高管团队心理契约、集体创新与团队绩效关系的实证研究  

Empirical Study on Relationship among Psychological Contract,Collective Innovation and Performance in Top Executive Teams

作　　者：王晶晶[1] 杜晶晶[1] 

机构地区：[1]安徽财经大学管理学院

出　　处：《管理学报》2009年第5期671-677,共7页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(70672107);中国博士后科学基金资助项目(20070410331)

摘　　要：通过对212位高管团队成员的实地访谈和有效问卷,揭示了高管团队心理契约、集体创新和团队绩效之间的关系。研究结果表明,高管团队心理契约与集体创新、团队绩效均具有显著正相关关系;高管团队心理契约对团队绩效的影响是通过集体创新这一中介变量表现出来的。集体创新在高管团队交易型心理契约与团队绩效关系中起部分中介作用,在关系型心理契约与团队绩效关系中起完全中介作用。Based on the results of our on-site interviews with and questionnaires filled up by the 212 top executive team members, this empirical study exhibits that there is significant positive correlation among psychological contract, collective innovation and team performance in top executive teams. The impact of psychological contract on team performance is exerted by the collective innovation as an intermediate variable. The Collective Innovation serves as a partial intermediate variable in the relationship between transactional psychological contract and team performance while a total intermediate variable in the relationship between the relational psychological contract and the team performance.

关 键 词：高管团队 心理契约 集体创新 团队绩效 

分 类 号：F27[经济管理—企业管理]