基于多层动态整合模型的团队目标导向对团队及员工创造力作用机制研究

As creativity is critical for organizational survival and development, scholars and practitioners are trying to identify the ingredients that foster team and employee creativity. Amabile (1996) proposed a componential framework which emphasizes domain-relevant skills, creativity-relevant skills and task motivation as necessary components of creativity. In this regard, goal orientation has been recognized to have a significant impact on creativity because it focuses on the acquisition of knowledge and skills and being intrinsically motivated to engage in creativity activities (Hirst, Van Knippenberg, & Zhou, 2009). More importantly, in the team context, researchers proposed that team goal orientation as a team-level construct, may have similar impacts on team and individual creativity (Gong, Kim, Lee, & Zhu, 2013). Team goal orientation refers to team goal preferences in achievement setting, and can influence how employees individually and collectively process information, accept diverse points of views and deal with challenges and failures (Gully & Phillips, 2005). However, only a limited number of studies have examined the mechanism by which team goal orientation influences team and employee creativity. . In light of this, the purpose of this project is to explore the mechanisms linking team goal orientation and team and employee creativity. Also it will recognize the boundary conditions under which team goal orientation may have a greater impact on creativity. Specifically, by integrating theory of goal orientation and taxonomy of team processes (Marks, Mathieu, & Zaccaro, 2001), the project will take a dynamic perspective to examine the multiple processes (i.e., transition process, action process and interpersonal process) through which team goal orientation influences team creativity. Moreover, within Chen and Kanfer’s (2006) multilevel framework of team motivation, we will further argue that team-level constructs (e.g., team goal orientation, team processes) have cross-level impacts on individual-level variables including individual motivational processes and creativity. Finally, this project will examine the potential moderators (e.g., organizational structure, the nature of team task) which may influence the strength of the linkages between team goal orientation and team and employee creativity.. This project will employ multiple research methods, including qualitative study, survey and experiment, to test the mediated and moderated variables of the linkages between team goal orientation and creativity. By doing so, this project will establish a multilevel and multiprocess model toward team goal orientation and creativity of and in teams. This model contributes to the current theories of goal orientation and creativity by addressing their multilevel generalization. Practically, it may also be used to manage and promote creativity in teams.

团队及员工创造力是企业创新的根本，但要提高其创造力水平绝非易事。以往研究指出创造力由内在动机及相关技能决定。鉴于团队目标导向可以影响团队工作动机和技能学习，因而它与创造力的关系受到了研究者关注，但迄今为止相关实证研究还十分缺乏。在此背景下，本研究旨在探讨团队目标导向对团队及员工创造力的作用机制及这些机制的边界条件。具体而言，本研究在整合目标导向理论和团队过程分类框架的基础上，从动态过程角度检验团队目标导向对团队创造力的作用机制；在多层动机过程模型的基础上，检验团队目标导向对个体动机过程和创造力的跨层作用机制；通过调节变量的引入，对上述作用机制的边界条件进行界定。通过案例分析、问卷调查、实验室实验、多层结构方程模型等方法，本研究将建立一个有关团队目标导向与创造力的多层动态整合模型。该结果一方面可拓展现有的目标导向理论和创造力理论；另一方面也为企业制定相应的创造力提升策略提供理论和实证依据。

面对日益激烈的市场竞争环境，创新已经成为现代企业获取竞争优势，决定其成功与否的关键所在。团队及员工创造力是企业创新的根本，但要提高其创造力水平绝非易事。以往研究指出创造力由内在动机及相关技能决定。鉴于目标导向可以影响个体和团队的工作动机和技能学习，因而它与创造力的关系受到研究者关注，但迄今为止相关跨层次实证研究还处于起步阶段。在此背景下，本项目旨在团队背景下探讨目标导向对团队及员工创造力的作用机制及这些机制的边界条件。为了实现上述目标，项目分为四个子研究。具体而言，研究一从认知视角出发，检验了创造力效能感在绩效目标导向与员工创造力间的中介作用，同时还检验了智力激发在上述关系中的调节作用。研究二从人际互动视角出发，检验了知识隐藏在绩效-趋近目标导向与员工创造力间的中介作用，并以个人和团队绩效反馈为调节变量。研究一和研究二采用不同视角共同揭示了绩效目标导向对员工创造力的效用机制。研究三探讨了团队领导学习目标导向对员工建言行为的影响，表明目标导向不仅能够引导自身的心理和行为模式，还能对下属员工行为产生重要影响。该结论进一步丰富了目标导向相关文献，为后续研究指出了新的研究方向。最后，研究四探讨了团队学习目标导向对团队创造力的影响，研究以团队创造力努力为中介变量，智力激发为调节变量。研究四的结论揭示了团队目标导向的作用机制，为目标导向理论的团队层应用做出了贡献。本项目采用了大样本调查以及情境实验等方法，通过多种研究方法的综合应用，为本项目的研究结论的有效性提供了保障。