团队成员创新行为的两层影响因素:个人目标取向与团队创新气氛

Effect of Goal Orientation and Team Climate on Innovation Behavior

当代企业的发展越来越依赖于创新型员工与创新型团队,影响个人创新行为的主要因素一直是研究者关注的热点。本文根据目标取向理论的相关研究结论,将团队创新气氛因素纳入到目标取向对团队成员创新行为影响的研究中。通过对70个团队(包含352个团队成员)样本的调查,运用分层线性模型分析技术,对个人层次目标取向与团队层次创新气氛对创新行为的主效应与交互效应进行了分析。结果表明:团队成员学习目标取向对其创新行为具有显著正向影响,且这种正向效应不会受到团队创新气氛的调节作用;成员证明目标取向对其创新行为的正向影响不显著,但团队创新气氛可以显著调节(增强)这种正向效应;成员回避目标取向对其创新行为具有显著负向影响,但团队创新气氛可以显著调节(减弱)这种负向效应。最后讨论了本研究的管理启示、研究局限及研究展望。

Based on the preliminary conclusions derived from the research of the theory of Goal Orientation, this article proposes a theoretical model in which the team innovation climate are included to examine the relationship between the goal orientation and innovation behavior.At individual level, we examine the relationship between 3-factor individual goal orientation and innovative behavior.At cross level, we also examine whether team climate can affect individual innovative behavior, then analyzed whether team climate has a moderate effect between individual goal orientation and individual innovative behavior.This study investigates 70 teams, including 352 team members.We used hierarchical linear models to analyze data at different hierarchical levels and results showed that individual level analysis were consistent with previous researches.Learning orientation was positively related to innovative behavior, whereas proving orientation showed no significant relationship with innovative behavior, and avoiding orientation was negatively related to innovative behavior.Results of cross level analysis showed that （1） positive effect of team climate on individual innovative behavior is significant; （2） team climate had no significant moderating effect between learning orientation and individual innovative behavior; （3） team climate had significant moderating effect between proving orientation and individual innovative behavior; （4） team climate had significant moderating effect between avoiding orientation and individual innovative behavior.These findings highlighted the necessity of study on goal orientation in team and multilevel model.And some implications can be drawn from this study.First, the three dimensions of goal orientation model have been examined using a structural equation modeling analysis.Second, the research suggests to the leaders of innovative teams that they should incorporate measures of learning orientation into the employee selection process.Finally, the study suggests that the team leaders promote the innovation climate in the interest of improving individual innovative behavior and team innovative performance.Limitations and suggestions for future research and practice are discussed.