摘要
以自我决定理论和动机感染理论为基础,从共享内在动机视角构建有调节变量的中介模型,考察地位冲突对团队创造力的作用机制。以104个团队428名成员为研究对象,运用Mplus 7.4软件进行统计分析。实证研究表明,地位冲突对团队创造力有正向影响;团队心理授权完全中介了地位冲突与团队创造力的关系;关系冲突在该过程中起负向调节作用,即关系冲突越激烈,其通过团队心理授权对团队创造力的作用越弱,反之越强。但是,程序公平的调节作用未被证实。该研究拓展了作为新兴领域的地位冲突理论知识,探索了中国情境下的团队有效性,可为中国现代企业实施团队管理提供启示。
Based on the self-determination theory and motivational contagion theory, a moderated mediation model is constructed to explore the influencing mechanism of status conflict on team creativity from the perspective of shared intrinsic motivation. As the results of relative field test by Mplus 7.4 sampling 428 members of 104 teams show, status conflict has positive effect on team creativity. Furthermore, team psychological empowerment fully mediates the relationship between status conflict and team creativity. Relationship conflict takes a negative moderating role in the influencing process. Specifically, the relationship between status conflict and team creativity is weaker when relationship conflict is high rather than low. However, the moderating role of procedural justice isn't supported. This study develops the relative theories in status conflict as an emerging research field, and also explores its team effectivity under the context of China, which can provide the relevant enlightenment to the team management in modern organizations in China.
作者
常涛
董丹丹
Chang Tao;Dong Dandan(School of Economics and Management, Shanxi University, Taiyuan 030006, China)
出处
《科技进步与对策》
CSSCI
北大核心
2019年第20期144-153,共10页
Science & Technology Progress and Policy
基金
国家自然科学基金项目(71272123,71672070)
关键词
地位冲突
团队心理授权
团队创造力
关系冲突
程序公平
Status Conflict
Team Psychological Empowerment
Team Creativity
Relationship Conflict
Procedural Justice
