信任对持续性团队绩效的作用机理研究

科研管理 ›› 2012, Vol. 33 ›› Issue (11): 49-56,160.

信任对持续性团队绩效的作用机理研究

张珣^1,2, 徐彪³, 彭纪生¹

1. 南京大学商学院;
2. 南京大学金陵学院;
3. 南京大学政府管理学院,江苏南京 210093

收稿日期:2010-12-26 修回日期:2011-10-19 出版日期:2012-11-27 发布日期:2012-11-21
基金资助:
本文受到国家自然科学基金重点项目(70732002);国家自然科学基金项目(71102038,70972036); 教育部人文社科基金(09YJA630061);南京大学金陵学院教改重点课题(112016)的支持。

The effect mechanism of trust on ongoing team’s performance

Zhang Xun^1,2, Xu Biao³, Peng Jisheng¹

1. School of Business, Nanjing University, Nanjing 210093, China;
2. School of Jinling, Nanjing University, Nanjing 210093, China;
3. School of Government Management, Nanjing University, Nanjing 210093, China

Received:2010-12-26 Revised:2011-10-19 Online:2012-11-27 Published:2012-11-21

摘要/Abstract

摘要： 在已有文献基础上,依据团队循环阶段模型,把团队发展过程分为三个阶段:过渡阶段、行动阶段和人际阶段,对每个阶段选择了具有代表性的团队过程变量,提出信任对团队绩效影响机制的概念模型,并基于持续性团队进行了实证分析。研究发现,对于持续性团队,信任对团队绩效有显著的影响,且团队自省、团队监督和团队努力三个变量在二者关系中起完全中介作用,研究结果对于持续性团队的管理具有重要的启示意义。

关键词: 团队信任, 团队自省, 团队监督, 团队努力, 团队绩效

Abstract: On the basis of team processes framework, team processes are divided into three phases, i.e. transition phase processes, action phase processes, and interpersonal processes. Then representative team processes are selected and a multiple mediator model which transmits the positive effects of trust to team performance is proposed. Then empirical studies of ongoing teams’ data are given. It is found that trust has the significant influence on the team performance in ongoing teams. Team reflexivity, team monitoring, and team effort are the mediator variables between them. The results possess the important enlightment for the management of ongoing teams.

Key words: intra-team trust, team reflexivity, team monitoring, team effort, team performance

中图分类号:

C936

张珣, 徐彪, 彭纪生. 信任对持续性团队绩效的作用机理研究[J]. 科研管理, 2012, 33(11): 49-56,160.

Zhang Xun, Xu Biao, Peng Jisheng. The effect mechanism of trust on ongoing team’s performance[J]. Science Research Management, 2012, 33(11): 49-56,160.

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