国外团队认同研究进展与展望
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外国经济与管理 2014 年 第 36 卷第 04 期, 页码：57 - 64
摘要
参考文献
摘要
本文基于国外团队认同研究的已有进展,首先介绍了组织内部认同的研究焦点从"组织认同"到"团队认同"的迁移;然后分析了团队认同构念从个体层次向集体层次的发展;接下来围绕群体动机和社会粘合剂的二元视角,对团队认同作用于团队过程和产出的效能机制进行了系统的阐述;最后基于现有研究成果就该领域的未来研究方向提出了一系列建议。
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[3]Bezrukova K,Jehn K A,Zanutto E L and Thatcher S M B.Do workgroup faultlines help or hurt?A moderated model of faultlines,team identification,and group performance[J].Organization Science,2009,20(1):35-50.
[4]Carmeli A,Gelbard R and Goldriech R.Linking perceived external prestige and collective identification to collaborative behaviors in R&D teams[J].Expert Systems with Applications,2011,38(7):28-48.
[5]Chung Y and Jackson S E.Co-worker trust and knowledge creation:A multilevel analysis[J].Journal of Trust Research,2011,1(1):65-83.
[6]Cremer D D,Van Knippenberg D,Van Dijk E and Leeuwen E V.Cooperating if one’s goals are collective-based:Social identification effects in social dilemmas as a function of goal transformation[J].Journal of Applied Social Psychology,2008,38(6):1562-1579.
[7]Desivilya H S,Somech A and Lidgoster H.Innovation and conflict management in work teams:The effects of team identification and task and relationship conflict[J].Negotiation and Conflict Management Research,2010,3(1):28-48.
[8]Dimmock J A,Grove J R and Eklund R C.Reconceptualizing team identification:New dimensions and their relationship to intergroup bias[J].Group Dynamics:Theory,Research,and Practice,2005,9(2):75-86.
[9]Ellemers N,Kortekaas P and Ouwerkerk J W.Self-categorisation,commitment to the group and group self-esteem as related but distinct aspects of social identity[J].European Journal of Social Psychology,1999,29(2):371-389.
[10]Ellemers N,De Gilder D and Haslam S A.Motivating individuals and groups at work:A social identity perspective on leadership and group performance[J].Academy of Management Review,2004,29(3):459-478.
[11]González R and Brown R.Dual identities in intergroup contact:Group status and size moderate the generalization of positive attitude change[J].Journal of Experimental Social Psychology,2006,42(6):753-767.
[12]Han H and Harms P D.Team identification,trust and conflict:A mediation model[J].International Journal of Conflict Management,2010,21(1):20-43.
[13]Kane A A.Unlocking knowledge transfer potential:Knowledge demonstrability and superordinate social identity[J].Organization Science,2010,21(3):643-660.
[14]Lee C,Farh J-L and Chen Z-J.Promoting group potency in project teams:The importance of group identification[J].Journal of Organizational Behavior,2011,32(8):1147-1162.
[15]Lembke S and Wilson M G.Putting the“team”into teamwork:Alternative theoretical contributions for contemporary management practice[J].Human Relations,1998,51(7):927-944.
[16]Liang J,Farh C I C and Farh J-L.Psychological antecedents of promotive and prohibitive voice:A two-waves examination[J].Academy of Management Journal,2012,55(1):71-92.
[17]Liao J,Jimmieson N L,O’Brien A T and Restubog S L.Developing transactive memory systems:Theoretical contributions from a social identity perspective[J].Group&Organization Management,2012,37(2):204-240.
[18]Liu Y and Phillips J S.Examining the antecedents of knowledge sharing in facilitating team innovativeness from a multilevel perspective[J].International Journal of Information Management,2011,31(1):44-52.
[19]O’Leary M B and Mortensen M.Go(con)figure:Subgroups,imbalance,and isolates in geographically dispersed teams[J].Organ-ization Science,2010,21(1):115-131.
[20]Riketta M and Van Dick R.Foci of attachment in organizations:A meta-analytic comparison of the strength and correlates of workgroup versus organizational identification and commitment[J].Journal of Vocational Behavior,2005,67(3):490-510.
[21]Somech A,Desivilya H S and Lidogoster H.Team conflict management and team effectiveness:The effects of task interdependence and team identification[J].Journal of Organizational Behavior,2009,30(3):359-378.
[22]Stasser G,Abele S and Parsons S V.Information flow and influence in collective choice[J].Group Processes&Intergroup Relations,2012,15(5):619-635.
[23]Stone C H and Crisp R J.Superordinate and subgroup identification as predictors of intergroup evaluation in common ingroup contexts[J].Group Processes&Intergroup Relations,2007,10(4):493-513.
[24]Turner J and Reynolds K.Self-categorization theory[A].Van Lange P,Kruglanski A and Higgins E(Eds.).Handbook of theories of social psychology[C].London:SAGE Publications Ltd.,2012:399-418.
[25]Van der Vegt G S and Bunderson J S.Learning and performance in multidisciplinary teams:The importance of collective team identification[J].Academy of Management Journal,2005,48(3):532-547.
[26]Van Dick R,Van Knippenberg D,Kerschreiter R,Hertel G and Wieseke J.Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior[J].Journal of Vocational Behavior,2008,72(3):388-399.
[27]Van Knippenberg D.Work motivation and performance:A social identity perspective[J].Applied Psychology:An International Review,2000,49(3):357-371.
[28]Van Knippenberg D and Schippers M C.Work group diversity[J].Annual Review of Psychology,2007,58(1):515-541.
①在下文中,所有的“团队认同”,除非特别说明,否则指的都是集体层次的团队认同。
[2]Ashforth B E and Mael F.Social identity theory and the organization[J].Academy of Management Review,1989,14(1):20-39.
[3]Bezrukova K,Jehn K A,Zanutto E L and Thatcher S M B.Do workgroup faultlines help or hurt?A moderated model of faultlines,team identification,and group performance[J].Organization Science,2009,20(1):35-50.
[4]Carmeli A,Gelbard R and Goldriech R.Linking perceived external prestige and collective identification to collaborative behaviors in R&D teams[J].Expert Systems with Applications,2011,38(7):28-48.
[5]Chung Y and Jackson S E.Co-worker trust and knowledge creation:A multilevel analysis[J].Journal of Trust Research,2011,1(1):65-83.
[6]Cremer D D,Van Knippenberg D,Van Dijk E and Leeuwen E V.Cooperating if one’s goals are collective-based:Social identification effects in social dilemmas as a function of goal transformation[J].Journal of Applied Social Psychology,2008,38(6):1562-1579.
[7]Desivilya H S,Somech A and Lidgoster H.Innovation and conflict management in work teams:The effects of team identification and task and relationship conflict[J].Negotiation and Conflict Management Research,2010,3(1):28-48.
[8]Dimmock J A,Grove J R and Eklund R C.Reconceptualizing team identification:New dimensions and their relationship to intergroup bias[J].Group Dynamics:Theory,Research,and Practice,2005,9(2):75-86.
[9]Ellemers N,Kortekaas P and Ouwerkerk J W.Self-categorisation,commitment to the group and group self-esteem as related but distinct aspects of social identity[J].European Journal of Social Psychology,1999,29(2):371-389.
[10]Ellemers N,De Gilder D and Haslam S A.Motivating individuals and groups at work:A social identity perspective on leadership and group performance[J].Academy of Management Review,2004,29(3):459-478.
[11]González R and Brown R.Dual identities in intergroup contact:Group status and size moderate the generalization of positive attitude change[J].Journal of Experimental Social Psychology,2006,42(6):753-767.
[12]Han H and Harms P D.Team identification,trust and conflict:A mediation model[J].International Journal of Conflict Management,2010,21(1):20-43.
[13]Kane A A.Unlocking knowledge transfer potential:Knowledge demonstrability and superordinate social identity[J].Organization Science,2010,21(3):643-660.
[14]Lee C,Farh J-L and Chen Z-J.Promoting group potency in project teams:The importance of group identification[J].Journal of Organizational Behavior,2011,32(8):1147-1162.
[15]Lembke S and Wilson M G.Putting the“team”into teamwork:Alternative theoretical contributions for contemporary management practice[J].Human Relations,1998,51(7):927-944.
[16]Liang J,Farh C I C and Farh J-L.Psychological antecedents of promotive and prohibitive voice:A two-waves examination[J].Academy of Management Journal,2012,55(1):71-92.
[17]Liao J,Jimmieson N L,O’Brien A T and Restubog S L.Developing transactive memory systems:Theoretical contributions from a social identity perspective[J].Group&Organization Management,2012,37(2):204-240.
[18]Liu Y and Phillips J S.Examining the antecedents of knowledge sharing in facilitating team innovativeness from a multilevel perspective[J].International Journal of Information Management,2011,31(1):44-52.
[19]O’Leary M B and Mortensen M.Go(con)figure:Subgroups,imbalance,and isolates in geographically dispersed teams[J].Organ-ization Science,2010,21(1):115-131.
[20]Riketta M and Van Dick R.Foci of attachment in organizations:A meta-analytic comparison of the strength and correlates of workgroup versus organizational identification and commitment[J].Journal of Vocational Behavior,2005,67(3):490-510.
[21]Somech A,Desivilya H S and Lidogoster H.Team conflict management and team effectiveness:The effects of task interdependence and team identification[J].Journal of Organizational Behavior,2009,30(3):359-378.
[22]Stasser G,Abele S and Parsons S V.Information flow and influence in collective choice[J].Group Processes&Intergroup Relations,2012,15(5):619-635.
[23]Stone C H and Crisp R J.Superordinate and subgroup identification as predictors of intergroup evaluation in common ingroup contexts[J].Group Processes&Intergroup Relations,2007,10(4):493-513.
[24]Turner J and Reynolds K.Self-categorization theory[A].Van Lange P,Kruglanski A and Higgins E(Eds.).Handbook of theories of social psychology[C].London:SAGE Publications Ltd.,2012:399-418.
[25]Van der Vegt G S and Bunderson J S.Learning and performance in multidisciplinary teams:The importance of collective team identification[J].Academy of Management Journal,2005,48(3):532-547.
[26]Van Dick R,Van Knippenberg D,Kerschreiter R,Hertel G and Wieseke J.Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior[J].Journal of Vocational Behavior,2008,72(3):388-399.
[27]Van Knippenberg D.Work motivation and performance:A social identity perspective[J].Applied Psychology:An International Review,2000,49(3):357-371.
[28]Van Knippenberg D and Schippers M C.Work group diversity[J].Annual Review of Psychology,2007,58(1):515-541.
①在下文中,所有的“团队认同”,除非特别说明,否则指的都是集体层次的团队认同。
引用本文
栾琨, 谢小云. 国外团队认同研究进展与展望[J]. 外国经济与管理, 2014, 36(4): 57–64.
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