This paper conceptualizes a causal model of scientific research team performance mechanisms on the basis of the transformational leadership theory. The antecedent dependent variable of the model is the leadership behavior. The mediating variables have two stages. One is the team dynamic climate (shared vision, team commitment, interpersonal trust, empowerment, and functional conflicts). The other is the team behavioral features (team cohesiveness, harmonious communication and conflict management). The outcome variables consist of innovative research findings, and the cultivation of young researchers and team satisfaction. This model is composed of three causal points: (1) The inspirational effect of the transformational leadership is able to enhance the level of shared vision and team commitment, promoting the teams cohesiveness and performance as a result. (2) The individualized consideration of the transformational leadership can encourage the interpersonal trust, empower the teamwork, and promote the team communication, finally increasing the team performance. (3) The intellectual stimulation of the transformational leadership will generate more functional conflicts than usual. With an increase in the capability of managing conflicts, the team performance is enhanced.
褚超孚. 基于变革型领导理论的科研团队绩效影响机制模型[J]. 浙江大学学报(人文社会科学版), 0, (0): 1-6.
Chu Chaofu. Performance Mechanism of Scientific Research Team:A Model Based on the Transformational Leadership Theory. JOURNAL OF ZHEJIANG UNIVERSITY, 0, (0): 1-6.