团队断裂带对团队创新绩效的影响——一个有中介的调节效应模型

基于阶段性过程理论,以团队过程为中介变量、双元领导为调节变量,本文构建团队断裂带影响团队创新绩效的有中介的调节模型。收集50个企业团队的配对数据,进行实证研究。结果显示,社会分类断裂带对团队创新绩效有负向影响,而信息认知断裂带对其有正向影响,这种直接影响受到了团队过程的完全中介;双元领导对这一模型关系具有调节作用,且这种调节作用通过团队过程的中介实现。据此提出,企业应正确认识团队不同属性断裂带的优缺点并区别对待、趋利避害,还应加强团队过程能力建设和双元领导能力培养,促进异质性团队创新绩效的提升。

The research is based on the stage process theory,with the team process as the intermediary variable and the ambidextrous leadership as the regulating variable,to build an intermediary regulating model of team faultlines affecting team innovation performance and collected paired data from 50 enterprise teams to conduct the empirical research.The results show that the social classification faultlines have a negative impact on team innovation performance,while the information cognition faultlines have a positive impact.This direct impact is completely mediated by the team process.Ambidextrous leadership has a moderating effect on this model relationship,and this moderating effect is realized through the mediation of the team process.Based on this,it is proposed that enterprises should correctly understand the advantages and disadvantages of different attribute team faultlines and treat them differently.They should also strengthen the team process capacity building and the cultivation of ambidextrous leadership ability to promote the improvement of innovation performance of heterogeneous teams.