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首页> 外文期刊>Team Performance Management >Engaging by releasing: an investigation of the consequences of team autonomy on work engagement
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Engaging by releasing: an investigation of the consequences of team autonomy on work engagement

机译：通过释放参与措施：对团队自治后果对工作参与的调查

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Purpose - Team autonomy involves empowering employees to achieve greater control over organizational dynamics. Such empowerment may augment the employees' vigor, dedication and absorption at work. However, there is limited evidence on the contents of the relationship between team autonomy and work engagement. This paper aims to fill in this gap, shedding light into the manifold implications of team autonomy on employees' work engagement Design/methodology/approach - A serial mediation analysis was designed to collect evidence of the effects of team autonomy on work engagement. Drawing on self-determination theory, social comparison theory and social facilitation theory, team member-supervisor exchanges and organizational climate were contemplated in the analysis as mediating variables. An ordinary least square regression-based model relying on 5,000 bootstrap samples was implemented. The study focused on a large sample of Europeans employed in the manufacturing sector (n = 4,588). Findings - Team autonomy had tiny, but statistically significant effects on work engagement Good relationships between team members and supervisors positively mediated the effects of team autonomy on work engagement. Conversely, the organizational climate did not have a significant mediating role. A statistically significant serial mediation effect linked team autonomy and work engagement via team member-supervisor exchanges and organizational climate. Practical implications - Team autonomy contributes to increasing the employees' vigor, dedication and absorption at work. The enhancement of team member-supervisor relationships fosters the engagement of team members who experience a greater autonomy at work. The effects of team autonomy on organizational climate are ambiguous and mediated by an improvement of the relationships between team members and supervisors. Originality/value - The paper originally investigates the implications of team autonomy on work engagement, emphasizing the importance of social exchanges at work to realize the full potential of team autonomy.
机译：目的 - 团队自主权涉及赋予员工的权力，以实现对组织动态的更大控制。这种赋权可能会增加员工的活力，奉献和吸收工作。但是，有限的证据证明了团队自治与工作参与关系的内容。本文旨在填补这一差距，将光线缩小到员工工作参与设计/方法/方法的团队自主权的歧管影响 - 旨在旨在收集团队自治对工作参与作用的证据。借鉴自决理论，社会比较理论和社会促进理论，在分析中考虑了培养变量的分析中的团队成员监管交流和组织气候。实施了依赖于5,000个引导样本的普通最小二乘回归的模型。该研究专注于制造业的大型欧洲人样本（n = 4,588）。调查结果 - 团队自主学会对团队成员和监事之间的工作接触良好关系的统计学意义重大介绍了团队自治对工作参与的影响。相反，组织气候没有重大调解角色。通过团队会员监管商交流和组织气候，统计上大量的串行调解效果联系了团队自主权和工作参与。实际意义 - 团队自主权有助于增加工作中员工的活力，奉献和吸收。团队成员监管关系的加强促进了在工作中经历更大自治的团队成员的参与。团队自治对组织气候的影响是含糊不清的，通过改善团队成员和监事之间的关系。原创性/价值 - 本文最初调查团队自主权对工作参与的影响，强调社会交易所在工作中的重要性，实现团队自治的全部潜力。

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