矛盾思维对创新绩效的影响:员工跨界行为与关系冲突的作用

The Impact of Paradox Mindset on Employees′ Innovative Performance: The Role of Employees′ Boundary Spanning Behavior and Relationship Conflict

采用个体与团队动机综合理论模型,利用375名下属和92名领导配对问卷,基于3个时点收集数据,研究了员工矛盾思维对创新绩效的影响,以及关系冲突的调节作用和员工跨界行为的中介作用。结果表明:员工矛盾思维正向预测其创新绩效;员工跨界行为中介了员工矛盾思维与创新绩效之间的关系;关系冲突负向调节员工矛盾思维与员工跨界行为间的关系。此外,关系冲突进一步调节了员工跨界行为在员工矛盾思维与创新绩效间的中介作用。

Based on paired data with 375 subordinates and 92 leaders at 3 time points and from the viewpoint of individual and team motivation integrative theoretical model,this study explores the effects of employees′paradox mindset on innovative performance,including the moderating effect of relationship conflict and the mediating effect of employees′boundary spanning behavior.The results of analysis indicate that employees′paradox mindset has positive effect on their innovative performance and such relationship is mediated by employees′boundary spanning behavior;relationship conflict negatively moderates the positive relationship between employees′paradox mindset and employees′boundary spanning behavior,such relationship is relatively stronger when relationship conflict is low,and is relatively lower when relationship conflict is high.Besides,relationship conflict moderates the mediating effect of employees′boundary spanning behavior on the relationship between employees′paradox mindset and innovative performance,that is,such mediating effect is relatively stronger with low relationship conflict and relatively weaker with high relationship conflict.