面对日益激烈的商业竞争环境及国家对创新的高度重视和支持，创新对于 个体、组织、国家生存和发展的重要性日益显著。在此背景下，保持或者提升组 织中的创新已然成为管理实践中必须重视以及亟需解决的重要问题。创新的完 成往往需要涉及不同方面的资源，对于单独个体来说，资源有限，团队则是具有 差异资源的个体组成，成为组织中实现创新绩效的基础。与此同时我们处于数字 信息化时代，其具有极大不确定性的特点。这个时代跨界整合、颠覆成为新常态； 企业更加难以凭一己之力立足与发展，影响企业绩效的主要因素由内部转向外 部，企业更加依赖于组织内外协同发展，注重组织或团队合作、创新。企业如何 整合共享内外资源是此时代一个重要的主题。而人力资源管理实践在发挥人的 创造性能动性上发挥着重要作用。基于此本研究整理国内外相关文献界定了IS- HRP（整合共享型人力资源实践）的概念、开发了中国情境下IS-HRP测量量表， 并基于资源依赖理论通过实证分析了解并验证，在企业团队中实施此人力资源 实践对团队创新绩效的影响以及两者关系的边界条件与内在机制。 具体而言，第1章通过背景分析了解到团队创新的重要性以及IS-HRP需要 迫切提出的现实需求，探讨了此研究的理论意义与现实意义并对本研究核心变 量的国内外研究进行了归纳总结与分析；第2章是对中国情境下IS-HRP量表的 开发与验证，通过对292份有效样本的预调研以及对321份有效数据的正式调 研与验证，确定了中国情境下IS-HRP的测量量表，并对其做了增量效应分析； 第3章是理论与假设部分，通过对本研究相关的文献进行阅读、理论分析，推导 出本研究假设；第4章是研究设计部分，主要包括研究样本的选取、研究方法以 及核心变量的测量量表等相关内容；第5章是数据分析部分，使用SPSS25.0及 AMOS21.0数据分析工具进行描述性统计分析、验证性因子分析以及假设验证等； 在第6章，总结了本研究的研究贡献及局限性并提出了未来研究方向。 最终，基于全国123家公司的312份团队领导纵向追踪的有效样本的实证 研究发现：（1）IS-HRP与团队创新绩效、团队跨界行为显著正相关；（2）团队 跨界行为与团队创新绩效显著正相关；（3）团队跨界行为中介了两者之间的积极 关系；（4）包容型领导调节IS-HRP与团队创新绩效之间的关系，使得在包容型 领导水平越高的条件下，两者的关系越强；（5）包容型领导调节团队跨界行为与 团队创新绩效之间的关系，使得在包容型领导水平越高的条件下，两者的关系越 II 强；（6）包容型领导在第二阶段有调节的中介得到验证，在高水平包容型领导下， IS-HRP对团队创新绩效的间接积极关系更强。 本研究的主要创新贡献：提出、界定了中国情境下的IS-HRP，并开发了测 量其的量表为相关实证研究奠定了工具基础；拓展并丰富了导向性人力资源实 践、领导风格、适应内外部环境变化发展的跨界行为、团队创新绩效之间的研究； 揭示了IS-HRP对团队创新绩效影响的黑箱机制以及边界条件。 关键词：整合共享型人力资源实践，团队跨界行为，包容型领导，团队创新 绩效 III Abstract In the face of the increasingly fierce business competition environment and the state attaches great importance to and supports innovation, the importance of innovation for the survival and development of individuals, organizations and countries has become increasingly significant. In this context, maintaining or promoting innovation in organization has become an important issue that must be taken seriously and urgently addressed in management practice. The completion of innovation often requires resources in different aspects. For individual individuals, resources are limited, and teams are composed of individuals with different resources, which become the basis for achieving innovation performance in the organization. At the same time, we are in the era of digital information, which has the characteristics of great uncertainty. In this era, cross-border integration and subversion have become the new normal. It is more difficult for enterprises to stand and develop on their own. The major factors that affect corporate performance are shifted from internal to external. Enterprises are more dependent on the collaborative development of internal and external organizations, focusing on organizational or team cooperation and innovation. How companies integrate and share internal and external resources is an important theme of this era. And human resource management practices play an important role in giving play to human creativity. Based on this research, collate relevant domestic and foreign literature to define the concept of IS-HRP（Integrated-Shared Human Resource Practice）, develop the IS-HRP measurement scale in the china context, and understand and verify it through empirical analysis based on resource dependency theory. Implement this human resource practice in the enterprise team the impact on team innovation performance and the boundary conditions and internal mechanisms of the relationship between the two. Specifically, the first chapter understood the importance of team innovation and the realistic needs that IS-HRP needs to be put forward urgently through background analysis. It discussed the theoretical and practical significance of this research, summarized and analyzed the domestic and foreign research on the core variables of this research; Chapter 2 is the development and verification of the IS-HRP scale in the Chinese context. Through preliminary investigation of 292 valid samples and formal IV investigation and verification of 321 valid data, the IS- HRP measurement scale, and made an incremental effect analysis; Chapter 3 is the theory and hypothesis part, Through reading and theoretical analysis of the literatures related to this research, the hypotheses of this research were derived; Chapter 4 is the research design part, which mainly includes the selection of research samples, research methods, and measurement of core variables; Chapter 5 is the data analysis part, using SPSS25.0 and AMOS21.0 data analysis tools for descriptive statistical analysis, confirmatory factor analysis, and hypotheses verification; Chapter 6, it summarized the research contributions and limitations of this study and future research directions were proposed. Finally, empirical research based on 312 effective samples of vertical tracking of team leaders from 123 companies across the country found that: (1) IS-HRP is significantly positively correlated with team innovation performance and team boundary-spanning behavior; (2) team boundary-spanning behavior have an significant positive correlation with team innovation performance; (3) team boundary-spanning behavior mediates the positive relationship between the IS-HRP and team innovation performance; (4) inclusive leadership moderates the relationship between IS-HRP and team innovation performance, making the higher the level of inclusive leadership The stronger the relationship between the two; (5) Inclusive leadership moderates the relationship between team boundary-spanning behavior and team innovation performance, so that the higher the level of inclusive leadership, the stronger the relationship between the two; (6) Inclusive leadership has been verified in the second stage as a moderated mediation in the second phase. Under high-level inclusive leadership, IS-HRP has a stronger indirect positive relationship to team innovation performance. The main innovative contributions of this research: Our research put forward and defined the IS-HRP in the Chinese context, and developed a scale to measure it, laying a foundation for relevant empirical research; expanded and enriched research on the oriented human resources practice, leadership style, and boundary-spanning behavior adapting to changes in the internal and external environment and team innovation performance; revealed the black box mechanism and boundary condition of the impact of IS-HRP on team innovation performance. Key words：Integrated-Shared Human Resource Practice, team boundary- V spanning behavior, inclusive leadership, team innovation performance VI 目录 摘要 .............. I Abstract ....... III 第1章 绪论 . 1 1.1研究背景、目的与意义 .... 1 1.1.1研究背景 ..................... 1 1.1.2研究目的 ..................... 3 1.1.3研究意义 ..................... 4 1.2国内外相关研究综述 ........ 6 1.2.1 IS-HRP相关研究 ....... 6 1.2.2团队跨界行为相关研究 .......................... 10 1.2.3包容型领导相关研究 .............................. 15 1.2.4团队创新绩效相关研究 .......................... 18 1.2.5国内外相关研究评价 ..................