自我牺牲型领导与团队绩效:凝聚力、心理资本及心理权利的作用

Influence of Self-Sacrificial Leadership on Team Performance: The Roles of Team Cohesion, Psychological Capital, and Psychological Entitlement

考察了自我牺牲型领导对团队绩效的作用效果、作用机制及其边界条件。基于76名团队领导及其所属的329名团队成员的有效配对问卷数据,采用层次回归分析,结果表明:(1)自我牺牲型领导与团队绩效正相关;(2)团队凝聚力中介了自我牺牲型领导与团队绩效之间的关系;(3)团队领导心理资本以及团队成员心理权利在其中发挥调节效果,不仅调节了自我牺牲型领导对团队绩效的正向影响,还调节了团队凝聚力的中介作用,当团队领导心理资本较低以及团队成员心理权利较高时,自我牺牲型领导对团队绩效的正向影响以及团队凝聚力的中介作用均不显著,反之,显著。

This aim of the study is to examined the effect of self-sacrificial leadership on the team performance at the team level. These hypotheses were tested with a sample of 76 teams＇ leaders and 329 team members Hierarchical regression analysis was applied to test these hypotheses. The results revealed that self-sacrificial leader- ship was positively related to team performance. The relationship between self-sacrificial leadership and team per- formance was mediated by team cohesiveness. Further, leaders＇ psychological capital and team members＇ psycho- logical entitlement played a moderating effect. When the leaders＇ psychological capital was lower and team members＇ psychological entitlement were higher, the effect of self-sacrificial leadership on the team cohesiveness and performance, and the mediation effect of team cohesiveness weren＇t significant, on the contrary, the above effects were significant.