团队断裂带对员工绩效的影响:一项跨层次研究  

The impact mechanism of team faultlines on employees′ performance:A hierarchical study

作　　者：魏钧[1] 董玉杰[1] WEI Jun DONG Yu-jie(Dongling School of Economics ＆ Management, University of Science and Technology Beijing, Beijing 100083, Chnia)

机构地区：[1]北京科技大学东凌经济管理学院,北京100083

出　　处：《管理工程学报》2017年第3期11-18,共8页Journal of Industrial Engineering and Engineering Management

基　　金：教育部新世纪优秀人才支持计划(NCET-11-0583);国家自然科学基金资助项目(70972120);中央高校基本科研业务费(FRF-TR-12-008B);国家留学基金资助项目(201208110155)

摘　　要：本文从直接效应和调节机制两个方面全面探讨了团队断裂带对员工绩效的跨层次影响机制。通过对新疆某制造企业35个团队的559名雇员的调研数据分析,运用多层线性模型,进行了实证检验。结果表明,团队断裂带对员工绩效水平的消极影响受到交易型领导的负向调节;团队断裂带对社会网络中心度和员工绩效关系起到跨层次正向调节作用。本研究证明了团队断裂对员工绩效存在双重作用机制。该结论丰富了团队断裂带的理论研究,同时对多样性团队的管理有着重要的启示。In recent years, as team members＇ composition becomes more diverse, a team is usually divided into several subgroups with internal homogeneity and all subgroups are highly heterogeneous from each other under the mutual effect of multiple characteristics of members. The hypothetical dividing lines between subgroups are called as ＂faultlines＂. As geological faultlines will easily trigger natural disasters（e.g. earthquakes） if without being managed effectively, team faultlines may easily cause ＂ingroup preference＂ and ＂intergroup prejudice＂ which will hinder communication between subgroups, and even intensify the conflict. Managers will face a new challenge, which is, how to manage team faultlines and apply it effectively. Currently, the related researches mainly focus on the influence of team faultlines on team performance, but few studies focus on employees＇ behavior and performance. In order to complete certain tasks, an employee usually needs to cooperate with other employees, as well as gains informational and emotional support from them. Thus, his or her performance is easily influenced by the relationship between team members and the team composition. As the increased attention is given on employees＇ performance management and the development of hierarchical analysis, it is necessary and feasible for us to explore the influence of team faultlines on employees′ performance. The research aims to comprehensively discuss the hierarchical effect of team faultlines on employees′ performance. Specifically, the authors try to answer the following key questions： How do team faultlines influence employees＇ performance？ In different contexts, how would this influence change？ Whether or not is team faultlines considered as a situational variable？ Would team faultlines hierarchically moderate the influence of individual-level factors on employees′ performance？ This research selected a sample composed of 35 work teams including 559 employees in a large manufacturing enterprise locate

关 键 词：团队断裂带 员工绩效 交易型领导 网络中心度 多层线性模型 

分 类 号：C93[经济管理—管理学]