Department of Management, University of Iowa, Iowa City, IA 52242-1000, USA.
J Appl Psychol. 2012 Mar;97(2):435-47. doi: 10.1037/a0025303. Epub 2011 Sep 5.
The authors use a multilevel framework to introduce peer-based control as a motivational state that emerges in self-managing teams. The authors specifically describe how peer-based rational control, which is defined as team members perceiving the distribution of economic rewards as dependent on input from teammates, extends and interacts with the more commonly studied normative control force of group cohesion to explain both individual and collective performance in teams. On the basis of data from 587 factory workers in 45 self-managing teams at 3 organizations, peer-based rational control corresponded with higher performance for both individuals and collective teams. Results further demonstrated that the rational and normative mechanism of peer-based control interacted to explain performance at both the individual and team levels. Increased peer-based rational control corresponded with higher individual and collective performance in teams with low cohesion, but the positive effects on performance were attenuated in cohesive teams.
作者使用多层次框架将基于同伴的控制引入自我管理团队中，将其作为一种激励状态。作者特别描述了基于同伴的理性控制是如何出现的，即团队成员认为经济奖励的分配取决于队友的投入，它扩展并与更常见的群体凝聚力规范控制力量相互作用，从而解释团队中个体和集体的绩效。基于来自 3 家组织的 45 个自我管理团队中的 587 名工厂工人的数据，基于同伴的理性控制与个体和集体团队的更高绩效相对应。结果进一步表明，基于同伴的控制的理性和规范机制相互作用，解释了个体和团队层面的绩效。在凝聚力低的团队中，基于同伴的理性控制的增加对应于更高的个体和集体绩效，但在凝聚力强的团队中，这种对绩效的积极影响会减弱。
