如何“双管齐下”提升团队创新绩效——创新型领导与创新导向人力资源管理实践

How to Improve Team Creative Performance with Two Brushes Simultaneously:Creative Leadership and Innovation-oriented Human Resource Management Practices

创新型领导和创新导向人力资源管理实践分别是促进团队创新绩效的软手段和硬措施。基于人力资本理论,整合领导过程模型和人力资源管理内容-过程-结果框架(HRM-CPO),利用259个团队1278名员工的领导-下属配对数据展开分析,结果显示:团队人力资本是解释实施的创新导向人力资源管理实践影响团队创新绩效的重要中介变量,创新型领导可以通过提高实施的创新导向人力资源管理实践水平提升团队人力资本,进而影响团队创新绩效。研究扩展了人力资源管理实践与领导行为共同发挥作用的层次,响应了关于整合人力资源管理与领导行为两大研究领域的号召。

Creative leadership and innovation-oriented human resource management practices(HRMPs)are respectively soft and hard means to promote team creative performance.Based on human capital theory,combined with leadership process model and the content-process-results framework of HRM(HRM-CPO),This paper discussed how implemented innovation-oriented HRM practices and creative leadership work together on team creative performance through team human capital at the team level was discussed.On the basis of the matched data from 259 leaders and 1278 team members in a large state-owned enterprise,results show that:(1)team human capital played an intermediary role in the relationship between the implemented innovation-oriented HRM practices and team creative performance;(2)the implemented innovation-oriented HRM practices mediated the relationship between creative leadership and team human capital;(3)by implementing innovation-oriented HRM practices,creative leaders then could improve team human capital and influence team creative performance.The paper expanded the research level of the interaction between HRM practices and leadership behavior and respond to the call of integrating the two research fields of human resource management and leadership behavior.