- 期刊
你謙遜，我們安心？謙遜領導、團隊安全感氛圍與團隊績效的關係：任務型態與團隊調節焦點的調節效果
The Relationship Between Leader Humility, Team Psychological-Safety Climate and Team Performance: Task Type and Regulatory Focus as Moderators
摘要
團隊是組織依賴以完成複雜的任務，其中，領導是重要的前因，會影響團隊互動與結果。本研究探究謙遜領導、團隊安全感氛圍與團隊績效的關係，並且進一步探究團隊任務特性及成員特質組成的調節角色。研究透過兩個不同的時間點進行團隊層次資料蒐集，整合配對有效問卷為70個團隊及70個團隊領導者，成員來自三個組織，數量為280～301位。研究結果顯示謙遜領導可以正向預測團隊安全感氛圍，並且透過團隊安全感氛圍中介，進而影響團隊績效。此外，團隊執行概念性任務高時，以及當團隊組成傾向高程度的預防型焦點時，謙遜領導與團隊安全感氛圍的正向關係會較強。研究以謙遜領導為核心探究其對團隊心理歷程及績效的影響，研究結果可以進一步增闊謙遜領導理論的外部效度。
並列摘要
Teamwork is a basic way in which organizations complete complicated tasks. In the literature on teamwork and team dynamics, leadership in teams is a hotly discussed issue because it can influence team processes and team outcomes. In the present study, we demonstrate that an indirect relationship exists among leader humility, team psychological-safety climate, and team performance. We also examine two moderators: task type and regulatory focus. For our method, we selected three organizations and, with a time-lagged design, collected data from 70 valid teams and 70 team leaders (member samples ranged from 280 to 301). The results show that leader humility was positively related to team performance through the mediating factor of team psychological-safety climate. Further, we found that the positive relationship between leader humility and team psychological-safety climate was stronger in the conceptual-task context than in the behavioral-task context. Finally, we found that the stronger the prevention focus was for teams, the stronger the positive relationship was between leader humility and team psychological-safety climate. Our study links theories of humility and regulatory focus to each other in ways that broaden these theories' application to teams.