陈冲,余彩婷,张佳. 从组织公平到创业团队创造力的双中介路径检验:基于社会惰性与团队效能视角[J]. 科技进步与对策, 2021, 38(19): 137-144.
Chen Chong,Yu Caiting,Zhang Jia. The Dual Mediating Paths from Organizational Justice to Entrepreneurial Team Creativity: based on the Perspective of Social loafing and Team Efficacy. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2021, 38(19): 137-144.
[1] 祝振铎.创业导向、创业拼凑与新企业绩效:一个调节效应模型的实证研究[J].管理评论,2015,27(11):57-65.[2] 王国红,周建林,秦兰.创业团队认知研究现状探析与未来展望[J].外国经济与管理,2017,39(4):3-14.[3] KIM M, SHIN Y. Collective efficacy as a mediator between cooperative group norms and group positive affect and team creativity[J]. Asia Pacific Journal of Management,2015,32(3):693-716.[4] PERRY-SMITH J E, SHALLEY C E. A social composition view of team creativity: the role of member nationality heterogeneous ties outside the team[J]. Organization Science, 2014(25):1434-1452.[5] 张宁俊,张露,王国瑞.关系强度对团队创造力的作用机理研究[J].管理科学,2019,32(1):101-113.[6] 薛会娟.研发团队中的效能感与创造力的关系——跨层次研究[J].南开管理评论,2013,16(5):71-76.[7] COLLINS C J,SMITH K G.Knowledge exchange and combination: the role of human resource practices in the performance of high-technology firms[J]. Academic of Management Journal,2006, 49(3): 544-560.[8] AMBROSE M L, SCHMINKE M. The role of over all justice judgments in organizational justice research: a test of mediation[J]. Journal of Applied Psychology, 2009, 94(2):491-500. [9] 徐虹,梁佳,李惠璠,等.顾客不当对待对旅游业一线员工公平感的差异化影响:权力的调节作用[J].南开管理评论,2018,21(5):93-104.[10] 何轩.互动公平真的就能治疗“沉默”病吗——以中庸思维作为调节变量的本土实证研究[J].管理世界,2009,25(4):128-134.[11] 李超平.变革型领导与团队效能:团队内合作的跨层中介作用[J].管理评论,2014,26(4):73-81.[12] 王雁飞,朱瑜.国外社会惰性的理论与相关研究概述[J].心理科学进展,2006,24(1):146-153.[13] BEAUREGARD T A.Fairness perceptions of work life balance initiatives: effects on counterproductive work behavior[J].British Journal of Management, 2014,25(4): 772-789.[14] 王永丽,卢海陵,杨娜,等.基于资源分配观和补偿理论的组织公平感研究[J].管理学报,2018,15(6):837-846.[15] COMER D R. A model of social loafing in real work groups[J]. Human Relations, 1995,48(6):647-667.[16] PRICE K H, HARRISON D A, GAVIN J H. Withholding inputs in team contexts: member composition, interaction processes, evaluation structure, and social loafing[J]. Journal of Applied Psychology,2006,91(6):1375-1384.[17] 刘振华,闵庆飞,刘子龙.虚拟团队中的社会惰性——基于知识型团队的实验研究[J].系统工程理论与实践,2015,35(1):115-123.[18] 陈璐,柏帅皎,王月梅.CEO变革型领导与高管团队创造力:一个被调节的中介模型[J].南开管理评论,2016,19(2):63-74.[19] 刘冰,徐璐,齐蕾.时间领导与团队学习行为——基于建筑业项目团队的调查研究[J].中国软科学,2017,32(1):115-126.[20] 张勇,刘海全,王明旋,等.挑战性压力和阻断性压力对员工创造力的影响:自我效能的中介效应与组织公平的调节效应[J].心理学报,2018,50(4):450-461.[21] BANDURA A.Self-efficacy: the exercise of control[M]. New York: Freeman, 1997.[22] GONCALO J A, POLMAN E, MASLSCH C. Can confidence come too soon? collective efficacy,conflict and groupperformance over time[J]. Organizational Behaviorand Human Decision Processes, 2010,113(1):13-24.[23] MURPHY S M, WAYNE S J, LIDEN R C, et al. Understanding social loafing: the role of justice perceptions and exchange relationships[J]. Human Relations,2003,56(1):61-84.[24] LUO Z, QU H, MARNBURG E. Justice perceptions and drives of hotel employee social loafing behavior[J].International Journal of Hospitality Management, 2013(33):456-464.[25] 聂婷,丘腾峰.基于压力源-情绪模型的网络闲散行为形成机制研究[J].管理学报,2019,16(5):686-693.[26] OLKKONEN M,LIPPONEN J.Relationships between organizational justice, identification with organization and work unit, and group-related outcomes[J]. Organizational Behavior and Human Decision Processes, 2006,100(2): 202-215.[27] KERR N L. Motivation losses in small groups: a social dilemma analysis[J]. Journal of Personality and Social Psychology, 1983,45(4):819-828.[28] GEORGE J M. Extrinsic and intrinsic origins of perceived social loafing in organizations[J].Academy of Management Journal, 1992(35):191-202.[29] 戴万亮,杨皎平,李庆满.内部社会资本、二元学习与研发团队创造力[J].科研管理,2019,40(1):159-169.[30] HOBFOLL S E. Conservation of resources: a new attempt at conceptualizing stress[J]. American Psychologist, 1989,44(3): 513-524.[31] ZOU L, ZHANG J, LIU W. Perceived justice and creativity in crowdsourcing communities:empirical evidence from China[J]. Social Science Information, 2015 ,54(3):253-279.[32] 王晓红,徐峰.知识创新团队内部创造力传导机制研究——基于创新过程视角[J].科学学与科学技术管理,2019,40(1):34-50.[33] ARYEE S, SUN L Y, CHEN Z X G, et al. Abusive supervision and contextual performance: the mediating role of emotional exhaustion and the moderating role of work unit structure[J].Management & Organization Review, 2008,4(3):393-411.[34] AMBROSE M L, SEABRIGHT M A, SCHMINKE M. Sabotage in the workplace: the role oforganizational injustice[J]. Organizational Behavior and Human Decision Processes, 2002(89):947-965.[35] 郑晓明,刘鑫.互动公平对员工幸福感的影响:心理授权的中介作用与权力距离的调节作用[J].心理学报,2016,48(6):693-709.[36] EDMONDSON A C. Psychological safety and learning behavior in work teams[J].Administrative Science Quarterly, 1999, 44(2): 350-383.[37] BARRICK M R, PARKS L, MOUNT M K. Self-monitoring as a moderator of the relationships between personality traits and performance[J]. Personnel Psychology, 2005,58(3):745-767.[38] 邓今朝,喻梦琴,丁栩平.员工建言行为对团队创造力的作用机制[J].科研管理,2018,39(12):171-178.[39] CHEN G, KANFER R. Toward a systems theory of motivated behavior in work teams[J]. Research in Organizational Behavior, 2006(27):223-267.[40] 何奕.学习目标取向对创造力影响的多层次研究[J].科学学与科学技术管理,2018,39(6):136-148.[41] WEST G P. Collective cognition: when entrepreneurial teams, not individuals, make decisions[J].Entrepreneurship Theory and Practice, 2007,31(1):77-102.[42] NIEHOFF BRIAN P, MOORMAN.ROBERT H.Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior[J].Academy of Management Journal, 1993, 36(3): 527-556.[43] 陈伟,杨早立,朗益夫.团队断裂带对团队效能影响的实证研究——关系型领导行为的调节与交互记忆系统的中介[J].管理评论,2015,27(4):99-110+121.[44] LUO Y, LI G, LIU H.Directive versus participative leadership: dispositional antecedents and team consequences[J].Academy of Management Annual Meeting Proceedings, 2017(1):17357.[45] SHIN S J, KIM T-Y, LEE J-Y.et al.Cognitive team diversity and individual team member creativity: a cross-level interaction[J].Academy of Management Journal, 2012,55(1):197-212.