本文選題：創(chuàng)造力 + 跨界行為��； 參考：《南京大學(xué)》2017年博士論文

【摘要】：創(chuàng)新活動(dòng)復(fù)雜性與創(chuàng)新資源分散性間日趨激烈的矛盾,使得內(nèi)生性創(chuàng)新難以為繼。開放式創(chuàng)新背景下,創(chuàng)新團(tuán)隊(duì)越來越多的跨越團(tuán)隊(duì)邊界,尋求外部支持,從而提升自身創(chuàng)造力。其中,團(tuán)隊(duì)領(lǐng)導(dǎo)是跨界行為的主要實(shí)施者。本研究圍繞團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為對(duì)創(chuàng)造力的影響機(jī)制這一主題,構(gòu)建了一個(gè)多層次整合模型,擬解決的問題如下:①團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為對(duì)團(tuán)隊(duì)創(chuàng)造力是否有著直接的正向作用?(團(tuán)隊(duì)層次主效應(yīng));②團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為對(duì)團(tuán)隊(duì)創(chuàng)造力的中間機(jī)制是什么?(團(tuán)隊(duì)層次中介效應(yīng));③團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為作用于團(tuán)隊(duì)創(chuàng)造力時(shí),受到哪些因素的限制?(團(tuán)隊(duì)層次被調(diào)節(jié)的中介效應(yīng));④團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為對(duì)員工個(gè)體創(chuàng)造力是否存在直接的正向作用?(跨層次的主效應(yīng));⑤團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為作用于員工個(gè)體創(chuàng)造力的機(jī)制是什么?(跨層次的中介效應(yīng))為回答上述研究問題,本研究在綜合運(yùn)用社會(huì)認(rèn)知理論、組織支持理論及認(rèn)知評(píng)價(jià)理論的基礎(chǔ)上,以南京經(jīng)濟(jì)技術(shù)開發(fā)區(qū)和江蘇軟件園(吉山基地)32家創(chuàng)新型企業(yè)的工作團(tuán)隊(duì)為研究對(duì)象,采用問卷調(diào)查的方法收集了數(shù)據(jù),運(yùn)用SPSS,HLM,Mplus及R軟件等統(tǒng)計(jì)軟件對(duì)數(shù)據(jù)進(jìn)行了數(shù)據(jù)質(zhì)量分析、描述性統(tǒng)計(jì)分析和研究假設(shè)檢驗(yàn)。本研究的具體研究結(jié)論如下:①團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為對(duì)團(tuán)隊(duì)創(chuàng)造力有著顯著的正向作用,而在團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為的三個(gè)維度中,只有使節(jié)行為對(duì)團(tuán)隊(duì)創(chuàng)造力的作用顯著,任務(wù)協(xié)調(diào)行為和總體信息搜尋行為對(duì)團(tuán)隊(duì)創(chuàng)造力作用不顯著;②團(tuán)隊(duì)創(chuàng)造力效能感中介了團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為與團(tuán)隊(duì)創(chuàng)造力間的關(guān)系;③團(tuán)隊(duì)領(lǐng)導(dǎo)學(xué)習(xí)目標(biāo)導(dǎo)向調(diào)節(jié)了團(tuán)隊(duì)創(chuàng)造力效能感對(duì)團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為與團(tuán)隊(duì)創(chuàng)造力間的中介效應(yīng),只有當(dāng)團(tuán)隊(duì)領(lǐng)導(dǎo)學(xué)習(xí)目標(biāo)導(dǎo)向低時(shí),團(tuán)隊(duì)創(chuàng)造力效能感對(duì)團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為與團(tuán)隊(duì)創(chuàng)造力間的中介效應(yīng)才存在;④團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為對(duì)員工個(gè)體創(chuàng)造力有著顯著的正向作用;⑤員工創(chuàng)造力效能感對(duì)團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為與員工創(chuàng)造力的中介效應(yīng)邊際顯著。本研究的主要理論貢獻(xiàn)在于:首先,構(gòu)建了創(chuàng)造力研究的一個(gè)多層次整合研究框架,探討了團(tuán)隊(duì)創(chuàng)造力與員工創(chuàng)造力的共同影響因素;其次,拓展了現(xiàn)有創(chuàng)造力研究的領(lǐng)導(dǎo)視角,將團(tuán)隊(duì)領(lǐng)導(dǎo)外部行為納入分析框架;再次,從社會(huì)認(rèn)知理論出發(fā),探討了創(chuàng)造力效能感在團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為與創(chuàng)造力間的中介作用;最后,研究了影響團(tuán)隊(duì)領(lǐng)導(dǎo)跨界行為與創(chuàng)造力間關(guān)系的邊界條件。
[Abstract]:The increasingly fierce contradiction between the complexity of innovation activities and the dispersion of innovation resources makes endogenous innovation difficult to sustain. Under the background of open innovation, more and more innovation teams cross the boundaries of the team and seek external support to enhance their creativity. Among them, team leader is the main implementer of cross-boundary behavior. This study focuses on the influence mechanism of team leadership cross-border behavior on creativity, and constructs a multi-level integration model. The problems to be solved are as follows: 1 whether team leadership cross-border behavior has a direct positive effect on team creativity? What is the intermediate mechanism of team leadership's cross-border behavior to team creativity (team level intermediary effect) what factors restrict team leaders' cross-border behavior when they act on team creativity? Is there a direct positive effect of team leaders' cross-border behavior on employees' individual creativity? What is the mechanism by which the cross-border behavior of team leaders acts on the individual creativity of employees In order to answer the above questions, this study is based on the comprehensive application of social cognitive theory, organizational support theory and cognitive evaluation theory. Taking the working teams of 32 innovative enterprises in Nanjing Economic and technological Development Zone and Jiangsu Software Park (Jishan Base) as research objects, the data were collected by questionnaire survey. The data quality analysis, descriptive statistical analysis and research hypothesis test are carried out by using SPSS / HLMplus and R software. The specific conclusions of this study are as follows: 1 the cross boundary behavior of team leadership has significant positive effect on team creativity, but in the three dimensions of team leadership cross boundary behavior, only the role of causative behavior on team creativity is significant. Task coordination behavior and general information searching behavior have no significant effect on team creativity. 2. Team creativity efficacy mediates the relationship between team leadership cross-border behavior and team creativity; (3) team leader learning goal orientation adjusted the mediating effect of team creativity efficacy on team leaders' cross-border behavior and team creativity, only when team leaders' learning goal orientation was low. The mediating effect of team creativity efficacy on team leaders' cross-border behavior and team creativity has significant positive effect on employees' individual creativity. (5) the mediating effect of employee's creative efficacy on team leader's cross-border behavior and employee's creativity is marginal. The main theoretical contributions of this study are as follows: firstly, a multi-level integrated research framework of creativity research is constructed, and the common influencing factors of team creativity and employee creativity are discussed. Expand the existing leadership perspective of creativity research, bring the external behavior of team leadership into the analytical framework; thirdly, from the perspective of social cognitive theory, explore the intermediary role of creative efficacy between cross-border behavior and creativity of team leadership; finally, The boundary conditions influencing the relationship between cross-border behavior and creativity of team leaders were studied.
【學(xué)位授予單位】：南京大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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