【作者】 李锐；

【导师】 凌文辁；

【作者基本信息】 暨南大学 ， 应用心理学， 2007， 硕士

【摘要】 团体效能感是指团体成员对团体顺利完成各种工作任务的一般信念，它涉及的不是技能本身，而是成员对团体能否利用所拥有的技能去完成工作行为的信心。本研究运用问卷法对珠三角地区多家企业的员工进行调查，并采用探索性因素分析、验证性因素分析和层次回归分析等统计方法，对数据进行分析、归纳和解释，从个体层面对该地区员工的团体效能感进行了探讨。所得结论如下：一、珠三角地区企业员工的团体效能感是一个包含“工作能力信心”、“团队协作知觉”以及“努力程度知觉”三个维的构念。二、在心理授权的各维度中，工作意义及个人影响力对团体效能感的三个维度均存在显著的正面影响，自我效能感对“工作能力信心”具有正向影响，而自主性则对“团队协作知觉”存在一定的负向影响。三、“团队协作知觉”对组织承诺、角色内及角色外绩效均具有显著正向影响；“工作能力信心”对组织承诺及角色内绩效有显著正向影响；“努力程度知觉”对角色内务绩效存在显著正向影响。四、组织承诺在“工作能力信心”与角色内绩效之间、“团队协作知觉”与角色内绩效及角色外绩效之间具有部分中介作用。五、组织支持感对“工作能力信心”及“团队协作知觉”与组织承诺、“团队协作知觉”及“努力程度知觉”与角色内绩效，以及“工作能力信心”及“团队协作知觉”与角色外绩效之间的关系起着调节作用。更多还原

【Abstract】 Collective efficacy represents group members’ general beliefs that their group can successfully perform different kinds of tasks. The beliefs center on the group’s operative capabilities, that is, the interactive and coordinative dynamics of its members.Through some standard research methods such as literature review and survey investigation with workers from enterprises in Pearl River Delta of china, the construct dimension of collective efficacy as well as its antecedents and consequences were studied. Such statistics as exploratory factor analysis, confirmatory factor analysis, and regression analysis were applied for the data analysis. The conclusions were drawn as following:Firstly, as for staff from Pearl River Delta, collective efficacy scale is comprised of three dimensions, namely Confidence in Work Capabilities, Perceived Teamwork, and Perceived Exertion. They have something different with west employees.Secondly, psychological empowerment influences perceptions of collective efficacy. But different dimension of this construct have effect on the three dimensions of collective efficacy differently.Thirdly, this study found collective efficacy to have psychological and attitudinal consequences for employees in the form of organizational commitment, self-rating in-role performance, and extra-role performance. Similarly, different dimension of collective efficacy have effect on these consequences differently. Furthermore, organizational commitment partially mediated the relationship between collective efficacy and performance.Fourthly, perceived organizational support was found to significantly moderate the relationships between collective efficacy and its consequences (i.e. organizational commitment, self-rating in-role performance, and extra-role performance) respectively.Current limitations and future research orientation were also discussed at the end of the dissertation.更多还原