The paradox of self‐management: individual and group autonomy in work groups
The paradox of self‐management: individual and group autonomy in work groups
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DOI：
10.1002/1099-1379(200008)21:5
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发表时间：
2000-08
影响因子：
6.8
通讯作者：
Claus W. Langfred
中科院分区：
文献类型：
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作者：
Claus W. Langfred
本研究探讨了个体和群体层面的自主性如何直接影响群体凝聚力，以及它们如何间接影响群体效能。假设表明，个人和团体的自主性将与凝聚力相反的数据收集的两个不同的组织工作组的大样本支持。还支持的假设，提出了一个群体凝聚力/群体绩效导向的互动作为一个中介的自治在这两个层次和群体效能之间的关系。研究结果强调了在设计工作组时，同时考虑在个人和团体层面的自主权，将自治的重要性。版权所有© 2000约翰威利父子有限公司。
This study explores how autonomy at the individual and the group levels directly affect group cohesiveness, and how they indirectly influence group effectiveness. Hypotheses suggesting that individual and group autonomy will be oppositely related to cohesiveness are supported in data collected from a large sample of work groups in two separate organizations. Also supported are hypotheses suggesting a group cohesiveness/group performance orientation interaction as a mediator of the relationships between autonomy at both levels and group effectiveness. The findings highlight the importance of considering autonomy at both individual and group levels simultaneously when designing work groups that incorporate autonomy. Copyright © 2000 John Wiley & Sons, Ltd.