Comparing Three of the Leadership Theories: Leader-Member Exchange Theory,transformational Leadership and Team Leadership

Leadership is a complex process.It is one of the most researched areas around the world.It has gained importance in every walk of life from politics to business and from education to social organizations.According to the study of"Leadership in Adult Education Venues",here has a much more clear recognition of leadership:leadership is a process whereby an individual influences a group of individuals to achieve a common goal.There are many approaches of leadership throughout the study of this class,the three theories of leadership I choose to describe in this paper are:Leader-Member Exchange(LMX)Theory,Transformational Leadership,and Team Leadership.

Extracting Decision Rules for Cooperative Team Air Combat Based on Rough Set Theory

In order to reduce redundant features in air combat information and to meet the requirements of real-time decision in combat, rough set theory is introduced to the tactical decision analysis in cooperative team air combat. An algorithm of attribute reduction for extracting key combat information and generating tactical rules from given air combat databases is presented. Then, considering the practical requirements of team combat, a method for reduction of attribute-values under single decision attribute is extended to the reduction under multi-decision attributes. Finally, the algorithm is verified with an example for tactical choices in team air combat. The results show that, the redundant attributes in air combat information can be reduced, and that the main combat attributes, i.e., the information about radar command and medium-range guided missile, can be obtained with the algorithm mentioned above, moreover, the minimal reduced strategy for tactical decision can be generated without losing the result of key information classification. The decision rules extracted agree with the real situation of team air combat.

Research on the Construction of College Student Cadres Team From the Perspective of the Hierarchy of Needs Theory

In this paper, I carried on the research under the guidance of the theory of hierarchy of needs, and preventing a detailed work plan. During the research, we cleared for measures, which were ＂adhere to the people-oriented, mining the potential of students, make up the insufficient to properly resolve the crisis, to create a learning atmosphere＂. So it provides a new idea for promoting the construction and development of college student cadres, and maintains the stability of the campus and the construction of harmonious campus.

The Enlightenment of Cooper’s Learning Circle Theory to the Construction of College Student Team

At the present stage of development,colleges and universities in the training of students and management of student team construction there are some problems,although many colleges and universities to take the corresponding management plan,effectively improve the quality of students,but educators still need to face how to cultivate a mature student team in a short time.In this regard,combining Dewey’s“experiential learning”and Cooper’s experiential learning theory,the paper applies experiential learning theory and practice to the training of college student team construction,aiming at improving the overall quality of the student team effectively,so as to promote the comprehensive development of students.

Team 10精神对当代中国建筑与城市规划理论实践的启示

20世纪50年代出现的Team 10并不是一个建筑师事务所,更像是一个松散的学术组织。Team 10中的建筑师们各自独立开业,建筑理念也不尽相同,但对国际式现代主义建筑风格的质疑这一共同目标,使他们凝聚在一起。Team 10提出的各种关于城市规划和建筑设计的理论至今对当代中国仍具有参考价值。更为重要的是,Team 10在三十多年的活动时间里,所呈现出的开放性、批判性、独立性、包容性,已成为Team 10小组的根本精神所在。研究与学习Team 10的精神,对于反思当代中国建筑与城市规划实践,改变当代中国建筑与城市理论浮躁而又空洞的现状,促进中国建筑教育的改革和发展都具重要意义。

Healthcare interprofessional team members' perspectives on human caring: A directed content analysis study

Objectives:As Watson's Human Caring Theory continues to evolve and guide the discipline of nursing,the challenge is to find ways to integrate it into practice.The purpose of this study is to describe interprofessional team members'perspectives on human caring based on the Ten Caritas Processes(R)/Caritas-Veritas Literacy of Watson's Human Caring Theory within the Unitary Caring Science.Methods:This is a qualitative directed content analysis study,taking place in a Children's Hospital in the United States between November 2017 and April 2018.Information redundancy was utilized to guide the recruitment.Data were collected via a one-time face-to-face individual interview.A qualitative directed content analysis was conducted using Watson's Ten Caritas Processes(R)/Caritas-Veritas Literacy as a coding framework.Results:Twenty-seven healthcare professionals participated in the study.Interprofessional human caring,based on the Ten Caritas Processes(R)/Caritas-Veritas Literacy,was referred to as performing lovingkindness to patients,each other,and self;maintaining faith-hope in teamwork;valuing intersubjective interactions and building trust among team members;cultivating heart-centered-caring relations;acknowledging and processing positive and negative feelings non-judgmentally;applying all ways of knowing in caring;encouraging reciprocal teaching-learning;developing caring-healing environments collaboratively;respecting human dignity of patients and each other;and being open-minded to the unknowns and believing in miracles.Conclusions:Watson's Human Caring Theory can be an underlying guide to enrich human-to-human relations and create a caring-healing environment.When human caring is applied in interprofessional teams,healthcare professionals find a caring consciousness to care for oneself and each other and promote patient care.

Research into the Influencing Factors of Knowledge Transfer within Innovative Research Teams

Knowledge transfer within university-led innovative research teams helps to maximally gather knowledge sources and promote knowledge dissemination,exchange and digestion among different disciplines. T he effect of transfer directly affects the team's capacity of knowledge innovation and its outcomes. In this paper,a WSB-based research framework for the influencing factors of knowledge transfer within university-led innovative research teams is established by means of grounded theory with help of in-depth interviews,in which five fundamental categories that affect knowledge transfer within teams,namely,knowledge source,knowledge receiver,knowledge transfer context,knowledge characteristics and knowledge transfer medium,are proposed to elaborate on the relationship between the fundamental categories and the effect of knowledge transfer within teams.Finally,a theoretical saturation test is conducted to verify the rationality and scientific tenability of this theoretical framework.

A critical reflection on improving effective team communication

Objective: This paper aims at critically reflecting on the author's personal experience in the context of communication within a nursing team and exploring relevant existing constraints with a view to improving practice and achieving more effective outcomes in team communication.Methods: Critical emancipatory reflection is used to evaluate and interpret the author's practice. Smyth's model serves as a framework to guide critical reflection step by step in this paper. Relevant theoretical perspectives help to make sense of the author's performance in terms of team communication.Results: It is identified via emancipatory reflection that the author endorses the ideas of equality, respect, trust, and collaboration, which were formed and established during the process of professional socialization. However, different constraints, such as sociocultural,historical, political, and personal factors, impede the author from performing more effectively in terms of team communication.Reconstruction provides the author opportunities to take actions to rectify constraints and avoid the reemergence of previous situations in the future.Conclusions: Reflection is an effective way to gather knowledge and develop comprehensive understanding of practice. Alternative actions for effective team communication are recommended, including formulating ground rules for discussion, guiding nurses in the correct way, transforming conflicts within a team, being an active and reflective listener, and motivating nurses to actively create.

Critical reflection on the role of theater nurses in a multidisciplinary team for perioperative care in China

Objective: The aim of this article is to reflect on the role of theater nurses in a multidisciplinary team, understand the factors that have influenced theater nurses' practice, and improve the authors' clinical practice ultimately.Methods: The author used Smyth's model to guide the process of reflection on the practice issue. Critical reflection, critical emancipatory theory, reflexivity, and critical social theory were used to help the author analyze the factors that have affected theater nurses' practice in the organization.Results: There are gaps between the espoused and enacted theories. A theater nurse's practice is determined by multiple factors, such as political, structural, social, historical, cultural issues, and so on. The hierarchy of the health context could hinder possible changes in theater nurses' practice. To better understand our practice and implement transformation, we should shape a supportive environment,bear in mind the practice motto of "patient-centered" care, and improve our knowledge and reflection skills.Conclusions: Reflection plays a significant role in the advancing of practice among theater nurses and needs to be combined with clinical practice. To provide the best service of care to perioperative patients, a theater nurse should have an insightful understanding of the factors that have influenced her/his behaviors historically, socially, and culturally. By improving their critical reflection skills,practitioners could gain knowledge from experience.

Leave or Stay?Antecedents of High-level Talent Migration in the Pearl River Delta Megalopolis of China:from a Perspective of Regional Differentials in Housing Prices

Rapid urbanization and population growth have triggered an increase in urban housing demand and rising housing prices,which can influence the migration intention of high-level talents.Much work within the literature has focused more on the migration of the general public.However,antecedents of migration intention and the impact of housing prices on the migration of high-level talents remain unclear.Therefore,based on the push-pull theory,this study investigates the influencing factors of talent migration intention and explores the role of housing prices.This study reveals a complex mechanism underlying migration decisions by using logistic regression models and survey data of high-level talents in the Pearl River Delta(PRD)megalopolis of China.The results indicate that:1)in high house-price regions,social integration is the primary push factor,and the main factors for retaining talents are the expectation of future work and intimate family relationships;2)in medium house-price regions,the main factors that attract talents are the current salary level and close family ties;3)in low house-price regions,living convenience is a determining factor in retaining talents.This study provides a new perspective for talent mobility research and offers valuable inputs for retaining and attracting talents in different economic development regions.Findings are of great significance for formulating talent introduction policies and forming a new pattern of rational spatial docking and effective allocation of human resources.

团队时间领导的概念内涵及其对团队和个体效能的影响机制

时间是组织中最为重要的无形资源。团队时间领导作为提升组织内部时间利用效率的关键因素,近年来深受关注。基于已有的研究发现,团队时间领导的概念内涵仍存在一定分歧、对团队和个体效能的作用机制探讨尤显不足。因此,本研究将紧密围绕“时间”这一内核,在明晰团队时间领导的概念内涵、开发本土化测量工具的基础上展开系列研究,探讨团队时间领导对团队和个体效能的多层次作用机制。该研究不仅能够对团队时间领导的理论发展做出显著贡献,也对团队及组织的时间管理具有重要的实践指导意义。

创业团队市场派与技术派冲突演化机制研究

深入探究创业团队市场派与技术派的冲突演化机制,可以为创业企业管理团队冲突提供有益的理论支撑和决策依据。运用扎根理论,构建创业团队市场派与技术派冲突演化机制模型,包含冲突诱因、冲突显现、冲突处理、冲突结果、情景影响因素5个主范畴和20个子范畴。研究发现:5个主范畴对冲突演化的驱动作用各不相同,冲突诱因是诱因驱动因素,冲突显现是中介驱动因素,冲突处理是调节驱动因素,情景影响因素是情景驱动因素,冲突结果则作为结果路径体现冲突演化的最终状态。在创业企业发展的不同阶段,市场派与技术派角色融合伴随冲突演化呈现出3种不同状态。

基于OBE理论的体育研究生导师团队课程思政评价体系研究

该文运用文献资料法、问卷调查法、专家访谈法和层次分析法等方法,基于OBE理论构建了体育研究生导师团队课程思政评价体系,充分发挥了评价的预测、诊断、反馈、导向、激励的整体功能。该体系能够发挥导师团队潜能,不断促进导师团队的发展,发挥其主观能动性和创造性,使导师团队自我创新和持续发展能力得到增强。

基于时空理论的团队最优区分管理框架研究

如何管理团队中的一致性(“同”)和多样性(“异”)是重要的研究问题。最优区分理论提供了一个认识该问题的重要视角,个体既有与特定群体保持相似的“同属”需要,也有表现个人独特一面的“区分”需要。这两种心理需要间有内在张力,能否较好地满足和平衡二者会给个体和团队带来影响。本研究指出,该理论存在一些局限性。研究基于领导和管理的时空理论,结合最优区分和团队管理研究,构建了在团队管理中如何实现和促进最优区分的理论。研究阐述了如何用时空理论理解团队管理,分析了团队中的“同属”和“区分”在空间(维度、层次)和时间(动态)上的表现与特征。研究提出了基于时空理论的团队最优区分管理框架,指出领导者可以在维度、层次上动态地采取不同措施,以实现对看似对立需要的协调统一。研究借助重心隐喻阐述了该理论框架对综合、系统地考虑多要素的强调,建构了最优区分的时空平衡和时空最优解。研究最后讨论了理论贡献、实践意义和未来展望。

区分还是融合?虚拟化团队工作模式下的员工工作-家庭平衡策略

虚拟化团队工作模式成为当前企业运作的一个发展趋势,产生了无边界的工作特征,工作和家庭领域高度重叠,改变了以往工作和家庭可区分的研究和实践前提。为此,学者开始提倡顺应无边界的发展趋势,促进工作和家庭融合。然而,基于这一管理思路的企业实践却导致了一系列负面效果。这让我们不禁重新思考:在虚拟化团队工作模式发展趋势下,我们更适合采用以往的工作-家庭区分思路,还是当前的工作-家庭融合思路,抑或是其他新的管理思路?为解决这一重要问题,本研究通过社会认同理论弥补资源保存理论在解释力上的不足,探讨团队虚拟性如何影响员工的工作-家庭整合行为,采用怎样的管理思路进行有效的干预以达到工作和家庭和谐发展的效果。本研究为数智化变革下的工作-家庭平衡研究构建了新的理论框架,推动该领域理论的进一步发展,有助于指导企业从新的管理思路促进工作和家庭和谐发展。

高管特征与企业生态创新:研究进展与述评

生态创新是实现经济增长与环境恶化之间脱钩,降低生产和消费对环境压力的重要方式。高层管理者及其团队是制定和实施生态创新战略的代表性群体。高阶理论能够解释不同类型高管特征对于企业生态创新的影响。围绕高管特征与企业生态创新,论文对国内外相关文献进行了系统梳理。结果发现:CEO的性别、受教育水平等人口统计学特征,性格、领导风格等心理认知因素对企业的生态创新具有影响作用,高管团队的构成、心理认同、内部协作、交互记忆等也对企业生态创新产生影响;环境注意力、研发投入、吸收能力等变量在高管特征对企业生态创新的影响过程中起到中介作用;高管特征对企业生态创新的影响作用受到组织和环境两大类因素的调节。从高阶理论的视角,全面系统地整合了企业生态创新的驱动因素及其机理,对未来进一步完善生态创新研究具有一定的借鉴意义。

基于贝尔宾团队角色理论的高职院校创业导师团队建设研究

随着国家推动创新创业高质量发展、打造“双创”升级版,高校创新创业教育由普及化教育阶段向高质量教育阶段转变成为客观需求,而加强创业导师团队建设是推动高质量创新创业教育的重要举措。通过阐释创业导师团队内涵,分析当前高职院校创业导师团队建设存在的问题,提出了基于贝尔宾团队角色理论的创业导师团队建设模式,旨在提高创业导师团队的整体效能,提升创新创业教育的发展水平。

双因素理论视阈下社区社会工作人才队伍建设的现实困境和发展策略——基于扬州市W街道的考察

社会工作者是社区治理的重要耕耘者,社区社会工作人才队伍建设是社区治理现代化的关键环节。在访谈中发现,社区社会工作人才队伍建设面临人才频繁流失和社会工作者职业意愿不高两大难题。可为空间有限、薪酬待遇偏低、晋升通道狭窄等激励性因素导致人才流失,而身份角色模糊、职业认可薄弱、职业培训粗放等保健性因素造成职业情意不高。鉴于此,可从时代契机、社会倡导和伦理价值三个激励层面,以及准入制度、职业归属和人本服务三个保健层面,加强社区社会工作人才队伍的岗位设置、督导培训与考核激励,促进社区社会工作人才队伍建设的高质量发展。

高职教育专业教学创新研究——基于创新共同体理论的视角

文献梳理发现基于职业教育教师教学团队的教学创新研究甚少。教师教学创新团队要基于共同体理论,建设有共同目标且充满信任、和谐、生命活力的团队,要明确专业教育创新的内容,聚焦创新专业教学方法,构建专业教学创新评价标准,满足学生和企业的需要,提高教学质量。

领导干部“能上不能下”制度困境的形成机理与破解之道

本文以83名领导干部的访谈内容为研究样本,运用扎根理论,识别出影响领导干部“能上不能下”的因素主要包含实施主体、实施对象、制度本身和运行环境四个维度。具体来说:实施主体在推进干部能上能下过程中出现执行乏力问题;实施对象受到趋利避害的个人偏好的驱动和影响;制度本身存在着操作性障碍;蕴含于特定政治生态环境中的消极因素也成为领导干部“能下”的阻力。相应地提出破解领导干部“能上不能下”制度困境的因应之策:着力提高组工干部队伍的专业化能力,解决好实施主体执行乏力问题;进一步提升广大领导干部的担当精神与大局意识,解决实施对象利己偏好的问题;完善长效化协同化的制度体系,解决制度操作性障碍的问题;不断引导全社会形成包容开放的文化氛围,解决运行环境压力渗透的问题。