团队精神型领导与研发团队创新行为的关系——团队自省性和团队外部社会资本的影响

研发团队创新行为对企业获取竞争优势至关重要。以往研究相对忽略了精神性因素对团队创新行为的动力机制。文章借鉴创新成分理论和创造力系统理论,聚焦于精神性因素对团队创新行为的动力机制以及团队外部社会资本的调节效应。通过对106个研发团队329名研发团队成员数据的统计分析表明：团队精神型领导对团队创新行为具有显著正向影响;团队自省性在团队精神型领导和团队创新行为之间具有部分中介作用;团队外部社会资本调节了团队精神型领导对团队创新行为的正向影响,团队外部社会资本越高,团队精神型领导对团队创新行为的正向影响也越强,反之越弱。团队外部社会资本还调节了团队自省性在团队精神型领导和团队创新行为之间的中介效应,团队外部社会资本越高,团队精神型领导通过团队自省性的中介进而对团队创新行为的影响也越强,反之越弱。研究结论拓展了中国组织情景下精神型领导在团队层次的影响效应研究,也拓展了团队创新行为的精神性动力因素及其动力机制的实证研究。     

团队反思、团队心理安全感对团队创新的影响——一个被中介的调节效应模型检验

团队反思对团队产出的影响不是简单的直接作用,而是被一些情境变量调节,具有权变性。研究引入团队心理安全感和团队知识共享两个中间变量,探讨其中的中介和调节效应,建立团队反思与团队创新关系的被中介的调节效应模型。通过企业工作团队及其主管的配对问卷调查,收集变量数据,对建构的理论模型进行统计检验。结果显示,团队心理安全感对团队反思与团队创新的关系具有调节作用;团队心理安全感对团队反思与团队知识共享的关系具有正向调节效应;团队知识共享对团队心理安全感与团队创新的关系具有完全的中介效应,在团队反思与团队心理安全感交互影响团队创新关系中起部分中介作用。在统计分析的基础上进一步提出对管理实践的启示和未来研究展望。     

Team behavioral integration links team interdependence with team performance: an empirical investigation in R&D teams

Drawing on the input–mediator (a blend of team process and emergent state)–output (IMO) framework, we develop a conceptual model in which team behavioral integration is conceived of as a team-level mediator that links team interdependence (input) with team performance (output). Using a three-wave research design, we test the hypothesized model with the data of 102 R&D teams from three information technology companies in China. Results indicate that team interdependence positively influences team behavioral integration, and that team behavioral integration positively affects team performance. In addition, team behavioral integration is found to mediate the relationship between team interdependence and team performance. The theoretical and managerial implications of these results are discussed.     

Corporate Social Responsibility and Team Performance: The Mediating Role of Team Efficacy and Team Self-Esteem

This study examines the influence of three components of corporate social responsibility on team performance. In the proposed model of this study, team performance is indirectly affected by three dimensions of perceived corporate citizenship (i.e., economic, legal, and ethical citizenship) via the mediation of team efficacy and team self-esteem. Surveying members of 172 teams confirms most of our hypothesized effects. Our results show that economic citizenship influences team performance via the mediation of both team efficacy and team self-esteem. However, legal citizenship influences team performance via team efficacy alone, whereas ethical citizenship influences team performance only via team self-esteem. We discuss the theoretical and managerial implications of our findings.     

The Effect of Leader Positive Affectivity on Team Member Turnover Intention and Team Organizational Citizenship Behavior

This paper develops two models to investigate the effect of team leader positive affectivity (PA) on team member turnover intention and team organizational citizenship behavior (OCB), at the individual and team levels, respectively. A two-wave longitudinal study was conducted involving a survey of 58 team leaders and 174 team members in a large Chinese telecom company across a three-month period. We found that team members’ organization-based self-esteem (OBSE) at Time 1 mediates the relationship between team leader PA at Time 1 and team member turnover intention at Time 2, whereas team aggregated OBSE at Time 1 mediates the relationship between leader PA at Time 1 and team OCB at Time 2.     

论企业高管团队的利器--团队领导力--以复星集团的五人团队为例

本文首先基于领导理论发展主线的成果提出团队领导力的概念，指出其理应成为现代管理团队发展的一项核心能力；认为团队领导力体现于团队角色和经理角色的交叉域，每种团队角色都对应一种或几种经理角色，具有不同特色的领导职能，它们相互紧密啮合、缺一不可，都是团队领导力不可分割的部分。文章并以复星集团的五人团队为例，分析了其特点和对团队领导力的成功运用。     

The Price of Team Spirit for Sensemaking Through Task Discourse in Innovation Teams

Despite interest in innovation teams, we have only limited insights into how team members make sense of innovation teams’ inherent ambiguity. By referring to the sensemaking literature and to the research on task discourse, our study introduces task discourse as a valuable sensemaking mechanism in innovation teams. We argue that team creativity and feasibility testing increases the need for task discourse, which in turn improves team performance. Beyond this, we consider ambivalent effects of team spirit. On the one hand, team spirit allows leveraging smoothly synergies to emerge but on the other hand, high team spirit can limit team member’s willingness to challenge each other’s different perspectives and opinions critically. Data on 250 innovation teams of German manufacturing teams support the assumed beneficial effects of task discourse and the ambivalent effect of team spirit. Teams need sensemaking through task discourse when they want to achieve benefits from team creativity. The total effect of creativity on team performance is insignificant, while the indirect effect of team creativity on team performance is significantly positive. Our study enriches current research on ambiguity and sensemaking in innovation teams, answers the call to elaborate benefits and drawbacks team spirit might bring to teams, and provides valuable managerial implications.     

基于系统观视角的团队边界工作研究评介

有关团队边界的研究表明团队有效性是团队内外部因素共同作用的结果,识别团队边界所承担的多种角色,采取系统观,强调团队边界工作的内部导向与外部导向维度有助于整合团队过程研究与团队开放观研究。团队边界工作是团队所从事的旨在建立和维持团队边界,以及管理跨团队边界的互动行为。本文在对团队边界研究内部观与外部观分析基础上,提出了基于系统观指导下团队边界工作的研究同时重视内部导向与外部导向团队边界工作的发展趋势;梳理团队边界工作的内涵与分类,考察了团队边界工作的影响效应及其背景影响因素,进一步提出了团队边界工作的综合影响模型,指出内部导向与外部导向协调发展的团队边界工作对于组织管理实践的启迪以及未来的研究方向。     

Team creativity: the effects of perceived learning culture,developmental feedback and team cohesion

This study investigates the influence of perceived learning culture, developmental feedback and team cohesion on team creativity. The results showed that the demographic variables, the three antecedents and their interactions explained 41 per cent of variance in team creativity. Team creativity was positively correlated with a higher level of learning culture, developmental feedback and team cohesion. In addition to the main effects, two interaction effects (developmental feedback and team cohesion; learning culture and team cohesion) were significant. In view of these results, organizations seeking to increase team creativity need an integrated strategy incorporating elements of culture management, effective coaching and team development. Implications, limitations and recommendations for future research are discussed.     

高校学术团队幸福管理探析——基于人本经济学和机制设计理论

伴随着知识经济时代的发展以及生活水平的提高,知识的重要性凸显,幸福也成为人们生活所追求的,学术团队的幸福成为学术界研究的一个重点和热门话题。文章从人本经济学和机制设计理论分析了学术团队幸福管理的基本框架,并对当前学术团队幸福现状进行分析,从团队目标、团队结构、团队激励和考核等方面提出了建议和对策。     

基于模糊层次分析法的班组绩效评价

本文针对班组绩效管理过程中所出现的问题,结合某公司生产型班组的实际情况,设置了班组绩效指标的评价体系,通过采用模糊层次分析法,运用该体系对某生产班组进行了评价,结果较为符合该班组的实际情况,可为班组绩效评价提供新的参考方法。     

Strengthening Identification with the Team in Virtual Teams: The Leaders' Perspective

The number of virtual teams is increasing in today's workplaces. In virtual teams, the members can have different cultural backgrounds, they often work in different countries and are professionals in their own fields. In addition, as such diverse and dispersed teams communicate mainly through communication technology this raises the challenge for the team leader of how to unify the team and get the members to identify themselves with the team. This qualitative study focuses on four virtual team leaders and their attempts to strengthen the team members' identification with the team through computer-mediated communication. The results show four different tactics employed in enhancing identification with the team: catering for the individual, giving positive feedback, bringing out common goals and workings and talking up the team activities and face-to-face meetings. The roles of organizational change and technology in identification with virtual teams are also discussed.     

基于MTS理论的浙江民营企业团队学习水平的调查研究

团队学习是企业不断发展的动力,也是近年来研究的一个热点。浙江民营企业是中国最活跃的有代表性的经济因素。基于多团队理论对浙江民营企业的团队学习进行调查研究的目的是了解它们内部团队的学习现状,分析其原因并提出建议,为当前浙江民营企业顺利转型和持续发展提供理论依据。研究发现,民营企业团队学习的内动力不足;男性团队成员内动力学习高于女性团队成员;不同年龄的团队成员在团队学习方面有显著差异;不同学历的团队成员在团队学习方面有显著差异。     

团队多样化对团队创新作用的双刃剑效应-来自元分析的证据

团队多样化是否以及如何影响团队创新是创新管理研究和实践的重点话题。文章收集了多篇中英文献,采用元分析技术探讨不同类型的团队多样化（关系型和任务型）对团队创新的作用,并同时检验了多样化研究中基于信息资源理论所提出的知识分享和基于社会冲突理论所提出的人际冲突这两种中介机制的作用。结果显示：（1）关系型多样化通过人际冲突负向作用于团队创新;（2）任务型多样化同时存在两种不同的作用机制,即任务型多样化一方面促进团队的知识分享,另一方面又增加团队的人际冲突;（3）任务型多样化的两种机制作用具有不对称性,任务型多样化对团队知识分享的作用更强,因而有利于团队创新。     

Performing Under Pressure: Winning Customers Through Improvisation in Team Selling

The sales presentation is one of the most challenging and dynamic aspect of the sales process. Often-times, the presentation is composed of teams. The purpose of this study is to examine how improvisation manifests itself in the context of the sales team presentation. Utilizing the theoretical foundations of team dynamics and relationships, unplanned behavior, and emotional intelligence, a model of sales team improvisation is developed. A two-phase research design was employed via qualitative in-depth interviews from buyers and sellers followed by a quantitative survey of experienced sales team professionals. Our results find that improvisation impacts the relationship between emotional intelligence and team presentation performance outcomes. Although team selling is common in practice, a dearth of research exists in the sales literature. This study contributes to the growing body of knowledge on team dynamics and emotion in selling. Additionally, this study is one of the first to specifically investigate improvisation in the high pressure context of sales team presentations.     

团队任务冲突与关系冲突转化机制——团队氛围的调节作用

团队中不同类型冲突之间作用机制的关系,日益成为组织管理领域的重要问题.本文引入团队氛围作为调节变量,对团队任务冲突对关系冲突影响的边界条件进行了探索.实证研究结果表明,团队氛围能对任务冲突与关系冲突的正相关关系产生负向调节作用,从而减弱任务冲突对关系冲突的负向影响.通过促进和谐的团队氛围,能够使团队在任务冲突存在的前提下形成有效的团队合作.团队经理应尽量避免任务冲突向关系冲突转化,促使团队中的任务冲突发挥促进信息交流和团队学习的作用,从而促进团队绩效的提升.     

The Effects of Team Flexibility and Emotional Intelligence on Software Development Performance

As both business and technological environments change at an increasing rate, flexibility and emotional intelligence have become critical issues for project management. Even though previous research has examined the relationship between team flexibility and team performance and that between the emotional intelligence of teams and team outputs, there remains a gap in literature in respect to a holistic model. Accordingly in this paper, we examine the relationships among software team flexibility, emotional intelligence, and software project outputs (market success, speed to market, and the functionality of the new software product) using survey data from 86 software development projects. The results reveal positive a relationship between the diversity dimension of software project team flexibility and emotional intelligence. The first dimension of software team flexibility, team autonomy, positively affected market success, speed to market, and software functionality, whereas the second dimension, team diversity, positively affected only speed to market and software functionality. The emotional recognition of team members for both themselves and their teammates appears to be another important factor affecting the speed to market and functionality of the new software products. Managerial and theoretical implications of the study are discussed.     

Diversity in Demographic Characteristics,Abilities and Personality Traits: Do Faultlines Affect Team Functioning?

This study examines the impact of faultlines within teams on cohesion and conflicts. Faultlines concern the attributes of several team members simultaneously and mirror the structure of diversity within a team. The strength of a faultline indicates the level of similarity within potential subgroups and its width the extent of dissimilarity between them. The faultlines addressed in this study are based upon the demographic characteristics, abilities and personality traits of team members. We also address the interaction of team autonomy on the effects of faultlines. Data for this study were collected by means of questionnaires administered to 99 teams of undergraduate students. The results indicate that demographic faultlines directly impair the functioning of a team. Team autonomy conditioned both the relationship between the strength of the ability faultline and team cohesion and the relationship between the depth of the personality faultline and intra-team conflict. In other words, these faultlines are more detrimental to team functioning when team autonomy is high. Ability faultlines seem to emphasize similarities within subgroups, while personality faultlines accentuate dissimilarities between subgroups.     

知识型团队高效管理途径研究

在知识经济时代,知识团队对企业的重要性不言而喻。由于知识团队对企业的创新能力的提高有着重要作用,目前对知识型团队的管理成为研究的热点。本文通过文献研究得知知识型团队与企业创新能力的关系,进而结合最新研究动态得出知识型团队的高效管理途径,以期对我国企业的知识型团队有效管理和企业创新能力的提高起到一定作用。     

Demographic diversity for building an effective entrepreneurial team: is it important?

Although traditional entrepreneurship literature often views entrepreneurship as an economic battle of a “lonely hero”, the prevalence of entrepreneurial teams is an emerging economic reality. This study examines the influences of demographic diversity variables in terms of age, gender, and functional background and team process variables in terms of team-level cognitive comprehensiveness and team commitment on entrepreneurial team effectiveness. With field interview data from 174 entrepreneurs representing 79 entrepreneurial teams, this study suggests that demographic diversity is not important for entrepreneurial team effectiveness, whereas the team process variables positively influence team effectiveness. The findings also suggest that the diversity in terms of gender, age and functional background does not contribute to the team-level cognitive comprehensiveness and team commitment. Finally, the study explores implications of the findings for practice and future research.