差异化员工正念和差异化领导信任的匹配作用对团队创新的影响——基于差异化二元工作激情的中介作用

The Matching Effect of Differentiated Employee Mindfulness and Differentiated Trust in Leader on Team Innovation Mediating Effect Based on Differentiated Dualistic Work Passion

为探究差异化员工正念、差异化领导信任与团队创新绩效之间的作用机制,解析差异化员工正念与差异化领导信任相互交织的耦合作用如何影响团队创新绩效。基于个体-团队匹配理论,聚焦团队交换中的差异化,构建团队成员之间互动角度的差异化员工正念、上下级互动角度的差异化领导信任以及团队情感氛围性质的差异化和谐型激情和差异化强迫型激情4个团队变量,基于272个团队的领导-下属配套问卷数据,采用多项式回归与响应面分析方法分析匹配性对创新绩效的复杂影响。结果发现,差异化员工正念和差异化领导信任的匹配性是导致员工二元工作激情差异化的重要因素,并进一步通过差异化二元工作激情对团队创新绩效产生复杂影响,即差异化员工正念和差异化领导信任越匹配,团队创新绩效越低;在差异化员工正念和差异化领导信任匹配的情形下,低正念差异-低信任差异组合的团队创新绩效更高,而此时的差异化和谐型激情和差异化强迫型激情均更低;在不匹配的情形下,高正念差异-低信任差异组合的团队创新绩效更高,而此时的差异化和谐型激情和差异化强迫型激情均更低;同时可以发现差异化和谐型激情、差异化强迫型激情在差异化员工正念和差异化领导信任匹配对团队创新的影响中发挥中介作用。由此提出,管理者需要重点关注团队内部的差异化,通过完善检测系统、强化员工正念培训、优化员工激励等方法,更加科学合理地进行管理决策。

To explore the mechanism of the interaction between differentiated employee mindfulness(DM),differentiated trust in leader(DT)and team innovation performance,and to analyze how the coupling effect of the interweaving of DM and DT affects team innovation performance.Based on the theory of individual-team fit,focusing on differentiation in team exchange,this paper constructs four team variables:DM from the perspective of interaction between team members,DT from the perspective of interaction between superiors and subordinates,and differentiated harmonious passion(DHP)and differentiated obsessive passion(DOP)from the nature of team emotional atmosphere.Based on the data from the leader-subordinate matching questionnaire of 272 teams,the complex impact of matching on innovation performance is analyzed using polynomial regression and response surface analysis.The results show that the matching of DM and DT is an important factor leading to the differentiation of employee dualistic work passion.Furthermore,through differentiated dualistic work passion,it has a complex impact on team innovation performance,that is,the more DM and DT match,the lower team innovation performance;In the case of DM and DT matching,the combination of low mindfulness difference and low trust difference results in higher team innovation performance,while DHP and DOP are both lower at this point;In the case of mismatch,the combination of high mindfulness difference and low trust difference results in higher team innovation performance,while DHP and DOP are both lower at this point;At the same time,it can be found that both DHP and DOP play a mediating role in the impact of DM and DT matching on team innovation.Therefore,it is proposed that managers need to focus on the differentiation within the team,and make more scientific and reasonable management decisions by improving detection systems,strengthening employee mindfulness training,and optimizing employee motivation.