团队创造力的内涵及其测量

关于团队创造力的实证研究已产生越来越多不一致的结果，但这种结果不一致的一大重要来源却被忽视，即不同研究者对团队创造力进行了不同的概念界定和测量。内涵模糊性直接导致了测量上的诸多问题，对研究结论的内外部效度产生了很大的负面影响。文章总结了界定团队创造力的两种主要视角，并追溯了视角混淆的根本原因，进而详细分析了现有相关研究在构念测量上存在的三个主要问题，最后提供了明确概念内涵、开发相应测量工具的思路。     

创业团队:团队视角下的创业研究综述

创业团队的优势在于能将具有不同特征、知识、技能和能力的人聚集在一起并创造更好的创业绩效,创业团队在创业中的作用备受关注。 文章从团队视角切入,展开在团队层面对创业研究的综述,在对一些重要文献的研究逻辑、实证方法及主要结论进行初步梳理的基础上,归纳出了创业团队的定义和影响因素,并对未来研究提出了展望。     

团队效能感理论文献综述及未来方向研究

发展团队效能感对于促进团队学习和创新、提升团队绩效等具有重大意义。本文就国内外团队效能感理论的研究成果进行文献综述,介绍团队效能感相关概念及测量量表,并对其影响因素及测量工具存在的争议等进行归纳,最后提出几个今后可拓展的研究方向作为结论。     

临时团队绩效的影响因素研究

临时团队绩效不佳成为当前临时团队管理过程中一个重要问题。本文在前人相关研究的理论基础上，对影响临时团队团队绩效的因素进行阐述，并提出临时团队提高绩效的几点建议。     

绩效片段视角下我国制造企业多团队凝聚力影响因素动态分析

绩效片段理论认为过渡阶段和行动阶段交替循环形成整条绩效链。该视角下的多团队凝聚力即是指在循环绩效链条下的多个团队为达成同一目标而齐心协力的一种群体过程。文章采用质性分析和概念格—DEMATEL方法以浙江、上海、湖南、河南等地区制造企业的中高层管理者247名为调查对象，对不同阶段下多团队凝聚力影响因素及影响度进行探索。文章发现，在过渡阶段，团队层级价值认同、冲突程度，多团队层级目标认同、多团队导向对制造企业多团队凝聚力产生较大影响；在行动阶段，团队层级人际关系、冲突程度，多团队层级协作模式和共享认知对制造企业多团队凝聚力产生较大影响。文章构建了一个动态、具体、系统的制造企业多团队凝聚力影响因素模型，丰富了多团队系统和绩效片段理论，也为制造企业多团队建立动态绩效评估模式提供有益启示。     

科研团队快乐指数对团队绩效的影响研究

已有研究表明,员工的快乐指数与团队绩效之间存在密切关系。本文论述了科研团队和快乐指数的概念,结合科研人员的特殊性,重点分析了快乐指数各维度分别对科研团队绩效的影响。最后表明从团队的"快乐指数"来提高团队绩效的新视角。     

团队自我反省理论研究述评

团队自我反省是影响团队效能高低的重要因素。本文结合国内外相关文献,对团队自我反省理论的理论内涵、影响因素及作用机制进行了系统的综述,并对团队自我反省理论未来的研究方向加以展望。     

知识异质性、协同创新与团队绩效

目前,国内外对科研创新团队的关注点主要集中在团队建设与团队配合方面,在知识异质性对科研团队研究创新绩效方面的影响研究甚少。研究表明,知识异质性与科研团队的协同创新绩效有很大关系。但对于这种关系,目前的研究尚无整体、一致性的结论。将知识异质性和科研创新团队绩效间集中在"团队冲突"上,也显得过于简单与笼统。因此,在知识异质性与团队绩效间引入一组比较完善的中介变量,从团队互动的心理学理论框架角度来对团队成员互动环节各类中介因素进行分析,健全多学科交叉的科研创新团队组织机制,将是提高其运行效率、实现更佳创新绩效的重要环节。     

调查研究的特征及其在国内团队绩效研究领域的应用研究

本文先介绍了调查研究的概念、特征和适用范围，在知网上搜索了2005年至2013年发表在《南开管理评论》《科学学与科学技术管理》等8种期刊上的36篇与团队绩效相关的论文，从文献资料来源、时间、期刊、作者、分析方法等各个方面对这些论文进行了归类和分析，最后进行了总结和展望。     

交叉培训对达成共享心智模型的效用分析

本文回顾了国内外关于交叉培训及团队共享心智模型的相关研究，以往研究证明团队共享心智模型的达成能够有效提高团队绩效。并且发现国内对于共享心智模型的研究主要集中在对于共享心智模型的构成测量及对共享心智模型前因变量的探索上，对于具体的培训方法没有进一步的研究，有研究者提出交叉培训能有有效提高团队共享心智模型，但这个观点停留在概念层次，并没有相关的实证研究。国外有研究证明交叉培训能够提高团队绩效，但其是不是通过共享心智模型这个中介变量来发挥作用有待于进一步的探索。     

Cognitive process differences between discrete and relational exchange

Recent research has placed greater emphasis on relational as opposed to discrete marketing exchanges. Much of this research has focused on the affective aspects of relationships. We assert that relational exchange also has a cognitive side to it. Specifically, we address two fundamental questions: (1) does a relational perspective involve different cognitive processes, which may lead to different decision outcomes? and (2) does the social context (i.e., accountability) in which decisions are made, alter decision processes and outcomes? The results of an exploratory study suggest differences in cognitive processes between discrete and relational exchange and that accountability has a strong influence on decision outcomes.     

Team Ethical Cultures Within an Organization: A Differentiation Perspective on Their Existence and Relevance

Studies on the ethical culture of organizations have mainly focused on ethical culture at the organizational level. This study explores ethical culture at the team level because this can add a more detailed understanding of the ethics of an organization, which is necessary for more customized and effective management interventions. To find out whether various teams within an organization can have different ethical cultures, we employ the differentiation perspective and conduct a survey of 180 teams from one organization. The results show that there are significant differences between the ethical cultures of teams. These differences are relevant given the different relationships that were established between high and low clusters of team ethical culture and two outcome variables (i.e., the frequency of unethical behavior and employee responses to unethical behavior). The results also show that the dimensions of ethical cultures among teams have different patterns, which indicates the usefulness of using a multidimensional scale for capturing further differences among team ethical cultures.

     

Legitimacy of team rewards: Analyzing legitimacy as a condition for the effectiveness of team incentive designs

This article illustrates how the legitimacy of pay and evaluation processes in teams affect the effectiveness of team-based incentive designs in organizational work teams. We present a theoretical model of the development of legitimacy in team-based incentive designs and propose that the development of legitimacy for both pay dispersion in teams (i.e., difference in allocations of incentives among team members) and for the use of interdependent evaluations of performance promote team effectiveness. Our model introduces a new perspective to theorize about the conditions under which team rewards are an effective incentive design.     

Crowded identity: Managing crowdsourcing initiatives to maximize value for participants through identity creation

In this article, we consider crowdsourcing from the consumer perspective. Specifically, we examine the identity value (i.e., sense of self) that consumers accrue by participating in creative crowds. How can managers structure crowdsourcing initiatives to maximize value for participants through identity creation and expression? We strive to answer this question first by examining the different types of crowdsourcing initiatives from a value co-creation perspective. Then we evaluate how consumers construct identities through consumption and review the literature on identity theory. Finally, we link the identity type—personal, extended, or social—to the management of crowdsourcing ventures and offer suggestions for practitioners.     

Entrepreneurial visions in founding teams: Conceptualization,emergence, and effects on opportunity development

Prior research on entrepreneurial visions has typically taken a leadership perspective and explored how the founders’ future images of their ventures motivate themselves and followers. Drawing on an upper echelon perspective and longitudinal case studies of eight founding teams, this study finds that founders’ entrepreneurial visions do not only capture the future images of their ventures, but also the future images of the founders’ relationship with it. Taking into account this personal aspect of visions, we show that within a founding team, the members’ visions can be incongruent, i.e., they cannot be realized simultaneously within the current venture. While our data reveal that vision incongruence tends to occurs when all team members perceive to have an equal status, vision congruence emerges when the attributed status in the team is heterogeneous. Founding teams with more congruent visions tend to follow a focused opportunity development path, while those with less congruent visions tend to follow a comprehensive opportunity development path. Depending on the teams’ behaviors in the face of challenging situations either path can lead to successful opportunity commercialization or failure. We discuss the implications of these findings for the literatures on entrepreneurial visions, opportunities, and upper echelons.     

Board Team Leadership Revisited: A Conceptual Model of Shared Leadership in the Boardroom

In the slipstream of several large-scale corporate scandals, the board of directors has gained a pivotal position in the corporate governance debate. However, due to an overreliance on particular methodological (i.e. input–output studies) and theoretical (i.e. agency theory) research fortresses in past board research, academic knowledge concerning how this important governance mechanism actually operates and functions remains relatively limited. This theoretical paper aims to contribute to the promising stream of research which focuses on behavioural perspectives and processes within the corporate board, by delving into one of the research areas perhaps plagued most by these predominant approaches: board leadership. In adopting a team perspective on the board of directors our study goes beyond traditional board leadership research, which has turned a blind eye on actual leadership dynamics, by examining leadership processes and behaviours inside the board team. Specifically, we develop a conceptual framework addressing a novel and ethical approach to team leadership within the board, i.e. shared leadership, which has previously been demonstrated to result in performance benefits in various other team settings.     

The relationship between CIO’s presence in the top management team and IT’s contribution to corporate innovation: An empirical study

This study investigates the impact of CIO’s presence in an organization’s top management team (TMT) on the contribution of information technology (IT) to corporate innovation. A new theoretical model is proposed based on the literature review. Through a survey of 120 CIOs of Chinese companies, we examine a series of hypotheses developed based on this model. Our findings reveal significant influences of CIO’s presence in the TMT on IT’s contribution to corporate innovations. The findings also suggest that such impacts are mediated by TMT’s IT knowledge. Furthermore, we find the significant moderating role of TMT’s risk appetite, i.e., when the executives are more willing to take risks, the relationship between CIO’s participation in TMT and the importance of IT to innovation is more significant. Theoretical contributions and practical implications of these findings are also discussed.     

Exploring the influence of online reviews and motivating factors on sales: A meta-analytic study and the moderating role of product category

Online reviews, which significantly influence product sales, have been a central research topic in the field of marketing. Meanwhile, some motivating factors related to online retailers have been linked to product sales. While several articles have examined the impact between online reviews and motivating factors on product sales, many of the conclusions drawn are contradictory. From 28 studies focusing on online reviews and sales, this study performs a meta-analysis to analyze the true impacts of six review-related factors (i.e., the number of reviews, star ratings, standard deviation of ratings, helpfulness, review length and sentiment), and two motivating factors (i.e., price discounts and special shipping) on product sales. Meanwhile, this paper also studies how one product-related factor (i.e., product age) and one reviewer-related factor (i.e., reviewer's reputation) influence the relationship between online reviews and product sales. In addition, to study the moderating effect of product category, we divide the selected literature into two subgroups which are search and experience products. The results indicate that only review length and special shipping have no significant impact on product sales, while product category has a valid and specific moderating effect on the relationship between these determinants and sales. The presented conclusions will have important implications for academic research and for future industry practice.     

Customers who misbehave: Identifying restaurant guests “acting out” via asymmetric case models

This study uncovers the impact of combined dark triad personality traits, firm's power, and customer demographic characteristics. It uses a sample of 263 restaurant customers. The findings include customer configurations indicating misbehavior and non-misbehavior cases. From a theoretical perspective, the study questions the philosophy of customer sovereignty and applies asymmetric case-based modeling to identify configurations indicating misbehavior customers and non-misbehavior customers. Strategy implications: from a managerial perspective and to tackle misbehavior, firms should use coercive power (e.g., suing customers who misbehave), reward power (e.g., recognition and flattery when customers behave properly), and referent power (e.g., enforcing customers' affective attachment).