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Abstract Using the 101 R&D team samples in Yangtze River Delta region, we introduce past performance, and examine its influence on team innovation behavior as well as the underlying mechanisms based on the social information processing theory and the attribution theory. Results indicate that past performance has a positive effect on team innovation behavior. Relationship conflict plays a partly mediated role in the positive effect of past performance on team innovation behavior. The mediated mechanism of relationship conflict in China's "human relationship" cultural background can be better explained. Moreover, negative attribution significantly moderates this effect of past performance on team innovation behavior of technical teams through relationship conflict. The findings deepen our understanding of the induced mechanism of team innovative behavior, and provide implications for team innovation management.
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