互动公平差异、团队工作繁荣与团队创造力——基于团队自主权的调节作用

doi:10.6049/kjjbydc.2022050185

科技进步与对策

2023, Vol. 40

Issue (18): 142-150 DOI: 10.6049/kjjbydc.2022050185

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互动公平差异、团队工作繁荣与团队创造力——基于团队自主权的调节作用

陈超¹,张树满²

（1.河海大学商学院，江苏南京 211100；2.浙江工商大学工商管理学院，浙江杭州 310018）

Interactional Justice Differentiation, Team Thriving at Work and Team Creativity: The Moderating Effect of Team Autonomy

Chen Chao¹,Zhang Shuman²

(1.Business School, Hohai University, Nanjing 211100, China;2.School of Business Administration, Zhejiang Gongshang University, Hangzhou 310018, China)

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摘要领导在团队工作中以“厚此薄彼”的方式对待下属，深刻影响团队创造力水平。结合社会信息加工理论，以团队工作繁荣为中介变量，以团队自主权为调节变量，构建互动公平差异对团队创造力的影响机理模型。采取多来源和时滞式的研究设计，运用SPSS等统计分析软件，基于80个团队466名成员调研数据，对研究假设进行实证检验。结果表明：互动公平差异消极影响团队创造力；团队工作繁荣对团队创造力具有积极作用，且其在互动公平差异与团队创造力间发挥中介作用；团队自主权在互动公平差异与团队创造力间发挥显著调节作用，即团队自主权越高，互动公平差异与团队工作繁荣间负向关系越弱；团队自主权调节团队工作繁荣对互动公平差异—团队创造力的中介作用，即当团队自主权水平高时，互动公平差异通过团队工作繁荣影响团队创造力的效果较弱。

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关键词 ：互动公平差异, 团队工作繁荣, 团队自主权, 团队创造力

收稿日期: 2022-05-01 修回日期: 2022-07-20

ZTFLH:

C936

基金资助:中央高校基本科研业务费项目（B220201049）；浙江省自然科学基金项目（LQ22G020005）

作者简介: 陈超（1991—），男，江苏连云港人，博士，河海大学商学院讲师，研究方向为领导力与创造力；张树满（1992—），男，江苏连云港人，博士，浙江工商大学工商管理学院副研究员，研究方向为创新管理、战略管理。本文通讯作者：张树满。

引用本文:

陈超,张树满. 互动公平差异、团队工作繁荣与团队创造力——基于团队自主权的调节作用[J]. 科技进步与对策, 2023, 40(18): 142-150.
Chen Chao,Zhang Shuman. Interactional Justice Differentiation, Team Thriving at Work and Team Creativity: The Moderating Effect of Team Autonomy. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2023, 40(18): 142-150.

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http://www.kjjb.org/CN/10.6049/kjjbydc.2022050185 或 http://www.kjjb.org/CN/Y2023/V40/I18/142

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