IT研发团队工作特征、心理授权与团队认同感的关系研究

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硕士学位论文

摘要

本研究以 IT 研发团队为研究对象，探讨了其工作特征、心理授权和团队认同感之

间的关系。分析心理授权在工作特征与团队认同感之间的中介作用，以及性别、成立时

间、学历和团队规模等人口统计学变量对心理授权的差异化影响。

本研究分为三大步骤:首先，文献回顾，在大量文献阅读的基础上，提出本研究的

理论模型和相关的研究假设；其次，访谈研究，通过访谈结果对初步构思进行验证和进

一步的修正；再次，问卷调查，以最后得到的 111 份有效问卷作为研究对象，利用

SPSS13.0 统计软件从量上进一步验证本研究的理论构思。研究结果基本证实了本研究

提出的假设，主要结论有:

一、工作特征的五维结构和测量量表、心理授权的四维结构和测量量表在中国背景

中的 IT 研发团队中也是适用的。其中工作特征包括技术多样性、任务完整性、任务重

要性、工作自主性和任务反馈性五个维度，心理授权包括工作意义、工作能力、工作影

响和自主性四个维度。

二、在工作特征的五个方面中，任务重要性、工作自主性和任务反馈性对团队认同

感有显著正向影响。其中工作自主性对团队认同感影响最大。

三、在工作特征的五个方面中，技能多样化、任务完整性、工作自主性和任务反馈

性对心理授权有显著正向影响。其中工作自主性对心理授权的影响最大。

四、团队成员的心理授权会影响他们的团队认同感。心理授权维度中的自主性感知

和工作影响感知对团队认同感存在显著正向影响。其中工作自主性感知对团队认同感的

影响最大。

五、心理授权在工作特征和团队认同感之间起到中介作用，其中主要体现在工作特

征中的工作自主性和任务反馈性两个维度方面。

六、通过人口统计学的检验得出以下结论：首先，从性别上分析，男性心理授权感

知高于女性，且主要体现在对工作意义的认知方面；其次，从团队成立时间分析，成立

不到一个月和成立七到十二个月的团队心理授权感知高于成立十二个月以上的团队，且

主要体现在工作意义的认知方面；再次，从学历上分析，具有大学学历成员心理授权度

高于大专和硕士及以上学历成员，主要体现在工作自主性的感知度；最后，从团队规模

分析，7 人以下和 8-15 人的团队规模心理授权感知明显高于 31 人以上的团队，且主要

体现在工作意义和工作影响两个方面。

根据以上得出这些研究结果，进行了讨论，提出以下建议：首先，为员工提供决策

的机会和富有挑战性的工作时，员工会感知到自己工作的意义、影响力和自主性；其次，

上级领导应尽量放宽对其管制和直接指挥式工作，给同队成员以足够的自主权，如开展

弹性工作时间制；再次，IT 企业发动员工参与管理决策，增大员工对企业管理决策工

硕士学位论文

作的影响力；最后，IT 企业应当建立机制使员工与其工作职位相匹配，即人——职匹

配。

关键词：IT 研发团队；工作特征；心理授权；团队认同感

硕士学位论文

III

ABSTRACT

In this paper, the author chooses IT R & D teams as the research object to explore the

relationship amongst their working characteristics, psychological empowerment and team

identity .This paper also analyzed the intermediary role that psychological empowerment

played between working characteristics and team identity, and the impact of some

demographic variables (e.g. gender, establish time, education and team size) on psychological

empowerment.

This study is divided into three steps: first, literature review. The author read a large

number of documents to put forward the initial study model and related research hypotheses;

then, she made lots of interview study to validate the initial study model and make further

amendments; finally, questionnaire study. 111 valid questionnaires were used as the

research object and the statistical software SPSS13.0 was used to further validate the idea

from the quantity theory perspective. The results basically confirmed the hypothesis put

forward in this study. The main conclusions are:

1. The five-dimensional structure and measurement scale of job characteristics, the

four-dimensional structure of psychological empowerment and measurement scales are also

applicable in China's IT R & D team. Working characteristics include following five

cognitive dimensions: skill variety, task identity, task significance, autonomy and feedback

from job. Psychological empowerment includes following four cognitive dimensions: the

meaning of work, working competence, impact and autonomy of the work.

2. In the five aspects of job characteristics, task significance, job autonomy and

feedback from job have significant positive effects on team identification. Amongst the above

factors, work autonomy has the greatest impact on the team identity.

3. In the five areas of job characteristics, skill variety, task identity, task autonomy and

task feedback have significant positive effects on psychological empowerment .Amongst the

above factors, work autonomy has the greatest impact.

4. The Psychological Empowerment between team members will affect their team

identity. The sense of work autonomy and work influence in the five dimensions of

psychological empowerment has significant positive effects on team identity. The sense of

work autonomy has the greatest impact on the team identity.

5. Psychological empowerment plays a complete intermediate role between job

characteristics and team identity.

硕士学位论文

6. Through the test of demographic, the author finally reached following conclusions:

First, when analyzing from gender, it is found that men perceived higher psychological

empowerment than women, and this is mainly reflected on their understanding of work

meaning. Secondly, when analyzing from team establish time, the sense of team

psychological empowerment is higher in a team established less than one month or seven or

twelve months than in a team established more than twelve months, this is mainly reflected in

their understanding of work meaning; Finally, from the team size analysis, the sense of team

psychological empowerment is higher in a team with less than seven person or eight to fifteen

person than in a team with more than thirty-one person, and this is mainly reflected in their

understanding of work meaning and work affects.

According to the study results above, the author makes suggestions as follows: first,

when afforded with the opportunities of making decisions and doing jobs full of chanllege,

the employees will feel their work meanings, work influences and work autonomy; second,

the leaders should relax his regulation and direct-order jobs, and give the team members

enough autonomy; third, IT enterprises could encourage its enployees to take part in the

managemental decisions, enlarge its employee’s influence on the enterprise’s managemental

decisions; lastly, IT enterprises should establish its system in order to match its employees

with jobs.

Keywords: IT R & D team; job characteristic; psychological empowerment;

team identity

硕士学位论文

第一章绪论........................................................................................................................... 1

第一节问题提出.............................................................................................................. 1

第二节研究意义.............................................................................................................. 3

第三节研究流程和方法.................................................................................................. 3

第二章文献综述..................................................................................................................... 6

第一节工作特征的相关研究.......................................................................................... 6

第二节心理授权相关研究.............................................................................................. 9

第三节团队认同感相关研究........................................................................................ 11

第四节三者之间关系研究............................................................................................ 13

第五节总结评述............................................................................................................ 15

第三章研究设计和方法....................................................................................................... 17

第一节理论模型和研究假设........................................................................................ 17

第二节研究变量说明.................................................................................................... 20

第三节问卷设计和数据收集........................................................................................ 21

第四节数据分析方法.................................................................................................... 22

第四章实证分析................................................................................................................... 24

第一节被调查者基本信息............................................................................................ 24

第二节问卷的信度和效度分析.................................................................................... 25

第三节相关分析............................................................................................................ 30

第四节回归分析............................................................................................................ 31

第五节中介效应............................................................................................................ 35

第六节人口统计学变量与员工心理授权的关系........................................................ 37

第七节假设检验结果.................................................................................................... 40

第五章研究结果讨论........................................................................................................... 42

第一节各研究变量关系的讨论.................................................................................... 42

第二节人口统计因素差异性讨论................................................................................ 44

第三节对管理实践的启示与建议................................................................................ 44

第六章结语........................................................................................................................... 47

参考文献................................................................................................................................. 48

附录......................................................................................................................................... 52

硕士学位论文

图目录

图2-1 HACKMAN 工作特征模型.......................................................................................... 7

图2-2 团队授权模型............................................................................................................. 15

图3-1 理论模型..................................................................................................................... 17

图4-1 中介变量示意图........................................................................................................ 35

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摘要：

硕士学位论文I摘要本研究以IT研发团队为研究对象，探讨了其工作特征、心理授权和团队认同感之间的关系。分析心理授权在工作特征与团队认同感之间的中介作用，以及性别、成立时间、学历和团队规模等人口统计学变量对心理授权的差异化影响。本研究分为三大步骤:首先，文献回顾，在大量文献阅读的基础上，提出本研究的理论模型和相关的研究假设；其次，访谈研究，通过访谈结果对初步构思进行验证和进一步的修正；再次，问卷调查，以最后得到的111份有效问卷作为研究对象，利用SPSS13.0统计软件从量上进一步验证本研究的理论构思。研究结果基本证实了本研究提出的假设，主要结论有:一、工作特征的五维结构和测量量表、心理授权的四维...

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