团队领导跨界行为对创造力的影响机制研究

发布时间：2018-04-25 01:15

本文选题：创造力 + 跨界行为　；参考：《南京大学》2017年博士论文

【摘要】：创新活动复杂性与创新资源分散性间日趋激烈的矛盾,使得内生性创新难以为继。开放式创新背景下,创新团队越来越多的跨越团队边界,寻求外部支持,从而提升自身创造力。其中,团队领导是跨界行为的主要实施者。本研究围绕团队领导跨界行为对创造力的影响机制这一主题,构建了一个多层次整合模型,拟解决的问题如下:①团队领导跨界行为对团队创造力是否有着直接的正向作用?(团队层次主效应);②团队领导跨界行为对团队创造力的中间机制是什么?(团队层次中介效应);③团队领导跨界行为作用于团队创造力时,受到哪些因素的限制?(团队层次被调节的中介效应);④团队领导跨界行为对员工个体创造力是否存在直接的正向作用?(跨层次的主效应);⑤团队领导跨界行为作用于员工个体创造力的机制是什么?(跨层次的中介效应)为回答上述研究问题,本研究在综合运用社会认知理论、组织支持理论及认知评价理论的基础上,以南京经济技术开发区和江苏软件园(吉山基地)32家创新型企业的工作团队为研究对象,采用问卷调查的方法收集了数据,运用SPSS,HLM,Mplus及R软件等统计软件对数据进行了数据质量分析、描述性统计分析和研究假设检验。本研究的具体研究结论如下:①团队领导跨界行为对团队创造力有着显著的正向作用,而在团队领导跨界行为的三个维度中,只有使节行为对团队创造力的作用显著,任务协调行为和总体信息搜寻行为对团队创造力作用不显著;②团队创造力效能感中介了团队领导跨界行为与团队创造力间的关系;③团队领导学习目标导向调节了团队创造力效能感对团队领导跨界行为与团队创造力间的中介效应,只有当团队领导学习目标导向低时,团队创造力效能感对团队领导跨界行为与团队创造力间的中介效应才存在;④团队领导跨界行为对员工个体创造力有着显著的正向作用;⑤员工创造力效能感对团队领导跨界行为与员工创造力的中介效应边际显著。本研究的主要理论贡献在于:首先,构建了创造力研究的一个多层次整合研究框架,探讨了团队创造力与员工创造力的共同影响因素;其次,拓展了现有创造力研究的领导视角,将团队领导外部行为纳入分析框架;再次,从社会认知理论出发,探讨了创造力效能感在团队领导跨界行为与创造力间的中介作用;最后,研究了影响团队领导跨界行为与创造力间关系的边界条件。
[Abstract]:The increasingly fierce contradiction between the complexity of innovation activities and the dispersion of innovation resources makes endogenous innovation difficult to sustain. Under the background of open innovation, more and more innovation teams cross the boundaries of the team and seek external support to enhance their creativity. Among them, team leader is the main implementer of cross-boundary behavior. This study focuses on the influence mechanism of team leadership cross-border behavior on creativity, and constructs a multi-level integration model. The problems to be solved are as follows: 1 whether team leadership cross-border behavior has a direct positive effect on team creativity? What is the intermediate mechanism of team leadership's cross-border behavior to team creativity (team level intermediary effect) what factors restrict team leaders' cross-border behavior when they act on team creativity? Is there a direct positive effect of team leaders' cross-border behavior on employees' individual creativity? What is the mechanism by which the cross-border behavior of team leaders acts on the individual creativity of employees In order to answer the above questions, this study is based on the comprehensive application of social cognitive theory, organizational support theory and cognitive evaluation theory. Taking the working teams of 32 innovative enterprises in Nanjing Economic and technological Development Zone and Jiangsu Software Park (Jishan Base) as research objects, the data were collected by questionnaire survey. The data quality analysis, descriptive statistical analysis and research hypothesis test are carried out by using SPSS / HLMplus and R software. The specific conclusions of this study are as follows: 1 the cross boundary behavior of team leadership has significant positive effect on team creativity, but in the three dimensions of team leadership cross boundary behavior, only the role of causative behavior on team creativity is significant. Task coordination behavior and general information searching behavior have no significant effect on team creativity. 2. Team creativity efficacy mediates the relationship between team leadership cross-border behavior and team creativity; (3) team leader learning goal orientation adjusted the mediating effect of team creativity efficacy on team leaders' cross-border behavior and team creativity, only when team leaders' learning goal orientation was low. The mediating effect of team creativity efficacy on team leaders' cross-border behavior and team creativity has significant positive effect on employees' individual creativity. (5) the mediating effect of employee's creative efficacy on team leader's cross-border behavior and employee's creativity is marginal. The main theoretical contributions of this study are as follows: firstly, a multi-level integrated research framework of creativity research is constructed, and the common influencing factors of team creativity and employee creativity are discussed. Expand the existing leadership perspective of creativity research, bring the external behavior of team leadership into the analytical framework; thirdly, from the perspective of social cognitive theory, explore the intermediary role of creative efficacy between cross-border behavior and creativity of team leadership; finally, The boundary conditions influencing the relationship between cross-border behavior and creativity of team leaders were studied.
【学位授予单位】：南京大学
【学位级别】：博士
【学位授予年份】：2017
【分类号】：F272.92

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