项目团队成员怠工行为的传导与抑制因素研究被引量：2

Conductive and Restraining Factors of Counterproductive Work Behavior in Project Teams

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摘要为探索项目团队成员怠工行为的传导与抑制因素,本文在项目团队成员怠工行为引发因素研究的基础上,构建项目团队成员工作态度在工作情境认知与怠工行为之间的中介作用假设、团队文化认知在工作情境认知与工作态度之间的调节作用假设。采用实证研究方法,对上述关系假设进行检验。检验结果表明,项目团队成员团队承诺在不公正认知与消极怠工之间、团队工作满意度在角色压力认知与玩闹行为之间具有中介作用;团队精神认知在不公正认知与团队承诺之间、角色压力认知与团队工作满意度之间均具有负向调节作用。研究得出结论,项目团队成员团队承诺、团队工作满意度是消极怠工、玩闹行为的传导因素;而团队精神认知则是消极怠工、玩闹行为的抑制因素。 In order to investigate conductive and restraining factors of counterproductive work behavior（CWB）in project team members,hypotheses of mediating effect of work attitude between work context cognition and CWB,and of moderating effect of work attitude between work context cognition and work attitude were established based on the study of causes of CWB.Empirical research method is used to test above hypotheses.The result of study shows that team commitment has mediating effect between unjust cognition and cynicism,and work satisfaction has mediating effect between role stress cognition and horepaly;team spirit cognition has moderating effect not only between unjust cognition and team commitment,but also between role stress cognition and work satisfaction.The conclusion was drawn that team commitment and work satisfaction are conductive factors of cynicism and horeplay respectively,and team spirit cognition are restraining factors of both cynicism and horeplay.

作者王值仲罗瑾琏

机构地区同济大学经济与管理学院

出处《预测》 CSSCI 北大核心 2010年第5期24-30,共7页 Forecasting

关键词组织行为怠工行为传导因素抑制因素项目团队 organizational behavior counterproductive work behavior conductive factor restraining factor project teams

分类号 C936 [经济管理—管理学]

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