团队建言数量对团队创新绩效的链式作用机制——团队建言集中的调节作用

doi:10.6049/kjjbydc.2022100118

科技进步与对策

2023, Vol. 40

Issue (23): 140-148 DOI: 10.6049/kjjbydc.2022100118

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团队建言数量对团队创新绩效的链式作用机制——团队建言集中的调节作用

马贵梅¹,毛梦环¹,张旭²,马冰¹

（1.西安工程大学管理学院，陕西西安 710048；2.西安交通大学管理学院，陕西西安 710049）

The Serial Mechanism of Team Voice Quantity on Team Innovation Performance: The Moderating Effect of Team Voice Centralization

Ma Guimei¹,Mao Menghuan¹,Zhang Xu²,Ma Bing¹

(1.School of Management, Xi′an Polytechnic University, Xi′an 710048, China;2.School of Management, Xi′an Jiaotong University, Xi′an 710049, China)

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摘要团队创新绩效对组织保持竞争优势至关重要，如何提升团队创新绩效成为理论和实践共同关注的问题。根据I-P-O模型，基于团队情感过程，以团队建言集中为边界条件，构建团队建言数量对团队创新绩效的链式作用机制模型。通过对来自两阶段54个科研团队304份配对样本进行实证分析，结果发现：①团队建言数量正向影响团队情感承诺，团队情感承诺正向影响团队工作激情，团队工作激情正向影响团队创新绩效；②团队情感承诺和团队工作激情在团队建言数量与团队创新绩效之间起链式中介作用；③团队建言集中负向调节团队建言数量对团队情感承诺的作用。揭示团队建言数量对团队创新绩效的复杂作用机制，可为团队创新绩效提升提供参考。

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	马贵梅
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关键词 ：团队建言数量, I—P—O模型, 团队建言集中, 团队情感, 团队创新绩效

收稿日期: 2022-10-08 修回日期: 2023-01-29

ZTFLH:

C969

基金资助:国家自然科学基金青年项目(71802156,72102175)；教育部人文社会科学研究规划基金项目（23YJA630073）；陕西省创新能力支撑计划项目(2022KRM146)；西安工程大学高等教育研究项目（22GJ01）

作者简介: 马贵梅（1979—），女，安徽泗县人，博士，西安工程大学管理学院副教授、硕士生导师，研究方向为组织行为与人力资源管理；毛梦环（2001—），女，河南周口人，西安工程大学管理学院硕士研究生，研究方向为组织行为与人力资源管理；张旭（1985—），男，陕西黄陵人，博士，西安交通大学管理学院副研究员、硕士生导师，研究方向为组织行为与人力资源管理；马冰（1984—），女，陕西澄城人，博士，西安工程大学管理学院副教授、硕士生导师，研究方向为组织行为与人力资源管理。本文通讯作者：马冰。

引用本文:

马贵梅,毛梦环,张旭,马冰. 团队建言数量对团队创新绩效的链式作用机制——团队建言集中的调节作用[J]. 科技进步与对策, 2023, 40(23): 140-148.
Ma Guimei,Mao Menghuan,Zhang Xu,Ma Bing. The Serial Mechanism of Team Voice Quantity on Team Innovation Performance: The Moderating Effect of Team Voice Centralization. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2023, 40(23): 140-148.

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http://www.kjjb.org/CN/10.6049/kjjbydc.2022100118 或 http://www.kjjb.org/CN/Y2023/V40/I23/140

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