基于变革型领导理论的科研团队绩效影响机制模型概要.docVIP

2010年3月浙江大学学报(人文社会科学版 Journal of Zhejiang U niversity(H um anities and Social Sciences9 　DOI :10.3785/j.issn.2009.09.221 [收稿日期]2009209222　　　　　 [本刊网址?在线杂志]http :///soc [在线优先出版日期]2010203216 [作者简介]褚超孚,男,浙江大学人事处副研究员,管理学博士,主要从事教育科技管理和人力资源管理研究。基于变革型领导理论的科研团队 绩效影响机制模型 褚超孚 (浙江大学人事处,浙江杭州310058 [摘　要]基于变革型领导理论,可分析科研团队的绩效影响机制。模型中团队领导行为是前因变 量,团队动力氛围(共享愿景、归属承诺、人际信任、工作授权、功能性冲突和团队行为特征(团队凝聚力、有效沟通、冲突管理为中介变量,团队工作结果为结果变量。模型由三条因果主线构成:(1变革型领导的理想感召行为可以激发科研团队的共享愿景和归属承诺,进而促进团队内聚力的提高,最终提升团队绩效;(2变革型领导的个性关怀可以激发科研团队的人际信任和工作授权,进而促进团队有效沟通,最终提升团队绩效;(3变革型领导的智力激发可以激发科研团队的功能性冲突,功能性冲突越多,越有可能提高冲突管理能力,最终提高团队绩效。 [关键词]变革型领导;科研团队;动力氛围;行为特征;绩效 Performance Mechanism of Scientif ic R esearch T eam : A Model B ased on the T ransformational Leadership Theory Chu Chaof u (Personnel De p artment ,Zhej i ang Uni versit y ,H an gz hou 310058,Chi na Abstract :This paper concept ualizes a causal model of scientific research team performance mechanisms o n t he basis of t he transformational leadership t heory.The antecedent dependent variable of t he model is t he leadership behavior.The mediating variables have two stages.One is t he team dynamic climate (shared vision ,team commit ment ,interpersonal t rust ,empowerment ,and f unctional co nflict s .The ot her is t he team behavioral feat ures (team cohesiveness , harmonious communication and conflict management . The outcome variables consist of innovative research findings ,and t he cultivation of young researchers and team satisfaction.This model is composed of t hree causal point s :(1The inspirational effect of t he t ransformational leadership is able to enhance t he level of shared vision and team commit ment ,p romoting t he team πs cohesiveness and performance as a result.(2The individualized consideration of t he 2010年3月浙江大学学报(人文社会科学版10　 t ransformational leadership can encourage t he interpersonal trust,empower t he teamwork,and p romote t he team communication,finally increasing t he team performance.(3The intellect ual stimulation of t he