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因此,跨组织团队的领导、员工需要能够有效地协调、互动以应对上述挑战。植
根于中国传统文化的中庸思维,作为一种认知方式,恰能帮助领导协调各方,处
理冲突,有效整合资源。同时,具备较高文化智力此种能力的员工能够有效处理
组织文化差异、冲突,实现良好的人际互动和资源的共享。当前,关于跨组织团
队创新的相关研究,不论是团队层面还是员工层面,都比较缺乏。综上,考虑到
中国文化的研究背景和组织文化的差异,本研宄从文化视角出发选取中庸思维和
文化智力展开具体研究,基于认知和能力,探讨领导中庸思维和员工文化智力对
跨组织团队和员工创新绩效的影响机制
本研究主要包括三个子研究:(1)领导中庸思维对团队和员工创新绩效的作
用机制,即基于特质视角的领导力理论,研究跨组织团队中领导的中庸思维对团
队和员工创新绩效的影响,以及创新性支持的中介效应和团队互依性的调节效应
(2)员工文化智力对其创新绩效的作用机制,即基于特质激活理论,研究跨组织
团队中员工的文化智力对其创新绩效的影响,以及团队冲突的调节效应。(3)团
队文化智力与领导中庸思维对团队和员工创新绩效的共同作用机制,即基于团队
学习理论,研究跨组织团队中团队文化智力对团队和员工创新绩效的影响机制,
以及团队学习的中介效应和领导中庸思维的调节效应。本研究首先对相关文献进
行回顾,然后详细阐述研究设计和数据收集过程,运用SPSS、Lisrel、HLM等
软件进行相关数据分析,检验本研究所提出的假设。最后,对相关数据结果进行
讨论,并阐述其理论和实践方面的意义
本研究的结论主要包含以下几点:(1)领导的中庸思维显著正向影响团队和
W工的创新绩效。创新性支持完全中介作用于领导中庸思维和团队及员工创新绩
效之间的关系。此外,团队互依性调节领导中庸思维和创新性支持之间的关系
任务互依性负向调节两者之间的关系,结果互依性正向调节两者之间的关系。(2)
员工文化智力显著正向影响其创新绩效。团队冲突对员工文化智力与其创新绩效
的关系发挥调节效应。关系冲突正向调节两者之间的关系,任务冲突负向调节两
者之间的关系。(3)团队文化智力通过团队学显著正向影响团队和员工创新绩
效。此外,领导中庸思维正向调节团队学与团队及员工创新绩效之间的关系,
对于团队文化智力与团队学习之间关系的调节效应不显著
本研宄的理论贡献主要包括:(1)丰富了跨组织闭队创新的相关研究,从文
I
ffiM
化视角出发,重点研究中庸思维和文化智力在跨组织团队创新中的作用。(2)基
于中国文化研究情境,探宄领导中庸思维这种认知方式对创新绩效的影响,丰富
和拓展了跨组织团队创新中领导认知的相关研究以及特质视角的领导力理论。(3)
考虑到组织文化的差异,将文化智力这种能力拓展到跨组织的情境,研究员工的
文化智力对其创新绩效的影响,丰富了文化智力的相关研宄并突出了其在创造力
领域中的重要作用。(4)探索团队文化智力与领导中庸思维对跨组织团队创新的
共同作用,进一步理解跨组织团队创新中认知和能力影响机制的相关问题
本研究的实践意义主要包括:首先,跨组织团队进行人员的招聘和选拔时,
应该选择具有较高中庸思维和文化智力的个体,也要注重培养领导的中庸思维和
员工的文化智力。其次,管理者要关注中庸思维和文化智力发挥作用的中间机制,
构建有效的团队过程,如创新性支持、团队学习,以提升创新绩效。最后,管理
者要关注管理策略与团队情境的匹配。在不同的互依性水平和冲突程度下,管理
者需采取不同的策略以推动创新绩效的提升
关键词:跨组织团队;中庸思维;文化智力;创新绩效
&39;
II Abstract
Abstract
Economic development, the emergence of the knowledge economy, and
intensification of market competition have resulted in an increasing number of
organizations establishing inter-organizational teams to facilitate collaborative
innovation. Inter-organizational teams comprise employees from different
organizations. The diversity of such teams provides different resources and
information for the development of creativity; however, it also results in obstacles in
resource integration and leads to organizational culture conflict. Therefore, in order to
cope with these challenges, leaders and members in inter-organizational teams need to
be equipped with the abilities of coordination and interaction. In Chinese
inter-organizational teams, zhoug-yong thinking, as a cognition style which roots in
Chinese traditional culture, help leaders effectively coordinate different members,
handle conflicts and integrate resources. Moreover, employees with higher cultural
intelligence, that is ability, can deal with organizational culture differences and
conflicts, thereby prompting interpersonal interaction and resource sharing. The
existing literatures about inter-organizational collaborative innovation including team
innovation and employee creativity are scarce. To sum up, given Chinese culture
context and organizational culture differences, the present study focuses on
zhong-yong thinking and cultural intelligence. The purpose of the present study is to
investigate how zhoug-yong thinking and cultural intelligence influence team and
employees&39; creative performance in inter-organizational teams from the cultural
perspective including cognition and ability.
This study includes three child studies: (1) The influence mechanism of leader&39;s
zhong-yong thinking on team and employees, creative performance. Based on the
trait-based perspectives of leadership theory, the first study investigates the influence
of leader&39;s zhong-yong thinking on creative performance including the mediate effect
of the support for innovation and the moderating role of team interdependence. (2)
The influence 】nechanism of employees’ cultural intelligence on creative performance.
Based on the trait activation theory, the second study investigates the influence of
cultural intelligence on employees&39; creative performance and the moderating role of
team conflict. (3) The mutual influence mechanism of leader&39;s zhong-yong thinking
Hi Abstract
and employees,cultural intelligence on team and employees,creative performance.
Based on the theory of team learning, the third study investigates the influence of
team cultural intelligence on creative performance including the mediate effect of
team learning and the moderating role of leader^ zhong-yong thinking. First, the
present study reviews the relevant literatures and concepts. Then we elaborate the
research design and data collection process, using the software of SPSS, Lisrel, and
HLM to analyze the data and verify the proposed hypothesis. Finally,we discuss the
result of the present study, and expound the theoretical and practical significances.
The main conclusions of this study as follows: (1) Leader^ zhong-yong thinking is
positively associated with team and employees’ creative performance. Meanwhile,
support for innovation fiilly mediates these positive relationships. Additionally,high
task interdependence weakens the relationship between leader^ zhong-yong thinking
and support for innovation. By contrast, high outcome interdependence strengthens
such relationship. (2) Cultural intelligence is positively associated with employees’
creative performance. Team conflict is a significant contextual factor and influences
the expression of cultural intelligence. The relationship between cultural intelligence
and creative performance is strengthened in the context of high relationship conflict.
By contrast, when task conflict is high, creative performance depends less on cultural
intelligence. (3) Team cultural intelligence significantly influences team and
employees’ creative performance through team leaning. Additionally,leader’s
zAowg-yowg thinking positively moderates the relationship between team learning and
team and employees’ creative performance. However,the moderating effect of
leader^ zhong-yong thinking on the relationship between team cultural intelligence
and team learning is not significant.
The theoretical contributions of this study as follows: (1) We focus on the effect of
zhong-yong thinking and cultural intelligence during the process of
inter-organizational collaborative innovation from cultural perspective, which
enriches the relevant studies on inter-organizational collaborative innovation. (2)
Given the research background of Chinese culture,we investigate how leader’s
zhong-yong thinking influences creative performance, which advances the
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