摘要
团队是组织中常见的一种组织模式,提升团队效能是组织管理的一项重要任务。经典的"输入—过程—产出"(IPO)研究框架,自提出后在学术界造成深远影响,之后的团队效能研究模型均是以IPO框架为基础建立起来的。但也有学者对IPO研究框架提出质疑。未来的团队效能研究需要进一步结合实证研究,探讨更适合的研究框架,更多地分析不同层次绩效之间的相互关系及其影响因素,同时结合当前组织中团队的变化进行有针对性的研究,这样才能对具体的管理工作提供更具价值的指导和建议。
Nowadays team has been a popular organization mode,and improving team effectiveness has been one of the most important tasks in organization management.The classical IPO research framework,based on which further team effectiveness research models have been developed,has had a profound impact in academic world since its birth.But doubts have also been raised about the framework.In the future further empirical studies should be carried on to discuss more acceptable frameworks.More analysis of the relationship of different levels of performance and their determinants has to be done.Considerations have to be taken of the change of present team compositions so that more valuable guidance and recommendations can be provided for practice.
出处
《南京邮电大学学报（社会科学版）》
2010年第4期1-6,共6页
Journal of Nanjing University of Posts and Telecommunications(Social Science Edition)
基金
国家自然科学基金项目(70802028
70972038)
教育部人文社会科学研究项目(08JC630048)
江苏省高校哲学社会科学基金项目(08SJD6300039
09SJD630062)
关键词
团队效能
团队互动过程
理论模型
实证模型
team effectiveness
team-interaction process
theoretical model
empirical model
