不同情绪智力水平下领导风格和团队文化关系的实证研究
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摘要
自二十世纪九十年代以来,西方企业进行了广泛的重组和再造,在企业、组织重组和再造的过程中,人们突然发现有一种势不可挡的力量作用于企业的成败过程中,这种力量就是团队文化。本研究选取情境层面中领导情绪智力和领导风格(变革型、交易型),以及个体层面中员工个体的情绪智力,通过实证研究找出情绪智力、领导风格对团队文化的影响作用。
本文把团队文化用四个维度(工作态度、目标认知、团队精神和价值观共识)来描述。以北京眉州东坡连锁酒楼30家分店为研究对象,发放300份问卷,并运用SPSS13.O进行了数据处理。本研究首先考察人口统计变量如性别、学历、年龄、和工作年限等与团队文化的关系。研究考察了团队成员情绪智力、团队领导情绪智力、团队领导风格对团队文化的主效应影响。
主要研究结论是:团队领导者和团队成员情绪智力水平显著正向影响团队文化,并进而显著正向影响团队业绩。交易型、变革型领导风格正向影响团队文化。领导情绪智力水平正向调节员工情绪智力与团队文化的关系,团队成员的情绪智力正向调节变革型领导风格与团队文化之间的关系。
Since 1990s, enterprises in western world carried out extensive restructuring and reengineering. During the process of restructuring and reengineering in enterprises and organization, people find there is an irresistible factor affecting the results, which is the Team Culture. I selected Leaders’Emotional Intelligence, Style of Leadership (Transformational and Transactional) as well as Employees’Emotional Intelligence as explanatory factors and attempt to find out the their effect on the Team Culture through empirical research.
The team culture is described by four dimensions: attitude toward work, acknowledge of objects, team-work spirit and consensus of value. The research is based on a sample of 300 questionnaires on 30 branches of Beijing Mei Zhou Dong Po Restaurants and uses SPSS 13.0 to process data. The relationship between population’s statistic variables like sex, education, age and working life, and team culture was first examined. Then the effect of factors, which are emotional intelligence of team members and leaders and leadership style of the team, on the team culture was examined.
The conclusion is team leaders’and members’emotional intelligence having significant positive effect on the performance of the team. Transformational and transactional styles of leadership affect the culture of team positively. Leaders’emotional intelligence positively adjusted the relationship between members’emotional intelligence and team culture. Members’emotional intelligence positively adjusted the relationship between transformational style of leadership and team culture.
本文把团队文化用四个维度(工作态度、目标认知、团队精神和价值观共识)来描述。以北京眉州东坡连锁酒楼30家分店为研究对象,发放300份问卷,并运用SPSS13.O进行了数据处理。本研究首先考察人口统计变量如性别、学历、年龄、和工作年限等与团队文化的关系。研究考察了团队成员情绪智力、团队领导情绪智力、团队领导风格对团队文化的主效应影响。
主要研究结论是:团队领导者和团队成员情绪智力水平显著正向影响团队文化,并进而显著正向影响团队业绩。交易型、变革型领导风格正向影响团队文化。领导情绪智力水平正向调节员工情绪智力与团队文化的关系,团队成员的情绪智力正向调节变革型领导风格与团队文化之间的关系。
Since 1990s, enterprises in western world carried out extensive restructuring and reengineering. During the process of restructuring and reengineering in enterprises and organization, people find there is an irresistible factor affecting the results, which is the Team Culture. I selected Leaders’Emotional Intelligence, Style of Leadership (Transformational and Transactional) as well as Employees’Emotional Intelligence as explanatory factors and attempt to find out the their effect on the Team Culture through empirical research.
The team culture is described by four dimensions: attitude toward work, acknowledge of objects, team-work spirit and consensus of value. The research is based on a sample of 300 questionnaires on 30 branches of Beijing Mei Zhou Dong Po Restaurants and uses SPSS 13.0 to process data. The relationship between population’s statistic variables like sex, education, age and working life, and team culture was first examined. Then the effect of factors, which are emotional intelligence of team members and leaders and leadership style of the team, on the team culture was examined.
The conclusion is team leaders’and members’emotional intelligence having significant positive effect on the performance of the team. Transformational and transactional styles of leadership affect the culture of team positively. Leaders’emotional intelligence positively adjusted the relationship between members’emotional intelligence and team culture. Members’emotional intelligence positively adjusted the relationship between transformational style of leadership and team culture.
引文
[1] Avolio, B.J. & Bass, B.M. Individual consideration viewed at multiple levels of analysis: A Multi-level framework for examining the diffusion of transformational leadership. Leadership Quarteriy,1995,6:199-218
[2] Avolio& Bass, Transformational leadership: Industry, military, and educational impact. New Jersey: Lawrence Erlbaum Associates, 1993.
[3] Bass, B. M. & Avolio, B. J. 1990. Developing Transformational leadership: 1992 and beyond. Journal of European Industrial Training.14, 21-27.
[4] Burns, J. M. 1978. Leadership. New York. Harper & Row.
[5] Calorie, R. & Sarnin,P.1991.Corporate culture and economic Performance: A French study. Organization Studies,12(1):49-74.
[6] Cheng,B.S.1990.Quantitative testing of organizational cultural values. Journal of Chinese Psychology33:31-49.
[7] Cerda, JCM; Oviedo-Joekes, E; Vallecillos, MR, et al. Emotional map in Andalusian primary care teams. ATENCION PRIMARIA. 2009(41-2)69-73
[8] Charles O’Reilly,“Corporation,Culture,and Commitment: Motivation and Social Control in Organizations”,CALIFORNIAMANAGEMENT REVIEW,Summer1989,P.22
[9] Chen, X., & Farh. J.L.. The effectiveness of transactional and transformational leader behaviors in Chinese organization: evidence from Taiwan. Academy of Management conference paper Chicago. 1999, 36-40.
[10] Day A.L. Predicting psychological Health: Assessing the Incremental Validity of Emotional Intelligence Beyond Personality, Type A behavior, and Daily Hassles. European Journal of personality,2000,19:519-536.
[11] Daniel R. Denison and Aneil K .Mishra,“Toward a Theory of organizational Culture and Effectiveness”,Organization Science Vol.6,No2,March一April 204-223.
[12] Denison,D.R,1990.Corporate Culture and Organizational Effectiveness New York: John Wiley.
[13] D.W Chan, Emotional intelligence and components of burnout among Chinese secondary school teachers in Hong Kong, Teaching and Teacher Education 22,(2006):1042-1054.
[14] Dvir, T.Eden, D.Avolio, B. J. & Shamir, B. 2002. Impact of transformational leadership on follower development and performance: A field experiment. Academy of Management Journal, 45 (4), 735-744.
[15] Gardner, H. 1993. Multiple intelligences: The theory in practice. New York: Basic Books.
[16] Goleman, D. 1995. Emotional Intelligence. New York: Bantam Books.
[17] Goleman, D. 1998. Working With Emotional Intelligence. London: Bloomsbury Publishing Plc.
[18] Han, TY; Williams, KJ. Multilevel Investigation of Adaptive Performance Individual- and Team-Level Relationships. GROUP & ORGANIZATION MANAGEMENT. 2008(33-6) 657-684.
[19] Jensen, AR; Wright, AS; Lance, AR, et al. The emotional intelligence of surgical residents: a descriptive study. AMERICAN JOURNAL OF SURGERY. 2008(195-1) 5-10.
[20] John E. Sheridan:“Organization Culture and Employee Retention”, Academy of Management Journal 1992 VOI.35.No.5.1036-1056
[21] Judge,T. A. & Cable,D.M.1997.Applicant Personality,organizational Culture,And Organizational Attractiveness .Personnel Psychology,50:359-394.
[22] Jordan, P.J. Ashkanasy, N.M. & Hartel.C. (2002).Emotional Intelligence as a moderator of emotional and behavioral reactions to job insecurity. Academy of Management Review, 27(3),361-372.
[23] Jordan, P.J., Ashkanasy, N. M., Hartel, C., & Hooper, G. S. 2002. Workgroup Emotional Intelligence Scale Development and Relationship to Team Process Effectiveness and Team Focus. Human Resource Management Review, 12, 195-214.
[24] Law, K. S., Wong, C. S., & Song, L. J. 2004. The Construct and Criterion Validity of Emotional Intelligence and Its Potential Utility for Management Studies, Journal of Applied Psychology, 89 (3), 483-496
[25] Liu, XY; Sun, JM; Hartel, CEJ. Developing measure of team emotional climate in China. INTERNATIONAL JOURNAL OF PSYCHOLOGY. 2008(43-3-4) 285-285.
[26] Mayer J D, Salovey P, Caruso D R. Emotional Intelligence: Theory, Findings, and Implication , Psychologist Inquiry, 2001, 15(3):197-215
[27] Mannix,E.A.,Neale,M.A. & Northcraft G.B.1995.Equity,Equality,or need? The Effects of Organizational Culture on the Allocation of Benefits and Burdens. Organizational Behavior and Human Decision Processes,63(3):276一286.
[28] Nathawat, SS. the Dimensions and Interactive Expression of IQ, Eq and Sq in Intellect Domain. INTERNATIONAL CONFERENCE ON RECENT ADVANCES IN MICROWAVE THEORY AND APPLICATIONS, PROCEEDINGS. 2008.640-641
[29] Olympiou, A; Jowett, S; Duda, JL. The Psychological Interface between the Coach-Created Motivational Climate and the Coach-Athlete Relationship in Team Sports. SPORT PSYCHOLOGIST. 2008(22-4) 423-438.
[30] Pettingrew,A.M.1979.On Studying Organizational Culture. Administrative Science Quarterly, 24:570-581.
[31] Pettker, Christian M.; Thung, Stephen F.; Norwitz, Errol R., et al. Impact of a comprehensive patient safety strategy on obstetric adverse events. American Journal of Obstetrics and Gynecology. 2009(5)-5.
[32] Prieto, MD; Ferrandiz, C; Ferrando, M, et al. Emotional intelligence and high ability. REVISTA ESPANOLA DE PEDAGOGIA.2008(66-240) 241-259.
[33] Reichers, A. E. & Schneider, B. climate & culture: an evolution of constructs, Organizational climate and culture 1st edition. (1990) Schneider, Benjamin. San Francisco: Jossey-Bass. 1990, 5-39.
[34] Romanelli,E & Tushman,M.L.1994.Organizational Transformation As Punetuated Equilibrum:An empirical Test, Academy of Management Journal,37(5):114-166.
[35] Salovey, P., & Mayer, J. D. 1990. Emotional intelligence. Imagination, Cognition and Personality, 9(3), 185-211.
[36] Salovey & Mayer.1990.Perceiving affective content in ambiguous visual stimulus:A component of Emotional Intelligence. Journal of personality assessment, 54:772-781.
[37] Schneider, B. (1990). The climate for service: an application of the climate constructs. In B. Schneider (Ed.), Organizational climate and culture 383-412
[38] Schein,E.H.1990.Organizational Culture. American Psychologist,45(2):109-119
[39] Sheridan , J.E.1992.Organizational Culture and Employee Retention. Academy of Management Journal,35(5):1036-1056
[40] Thorndlike R.L. Intelligence and its uses, Harper’s Magazine,1920,140:227-235.
[41] Yuki, G. 2002. Leadership in Organizations (5th ed.), Prentice-Hall, Upper Saddle River, NJ.
[42] Witze, A. Climate first for Obama transition team. NATURE. 2008(456-7219) 146-147.
[43] Wong, C. S., & Law, K. S. 2002. The effects of leader and follower emotional intelligence on performance and attitudes: An exploratory study. Leadership Quarterly, 13, 243-274.
[44]李国瑞,何小蕾:情绪智力理论结构的实证研究,心理科学,2003年第26卷,第五期134-137.
[45]刘益,刘军,宋继文,吴维库:不同情商水平下领导行为与员工组织承诺关系的实证研究,南开管理评论,2007年第2期。
[46]刘光明:《企业文化》,经济管理出版社1999年第一版.
[47]余凯成,黄培伦,陈维政,张丽华,王文波:《组织行为学》,大连理工大学出版社.
[48]成思危:“中国企业发展战略的文化思考”,北京行政学院学报,2000(3) 5-7.
[49]余凯成:“中国职工组织归属感研究”,组织行为学,大连理工大学出版社2001.
[50]王文臣,论企业形象文,理论与现代化,1999(5) 7-10.
[51]赵国杰、戴良萌:“塑造成功的企业文化是创新的根本保证”,商业文化,1999(3) 22-24.
[52]王鹏,高峰强,倪萍,陈高明:集体效能信念的形成及其对团队努力程度的影响,西安体育学院学报,2004,21(3).
[53]周燕:现代企业组织情商问题研究[J],企业管理,2006(14)
[54]吴维库,领导学,北京:高等教育出版社,2004,166-188
[2] Avolio& Bass, Transformational leadership: Industry, military, and educational impact. New Jersey: Lawrence Erlbaum Associates, 1993.
[3] Bass, B. M. & Avolio, B. J. 1990. Developing Transformational leadership: 1992 and beyond. Journal of European Industrial Training.14, 21-27.
[4] Burns, J. M. 1978. Leadership. New York. Harper & Row.
[5] Calorie, R. & Sarnin,P.1991.Corporate culture and economic Performance: A French study. Organization Studies,12(1):49-74.
[6] Cheng,B.S.1990.Quantitative testing of organizational cultural values. Journal of Chinese Psychology33:31-49.
[7] Cerda, JCM; Oviedo-Joekes, E; Vallecillos, MR, et al. Emotional map in Andalusian primary care teams. ATENCION PRIMARIA. 2009(41-2)69-73
[8] Charles O’Reilly,“Corporation,Culture,and Commitment: Motivation and Social Control in Organizations”,CALIFORNIAMANAGEMENT REVIEW,Summer1989,P.22
[9] Chen, X., & Farh. J.L.. The effectiveness of transactional and transformational leader behaviors in Chinese organization: evidence from Taiwan. Academy of Management conference paper Chicago. 1999, 36-40.
[10] Day A.L. Predicting psychological Health: Assessing the Incremental Validity of Emotional Intelligence Beyond Personality, Type A behavior, and Daily Hassles. European Journal of personality,2000,19:519-536.
[11] Daniel R. Denison and Aneil K .Mishra,“Toward a Theory of organizational Culture and Effectiveness”,Organization Science Vol.6,No2,March一April 204-223.
[12] Denison,D.R,1990.Corporate Culture and Organizational Effectiveness New York: John Wiley.
[13] D.W Chan, Emotional intelligence and components of burnout among Chinese secondary school teachers in Hong Kong, Teaching and Teacher Education 22,(2006):1042-1054.
[14] Dvir, T.Eden, D.Avolio, B. J. & Shamir, B. 2002. Impact of transformational leadership on follower development and performance: A field experiment. Academy of Management Journal, 45 (4), 735-744.
[15] Gardner, H. 1993. Multiple intelligences: The theory in practice. New York: Basic Books.
[16] Goleman, D. 1995. Emotional Intelligence. New York: Bantam Books.
[17] Goleman, D. 1998. Working With Emotional Intelligence. London: Bloomsbury Publishing Plc.
[18] Han, TY; Williams, KJ. Multilevel Investigation of Adaptive Performance Individual- and Team-Level Relationships. GROUP & ORGANIZATION MANAGEMENT. 2008(33-6) 657-684.
[19] Jensen, AR; Wright, AS; Lance, AR, et al. The emotional intelligence of surgical residents: a descriptive study. AMERICAN JOURNAL OF SURGERY. 2008(195-1) 5-10.
[20] John E. Sheridan:“Organization Culture and Employee Retention”, Academy of Management Journal 1992 VOI.35.No.5.1036-1056
[21] Judge,T. A. & Cable,D.M.1997.Applicant Personality,organizational Culture,And Organizational Attractiveness .Personnel Psychology,50:359-394.
[22] Jordan, P.J. Ashkanasy, N.M. & Hartel.C. (2002).Emotional Intelligence as a moderator of emotional and behavioral reactions to job insecurity. Academy of Management Review, 27(3),361-372.
[23] Jordan, P.J., Ashkanasy, N. M., Hartel, C., & Hooper, G. S. 2002. Workgroup Emotional Intelligence Scale Development and Relationship to Team Process Effectiveness and Team Focus. Human Resource Management Review, 12, 195-214.
[24] Law, K. S., Wong, C. S., & Song, L. J. 2004. The Construct and Criterion Validity of Emotional Intelligence and Its Potential Utility for Management Studies, Journal of Applied Psychology, 89 (3), 483-496
[25] Liu, XY; Sun, JM; Hartel, CEJ. Developing measure of team emotional climate in China. INTERNATIONAL JOURNAL OF PSYCHOLOGY. 2008(43-3-4) 285-285.
[26] Mayer J D, Salovey P, Caruso D R. Emotional Intelligence: Theory, Findings, and Implication , Psychologist Inquiry, 2001, 15(3):197-215
[27] Mannix,E.A.,Neale,M.A. & Northcraft G.B.1995.Equity,Equality,or need? The Effects of Organizational Culture on the Allocation of Benefits and Burdens. Organizational Behavior and Human Decision Processes,63(3):276一286.
[28] Nathawat, SS. the Dimensions and Interactive Expression of IQ, Eq and Sq in Intellect Domain. INTERNATIONAL CONFERENCE ON RECENT ADVANCES IN MICROWAVE THEORY AND APPLICATIONS, PROCEEDINGS. 2008.640-641
[29] Olympiou, A; Jowett, S; Duda, JL. The Psychological Interface between the Coach-Created Motivational Climate and the Coach-Athlete Relationship in Team Sports. SPORT PSYCHOLOGIST. 2008(22-4) 423-438.
[30] Pettingrew,A.M.1979.On Studying Organizational Culture. Administrative Science Quarterly, 24:570-581.
[31] Pettker, Christian M.; Thung, Stephen F.; Norwitz, Errol R., et al. Impact of a comprehensive patient safety strategy on obstetric adverse events. American Journal of Obstetrics and Gynecology. 2009(5)-5.
[32] Prieto, MD; Ferrandiz, C; Ferrando, M, et al. Emotional intelligence and high ability. REVISTA ESPANOLA DE PEDAGOGIA.2008(66-240) 241-259.
[33] Reichers, A. E. & Schneider, B. climate & culture: an evolution of constructs, Organizational climate and culture 1st edition. (1990) Schneider, Benjamin. San Francisco: Jossey-Bass. 1990, 5-39.
[34] Romanelli,E & Tushman,M.L.1994.Organizational Transformation As Punetuated Equilibrum:An empirical Test, Academy of Management Journal,37(5):114-166.
[35] Salovey, P., & Mayer, J. D. 1990. Emotional intelligence. Imagination, Cognition and Personality, 9(3), 185-211.
[36] Salovey & Mayer.1990.Perceiving affective content in ambiguous visual stimulus:A component of Emotional Intelligence. Journal of personality assessment, 54:772-781.
[37] Schneider, B. (1990). The climate for service: an application of the climate constructs. In B. Schneider (Ed.), Organizational climate and culture 383-412
[38] Schein,E.H.1990.Organizational Culture. American Psychologist,45(2):109-119
[39] Sheridan , J.E.1992.Organizational Culture and Employee Retention. Academy of Management Journal,35(5):1036-1056
[40] Thorndlike R.L. Intelligence and its uses, Harper’s Magazine,1920,140:227-235.
[41] Yuki, G. 2002. Leadership in Organizations (5th ed.), Prentice-Hall, Upper Saddle River, NJ.
[42] Witze, A. Climate first for Obama transition team. NATURE. 2008(456-7219) 146-147.
[43] Wong, C. S., & Law, K. S. 2002. The effects of leader and follower emotional intelligence on performance and attitudes: An exploratory study. Leadership Quarterly, 13, 243-274.
[44]李国瑞,何小蕾:情绪智力理论结构的实证研究,心理科学,2003年第26卷,第五期134-137.
[45]刘益,刘军,宋继文,吴维库:不同情商水平下领导行为与员工组织承诺关系的实证研究,南开管理评论,2007年第2期。
[46]刘光明:《企业文化》,经济管理出版社1999年第一版.
[47]余凯成,黄培伦,陈维政,张丽华,王文波:《组织行为学》,大连理工大学出版社.
[48]成思危:“中国企业发展战略的文化思考”,北京行政学院学报,2000(3) 5-7.
[49]余凯成:“中国职工组织归属感研究”,组织行为学,大连理工大学出版社2001.
[50]王文臣,论企业形象文,理论与现代化,1999(5) 7-10.
[51]赵国杰、戴良萌:“塑造成功的企业文化是创新的根本保证”,商业文化,1999(3) 22-24.
[52]王鹏,高峰强,倪萍,陈高明:集体效能信念的形成及其对团队努力程度的影响,西安体育学院学报,2004,21(3).
[53]周燕:现代企业组织情商问题研究[J],企业管理,2006(14)
[54]吴维库,领导学,北京:高等教育出版社,2004,166-188