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How group goal setting mediates the link between individual‐level emotion‐related factors and team performance
Journal of Theoretical Social Psychology Pub Date : 2019-09-13 , DOI: 10.1002/jts5.54
Laura Petitta 1 , Lixin Jiang 2
Affiliation  

Goal setting theory states that its principles (i.e., specific, difficult goals lead to higher performance than general tasks) and the four mediating factors (i.e., attention, strategies, effort, and persistence) of the goal–performance link can be generalized to the workgroup level. However, less is known about individual‐level emotional dynamics within a team that shape team‐level motivation and strategies and subsequent team performance. Using multisource data, we tested a multilevel mediation model that posits fear of dominance among the fellow teammates and emotional contagion of fear as individual‐level predictors of the group goal setting (GGS) mechanisms (i.e., directions, effort and persistence, strategies), which in turn simultaneously but differentially predict subsequent team performance. Surveys were administered to 315 athletes nested in 38 sport teams. Performance was measured objectively via team rank. Results suggest that fear of dominance was negatively related to group direction and effort and persistence. More interestingly, emotional contagion of fear negatively predicted strategies, which in turn positively predicted team performance. We add to the literature by demonstrating the cross‐level mediating role of GGS factors in the relationship between individual‐level emotional contagion of fear and the team‐level performance outcome. Our study also contributes to contagion and dominance literatures as well as GGS theorizing, thus bridging the two disparate research fields of individual‐level emotion‐related processes and GGS. Theoretical and practical implications are discussed in light of the relevance of successful performance management as well as of preventing the adverse effects of individual‐level dysfunctional affective experience on teamwork motivation and outcomes.

中文翻译:

小组目标设定如何介导个人层面的情绪相关因素与团队绩效之间的联系

目标设定理论指出,其原则(即特定的困难目标导致比一般任务更高的绩效),并且目标与绩效之间的四个中介因素(即注意力,策略,努力和持久性)可以概括为工作组级别。但是,对于影响团队水平动机和策略以及随后团队绩效的团队中个人水平的情感动态知之甚少。使用多源数据,我们测试了一个多级中介模型,该模型假定对队友之间的支配恐惧和对情感的情感传染是团体目标设定(GGS)机制(即方向,努力和坚持不懈,策略)的个人级预测指标,这反过来可以同时但有差异地预测随后的团队绩效。对嵌套在38个运动队中的315名运动员进行了调查。绩效是通过团队排名客观衡量的。结果表明,对主导地位的恐惧与小组的方向,努力和坚持不相关。更有趣的是,恐惧的情绪传染会负面地预测战略,而战略反过来又正面地预测团队绩效。通过论证GGS因子在个人层面的恐惧情绪传染与团队层面的绩效结果之间的关系中的跨层次中介作用,我们增加了文献资料。我们的研究还有助于传播和优势文献以及GGS理论化,从而将个人层面的情感相关过程和GGS的两个不同的研究领域联系起来。
更新日期:2019-09-13
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