领导行为与团队双元创新能力构建关系研究

双元领导能较好地满足复杂创新过程中的差异化需求，但对双元领导与创新过程的匹配机制尚缺乏深入研究。针对双元领导这一领导行为理论的新发展，基于社会认知理论，采用问卷调查法收集45个知识团队的领导-下属配对数据，构建并检验一个有中介的调节效应模型。结果表明，双元领导能显著正向预测团队双元能力构建；团队心理安全在双元领导与团队双元能力之间发挥有中介的调节作用。与团队心理安全较高时，双元领导对团队双元能力的正向影响更强；团队心理安全的调节作用通过团队反思这一中介路径实现。团队心理安全较高时，双元领导通过团队反思对团队双元能力的正向影响更强。研究结论拓展了双元领导及团队双元能力构建相关研究。

Mechanism of Ambidextrous Leadership and Team Ambidexterity Capability:a Mediated-Moderation Model

Based on the social cognitive theory, the data from 45 knowledge teams were collected by means of questionnaires to test the mechanism of ambidextrous leadership on team ambidexterity capability. It used mediated-moderation model test procedure to explore the mediation role of team reflexivity and the moderation role of team psychological safety. The results show that: the ambidextrous leadership can significantly predict team ambidexterity capability; team psychological safety plays a mediated-moderation effect in the relationship of ambidextrous leadership on team ambidexterity capability, so the moderating effect of team psychological safety on the relation between ambidextrous leadership and team ambidexterity capability is mediated by team reflexivity. In particular，to teams with higher psychological safety, ambidextrous leadership can more intensely influence their team ambidexterity capability through the mediation of team reflexivity. The research results extend the related research on the ambidextrous leadership and the construction of team ambidexterity capability.