CAJ | 학술논문

本文对中国文化背景下团队心理授权维度结构与测量进行了探索性研究。研究首先对20个团队44名员工进行个别访谈，两个团队27名员工进行焦点小组访谈，以及17个团队96名员工进行开放式问卷调查．然后以18家企业的83个工作团队454名员工、32家企业的156个工作团队568名员工为被试。按照心理测量学程序，探讨了中国文化背景下团队心理授权的结构，并编制了相应的测量问卷。结果表明，中国文化背景下团队心理授权的维度结构包括工作导向授权体验与能力导向授权体验两个因素。
본문대중국문화배경하단대심리수권유도결구여측량진행료탐색성연구。연구수선대20개단대44명원공진행개별방담，량개단대27명원공진행초점소조방담，이급17개단대96명원공진행개방식문권조사．연후이18가기업적83개공작단대454명원공、32가기업적156개공작단대568명원공위피시。안조심리측량학정서，탐토료중국문화배경하단대심리수권적결구，병편제료상응적측량문권。결과표명，중국문화배경하단대심리수권적유도결구포괄공작도향수권체험여능력도향수권체험량개인소。
With the development of the economic globalization and regional economic integration, and the enforcement of the policy of reforms and opening to the outside world of China, the enterprise＇s business environment is undergoing extensive and profound changes, and competition is intense increasingly. In the very competitive and changeable business environment, how to obtain long-term survival and continuous development has became the enterprise＇s primary problems. Faced with competitive advantages for lower costs, higher performance and more flexibility, enterprises have increasingly turned to employee empowerment to enhance competitiveness. Employee empowerment overcomes the debilitating effects of traditional bureaucracies, and enables employees to participate in decision making, helping them to break out of the past job model and try something new. Empowerment has an important effect on the employee＇s motivation, satisfaction, work performance and turnover intention.That team operation succeeds or not is influencing the business enterprise existence and development. Team psychological empowerment （TPE） which is one of the critical factors that effect on the team performance, has become one of the most impor- tant topics in Organizational Behavior, Human Resource Development and Management Studies in the western. But for the long time ignorance by the academic community, we still hold an inexplicit understanding on the structure of TEP by now. Under these circumstances, the objec- tive of this paper was designed to explore the structure and develop the measurement of TEP in the context of Chinese culture. The structure of TEP was reconstructed by the content analysis of data collected from 44 staffs in 20 teams in 7 different enterprises （using individual interview）, from 27 staffs in 2 teams in（using focus group interview）, and from 96 staffs in 17 teams in 4 different enterprises （using open-ended question- naires）, and based on a survey with 454 staffs in 18 teams in 83 different enterprises and 568 staffs in 156 teams in 32 different enterprises, and a two-factor structure of TEP was found with EFA and CFA. Namely task-oriented empowerment experience and ability-oriented empower- ment experience. The questionnaire developed from this paper included the same factors found before and had characteristics of Chinese culture as well. Its validity ＂and reliability is quite good, and it provides theoreti- cal base for quantification management of enterprises empowerment.