常涛,裴飞霞. 团队地位差异性与团队创造力的倒U型关系：任务特征的调节作用[J]. 科技进步与对策, 2022, 39(7): 132-141.
Chang Tao,Pei Feixia. The Inverted U-shaped Relationship Between Team Status Disparity and Team Creativity: Moderating Effects of Task Characteristics. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2022, 39(7): 132-141.
[1] 栾琨.团队共享认同和团队创造力关系 :基于聚合—发散的双路径模型研究[D].杭州:浙江大学,2016.[2] HALEVY N,CHOU E Y,GALINSKY A D,et al.When hierarchy wins:evidence from the national basketball association[J].Social Psychological and Personality Science,2012,3(4):398-406.[3] SIMPSON B,WILLER R,RIDGEWAY C L.Status hierarchies and the organization of collective action[J].Sociological Theory,2012,30(3):149-166.[4] GREER L L.Power in teams: effects of team power structures on team conflict and team outcomes[M]//Handbook of conflict management research. Edward Elgar Publishing, 2014.[5] GREER L L,VAN KLEEF G A.Equality versus differentiation:the effects of power dispersion on group interaction[J].The Journal of Applied Psychology,2010,95(6):1032-1044.[6] HUANG S Y,CUMMINGS J N.When critical knowledge is most critical[J].Small Group Research,2011,42(6):669-699.[7] SKILTON P F,DOOLEY K J.The effects of repeat collaboration on creative abrasion[J].Academy of Management Review,2010,35(1):118-134.[8] HARRISON S H,ROUSE E D.Let's dance! elastic coordination in creative group work:a qualitative study of modern dancers[J].Academy of Management Journal,2014,57(5):1256-1283.[9] GREER L L,DE JONG B A,SCHOUTEN M E,et al.Why and when hierarchy impacts team effectiveness:a meta-analytic integration[J].The Journal of Applied Psychology,2018,103(6):591-613.[10] WAGEMAN R,GORDON F M.As the twig is bent:how group values shape emergent task interdependence in groups[J].Organization Science,2005,16(6):687-700.[11] BUNDERSON J S,VAN DER VEGT G S,CANTIMUR Y,et al.Different views of hierarchy and why they matter:hierarchy as inequality or as cascading influence[J].Academy of Management Journal,2016,59(4):1265-1289.[12] CHRISTIE A M,BARLING J.Beyond status:relating status inequality to performance and health in teams[J].The Journal of Applied Psychology,2010,95(5):920-934.[13] CANTIMUR Y,RINK F,VAN DER VEGT G S.When and why hierarchy steepness is related to team performance[J].European Journal of Work and Organizational Psychology,2016,25(5):658-673.[14] 常涛,刘智强,景保峰.家长式领导与团队创造力:基于三元理论的新发现[J].研究与发展管理,2016,28(1):62-72.[15] 常涛,吴佳敏,刘智强.地位稳定性与团队创造力:任务相关特征的影响[J].科学学与科学技术管理,2019,40(9):119-134.[16] DRAZIN R,GLYNN M A,KAZANJIAN R K.Multilevel theorizing about creativity in organizations:a sensemaking perspective[J].Academy of Management Review,1999,24(2):286-307.[17] LEONARD D, SWAP W.When sparks fly: igniting creativity in groups[M].Boston: Harvard Business School Press, 1999.[18] PERRY-SMITH J E,SHALLEY C E.A social composition view of team creativity:the role of member nationality-heterogeneous ties outside of the team[J].Organization Science,2014,25(5):1434-1452.[19] 张晓洁,刘新梅.团队亲社会动机与团队创造力:一个双中介模型[J].科技进步与对策,2018,35(11):139-146.[20] 臧维,赵联东,徐磊,等.团队跨界行为、知识整合能力与团队创造力[J].管理学报,2019,16(7):1063-1071.[21] YUAN F R,ZHOU J.Effects of cultural power distance on group creativity and individual group member creativity[J].Journal of Organizational Behavior,2015,36(7):990-1007.[22] KILDUFF G J,WILLER R,ANDERSON C.Hierarchy and its discontents:status disagreement leads to withdrawal of contribution and lower group performance[J].Organization Science,2016,27(2):373-390.[23] ANDERSON C,BROWN C E.The functions and dysfunctions of hierarchy[J].Research in Organizational Behavior,2010,30:55-89.[24] TARAKCI M,GREER L L,GROENEN P J F.When does power disparity help or hurt group performance[J].The Journal of Applied Psychology,2016,101(3):415-429.[25] BROOKS A K.Power and the production of knowledge:collective team learning in work organizations[J].Human Resource Development Quarterly,1994,5(3):213-235.[26] KAMPHUIS W,GAILLARD A W K,VOGELAAR A L W.The effects of physical threat on team processes during complex task performance[J].Small Group Research,2011,42(6):700-729.[27] CHOI J N.External activities and team effectiveness[J].Small Group Research,2002,33(2):181-208.[28] WANG D N,WALDMAN D A,ZHANG Z.A meta-analysis of shared leadership and team effectiveness[J].The Journal of Applied Psychology,2014,99(2):181-198.[29] THYLEFORS I.All professionals are equal but some professionals are more equal than others? dominance,status and efficiency in Swedish interprofessional teams[J].Scandinavian Journal of Caring Sciences,2012,26(3):505-512.[30] HOCH J E,KOZLOWSKI S W J.Leading virtual teams:hierarchical leadership,structural supports,and shared team leadership[J].The Journal of Applied Psychology,2014,99(3):390-403.[31] CARZO R,YANOUZAS J N.Effects of flat and tall organization structure[J].Administrative Science Quarterly,1969,14(2): 178-191.[32] WANG X H,KIM T Y,LEE D R.Cognitive diversity and team creativity:effects of team intrinsic motivation and transformational leadership[J].Journal of Business Research,2016,69(9):3231-3239.[33] 邓传军,刘智强,王凤娟.非正式地位、错误管理文化与员工创新行为选择[J].管理评论,2017,29(4):154-162,195.[34] 赵新宇,尚玉钒,李瑜佳.基于高校科研团队的领导语言框架、工作复杂性、认知评价与创造力关系研究[J].管理学报,2016,13(5):671-679.[35] DE WIT F R C,GREER L L,JEHN K A.The paradox of intragroup conflict:a meta-analysis[J].The Journal of Applied Psychology,2012,97(2):360-390.[36] RONAY R,GREENAWAY K,ANICICH E M,et al.The path to glory is paved with hierarchy:when hierarchical differentiation increases group effectiveness[J].Psychological Science,2012,23(6):669-677.[37] NICOLAIDES V C,LAPORT K A,CHEN T R,et al.The shared leadership of teams:a meta-analysis of proximal,distal,and moderating relationships[J].The Leadership Quarterly,2014,25(5):923-942.[38] D'INNOCENZO L,MATHIEU J E,KUKENBERGER M R.A meta-analysis of different forms of shared leadership-team performance relations[J].Journal of Management,2016,42(7):1964-1991.[39] 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.[40] KANKANHALLI A,TAN B C Y,WEI K K.Conflict and performance in global virtual teams[J].Journal of Management Information Systems,2006,23(3):237-274.[41] HAN H G,BAI Y T.In need of each other:the moderator of task interdependence between LMX variability and justice[J].Journal of Nursing Management,2014,22(6):743-750.[42] 张正堂,刘颖,王亚蓓.团队薪酬、任务互依性对团队绩效的影响研究[J].南开管理评论,2014,17(3):112-121.[43] FREEMAN L C.Centrality in social networks conceptual clarification[J].Social Networks,1978,1(3):215-239.[44] HACKMAN J R,OLDHAM G R.Development of the job diagnostic survey[J].Journal of Applied Psychology,1975,60(2):159-170.[45] CHEN M H.Understanding the benefits and detriments of conflict on team creativity process[J].Creativity and Innovation Management,2006,15(1):105-116.[46] HAANS R F J,PIETERS C,HE Z L.Thinking about U:theorizing and testing U- and inverted U-shaped relationships in strategy research[J].Strategic Management Journal,2016,37(7):1177-1195.[47] PIERCE J R,AGUINIS H.The too-much-of-a-good-thing effect in management[J].Journal of Management,2013,39(2):313-338.
