor,cooperation&privacy in applied business ethics research:The randomized response technique(RRT).Business Ethics Quarterly,2(2),207-221.
31.Gahan,P.G.,&Abeysekera,L.(2009).What shapes an individual's work values?An integrated model of the relationship between work values,national culture and self-construal.International,Journal of Human Resource Management,20(1),126-147.
32.Gladstein,D.L.(1987).Groups in context:A model of task,Science Quarterly,29(4),499-517.
33.Hambrick,D.C.(1994).Top Management Groups:A conceptual integration and reconsideration of the“team”label.Research in Organizational Behavior,16,171-213.
34.Jewell,L.N.,&Reitz,H.J.(1981).Group effectiveness in organizations.Illiois:Scott,Foresman and Company.
35.Kristof-Brown,A.L.,Zimmerman,R.D.,&Johnson,E.C.(2005).Consequences of individuals'fit at work:a meta-analysis of person–job,person–organization,person–group,and person–supervisor fit.Personnel Psychology,58(2),281-342.
36.Kozlowski,S.W.J.,&Bell,B.S.(2013).Work groups and teams in organizations.Industrial and Organizational Psychology,12,333-375.
37.Lehman,W.E.,&Simpson,D.D.(1992).Employee substance use and on-the-job behaviors.Journal of Applied Psychology,77(3),309-321.
38.Lyons,S.T.,Higgins,C.A.,&Duxbury,L.(2010).Work values:Development of a new three-dimensional structure based on confirmatory smallest space analysis.Journal of Organizational Behavior,31(7),969-1002.
39.Manhardt,P.J.(1972).Job orientation of male and female college graduates in business.Personnel Psychology,25(2),361-368.
40.Miles,M.B.,Huberman,A.M.,&张芬芬.(2008).质性资料的分析:方法与实践(第二版).重庆大学出版社.
41.Nadler,D.A.,&Tushman,M.L.(1990).Beyond the charismatic leader:leadership and organizational change.California Management Review,32(2),77-97.
42.O'Reilly,C.A.,Chatman,J.,&Caldwell,D.F.(1991).People and organizational culture:A profile comparison approach to assessing personorganization fit.Academy of Management Journal,34(3),487-516.
43.Taylor,R.N.,&Thompson,M.(1976).Work value systems of young workers.Academy of Management Journal,19(4),522-536.
44.Roberson,D.C.(1993).Empiricism in business ethics:Suggested research directions.Journal of Business Ethics,12(8),585-599.