• 主题
高级搜索  >
历史搜索 清空历史
首页> 美国卫生研究院文献>other >One Big Happy Family? Unraveling the Relationship between Shared Perceptions of Team Psychological Contracts Person-Team Fit and Team Performance
【2h】

One Big Happy Family? Unraveling the Relationship between Shared Perceptions of Team Psychological Contracts Person-Team Fit and Team Performance

机译：一个大幸福的家庭？揭示团队心理契约的共同看法个人团队适应和团队绩效之间的关系

代理获取
本网站仅为用户提供外文OA文献查询和代理获取服务，本网站没有原文。下单后我们将采用程序或人工为您竭诚获取高质量的原文，但由于OA文献来源多样且变更频繁，仍可能出现获取不到、文献不完整或与标题不符等情况，如果获取不到我们将提供退款服务。请知悉。
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

With the knowledge that team work is not always associated with high(er) performance, we draw from the Multi-Level Theory of Psychological Contracts, Person-Environment Fit Theory, and Optimal Distinctiveness Theory to study shared perceptions of psychological contract (PC) breach in relation to shared perceptions of complementary and supplementary fit to explain why some teams perform better than other teams. We collected three repeated survey measures in a sample of 128 respondents across 46 teams. After having made sure that we met all statistical criteria, we aggregated our focal variables to the team-level and analyzed our data by means of a longitudinal three-wave autoregressive moderated-mediation model in which each relationship was one-time lag apart. We found that shared perceptions of PC breach were directly negatively related to team output and negatively related to perceived team member effectiveness through a decrease in shared perceptions of supplementary fit. However, we also demonstrated a beneficial process in that shared perceptions of PC breach were positively related to shared perceptions of complementary fit, which in turn were positively related to team output. Moreover, best team output appeared in teams that could combine high shared perceptions of complementary fit with modest to high shared perceptions of supplementary fit. Overall, our findings seem to indicate that in terms of team output there may be a bright side to perceptions of PC breach and that perceived person-team fit may play an important role in this process.
机译：认识到团队合作并不总是与较高的绩效相关，我们从心理契约的多层次理论，人际环境适应理论和最佳区别理论出发，研究对心理契约（PC）违规行为的共同看法关于互补和补充适合度的共同看法，以解释为什么有些团队的表现优于其他团队。我们在46个团队的128位受访者的样本中收集了三项重复的调查指标。在确保满足所有统计标准之后，我们将焦点变量汇总到团队级别，并通过纵向三波自回归适度调解模型分析了我们的数据，在该模型中，每个关系都是一次滞后的。我们发现，对共享PC违规行为的共同看法与团队产出直接负相关，而对补充适合度的共同看法则与团队成员的感知能力负相关。但是，我们还展示了一个有益的过程，因为对PC违规的共同看法与对互补适合度的共同看法正相关，而对互补适合度的共同看法又与团队产出正相关。而且，最好的团队产出会出现在可以将高度共有的互补适合感与适度至高度共有的互补适合感结合在一起的团队中。总体而言，我们的发现似乎表明，在团队产出方面，PC违规感可能有一个光明的一面，而个人团队的适应性可能在此过程中发挥重要作用。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
代理获取

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号