摘要
以23家高新技术企业112个研发团队及487名员工为研究对象,通过调节性中介作用技术,检验团队领导成员交换关系差异化(TDLMX)视角下真实型领导对团队创造力的作用过程。研究结果表明,真实型领导对TDLMX以及TDLMX对团队创造力均存在显著负向影响;偏好多样性对TDLMX和团队创造力间关系有显著的负向调节作用,但信仰多样性的调节作用未被证实;在团队偏好多样性高的情况下,TDLMX能够完全中介真实型领导和团队创造力之间的关系,反之,相应的中介作用不存在。研究揭开了从真实型领导到团队创造力之间"黑箱"中的"黑箱",对提升团队创造力提出了具有理论价值和现实意义的对策。
Sampling 112 teams and 487 of their team members from 23 High-tech enterprises, this paper further discusses the impact of authentic leadership on team creativity, and tests the mediating and moderating effects of team-level LMX differentiation （TDLMX） and team cognitive diversity in that relationship while being based on perspective of differentiation. The research findings show that： Authentic leadership has significantly negative ef- fect on TDLMX, and TDLMX has significantly negative effect on team creativity; Preferences diversity moderates the relationship between TDLMX and team creativity, but the belief diversity can not; Furthermore, in the context of the higher Preferences diversity, TDLMX offers total mediating effect between authentic leadership and team creativity, in contrast, when the level of preferences diversity is lower, the above mediating effect disappears. This research has opened the ＇black box＇ within the ＇black box＇ between authentic leadership and team creativity, with important theoretical values and practical implications for improving team creativity
出处
《科学学与科学技术管理》
CSSCI
北大核心
2015年第5期171-180,共10页
Science of Science and Management of S.& T.
基金
教育部人文社会科学基金项目(12YJC630155)
中国博士后科学基金项目(2014M551567)
国家自然科学基金项目(71332002
71172063
71172062
71272065)
江苏高校哲学社会科学研究一般项目(2014SJB122)
江苏高校优势学科建设工程资助项目
江苏省高校哲学社会科学优秀创新团队建设项目
