Departamento de Psicología Social y de las Organizaciones, Universidad Nacional de Educación a Distancia, Juan del Rosal 10, 28040 Madrid, Spain.
Asia School of Business, (In Collaboration with MIT Sloan Management) Sasana Kijang, Kuala Lumpur 50480, Malaysia.
Int J Environ Res Public Health. 2021 May 6;18(9):4947. doi: 10.3390/ijerph18094947.
: The central point of this study is , and we analyzed how the theoretical model of antecedents and consequents of personal initiative contribute to explaining the relationship between team initiative and its antecedents and consequents. Authentic leadership is proposed as the antecedent, and the consequent leads to two types of outcomes, one of which is related to employee well-being, and the other is related to performance. However, little is known about what occurs in this relationship once the focus shifts to the team level. From a team perspective, with the label , we propose a collective construct defined similarly to personal initiative. This study shows the relationship between team initiative and its two consequences, team work engagement and performance, which are measured in terms of team productivity by the leader. : Our model was tested in a field study with 344 employees of 79 work teams belonging to 55 organizations. : The analysis of the results using SEM and a regression analysis supported our main hypotheses. : The finding that initiative is related to performance establishes the importance of initiative at the team level. It also emphasizes its impact on employee well-being through team work engagement and suggests the importance of authentic leadership.
本研究的中心论点是，我们分析了个人主动性的前因和后果的理论模型如何有助于解释团队主动性与其前因和后果之间的关系。本研究提出了诚信领导作为前因，其结果导致两种类型的结果，一种与员工的幸福感有关，另一种与绩效有关。然而，对于一旦关注焦点转移到团队层面时，这种关系中会发生什么，我们知之甚少。从团队的角度来看，我们用标签来表示，我们提出了一个类似于个人主动性的集体建构。本研究展示了团队主动性及其两个后果之间的关系，即团队工作投入和绩效，这两个后果是由领导者根据团队生产力来衡量的。我们的模型在一项涉及 55 个组织的 79 个工作团队的 344 名员工的实地研究中进行了测试。使用 SEM 和回归分析对结果进行分析，支持了我们的主要假设。主动性与绩效相关的发现确立了主动性在团队层面的重要性。它还通过团队工作投入强调了其对员工幸福感的影响，并表明了诚信领导的重要性。
