团队压力氛围的形成、发展及其影响作用的纵向研究

Work stress is an important social issue that has raised wide concern by both scholars and practitioners. However, the vast majority of previous research focused on how work stressors impact individual reactions at the individual level. Research that examining the effects of stressors at the group level (i.e., stress climates) is extremely rare so far. As intra-team collaboration becomes increasingly important in the modern age, the lacks of research on how stress climates impact group dynamics limited our understanding of team stress management. As such, in the current research, we tend to develop a set of new constructs: team stress climates, including team role ambiguity climate, team role conflict climate, and team work overload climate. Using longitudinal research design, we aim at examining: a) the formation processes of team stress climates (i.e., how team leadership such as abusive supervision and leader coaching induce/reduce stress climates); b) the growth trajectories of team stress climates; c) the impacts of team stress climates on team outcomes (i.e., team effectiveness and team turnover rate); and d) the mechanisms (i.e., team process including team identification, intra-team trust, and team efficacy) through which team stress climates influence team outcomes. By exploring the formation, development, and impact processes of team stress climates, the current research would not only contribute to stress theory but also provide practical implications for team stress management.

工作压力是当代社会面临的重要问题，也是组织行为学领域中的重要研究内容。但以往的绝大多数压力研究都集中在个体层面，而几乎没有研究者从群体层面上考察工作压力（即压力氛围）的作用。随着社会分工的细化，组织、团队内的相互协作变得至关重要。缺乏在群体层面上对工作压力氛围与群体动力学关系的探讨极大地限制了我们对团队压力管理的认识。据此，本课题提出“团队压力氛围”的概念，拟采用纵向研究的方法，着力考察：a 团队压力氛围 (包括角色模糊氛围、角色冲突氛围、任务过载氛围) 的形成原因（主要考察辱虐管理和教练行为如何影响压力氛围）；b 团队压力氛围的发展轨迹；c 团队压力氛围对团队结果（包括团队绩效和团队离职率）的作用；d 团队过程（包括团队认同、团队内信任和团队效能）在团队压力氛围和团队结果关系中的中介作用。本项目不仅有助于填补压力理论在群体层面上的空缺，更有助于指导企业更好地进行团队压力管理。

在企业组织环境中探讨跟工作相关的压力事件的问题已经成为当代社会关注的热点。但以往的绝大多数压力研究都只在员工个体层面关注员工的压力问题，而很少有研究者从群体/工作团队层面上考察工作压力对员工的影响。员工并不是活在真空中的，组织中的员工时时刻刻都在和组织中的他人与环境进行交互。缺乏在群体视角上对工作压力的探讨极大地限制了我们对压力管理的认识。因而，本研究的目的在于用一个更加整合的视角，从员工及其团队的角度，来系统性地考察压力的作用。此外，研究还探讨了一些传统意义上的“积极团队因素”可能产生的消极结果，比如“良好团体行为”和“良好团体领导”可能对员工产生压力，从而对员工带来负面的影响.本项目对这些内容的探讨，不仅有助于拓展压力理论的知识 ，也有助于指导企业更好地进行压力管理。