摘要
以企业68个研发团队为研究对象,基于情感事件理论、自我归类理论及人际互动理论,以“团队投入-团队状态-团队过程-团队产出”为整体逻辑框架,引入个人-团队匹配作为团队状态和团队心理安全感作为团队过程,构建链式中介模型,从团队行为形成机制角度揭示包容型领导对团队创新行为的作用路径。研究发现,企业包容型领导风格能够直接或间接地通过团队成员的个人-团队匹配和团队心理安全感促进研发团队创新行为,既弥补了包容型领导风格在团队创新层面研究的不足,又深化了对团队创新行为形成机制的探索。
Selecting 68 R&D teams as research objects,based on affective event theory,Self-classification theory and interpersonal interaction theory,“team input-team state-team process-team output”was taken as the overall logical framework,person-group fit was introduced as team state and team psychological safety as team process,a chain mediating effect model was built to reveal the role path of inclusive leadership on team innovation behavior from the perspective of formation mechanism of team behavior.It is found that inclusive leadership can directly or indirectly promote R&D team innovation behavior through team members’Person-group fit and team psychological safety.The conclusion not only makes up the lack of research on inclusive leadership style in team innovation,but also deepens the exploration of the formation mechanism of team innovation behavior.
作者
罗玉越
李凡
李元爱
LUO Yuyue;LI Fan;LI Yuanai(School of Business,Shunde Polytechnic,Foshan 528300,Guangdong,China;College of Marxism,Wuhan University of Technology,Wuhan 430000,China)
出处
《科技和产业》
2023年第18期191-198,共8页
Science Technology and Industry
基金
广东省哲学社会科学规划学科一般项目(GD18CYJ11)
广东省教育厅青年创新人才类项目(2018GWQNCX147)。
