The Impact of Team Members Perceived Psychological Capital of Leader on Team Performance: Trust in Team Leader as Moderator

• Main Authors: Chia-Jung Lin, 林佳蓉
• Other Authors: Chang-lung Hsieh
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/08740959620120551499

碩士 === 銘傳大學 === 企業管理學系碩士在職專班 === 99 === The face of increasing competition in an era of globalization, organizations face the rapidly changed environment and strength their competitiveness. More and more organizations set the task-oriented teams to achieve organization goals. Information software organizations, in Taiwan, are operated through project team. Many factors affect the success of the project team. The team leader (project manager) also plays a key role in the team. Especially, psychological capital is an impact on individual performance (Luthans, Avey, & Avolio, 2006). This study argues that the psychological capital of team leader affect team performance. In addition, the trust looks as a classical word, but trust has become a modern manager’s need. The 21st century global competition, trust is an important issue of the project team. As team members, they must to build up the understanding of each other and working methods, especially the trust of the team leader, and within the limited time and budget to complete the tasks (Williams, 2001). In this study, project teams of Taiwan information software organizations are subjected. We hypotheses that psychological capital of project manager (team leader) positively influence the team performance, and team members trust in team leader as a moderator between psychological capital of team leader and team performance. Results of the study are that the team leader''s psychological capital positive affect team performance, and team leader’s psychological capital of hope, optimism, and self-efficacy are positively affect the team performance. There is only team leader’s psychological capital of resilience not positively affect the team performance. Team members trust in team leader only slightly moderate the team performance. More results and discussion are in thesis.