CAJ | 학술논문

本研究采用问卷调查法,以某国有企业在10个地市的66个工作团队369名企业员工为调查对象,在控制被试的教育程度、工作经验及人口统计学变量之后,运用多层线性模型技术分析团队领导心理资本与团队成员心理资本及其组织公民行为的关系.结果发现:(1)工作团队领导心理资本对团队成员组织公民行为存在积极影响,团队成员心理资本是领导心理资本与团队成员组织公民行为之间跨层次的中介变量;(2)工作团队领导心理资本对团队成员心理资本与组织公民行为关系的调节效应不显著.
본연구채용문권조사법,이모국유기업재10개지시적66개공작단대369명기업원공위조사대상,재공제피시적교육정도、공작경험급인구통계학변량지후,운용다층선성모형기술분석단대령도심리자본여단대성원심리자본급기조직공민행위적관계.결과발현:(1)공작단대령도심리자본대단대성원조직공민행위존재적겁영향,단대성원심리자본시령도심리자본여단대성원조직공민행위지간과층차적중개변량;(2)공작단대령도심리자본대단대성원심리자본여조직공민행위관계적조절효응불현저.
@@@@The increase of global competition, consolidation, and innovation brought up pressures and urged the emergence of work teams as basic building blocks of organizations. As consequence, more and more organizations shifted from work organized around individual-base job to team-based work structures. Recent organizational researches confirmed that work team members’ organizational citizenship behavior had unique meaning to facilitate the effective functioning of work team. @@@@The purpose of this article was to explore how work team leaders’ psychological capital influenced on their direct followers’ organizational citizenship behavior. Sixty-six work teams (66 work team leaders and their 303 followers) were sampled from a large State-owned enterprise in eastern China. Data were collected from leaders and their direct followers respectively. Both work team leaders and their followers self-rated their own level of psychological capital. Besides, work team members also finished an organizational citizenship behavior self-report questionnaire. @@@@Structural equation model (SEM) and hierarchical linear mode (HLM) were applied to analyze the survey data. After controlling demographic and human capital variables, such as, gender, age, marriage, educational level and organizational tenure, hierarchical linear modeling results revealed that work team leaders’ psychological capital was positively related to their direct followers’ organizational citizenship behavior, work team members’ psychological capital was a cross-level mediator between work team leaders’ psychological capital and their followers’ organizational citizenship behavior. However, this research didn’t support the hypothesis that the relationship between work team members’ psychological capital and organizational citizenship behavior was moderated by work team leaders’ psychological capital such that the relationship was stronger when work team leaders’ psychological capital was perceived to be high versus low. This finding was different from that of western organizational background. @@@@Our findings revealed that both work team leaders and members’ psychological capital were positively associated with work team members’ organizational citizenship behavior. The result suggested that psychological capital, especially work team leaders’ psychological capital, was a key element for constructing efficient work teams. Entrepreneurs could do everything possible to improve work team leaders and members’ psychological capital to enhance work team efficiency and organizational performance.