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ISSN 1003-2053　CN 11-1805/G3
科学学研究

科学学研究 ›› 2019, Vol. 37 ›› Issue (5): 950-960.

• 技术创新与制度创新 • 上一篇    

团队断层会阻碍员工创新吗

仇勇1,王文周2,苏宏宇3   

  1. 1. 北京工商大学
    2. 北京师范大学
    3. 清华大学
  • 收稿日期:2018-05-28 修回日期:2018-12-20 出版日期:2019-05-15 发布日期:2019-05-23
  • 通讯作者: 仇勇
  • 基金资助:

    国家自然科学基金项目“高管团队的权力分布及其经济后果研究”;北京市属高校高水平教师队伍建设支持计划长城学者培养计划项目;北京工商大学青年教师科研启动基金资助项目

Does Team Fault Lines Hamper Individual Innovation：A Hierarchical Linear Model

  • Received:2018-05-28 Revised:2018-12-20 Online:2019-05-15 Published:2019-05-23
  • Supported by:

    The Project of National Natural Science Foundation of China;The Project of High-level Teachers in Beijing Municipal Universities in the Period of 13th Five–year Plan/The Project of “Great Wall Scholar”;Research Foundation for Youth Scholars of Beijing Technology and Business University

摘要： 个体创新是组织创新的源动力，既往研究着重分析人员配置对团队创新的影响，而没有特别分析对个体创新的作用，尤其忽视团队多样性排列所引致的团队断层对个体创新的影响。本研究建构了团队断层对个体创新的影响模型，采用ASW指标对30个项目团队的断层情况进行了测算，并对175名领导-成员进行了配对调查，利用分层线性模型考察了团队断层对个体创新的影响，从授权型领导和冲突管理策略两个视角探讨了情境条件。结果显示：（1）团队断层对个体创新有消极影响；（2）授权型领导会削弱团队断层的消极影响；（3）回避型冲突管理策略会削弱团队断层的消极影响，合作型、竞争型策略的调节效应并不显著；（4）团队断层作为情境因素会直接削弱个体层次观点采择对创新的积极影响。研究对深化有关人员构成多样化的认识，指导团队人力资源配置从而激发创新有借鉴意义。

Abstract: Individual innovation is the source of organizational innovation. Previous research mainly focused on the influence of diversity impact on team innovation rather than individual innovation. The influence of team fault lines, which is caused by diversity arrangement, has been ignored. This paper established a model of team fault lines’ impact on individual innovation performance. Taking ASW as an index, this study measured the fault lines situation of 30 project teams and conducted a leader-follower investigation on 175 team members, aiming to analyze team fault lines’ impact on individual innovation as well as the moderation from the perspectives of empowering leadership and conflict culture. Results show that：(1) Team fault lines has a negative effect on individual innovation performance. (2) Empowering leadership can weaken this negative effect. (3) Within all three conflict cultures, avoidant orientation is the only one that can weaken team fault lines’ negative effect on individual innovation performance. (4) Team fault lines, as a moderator, directly weakens individual perspective taking’s positive impact on innovation performance. This paper fills the gap in diversity arrangement research and has practical implication on human resource allocation practice.