Mathieu John E, Gilson Lucy L, Ruddy Thomas M
Department of Management, University of Connecticut, Storrs, CT 06269-1041, USA.
J Appl Psychol. 2006 Jan;91(1):97-108. doi: 10.1037/0021-9010.91.1.97.
The authors developed a model of team empowerment as an emergent state linking inputs (I) with processes (P) and, thereby, with outcomes (O) in the context of an expanded team IPO framework. Using survey responses from 452 members of 121 empowered service technician teams, along with archival quantitative performance and customer satisfaction criteria, the authors tested the model using structural equation modeling techniques. The model was generally supported, although areas for improvement were evident. Specifically, empowerment partially mediated the influences of various inputs on team processes, whereas team processes fully mediated the influence of empowerment on outcomes. Directions for future research and application are discussed.
作者们开发了一种团队赋能模型，该模型作为一种涌现状态，在扩展的团队IPO框架背景下，将输入（I）与过程（P）联系起来，并由此与结果（O）相联系。作者们利用来自121个赋能服务技术人员团队的452名成员的调查回复，以及档案中的定量绩效和客户满意度标准，使用结构方程建模技术对该模型进行了测试。该模型总体上得到了支持，尽管改进的领域很明显。具体而言，赋能部分中介了各种输入对团队过程的影响，而团队过程则完全中介了赋能对结果的影响。文中还讨论了未来研究和应用的方向。
