交叉培训、团队压力与团队合作学习绩效间的权变模型  

A Contingency Model Among Cross Training,Team Pressure and Team Cooperative Learning Performance

作　　者：张喜征[1] 刘阳 张白云[1] ZHANG Xizheng;LIU Yang;ZHANG Baiyun(School of Business Administration,Hunan University,Changsha Hunan 410082,China)

机构地区：[1]湖南大学工商管理学院,湖南长沙410082

出　　处：《长沙大学学报》2023年第2期66-73,共8页Journal of Changsha University

基　　金：湖南省教育厅教改项目“在线环境下案例讨论课的教学设计创新与实践研究”,编号:HNJG-2020-0124;教育部人文社会科学规划基金项目“平台环境下知识创新网络多主体多边协商博弈与治理策略研究”,编号:21YJA630115。

摘　　要：已有研究表明,交叉培训能有效提高团队运作效率和团队效能,但其作用机制尚不清楚。以31个学习团队为样本,从权变视角探讨交叉培训与团队合作学习绩效的关系,并揭示其内在作用机制,结果发现:团队压力正向调节两者之间的关系,即在压力较高的团队里,交叉培训才显著提高团队合作学习绩效;交叉培训通过共享心智模型作用于团队绩效,共享心智模型在两者之间起部分中介作用。Previous studies have shown that cross training can effectively improve team operation efficiency and team effectiveness,but the mechanism within is still unclear.Taking 31 learning teams as samples,this study explores the relationship between cross training and team cooperative learning performance from a contingency perspective,and reveals its internal mechanism.The results show that team pressure positively regulates the relationship between the two,that is,in the team with higher pressure,cross training significantly improves the performance of team cooperative learning;cross training affects team performance through the shared mental model,and the shared mental model plays a partial intermediary role between the two.

关 键 词：团队合作学习绩效 交叉培训 团队压力 共享心智模型 

分 类 号：C975[经济管理—劳动经济]