蔡亚华, 程佳琳, 李劲松

上海财经大学商学院, 上海 200433

收稿日期:2021-02-03出版日期:2022-01-25发布日期:2021-11-26
通讯作者:李劲松, E-mail: jsongli@mail.shufe.edu.cn

基金资助:* 国家自然科学基金(71872109、71632005)、上海财经大学创新团队支持计划资助

Rules can maintain harmony? The influence of team pro-social rule breaking climate on team performance from the perspective of harmony management

CAI Yahua, CHENG Jialin, LI Jinsong

College of Business, Shanghai University of Finance and Economics, Shanghai 200433, China

Received:2021-02-03Online:2022-01-25Published:2021-11-26

摘要/Abstract

摘要： 当前关于亲社会违规行为的研究主要集中于个体层面, 但实践和理论都表明我们有探究团队亲社会违规氛围的必要性。为此, 本研究聚焦于团队亲社会违规氛围这一概念, 以和谐管理理论为基础, 分别引入团队和谐作为中介变量和团队互依性作为调节变量, 探讨团队亲社会违规氛围对团队绩效的影响机制和作用边界。本文以74个团队和334名团队成员为研究对象, 通过对三阶段所获取的数据进行分析, 结果显示：(1) 团队互依性对团队亲社会违规氛围与团队和谐的关系具有调节作用：当团队互依性高时, 团队亲社会违规氛围对团队和谐的负向影响更强; (2) 团队和谐对团队绩效具有显著的正向影响; (3) 团队互依性调节了团队亲社会违规氛围通过团队和谐对团队绩效的间接效应：当团队互依性水平较高时, 团队亲社会违规氛围通过团队和谐对团队绩效的负向效应会被增强。本研究证实了团队亲社会违规氛围对团队绩效的作用机制与边界条件, 拓宽了亲社会违规行为和团队和谐的相关研究。

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