| Author: | 李凡 Li, Fan |
| Title: | 团队集体悲观主义对离职倾向与绩效的影响研究 : 领导情绪管理策略的调节作用 |
| Other Title: | A study on impacts of collective pessimism on team performance and turnover : the moderating role of leader interpersonal emotion regulation strategies |
| Advisors: | 刘武 (MM) |
| Degree: | D.Mgt. |
| Year: | 2018 |
| Subject: | Hong Kong Polytechnic University -- Dissertations Teams in the workplace Leadership Emotions |
| Department: | Faculty of Business |
| Pages: | 96 pages : illustrations |
| Language: | Chinese |
| Abstract: | 随着近年来中国建筑行业整体市场的萎缩以及业务难度的加大，建筑行业的工作团队弥漫着整体的悲观主义。理解集体悲观主义如何对团队产生影响并如何减弱其带来的负面影响是一个具有现实和理论意义的研究问题。为回答这一些问题，本研究站在团队层面探讨和检验了集体悲观主义对团队绩效和团队离职倾向的作用机制和边界。首先，研究整合了团队认知与情绪视角，引入了团队效 能和团队压力两个中介变量，讨论集体悲观主义的双重作用路径。同时，在明确作用路径的基础上，本研究还进一步引入情绪管理理论视角，探索领导情绪策略的调节作用,提出问题导向和情绪两种不同情绪策略的差异作用。基于98个建筑业团队为样本的三轮问卷调研,本论文有以下发现:(1)在中介作用的检验上，研究结果表明集体悲观主义通过社会认知过程降低团队效能，进而提升团队整体的离职倾向，损害团队绩效; 集体悲观主义还会通过压力传递机制引起团队压力感知的提升，从而造成团队离职倾向上升和绩效下降 ;(2)在调节效应的检验上，研究发现采用问题导向情绪管理策略的管理者可以有效帮助缓解集体悲观主义带来的团队压力，相反，情绪导向管理策略会加大集体悲观主义对团队效能的消极影响，并激化团队压力。本研究为团队层面的集体悲观主义研究 提供了一个有效和启发性的研究框架，对理论的推进有所贡献。研究结论也为管理者应对集体悲观主义提供了切实可行的实践指导。未来研究可以在此基础上进行更多的创新和拓展。 |
| Rights: | All rights reserved |
| Access: | restricted access |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| 991022179241903411.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 1.52 MB | Adobe PDF | View/Open |
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