团队工作模式已成为当前组织运行发展的重要形式，在组织的持续成长中发挥着重要作 用。作为企业吸引人、培养人、留住人、激励人的关键部门，人力资源管理部门的工作绩效 在企业核心竞争力的构建与保持中发挥着关键作用。企业人力资源管理团队成员的工作绩效 将会对企业人力资源管理职能的发挥,以至企业竞争优势产生重要影响。作为团队一员，人力 资源管理团队成员的工作绩效既可能受到自身因素的影响，也可能受到团队心理资本、团队 支持感等团队层面变量的影响。 论文采用配对调查方法，通过问卷星将事先编好号码的团队—成员问卷发送给各企业人 力资源管理团队领导，由团队领导组织团队成员填写,最终有 86 个团队的 387 名人力资源管 理团队成员参与调查。以探讨团队心理资本是否影响以及如何影响人力资源管理团队成员工 作绩效为核心目标，利用 SPSS 22.0、AMOS 23.0、HLM 6.08 软件，对团队成员心理资本、 团队成员工作绩效、团队心理资本、团队支持感等变量之间的关系进行分析，尤其是对团队 心理资本与团队成员工作绩效进行了跨层次分析，探讨了团队支持感、团队成员心理资本在 团队心理资本与团队成员工作绩效之间的中介作用。结果表明：（1）团队心理资本与团队成 员工作绩效显著正相关；（2）团队心理资本与团队支持感显著正相关；（3）团队支持感与 团队成员工作绩效显著正相关；（4）团队支持感在团队心理资本与团队成员工作绩效中起中 介作用；（5）团队成员心理资本与团队成员工作绩效显著正相关；（6）团队心理资本与团 队成员心理资本显著正相关；（7）团队成员心理资本在团队心理资本与团队成员工作绩效中 起中介作用。 最后，基于上述实证分析结果，提出了相关的对策建议。 关键词: 团队心理资本 ,团队成员工作绩效 ,团队成员心理资本 ,团队支持感II Abstract The work mode of team has become an important form of the current operation.As a key department that attracts, trains, retains, and motivates an enterprise, the performance of the human resources management department plays a key role in the establishment and maintenance of the company's core competitiveness. How well the work performance of an enterprise's human resources management team members will have an important impact on the function of the enterprise's human resources management and the competitive advantage of the enterprise. As a team member, the work performance of human resources management team members may be affected by their own factors, as well as by team-level variables such as team psychological capital and team support. The dissertation uses a paired survey method. The team that has been numbered in advance is sent to the leaders of the human resources management teams of each company through questionnaire stars. The team leaders organize the team members to fill in the team. The core goal is to explore whether and how team psychological capital affects the work performance of human resources management team members. The relationship between team psychological capital and team members' work performance was analyzed in particular, and the mediating role of team support between team psychological capital and team members' work performance was explored. The results show that: (1) team psychological capital is positively correlated with team members' work performance; (2) team psychological capital is positively correlated with team members' work performance; (3) team support is positively correlated with team members' work performance; (4) team support plays an intermediary role in team psychological capital and team members' work performance; (5) team members' Psychological Capital This is positively related to team members' work performance; (6) team psychological capital is positively related to team members' psychological capital; (7) team members' psychological capital plays an intermediary role in team psychological capital and team members' work performance. Finally, based on the above empirical analysis results, relevant countermeasures and suggestions are put forward. Key words:Team Psychological Capital,Team Member's Psychological Capital,Team Member's Work Performance,Perceived Organization SupportIII 目录 第一章 绪论......1 1.1 研究背景............................1 1.2 研究目的............................2 1.3 研究意义............................3 1.3.1 现实意义................ 3 1.3.2 理论意义................ 3 1.4 研究方法............................5 1.5 创新点.5 1.6 论文结构............................6 第二章 文献综述.............................8 2.1 团队的概念及特征........... 8 2.2 心理资本............................8 2.2.1 心理资本的概念.... 8 2.2.2 心理资本的维度及测量.......................9 2.2.3 团队成员心理资本的相关研究.........10 2.3 团队心理资本................. 10 2.3.1 团队心理资本的概念.........................10 2.3.2 团队心理资本的维度......................... 11 2.3.3 团队心理资本的相关研究.................12 2.4 团队支持感..................... 12 2.4.1 团队支持感的概念及维度.................12 2.4.2 团队支持感的相关研究.....................14 2.5 工作绩效..........................14 2.5.1 工作绩效的概念及维度.....................14 2.5.2 工作绩效的前因变量.........................15 2.6 文献述评..........................16 第三章 概念界定与研究假设...... 17 3.1 研究变量的概念界定..... 17 3.2 研究假设..........................18 3.2.1 团队心理资本与团队成员工作绩效.18 3.2.2 团队成员心理资本与团队成员工作绩效........................18 3.2.3 团队成员心理资本、团队支持感与团队成员工作绩效20 3.2.4 研究变量与人口统计变量.................21 3.3 理论模型..........................21 第四章 研究设计...........................23 4.1 测量量表..........................23 4.2 问卷设计、发放与回收. 23 4.3 预调查..............................24 4.3.1 预调查样本的描述性统计.................25 4.3.2 预调查样本的信度检验.....................27 4.3.3 预调查样本的探索性因子分析.........28 第五章 数据调查与分析结果...... 29 5.1 正式样本的描述性分析. 29 5.2 研究变量的信效度检验. 31IV 5.2.1 研究变量的信度检验.........................31 5.2.2 数据的合适性检验.............................32 5.2.3 区分效度.............. 32 5.3 团队层面数据聚合度检验............................34 5.4 研究变量描述性、相关性和差异性相分析34 5.4.1 研究变量的描述性和相关性分析.....34 5.4.2 团队层面研究变量的差异性分析.....35 5.4.3 个体层面研究变量的差异性分析.....37 5.5 团队心理资本对团队成员工作绩效影响的实证检验...............40 5.5.1 同一层次研究变量检验.....................40 5.5.2 团队心理资本对团队成员工作绩效的主效应检验........41 5.5.3 团队成员心理资本的中介作用.........41 5.5.4 团队支持感的中介作用.....................43 5.6 假设检验结果................. 44 第六章 结论与展望...................... 45 6.1 研究结论..........................45 6.2 对策建议..........................45 6.2.1 提升人力资源管理团队心理资本.....46 6.2.2 提升人力资源管理团队成员心理资本............................46 6.2.3 提升人力资源管理团队支持感.........47 6.3 研究局限与展望............. 48