|
|
Influence Mechanism of Team-member Exchange Differentiation on Team Innovation |
Chen Chao1,Liu Xinmei2 |
(1.Business School, Hohai University, Nanjing 211100, China;2.School of Management, Xi′an Jiaotong University,Xi′an 710049, China) |
|
|
Abstract With the increasingly fierce market competition, a team has gradually become the basic unit for organizations to promote innovation. In innovative tasks, team-member exchange (TMX) relationship runs through the whole innovation process, thus, TMX has a significant impact on team innovation. However, due to differences in expertise, personality and other aspects among team members, members in teams may maintain high-quality exchange relationships with some colleagues, while maintaining low-quality exchange relationships with others, thus forming TMX differentiation. We are triggered to ask how and when TMX differentiation affects team innovation. Until now, even though much more scholars have focused on horizontal interactional relationship, the influence of TMX differentiation on team innovation hasn't been explored. Moreover, some scholars have called for further research on the impact of TMX differentiation on team output including team innovation in the future. Therefore, based upon the social cognitive theory, this study takes both horizontal and vertical interactional relationships into consideration simultaneously and builds up a moderated mediation model to explore the influence mechanism of TMX differentiation on team innovation. Moreover, the mediating role of team cognitive integration and the moderating role of relational transparency are examined. This study uses a survey data from 74 teams and 396 members in more than ten high-technology firms from Northern China with a multiple-source, time-lagged research design, and then employs statistics analysis methods including SPSS and analyzes the data to test the proposed hypotheses. The results are as follows. First, TMX differentiation makes a negative influence on team innovation. Second, TMX differentiation affects team cognitive integration negatively. Third, team cognitive integration is positively related to team innovation, and cognitive integration mediates the association between TMX differentiation and team innovation. Fourth, relational transparency moderates the relationship between TMX differentiation and team cognitive integration, and TMX differentiation has a stronger negative impact on team cognitive integration under low relational transparency than under high relational transparency. Finally, relational transparency moderates the mediated relationship between TMX differentiation and team innovation (via team cognitive integration), to be more specific, the mediated relationship is much stronger under low relational transparency than under high relational transparency. By exploring the impact of TMX differentiation on team outputs by linking TMX differentiation to team innovation,this stduy enriches the current research on the mediating mechanism of the influence of TMX differentiation on team innovation by exploring the mediating role of team cognitive integration.Moreover it verifies the effectiveness of both horizontal interactional relationship (i.e., TMX differentiation) and vertical interactional relationship (i.e., relational transparency) in the same model, and broadens the applicable scope of relational transparency by finding out the moderating role of relational transparency played in the relationship between TMX differentiation and team innovation. The findings of this study enhance the understanding of the relationship between TMX differentiation and team innovation, expand the exploration of TMX differentiation, and enrich team innovation and TMX differentiation fields. In addition, it calls for further investigation of the effectiveness of TMX differentiation in future studies. The research results of this paper also have significance for team innovation in practice. First, for team leaders, they should provide more chance to communicate with team members so that more innovative ideas can be put forward and carried out. For instance, team leaders can hold seminars or meetings where team members can work together to solve specific innovative jobs. For team members, they ought to find out the strengths of other colleagues from TMX differentiation instead of focusing on unfairness. For example, members should ask for advice and learn from their coworkers when collaborating on the same task. Second, team leaders should encourage team members to chat with each other in order that members can trust each other and find out solutions to accomplish team tasks as if they share daily information, thus promoting team innovation. Finally, team leaders should focus on improving relational transparency. For example, when leading members complete team innovation tasks, team leaders can clearly express their intention and pay attention to whether subordinates understand accurately, so as to improve work efficiency. Team leaders should tolerate mistakes so that their subordinates can feel their sincerity and humility.
|
Received: 28 June 2021
|
|
|
|
|
[1] 常涛, 董丹丹. 地位冲突对团队创造力的影响:共享内在动机视角[J].科技进步与对策, 2019, 36(20): 144-153.
[2] 沈超红, 李永连, 程飞. 非正式互动对团队创新绩效影响的实证研究[J].科研管理, 2021, 42(2): 200-208.
[3] LIAO H, LIU D, LOI R. Looking at both sides of the social exchange coin: a social cognitive perspective on the joint effects of relationship quality and differentiation on creativity[J]. Academy of Management Journal, 2010, 53(5): 1090-1109.
[4] LIU Y, KELLER R T, SHIH H A. The impact of team-member exchange, differentiation, team commitment, and knowledge sharing on R&D project team performance[J]. R&D Management, 2011, 41(3): 274-287.
[5] BANDURA A.Social cognitive theory: an agentic perspective[J].Annual Review of Psychology,2001,52(1): 1-26.
[6] 弗雷德·鲁森斯. 组织行为学(9版)[M]. 王垒,译.北京:人民邮电出版社, 2008:15-36.
[7] CRONIN M A, BEZRUKOVA K, WEINGART L R, et al. Subgroups within a team: the role of cognitive and affective integration[J]. Journal of Organizational Behavior, 2011, 32(6): 831-849.
[8] 余义勇, 杨忠. 团队领导跨界行为如何影响团队创造力——基于知识整合和团队氛围的整合视角[J].科学学与科学技术管理, 2020, 41(12): 129-144.
[9] WALUMBWA F O, AVOLIO B J, GARDNER W L, et al. Authentic leadership: development and validation of a theory-based measure[J]. Journal of Management, 2008, 34(1): 89-126.
[10] FORD L R, SEERS A. Relational leadership and team climates: pitting differentiation versus agreement[J]. Leadership Quarterly, 2006, 17(3):258-270.
[11] 李燃, 王辉, 赵佳卉. 真诚型领导行为对团队创造力的影响[J].管理科学, 2016, 29(5): 71-82.
[12] LOCKWOOD, PENELOPE. Could it happen to you:predicting the impact of downward comparisons on the self[J]. Journal of Personality & Social Psychology, 2002, 82(3): 343-58.
[13] TSE H, DASBOROUGH M T, ASHKANASY N M. A multi-level analysis of team climate and interpersonal exchange relationships at work[J]. Leadership Quarterly, 2008, 19(2): 195-211.
[14] GINKEL W, KNIPPENBERG D V. Group information elaboration and group decision making: the role of shared task representations[J]. Organizational Behavior and Human Decision Processes, 2008, 105(1): 82-97.
[15] 彭伟, 马越, 陈奎庆. 辱虐型领导对团队创造力的影响机制研究:一个有调节的中介模型[J].管理评论, 2020, 32(11): 208-219.
[16] 花常花, 罗瑾琏, 闫丽萍. 知识权力视角下悖论式领导对研发团队创新的作用及影响机制研究[J].科技进步与对策, 2022,39(2):139-149.
[17] 李倩, 龚诗阳, 李超凡. 团队文化多样性对团队创新的影响及作用机制[J].心理科学进展, 2019, 27(9): 1521-1539.
[18] VOGELGESANG G R, LEROY H, AVOLIO B J. The mediating effects of leader integrity with transparency in communication and work engagement/performance[J]. Leadership Quarterly, 2013, 24(3): 405-413.
[19] GATLING A, SHUM C, BOOK L, et al. The influence of hospitality leaders' relational transparency on followers' trust and deviance behaviors: mediating role of behavioral integrity[J]. International Journal of Hospitality Management, 2017, 62(5): 11-20.
[20] KERNIS M H. Toward a conceptualization of optimal self-esteem[J]. Psychological Inquiry, 2003, 14(1): 1-26.
[21] NORMAN S M, AVOLIO B J, LUTHANS F. The impact of positivity and transparency on trust in leaders and their perceived effectiveness[J]. Leadership Quarterly, 2010, 21(3): 350-364.
[22] GRAEN G B, UHL-BIEN M. Relationship-based approach to leadership: development of leader-member exchange (LMX) theory of leadership over 25 years: applying a multi-level multi-domain perspective[J].Leadership Quarterly, 1995, 6(2): 219-247.
[23] BRISLIN R W. Translation and content analysis of oral and written material[J]. Handbook of Cross-cultural Psychology, 1980, 2(2): 389-444.
[24] SEERS A, PETTY M M, CASHMAN J F. Team-member exchange under team and traditional management a naturally occurring quasi-experiment[J]. Group & Organization Management, 1995, 20(1): 18-38.
[25] LOVELACE K, SHAPIRO D L, WEINGART L R. Maximizing cross-functional new product teams′ innovativeness and constraint adherence: a conflict communications perspective[J]. Academy of Management Journal, 2001, 44(4): 779-793.
[26] HU J, JUDGE T A. Leader-team complementarity: exploring the interactive effects of leader personality traits and team power distance values on team processes and performance[J]. Journal of Applied Psychology, 2017, 102(6): 935-955.
[27] ROGER T A J, LEENDERS J M L, JAN K. Virtuality, communication, and new product team creativity: a social network perspective[J]. Journal of Engineering & Technology Management, 2003, 20(1-2): 69-92.
[28] COHEN J, COHEN P, WEST S G, et al. Applied multiple regression/correlation analysis for the behavioral sciences (3rd ed.)[J]. Erlbaum Associates, 2003, 52(4): 227-229.
[29] PREACHER K J, HAYES A F. SPSS and SAS procedures for estimating indirect effects in simple mediation models[J]. Behavior Research Methods Instruments & Computers, 2004, 36(4): 717-731.
[30] AIKEN L S, WEAT S G. Multiple regression: testing and interpreting interactions-institute for social and economic research (ISER)[J]. Journal of the Operational Research Society, 1991, 45(1):119-120.
[31] ZHAO H. Leader-member exchange differentiation and team creativity[J]. The Leadership and Organization Development Journal, 2015, 36(7): 798-815. |
|
|
|