A STUDY ON THE MANAGEMNT STRATEGIES TO DEVELOP AND REINFORCE THE TEAM COMPETENCIES.

本研究在回顾前人研究的基础上，从心理学的角度对团队合作的概念进行了界定，以期开发出更有效、更可靠的测量团队合作的心理量表。然后对大型综合性医院的护士队伍和发电厂的操作队伍进行了问卷调查。通过这些调查，我更准确地考察了团队合作概念的构成以及不同工作场所团队合作的特点。研究结果显示，不同的工作特性提供不同的团队过程构成。团队的工作和任务特征影响团队过程的构成，这一发现可以为新的团队合作研究奠定基础。本量表的实际应用将有助于我们探讨团队能力发展与强化的有效策略，并试图从社会心理学与组织科学的观点，以行动研究的方法探讨团队过程中哪些方法对团队能力的培养是有效的。在使用此量表时，我阐明了日本大型综合医院护士工作离职率高、工作满意度低的实际大问题的原因。并探讨此类诊断与护士日常工作性质的关系。研究结果表明，工作满意度，尤其是职业认同感，是开发和培养高质量团队能力的重要因素之一。在此基础上，我开始了一个新的尝试，采用全面质量管理方法，以提供良好的影响，实际护理团队的团队过程。在这种方法中，护士评估自己的团队合作，会议掌握自己的缺陷和问题，讨论解决这些问题的活动，并按照他们得出的结论采取行动。我正在研究持续行动研究的效果。

In this study, I could reach to develop more validate and reliable psychological scales to measure teamwork after reviewed previous researches and composed the clear definition from the psychological viewpoints. Then I conducted the questionnaire surveys on nurse teams in big general hospitals and operating teams in power plants. Through these surveys, I examined the constitutions of teamwork conception more precisely and the distinctive characteristics of teamwork in different work places. In result, it was revealed that different job characteristics provided different constitutions of team processes. The finding that characteristics of jobs and tasks of teams affect constitutions of team processes could be grounding in new teamwork studies. Practical use of this developed scale will afford our grappling to examine the effective strategies to develop and reinforce team competencies.Furthermore, I tried to find what approach to team processes was effectual to foster team competencies in action research methodology from the viewpoints of social psychology and organizational sciences. I clarified the pictures of the reasons pf high rate of job separation and low job satisfaction of nurses, which were the actual big problems in big general hospitals in Japan, in using this scale. And I examined the relationships between such diagnostics and the properties of nurses' daily works. The results of this study suggested strongly that job satisfaction, especially the professional identity, was one of the most important factors to develop and foster high quality team competencies. Based on this finding, I started a new attempt adopting Total Quality Management Method to provide good impacts on team processes of actual nurse teams. In this approach, nurses evaluated their own teamwork, had conferences to grasp own defects and problems, discussed the activities to resolve them, and acted in the way they concluded. I am examining the effects in continuing action research.