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论文编号：	10147
作者编号：	2120162770
上传时间：	2018/6/9 22:41:18
中文题目：	团队冲突对团队创新行为的影响研究——以团队反思为中介
英文题目：	The Influence of Team Conflict on Team Innovation Behavior: the Mediating Effect of Team Reflexivity
指导老师：	刘俊振
中文关键字：	任务冲突；关系冲突；团队创新行为；团队反思
英文关键字：	Task conflict; Relationship conflict; Team innovation behavior; Team reflexivity
中文摘要：	创新一直是近些年来企业和学界共同关注的焦点。随着技术的快速更迭，为了适应飞速变化的外界环境，组织内部结构越来越扁平化，能够快速对市场做出反应的团队也越来越受到重视。因此，团队创新行为的研究十分必要且重要。在对团队创新行为的研究中，团队互动过程一直是影响团队创新行为非常重要的因素。其中，团队冲突对团队创新行为的影响效果学者们看法不一，而对其中影响机制的探索也还存在较大空间。 本文采用Jehn（1995）的分类方式，将团队冲突根据引发原因的不同划分为任务冲突和关系冲突，分别探讨其对团队创新行为的影响。为了探究团队冲突对团队创新行为的影响机制，在文献梳理基础上，本文选取了与知识梳理、整合相关的团队反思作为中介变量，探究其中介作用。基于资源限制理论、社会信息处理理论等，论文对关系冲突与团队反思、团队创新行为的关系进行了假设；任务冲突与中介变量、因变量的关系假设则基于场理论和复杂系统管理理论。 论文通过对76个知识团队样本（含249个个体样本）的问卷调查数据进行分析，结果发现，本文的9个假设中有7个得到了支持。结论如下：团队反思对团队创新行为有显著的积极影响；关系冲突能够显著负向影响团队反思和团队创新行为，而且团队反思能够完全中介关系冲突与团队创新行为的负向关系；任务冲突对团队反思和团队创新行为则均有显著的正向影响，且团队反思在任务冲突和团队创新行为的关系中也起到了完全中介作用。此外，关系冲突对任务冲突与团队反思、团队创新行为关系的调节作用并未得到验证。
英文摘要：	Innovation has always been the focus of common concern of companies and academics in recent years. With the rapid change of technology, in order to adapt to the rapidly changing environment, the organization structure has become more and more flat, and teams that can quickly respond to the market have received increasing attention. Therefore, research on team innovation is necessary and important. In researches of team innovation, different team interaction processes have always been very important factors influencing team innovation. Among these factors, the effect of team conflict on team innovation has not been fully agreed among scholars, and there is still much room for exploration of the impact mechanism. This paper adopts the classification method of Jehn (1995) to divide the team conflict into task conflict and relationship conflict, and discuss their respective impact on team innovation behavior. In order to explore the mechanism of team conflict impact on team innovation behavior, after reading a large amount of literature, this paper selects team reflexivity related to knowledge grooming and integration as an mediating variable and explores its mediating role. Based on theories like Resource Restriction Theory and Social Information Processing Theory, this article makes assumptions about the relationships between relationship conflict, team reflexivity, and team innovation behavior; the assumptions about the relationships between task conflict, mediator variables, and dependent variables are based on theories like Field Theory and Complex System Management Theory. In the empirical research section, this paper analyzes the questionnaire data of 76 knowledge team samples (including 249 individual samples) and finds that 7 of the 9 hypotheses in this paper are supported. The conclusions are as follows: Team reflexivity has a significant positive impact on the team innovation behavior; relationship conflict can significantly negatively affect team reflexivity and team innovation behavior, team reflexivity can completely mediate the negative relationship between relationship conflict and team innovation behavior; task conflict has significant positive influences on team reflection and team innovation behavior, and team reflexivity also plays a complete mediating role in the relationship between task conflict and team innovation behavior. In addition, the moderating roles of relationship conflict on the relationship between task conflict and team reflexivity and team innovation behavior have not been verified.
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