ISSN 0439-755X
CN 11-1911/B
主办:中国心理学会
   中国科学院心理研究所
出版:科学出版社

心理学报 ›› 2013, Vol. 45 ›› Issue (1): 82-93.doi: 10.3724/SP.J.1041.2013.00082

• 论文 • 上一篇    下一篇

工作团队领导心理资本对成员组织公民行为的影响机制:多层次模型

任皓;温忠麟;陈启山;叶宝娟   

  1. (1华南师范大学心理应用研究中心, 广州 510631) (2江西师范大学心理学院, 南昌 330022)
  • 收稿日期:2012-03-14 出版日期:2013-01-25 发布日期:2013-01-25
  • 通讯作者: 温忠麟
  • 基金资助:

    国家自然科学基金项目(31271116)、教育部人文社会科学重点研究基地项目(11JJD190005)和广东省高校人文社科研究项目(2012WYXM_0020)资助。

The Impact Mechanism of Work Team Leaders’ Psychological Capital on Followers’ Organizational Citizenship Behavior: A Multilevel Model

REN Hao;WEN Zhonglin;CHEN Qishan;YE Baojuan   

  1. (1 Center for Studies of Psychological Application, South China Normal University, Guangzhou 510631, China) (2 School of Psychology, Jiangxi Normal University, Nan Chang, 330022, China)
  • Received:2012-03-14 Online:2013-01-25 Published:2013-01-25
  • Contact: WEN Zhonglin

摘要: 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。

关键词: 心理资本, 组织公民行为, 多层次中介效应, 工作团队

Abstract: 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.

Key words: psychological capital, organizational citizenship behavior, multilevel mediation, work team