团队断裂带对团队绩效的影响：团队交互记忆系统的作用

对团队构成与团队绩效关系的认识有助于充分利用团队结构优势、提高团队效能、建立竞争优势。理论界对团队断裂带与团队绩效的关系给予了极大关注, 然而遗憾的是, 研究结果还存在较大分歧。通过明确团队断裂带的属性类别, 探索团队断裂带与团队绩效之间的中介机制, 试图系统解释分歧产生的原因。基于115个实际工作团队配对样本数据的结构方程模型分析表明, 信息相关断裂带通过提高团队交互记忆系统水平促进团队绩效; 社会属性断裂带与团队交互记忆系统或团队绩效都无显著关系。本研究结果有助于深化对团队断裂带内涵及效能机制的认识, 推动团队断裂带理论的发展。     

Job security and work performance in Chinese employees: The mediating role of organisational identification

This research focuses on investigating whether organisational identification mediates the effects of job security on in‐role behaviour and extra‐role behaviour and how these mediation mechanisms differ according to gender. Through analysing 212 supervisor‐subordinate dyads from a Chinese air transportation group, the research indicated that organisational identification partially mediated the effect of job security on in‐role behaviour and fully mediated the effect of job security on extra‐role behaviour. A multi‐group analysis also showed that there were significant differences between male and female employees in these relationships. In addition, moderated mediation analyses showed that gender moderated the indirect effects of job security on in‐role behaviour and extra‐role behaviour through organisational identification. Limitations and implications of these findings are discussed.     

A self-determination perspective of strengths use at work: Examining its determinant and performance implications

We investigate the role of strengths use in the workplace by drawing on self-determination theory (SDT) to propose that strengths use at work can yield performance benefits in terms of task performance and discretionary helping, and that the social context, in the form of leader autonomy support, can promote employees’ strengths use. Further, consistent with an interactional psychology perspective, we contend that the relationship between autonomy support and strengths use will be stronger among individuals with strong independent self-construal. We tested the model using matched data from 194 employees and their supervisors and found evidence for the relevance of strengths use at work, even after accounting for the role of intrinsic motivation. In addition to providing practical implications on developing employee strengths use and how to do so, this study advances theory and research on workplace strength use, SDT, and positive organizational behavior.     

The sound of you and me: Novices represent shared goals in joint action

People performing joint actions coordinate their individual actions with each other to achieve a shared goal. The current study investigated the mental representations that are formed when people learn a new skill as part of a joint action. In a musical transfer-of-learning paradigm, piano novices first learned to perform simple melodies in the joint action context of coordinating with an accompanist to produce musical duets. Participants then performed their previously learned actions with two types of auditory feedback: while hearing either their individual action goal (the melody) or the shared action goal (the duet). As predicted, participants made more performance errors in the individual goal condition than in the shared goal condition. Further experimental manipulations indicated that this difference was not due to different coordination requirements in the two conditions or perceptual dissimilarities between learning and test. Together, these findings indicate that people form representations of shared goals in contexts that promote minimal representations, such as when learning a new action together with another person.     

Short-term and long-term relationships between reflection and performance in teams: evidence from a four-wave longitudinal study

Previous theory and research suggest that team reflection is beneficial for team performance. We argue that results remain inconclusive because prior studies have not accounted for the dynamic nature of this relationship. This paper addresses this research gap by examining time-specific relationships among variables and the intra-team variability of changes across time. In a four-wave longitudinal field study with 97 teams (N = 453 team members) performing a business simulation task, short-term (i.e., autoregressive, cross-lagged effects) and long-term (i.e., latent trajectories) relationships between team reflection and performance were explored. We found evidence that reflection had negative autoregressive effects and that there were direct positive short-term relationships between reflection and performance. Reflection trajectories were seen to decline across time and performance trajectories to increase across time. In addition, teams with either low initial reflection or low initial performance showed higher increases in reflection across time, whilst higher increase in reflection was negatively related to change in performance. Findings are discussed with respect to how they extend the previous literature and what directions they suggest for future research.     

Individual arousal-related performance zones effect on temporal and behavioral patterns in golf routines

AimConsistency, both in duration and behavior, of pre-performance routines has been closely related to overall performance quality. However, recent findings highlight that psychological and physiological states may have important implications for routine consistency. To further clarify this relationship, the present study sought to examine changes in routine consistency with respect to optimal and non-optimal arousal states.MethodThe present case study observed the performance routines of three high-skilled golfers during three rounds of competitive golf. Measures of arousal (heart rate) and outcome performance were used to determine each golfer’s Individual Arousal-related Performance Zones (IAPZs) (Kamata, Hanin, & Tenenbaum, 2002). Subsequently, temporal and behavioral patterns (consistency and number of rehearsal swings and glances toward the target) for both the full swing and golf putt were assessed across poor, moderate, and optimal levels of the golfer’s IAPZ.ResultsIdiosyncratic differences in routine patterns, both behaviorally and temporally were evident. More importantly, the consistency of the routines for each golfer varied under different arousal-related performance zones. That is, the temporal and behavioral patterns of the golfers varied in idiosyncratic ways across the IAPZ levels.ConclusionsThese findings suggest that factors that influence a performer’s arousal level can lead to idiosyncratic variations in a performer’s routine. Observation of these routine changes can provide insight into the negative tendencies that an athlete can have when performing outside their optimal zone. With this knowledge, practitioners can be more effective in helping athletes monitor and regulate arousal, which will ultimately lead to enhanced performance.     

创业精神的影响因素及其绩效评价

创业精神分为个体创业精神和企业创业精神。个性特质、认知模式、教育培训和创业经验影响个体创业精神,企业战略、组织结构、企业环境和组织支持影响企业创业精神。该文最后讨论了创业精神的绩效评价问题,指出准确的绩效测量是创业研究的关键。     

工作绩效预测研究述评

文章介绍了国内外有关人格、能力与工作绩效关系研究和工作绩效预测模型研究的最新成果与进展。研究表明,个体的能力、人格等个性特征影响其工作绩效,合适的能力、人格测验能较好的预测其工作绩效,并受到一些中介变量和调节变量的影响。文章提出应从工作绩效结构、预测模型和跨文化研究三个方面加强工作绩效的预测研究