信息型团队断裂对员工创造力的跨层研究——基于创造性自我效能和时间压力的中介调节机制
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摘要
本文从社会认知视角出发,以创造性自我效能为中介变量,挑战型时间压力和阻碍型时间压力为调节变量,探讨信息型团队断裂对员工创造力的作用机制。实证研究结论表明:(1)信息型团队断裂对员工创造力具有直接的负向影响。(2)创造性自我效能中介信息型团队断裂对员工创造力的影响。(3)挑战型时间压力显著负向调节信息型团队断裂对员工创造力的负向影响。(4)创造性自我效能能够中介挑战型时间压力在信息型团队断裂与员工创造力之间的调节效应。研究结论为多元化科研团队的员工创造力和时间压力管理实践提供了重要的理论启示和实践指导。
Based on the social cognition perspective,this paper uses creative self-efficacy as mediating variable,challenge time pressure and hindrance time pressure as moderate variables,and then discusses the mechanism between informational team faultlines and employee creativity. Empirical results show that:( 1) Informational team faultlines have a negative impact on employee creativity.( 2) Creativity self-efficacy has the mediation effect between informational team faultlines and employee creativity.( 3) Challenge time pressure significantly negatively influences the impact of informational team faultlines on employee creativity.( 4) Creative self-effacacy mediates the moderating effect of challenge time pressure significantly in the relationship between informational team faultlines and employee creativity. Empirical results offer critical theoretical implications and practice advices for the management of employee creativity and time pressure in diverse work teams.
Based on the social cognition perspective,this paper uses creative self-efficacy as mediating variable,challenge time pressure and hindrance time pressure as moderate variables,and then discusses the mechanism between informational team faultlines and employee creativity. Empirical results show that:( 1) Informational team faultlines have a negative impact on employee creativity.( 2) Creativity self-efficacy has the mediation effect between informational team faultlines and employee creativity.( 3) Challenge time pressure significantly negatively influences the impact of informational team faultlines on employee creativity.( 4) Creative self-effacacy mediates the moderating effect of challenge time pressure significantly in the relationship between informational team faultlines and employee creativity. Empirical results offer critical theoretical implications and practice advices for the management of employee creativity and time pressure in diverse work teams.
引文
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[11] Bezrukova K,Jehn K A,Thatcher S M B,et al.. Theeffects of alignments:examining group faultlines,organ-izational cultures, and performance[J]. Journal ofApplied Psychology,2012,97(1):77-92.
[12] Lau D C,Murnighan J K. Demographic diversity andfaultlines:the compositional dynamics of organizationalgroups[J]. Academy of Management Review,1998,23(2):325-340.
[13] Yang H L,Cheng H H. Creative self-efficacy and itsfactors:an empirical study of information systemanalysts and programmers[J]. Computers in HumanBehavior,2009,25(2):429-438.
[14] Abbott D H. Constructing a creative self-efficacyinventory:a mixed methods inquiry[J]. Dissertations&Theses Gradworks,2010,34(1):55-67.
[15] Chong D S F,Van Eerde W,Chai K H,et al.. Adouble-edged sword:the effects of challenge and hin-drance time pressure on new product development teams[J]. IEEE Transactions on Engineering Management,2011,58(1):71-86.
[16] Bandura A. Self-efficacy:toward a unifying theory ofbehavioral change[J]. Psychological Review,1977,84(2):191-215.
[17] Gist M E,Mitchell T R. Self-efficacy:a theoreticalanalysis of its determinants and malleability[J].Academy of Management Review,1992,17(17):183-211.
[18] Cooper D,Patel P C,Thatcher S M B. It depends:environmental context and the effects of faultlines on topmanagement team performance[J]. OrganizationScience,2014,25(25):632-652.
[19] Tierney P,Farmer S M. Creative self-efficacy develop-ment and creative performance over time[J]. Journal ofApplied Psychology,2011,96(2):277-293.
[20] Andrews F M,Farris G F. Time pressure and perform-ance of scientists and engineers:a five-year panel study[J]. Organizational Behavior&Human Performance,1972,8(2):185-200.
[21]刘新梅,张新星,崔天恒.时间压力与创造力的关系研究———时间领导的跨层调节作用[J].研究与发展管理,2017,29(5):13-21.
[22] Baer M,Oldham G R. Curvilinear relation betweenexperienced creative time pressure and creativity[J].Journal of Applied Psychology,2006,91(4):963-970.
[23] Lazarus R S,Folkman S. Cognitive theories of stressand the issue of circularity[M]. Dynamics of Stress.US:Springer,1986. 63-80.
[24] Thatcher S M B,Jehn K A,Zanutto E. Cracks indiversity research:the effects of diversity faultlines onconflict and performance[J]. Group Decision&Negoti-ation,2003,12(3):217-241.
[25] Zhou J,George J. When job dissatisfaction leads tocreativity:encouraging the expression of voice[J].Academy of Management Journal, 2001, 44(4):682-696.
[26] Baron R M, Kenny D A. The moderator-mediatorvariable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of Personality&Social Psychology,1986,51(8):1173-1182.
[27]温忠麟,张雷,侯杰泰.有中介的调节变量和有调节的中介变量[J].心理学报,2006,38(3):448-452.
[2] Bezrukova K,Jehn K A,Zanutto E L. Do workgroupfaultlines help or hurt? A moderated model of faultlines,team identification, and group performance[J].Organization Science,2009,20(1):35-50.
[3]屈晓倩,刘新梅.信息型团队断裂与员工创造力———情绪调节跨层边界作用研究[J].软科学,2015,29(12):82-86.
[4] Svenson O,Maule A J. Time pressure and stress inhuman judgment and decision making[M]. New Yorkand London:Plenum Press,1993. 28-38.
[5]卫旭华,刘咏梅,岳柳青.高管团队权力不平等对企业创新强度的影响—有调节的中介效应[J].南开管理评论,2015,18(3):24-33.
[6]屈晓倩,刘新梅.信息型团队断裂影响团队创造力的作用机理研究[J].管理科学,2016,29(2):18-28.
[7]屈晓倩,刘新梅.信息型团队断裂与团队创造力关系的实证研究—交互记忆系统的中介作用[J].研究与发展管理,2016,28(1):52-61.
[8]林明,戚海峰,李兴森.混合所有制企业高管团队断裂带对突破性创新绩效的影响:基于混合高管结构权力平衡的调节效应[J].预测,2016,35(4):15-21.
[9]杨陈,唐明凤.团队断裂带对团队创新绩效的作用机理研究[J].科学学与科学技术管理,2017,38(3):172-180.
[10] Qu X Q,Liu X M. Informational faultlines,integrativecapability,and team creativity[J]. Group&Organiza-tion Management,2017,42(6):767-791.
[11] Bezrukova K,Jehn K A,Thatcher S M B,et al.. Theeffects of alignments:examining group faultlines,organ-izational cultures, and performance[J]. Journal ofApplied Psychology,2012,97(1):77-92.
[12] Lau D C,Murnighan J K. Demographic diversity andfaultlines:the compositional dynamics of organizationalgroups[J]. Academy of Management Review,1998,23(2):325-340.
[13] Yang H L,Cheng H H. Creative self-efficacy and itsfactors:an empirical study of information systemanalysts and programmers[J]. Computers in HumanBehavior,2009,25(2):429-438.
[14] Abbott D H. Constructing a creative self-efficacyinventory:a mixed methods inquiry[J]. Dissertations&Theses Gradworks,2010,34(1):55-67.
[15] Chong D S F,Van Eerde W,Chai K H,et al.. Adouble-edged sword:the effects of challenge and hin-drance time pressure on new product development teams[J]. IEEE Transactions on Engineering Management,2011,58(1):71-86.
[16] Bandura A. Self-efficacy:toward a unifying theory ofbehavioral change[J]. Psychological Review,1977,84(2):191-215.
[17] Gist M E,Mitchell T R. Self-efficacy:a theoreticalanalysis of its determinants and malleability[J].Academy of Management Review,1992,17(17):183-211.
[18] Cooper D,Patel P C,Thatcher S M B. It depends:environmental context and the effects of faultlines on topmanagement team performance[J]. OrganizationScience,2014,25(25):632-652.
[19] Tierney P,Farmer S M. Creative self-efficacy develop-ment and creative performance over time[J]. Journal ofApplied Psychology,2011,96(2):277-293.
[20] Andrews F M,Farris G F. Time pressure and perform-ance of scientists and engineers:a five-year panel study[J]. Organizational Behavior&Human Performance,1972,8(2):185-200.
[21]刘新梅,张新星,崔天恒.时间压力与创造力的关系研究———时间领导的跨层调节作用[J].研究与发展管理,2017,29(5):13-21.
[22] Baer M,Oldham G R. Curvilinear relation betweenexperienced creative time pressure and creativity[J].Journal of Applied Psychology,2006,91(4):963-970.
[23] Lazarus R S,Folkman S. Cognitive theories of stressand the issue of circularity[M]. Dynamics of Stress.US:Springer,1986. 63-80.
[24] Thatcher S M B,Jehn K A,Zanutto E. Cracks indiversity research:the effects of diversity faultlines onconflict and performance[J]. Group Decision&Negoti-ation,2003,12(3):217-241.
[25] Zhou J,George J. When job dissatisfaction leads tocreativity:encouraging the expression of voice[J].Academy of Management Journal, 2001, 44(4):682-696.
[26] Baron R M, Kenny D A. The moderator-mediatorvariable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of Personality&Social Psychology,1986,51(8):1173-1182.
[27]温忠麟,张雷,侯杰泰.有中介的调节变量和有调节的中介变量[J].心理学报,2006,38(3):448-452.
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