I 摘要 随着外部环境的不断变化、团队分工的不断细化，组织对团队的应变能力、 通力合作并高效完成任务的能力和绩效产出的要求都日渐提高。同 时，面对外部 环境带来的巨大压力和组织对自己提出的新要求，团队成员也开始表明希望自己 能够更加灵活自主地完成本职工作、更多地参与团队决策和获得更多地支持与肯 定 。面对以上诸多问题，团队该如何实现平衡、提升团队效能尚值得探讨。而悖 论式领导风格因其悖论整合、平衡矛盾的特点，能够有效解决以上提出的诸多问 题。基于此，本文 将研究悖论式领导如何提升团队效能。 通过进一步的文献阅读、整理和梳理，本文以社会认知理论和特质激活理论 为基础，构建了以团队效能为因变量、以悖论式领导为自变量 、以团队心理安全 为中介变量、以员工调节焦点为调节变量的概念框架模型。采用实证研究法，在 企业中以团队为单位进行调研，共回收来自120个团队的387份问卷。利用 SPSS22.0进行了一系列检验，研究结果表明：（1）悖论式领导对团队效能有正 向影响作用；（2）团队心理安全可以在悖论式领导与团队效能的关系中起到中介 作用；（3）悖论 式领导与团队心理安全的关系受到员工调节焦点的调节。 在以上基础上，本文从实践的角度出发提出了几点管理建议：（1）培养团队 领导者的悖论式领导风格。（2）关注团队 心理安全感的提升。（3）根据团队员工 个人特征，实施合适的管理策略。希望本文的研究能为企业的团队管理者更加有 效的管理团队提供一些建议。最后，指出了本研究存在的 不足以及未来的研究方 向。 关键词：悖论式领导；团队效能；团队心理安全；员工调节焦点 论文类型：应用研究 西南科技大学硕士学位论文 II ABSTRACT The external environment is constantly changing. The division of labor in the team is constantly refined. The organization's requirements for team adaptability, task completion ability and performance output ability are constantly improving. At the same time, facing the huge pressure brought by the external environment, the organization puts forward new requirements. Team members also began to express the hope that they can complete their own work more autonomously, participate more in team decision-making and get more affirmation. In the face of the above problems, how to achieve balance and improve team effectiveness is still worth discussing. Paradoxical leadership style can effectively solve the above problems because of its paradoxical integration and balanced contradictions. Based on this, this paper will study how paradoxical leadership improves team effectiveness. Through further literature reading. Based on the social cognitive theory and trait activation theory, this paper constructs a conceptual framework model with team effectiveness as the dependent variable, paradoxical leadership as the independent variable, team psychological safety as the intermediary variable, and employee regulatory focus as the regulatory variable. Using the empirical research method, the text in the enterprise team as a unit of research. This paper collected 387 questionnaires from 120 teams. This paper uses spss22.0 to conduct a series of tests. The results show that: (1) paradoxical leadership has a positive impact on team effectiveness; (2) team psychological safety can play a mediating role in the relationship between paradoxical leadership and team effectiveness; (3) the relationship between paradoxical leadership and team psychological safety is moderated by the focus of employee regulation. On the basis of the above, this paper puts forward some management suggestions: (1) enterprises should cultivate the paradoxical leadership style of team leaders. (2) Team leaders should pay attention to the improvement of team psychological security. (3) Team leaders implement appropriate management strategies according to the individual characteristics of team members. It is hoped that this study can provide some suggestions for the enterprise team managers to manage the team more effectively. Finally, the shortcomings of this study and the future research direction are pointed out. 摘要 III KEY WORDS: Paradox-style leadership; Team effectiveness; Team psychological safety; Regulatory focus TYPE OF THESIS：Application Research 西南科技大学硕士学位论文 IV 目 录 1 绪论 ................................................................................................................. 1 1.1 研究背 景................................................................................................. 1 1.2 研究意 义................................................................................................. 1 1.2.1 理论意 义...................................................................................... 1 1.2.2 实践意 义...................................................................................... 2 1.3 研究内容与技术路 线............................................................................. 2 1.3.1 研究内容与框 架.......................................................................... 2 1.3.2 技术路 线...................................................................................... 3 1.4 研究方 法................................................................................................. 3 1.5 研究创新 点............................................................................................. 4 2 文献综述及理论基 础........................................................................................ 6 2.1 团队效 能................................................................................................. 6 2.1.1 团队效能概念与维 度.................................................................. 6 2.1.2 团队效能的测 量.......................................................................... 7 2.1.3 团队效能的前因变 量.................................................................. 7 2.2 悖论式领 导............................................................................................. 9 2.2.1 悖论式领导的概念与维 度.......................................................... 9 2.2.2 悖论式领导的测量...................................................................... 9 2.2.3 悖论式领导的结果变量............................................................ 10 2.3 心理安 全............................................................................................... 11 2.3.1 心理安全的概 念........................................................................ 11 2.3.2 心理安全的测 量........................................................................ 12 2.3.3 心理安全的相关研 究................................................................ 13 2.4 调节焦 点............................................................................................... 15 2.4.1 调节焦点概念与维 度................................................................ 15 2.4.2 调节焦点测 量............................................................................ 15 2.4.3 调节焦点相关研 究.................................................................... 16 2.5 相关理 论............................................................................................... 17 2.5.1 社会认知理 论............................................................................ 17 2.5.2 特质激活理 论............................................................................ 18 2.6 本章小 结............................................................................................... 19 目录 V 3 研究假设与模 型.............................................................................................. 20 3.1 研究假 设............................................................................................... 20 3.1.1 悖论式领导对团队效能的影 响................................................ 20 3.1.2 团队心理安全的中介作用........................................................ 21 3.1.3 调节焦点 的调节作用................................................................ 21 3.2 理论模 型............................................................................................... 22 4 实证研 究....................................................................