首页 > 资料专栏 > 论文 > 经营论文 > 团队建设论文 > MBA论文_服务型领导力差异对团队绩效的影响研究_一个调节的中介模型

MBA论文_服务型领导力差异对团队绩效的影响研究_一个调节的中介模型

szkaiqi
V 实名认证
内容提供者
热门搜索
资料大小:1078KB(压缩后)
文档格式:DOC
资料语言:中文版/英文版/日文版
解压密码:m448
更新时间:2020/3/9(发布于福建)

类型:金牌资料
积分:--
推荐:升级会员

   点此下载 ==>> 点击下载文档


文本描述
- I -
摘要
随着时代的发展和进步,服务型领导力在社会的作用和影响越来越突出
这种积极的领导力给企业的发展、领导与员工间的关系带来了积极的影响
本文通过回顾国内外的相关文献,发现关于服务型领导力在个体层面的研究
有很多。不过,较少有从团队层面的角度来探究服务型领导力对团队的影响
本文以团队层面,并且从服务型领导力差异的角度,探究服务型领导力差异
对团队绩效的影响。在研究过程中,本课题所采用调节变量、中介变量分别
为团队内竞争氛围、主管公平
为确保实证研究的准确性、真实性,本文采用问卷调查的方式对山西省
三家医院的49个护理团队进行了研究。本文运用了SPSS、AMOS等软件进
行了量表的信度和效度分析、数据聚合检验、变量的描述性统计、回归分析
和假设检验,来检验本文提出的5个假设
实证分析的结果表明:服务型领导力差异显著负向影响主管公平。即服
务型领导力差异越小,团队成员对主管公平的感知越强;主管公平正向影响
团队绩效(团队任务绩效、团队公民行为、团队创造力);主管公平在服务型
领导力差异与团队绩效(团队任务绩效、团队公民行为、团队创造力)间扮
演着“中介”的角色;服务型领导力差异越大,主管公平水平越低,即二者
间存在负相关关系,对此,团队内竞争氛围可发挥较理想的调节作用;此外,
该调节变量也调节了服务型领导力差异与团队绩效之间通过主管公平的间接
关系。本研究对服务型领导力的研究进行了完善和补充,为今后学者的研究
提供了借鉴和参考
关键词:服务型领导力差异;主管公平;团队绩效;团队内竞争氛围
哈尔滨工业大学管理学硕士学位论文
- II -
Abstract
With the development and progress of the times, the role and influence of
service leadership in society is becoming more and more prominent. This
positive leadership has a positive impact on the relationship between the
development of enterprises, leadership and employees. By reviewing the relevant
literature at home and abroad, we found that there are many studies on the
individual level of servant leadership, but less from a team level perspective to
explore the impact of servant leadership on the team. This paper explores the
influence of servant leadership differentiation on team performance from the
perspective of team level. In the research process, the moderating variables and
intermediary variables used in this study are the intrateam competition
atmosphere and supervisor fairness.
In order to ensure the accuracy and authenticity of the empirical research,
49 nursing teams in three hospitals in Shanxi were investigated by questionnaires.
This paper uses the software of SPSS and AMOS to analyze the reliability and
validity of the scale, the test of data aggregation, the descriptive statistics of
variables, the regression analysis and the hypothesis test, to test the 5 hypotheses
that we put forward.
The results of empirical analysis show that the servant leadership
differentiation has a significant negative impact on supervisor fairness. That is,
the smaller servant leadership differentiation, the stronger the team members’
perception of supervisor fairness is stronger; There is a positive correlation
between supervisor fairness and team performance(team task performance, team
citizenship behavior, team creativity); The supervisor fairness plays an
intermediary role between servant leadership differentiation and team
performance(team task performance, team citizenship behavior, team creativity).
The intrateam competitive atmosphere has adjusted the differentiation of servant
leadership and the supervisor fairness. The intrateam competitive atmosphere
regulates the indirect relationship between servant leadership differentiation and
team performance through the supervisor fairness. This study improves and
supplements the research on servant leadership, which provides a reference for
future scholars.
Keywords: servant leadership differentiation, supervisor fairness, team
performance, intrateam competitive atmosphere。