领导—领导交换对团队创新的链式中介效应研究

摘要/Abstract

摘要： 区别于以往研究大多只关注领导风格、特质等对团队创新的影响，本文从开放视角出发，引入“领导—领导交换”这一构念，基于社会交换理论，依次选取团队主动性、TMX为中介变量，构建了LLX对团队创新的作用模型。采用SPSS等统计软件，对56个研发团队进行了实证检验，研究结果表明，LLX不仅正向影响团队创新；还分别完全通过团队主动性和TMX的中介作用对团队创新产生正向影响；此外，团队主动性和TMX在LLX与团队创新的关系中发挥链式中介作用，即LLX通过提升团队主动性促进TMX水平，进而对团队创新产生正向影响。

关键词: 领导—领导交换, 团队主动性, 团队—成员交换, 团队创新

Abstract: Differing from the most previous studies focusing on the influence mechanism of the leadership or leader characteristics on team innovation, this study introduces the construct "leader-leader exchange" (LLX) from an open perspective. Based on social exchange theory, team proactivity and team-member exchange (TMX) are chosen as mediators, and we construct a model about the influence of LLX on team innovation. By analysis of 56 R&D teams using the statistics method, the results are drawn as follows. First, LLX can affect team innovation positively. Second, team proactivity and TMX mediate the relationship between LLX and team innovation. Third, team proactivity and TMX play a chain mediating effect between LLX and team innovation, that is, LLX promotes the level of TMX through the promotion of team proactivity, and then positively influences team innovation.

Key words: leader-leader exchange, team proactivity, team-member exchange, team innovation

陈超, 刘新梅, 葛瑞波. 领导—领导交换对团队创新的链式中介效应研究[J]. 管理评论, 2021, 33(6): 192-200.

Chen Chao, Liu Xinmei, Ge Ruibo. Research of the Chain Mediating Effect of Leader-Leader Exchange on Team Innovation[J]. Management Review, 2021, 33(6): 192-200.

参考文献

[1] 宋萌,王震,张华磊. 领导跨界行为影响团队创新的内在机制和边界条件:知识管理的视角[J]. 管理评论, 2017,29(3):126-135
[2] 郭玮,李燕萍,杜旌,等. 多层次导向的真实型领导对员工与团队创新的影响机制研究[J]. 南开管理评论, 2012,15(3):51-60
[3] 刘小禹,孙健敏,周禹. 变革/交易型领导对团队创新绩效的权变影响机制——团队情绪氛围的调节作用[J]. 管理学报, 2011,8(6):857-864
[4] Tangirala S., Green S. G., Ramanujam R. In the Shadow of the Boss's Boss:Effects of Supervisors' Upward Exchange Relationships on Employees[J]. Journal of Applied Psychology, 2007,92(2):309-320
[5] Herdman A. O., Yang J., Arthur J. B. How does Leader-Member Exchange Disparity Affect Teamwork Behavior and Effectiveness in Work Groups? The Moderating Role of Leader-Leader Exchange[J]. Journal of Management, 2014,43(5):1498-1523
[6] Sluss D. M., Klimchak M., Holmes J. J. Perceived Organizational Support as a Mediator between Relational Exchange and Organizational Identification[J]. Journal of Vocational Behavior, 2008,73(3):457-464
[7] Lorinkova N. M., Perry S. J. When Is Empowerment Effective? The Role of Leader-Leader Exchange in Empowering Leadership, Cynicism, and Time Theft[J]. Journal of Management, 2014,43(5):1-24
[8] Yang J. Leveraging Leader-Leader Exchange to Enrich the Effect of Leader-Member Exchange on Team Innovation[J]. Journal of Management & Organization, 2017,26(4):1-16
[9] Riggs B. S. A Multi-Level, Cross-Level Examination of Leader and Team Member Outcomes of Leader-Leader Exchange Differentiation[D]. Indiana, Purdue University, Maste of Science, 2016
[10] 王国猛,郑全全,黎建新,等. 团队心理授权、组织公民行为与团队主动性关系的实证研究[J]. 科学学与科学技术管理, 2010,31(1):157-161
[11] Shin Y., Eom C. Team Proactivity as a Linking Mechanism between Team Creative Efficacy, Transformational Leadership, and Risk-Taking Norms and Team Creative Performance[J]. Journal of Creative Behavior, 2014,48(2):89-114
[12] Erkutlu H. The Impact of Organizational Culture on the Relationship between Shared Leadership and Team Proactivity[J]. Team Performance Management, 2012,18(1/2):102-119
[13] Graen G., Cashman J. F. A Role Making Model of Leadership Informal Organizations:A Developmental Approach[M]. In Hunt J. G., Larson L. L.(Eds.) Leadership Frontiers. Kent, OH:Kent State University Press, 1975
[14] Foa U. G., Foa E. B. Resource Theory:Interpersonal Behavior as Exchange[M]. In Gergen K. J., Greenberg M. S., Willis R. H.(Eds.) Social Exchange:Advances in Theory and Research. New York:Plenum Press, 1980
[15] 尹奎,孙健敏,张凯丽,等. 职场友谊对建言行为的影响:-个有调节的中介模型[J]. 管理评论, 2018,30(4):132-141
[16] 孙锐,王乃静. 创新型企业团队成员交换与组织创新关系研究[J]. 科学学研究, 2009,27(10):1571-1575
[17] 黄河,吴培冠. 团队成员交换、社会因素策略与新员工社会化[J]. 管理科学, 2012,25(1):45-54
[18] 薛宪方,薛文婷,倪旭东,等. 创业团队交互记忆系统、团队主动性对团队创新绩效的影响研究[J]. 人类工效学, 2015,21(6):1-6
[19] Dienesch R. M., Liden R. C. Leader-Member Exchange Model of Leadership:A Critique and Further Development[J]. Academy of Management Review, 1986,11(3):618-634
[20] 罗瑾琏,胡文安,钟竞. 悖论式领导、团队活力对团队创新的影响机制研究[J]. 管理评论, 2017,29(7):122-134
[21] 黄海艳. 交互记忆系统与研发团队的创新绩效:以心理安全为调节变量[J]. 管理评论, 2014,26(12):91-99
[22] Chen S., Zhang G., Zhang A., et al. Collectivism-Oriented Human Resource Management and Innovation Performance:An Examination of Team Reflexivity and Team Psychological Safety[J]. Journal of Management & Organization, 2016,22(4):1-14
[23] Shin S. J., Zhou J. When Is Educational Specialization Heterogeneity Related to Creativity in Research and Development Teams? Transformational Leadership as a Moderator[J]. Journal of Applied Psychology, 2007,92(6):1709-1721
[24] Crant J. M. Proactive Behavior in Organizations[J]. Journal of Management, 2000,26(3):435-462
[25] Bagger J., Li A. How does Supervisory Family Support Influence Employees' Attitudes and Behaviors? A Social Exchange Perspective[J]. Journal of Management, 2014,40(4):1123-1150
[26] Somech A., Drachzahavy A. Translating Team Creativity to Innovation Implementation:The Role of Team Composition and Climate for Innovation[J]. Journal of Management, 2013,39(3):684-708
[27] Kim T. Y., Hon A. H. Y., Crant J. M. Proactive Personality, Employee Creativity, and Newcomer Outcomes:A Longitudinal Study[J]. Journal of Business & Psychology, 2009,24(1):93-103
[28] Kim T. Y., Hon A. H. Y., Lee D. R. Proactive Personality and Employee Creativity:The Effects of Job Creativity Requirement and Supervisor Support for Creativity[J]. Creativity Research Journal, 2010,22(1):37-45
[29] Tse H. H. M. Linking Leader-Member Exchange Differentiation to Work Team Performance[J]. Leadership & Organization Development Journal, 2014,35(8):710-724
[30] Ko J. Impact or Leadership and Team Members' Individualism-Collectivism on Team Processes and Outcomes:A Leader-Member Exchange Perspective[D]. Unpublished Doctorial Dissertation, University of Arizona, 2005
[31] 邱功英,龙立荣. 威权领导与下属建言的关系:一个跨层分析[J]. 科研管理, 2014,35(10):86-93
[32] 陈兴淋,徐铮. 团队成员交换理论研究综述[J]. 中外企业家, 2013,30(17):1-3
[33] 孙锐,石金涛,张体勤. 中国企业领导成员交换、团队成员交换,组织创新气氛与员工创新行为关系实证研究[J]. 管理工程学报, 2009,23(4):109-115
[34] 蔡亚华,贾良定,尤树洋,等. 差异化变革型领导对知识分享与团队创造力的影响:社会网络机制的解释[J]. 心理学报, 2013,45(5):585-598
[35] Shih H. A., Wijaya N. H. S. Team-Member Exchange, Voice Behavior, and Creative Work Involvement[J]. International Journal of Manpower, 2017,38(3):417-431
[36] 张振刚,余传鹏,李云健. 主动性人格、知识分享与员工创新行为关系研究[J]. 管理评论, 2016,28(4):123-133
[37] Lu L., Lin X., Leung K. Goal Orientation and Innovative Performance:The Mediating Roles of Knowledge Sharing and Perceived Autonomy[J]. Journal of Applied Social Psychology, 2012,42(S1):180-197
[38] Chiu C. Y. Investigating the Emergence of Shared Leadership in Teams:The Roles of Team Proactivity, Internal Social Context, and Leader Humility[D]. Buffalo:State University of New York, Doctor of Philosophy, 2014
[39] 柳士顺,凌文辁. 多重中介模型及其应用[J]. 心理科学, 2009,32(2):433-435
[40] Graen G. B., Uhlbien M. Relationship-Based Approach to Leadership:Development of Leader-Member Exchange (LMX) Theory of Leadership over 25 Years:Applying a Multi-Level Multi-Domain Perspective[J]. Leadership Quarterly, 1995,6(2):219-247
[41] Seers A. Team-Member Exchange Quality:A New Construct for Role-Making Research[J]. Organizational Behavior & Human Decision Processes, 2007,43(1):118-135
[42] Lovelace K., Shapiro D. L., Weingart L. R. Maximizing Cross-Functional New Product Teams' Innovativeness and Constraint Adherence:A Conflict Communications Perspective[J]. Academy of Management Journal, 2001,44(4):779-793
[43] 韩杨,罗瑾琏,钟竞. 双元领导对团队创新绩效影响研究——基于惯例视角[J]. 管理科学, 2016,29(1):70-85
[44] Hu J., Judge T. A. Leader-Team Complementarity:Exploring the Interactive Effects of Leader Personality Traits and Team Power Distance Values on Team Processes and Performance[J]. Journal of Applied Psychology, 2017,102(6):935-955
[45] Preacher K. J., Hayes A. F. SPSS and SAS Procedures for Estimating Indirect Effects in Simple Mediation Models[J]. Behavior Research Methods Instruments & Computers, 2004,36(4):717-731