基于变革型领导理论的科研团队绩效影响机制模型  

Performance Mechanism of Scientific Research Team:A Model Based on the Transformational Leadership Theory

作　　者：褚超孚[1] 

机构地区：[1]浙江大学人事处,浙江杭州310058

出　　处：《浙江大学学报（人文社会科学版）》2010年第3期174-179,共6页Journal of Zhejiang University:Humanities and Social Sciences

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。This paper conceptualizes a causal model of scientific research team performance mechanisms on the basis of the transformational leadership theory. The antecedent dependent variable of the model is the leadership behavior. The mediating variables have two stages. One is the team dynamic climate （shared vision, team commitment, interpersonal trust, empowerment, and functional conflicts）. The other is the team behavioral features （team cohesiveness, harmonious communication and conflict management）. The outcome variables consist of innovative research findings, and the cultivation of young researchers and team satisfaction. This model is composed of three causal points： （1） The inspirational effect of the transformational leadership is able to enhance the level of shared vision and team commitment, promoting the team＇s cohesiveness and performance as a result. （2） The individualized consideration of the transformational leadership can encourage the interpersonal trust, empower the teamwork, and promote the team communication, finally increasing the team performance. （3） The intellectual stimulation of the transformational leadership will generate more functional conflicts than usual. With an increase in the capability of managing conflicts, the team performance is enhanced.

关 键 词：变革型领导 科研团队 动力氛围 行为特征 绩效 

分 类 号：G311[文化科学]