Empirical Research On The Team Building And Contextual Performance

Team's modern form originate from the 50's , from 20th century 60's to the 70's, Japan have created the miracle in the economy soars. Many scholars went there to find the reason, at last many scholars agreed that this primary factor of the miracle is using the team into their work, more and more enterprises have used this form into their work.After we learned the advantage of team, a lot of enterprises want to use team's form into their company. But it doesn't mean we use the team form, we will do the job very successful. If we want to get the advantage of team, we must know how to build a efficient team. From the consideration of performance evaluation, if we want to get better team effective, we must do the performance evaluation of the team, then from the results of evaluation, find the place that need to be improved, guide how to build a team and improve team efficiency.Generally speaking, scholars divide the efficiency into two aspects, one is called task performance, and the other is called contextual performance. At this time, enterprises do their performance evaluation just think about task performance, and do not consider contextual performance. If we all do performance evaluation in this way, we can not get the advantage of the team form. Because contextual performance is very important for a team to get good atmosphere and at last get very good efficiency. So get a way to do performance evaluation which consider task performance and contextual performance, then use this way to find where need to be improved and tell us how to build the effective team.We divide the main path to build the team divided into 3 types: target constitution, team atmosphere and leadership style. We provide six hypothesis: H1:The target explicit has remarkable influence on performance evaluation; H2: Target difficulty has remarkable influence on performance evaluation. H3:The target participates degree has remarkable influence on performance evaluation. H4:Team atmosphere has remarkable influence on performance evaluation. H5:Positive leadership style has remarkable influence on performance evaluation. H6:Negative leadership style has remarkable influence on performance evaluation.In this thesis,I used Steer's, West's and Sakuma's investigative result, Selected thirty-two items as the problems in the questionnaire. Recovered 51 valid questionnaires, some questionnaires get from some enterprises which locate in Beijing, Nanjing, Guangzhou and some questionnaires get from Jilin University. The scale that using in this article has passed the reliability and validity Analysis.After collecting research data, this article first do linear regression and correlation analysis of the six hypotheses. The results showed that five hypotheses have a significant correlation between the variables, and the establishment of the five one-dimensional linear equations gets a significant test, regression result, it can say that the five hypotheses are set up: H1:Contextual performance=2.479+0.297* Target participates degree H2:Contextual performance=5.810-0.583* Target difficulty H4:Contextual performance=1.462+0.571* Team atmosphere H5:Contextual performance=1.988+0.437* Positive leadership style H6:Contextual performance=4.312-0.323* Negative leadership styleAccording to the analytical result of the process data, we get to draw a conclusion: 1.The target participates degree has remarkable influence on performance evaluation; Target difficulty has remarkable influence on performance evaluation.2.Team atmosphere has remarkable influence on performance evaluation.3. Positive leadership style has remarkable influence on performance evaluation; Negative leadership style has remarkable influence on performance evaluation.We have to admit this thesis still exists a following problem, can conduct and actions afterwards the person study the direction of improvement: 1.The number of the questionnaire is very small, and among them a big part is the student in school, although I think this part of questionnaires also have certain reference value, these data need to raise the actual degree of the circumstance. 2. The method needs an improvement, because many scholars have investigated this subject for a long time, I can use some investigated theories of team into my questionnaire, the advantage to do like this is that the theories are checkout by a lot of data, the effect of one aspect will be very good. But the disadvantage to do this is that this theory would have influences on each other, it will bring some influences on the conclusion.In order to do the investigate in the future, I give some advice as following: 1. when do the investigate in the future, we should get enough questionnaires to do the analyze. If we can get the data from different kinds of enterprise and team genre, it will be better because that result will be more useful to provide advice for manager to build the team. 2. under various functions with common factor that all used to build team, to analyze all the factor's influence to contextual performance, provide a worthy reference for the actual work.