团队异质性的平衡性对团队创造力的影响

团队异质性的平衡性是指团队中异质性属性的相对分布情况, 是一个从不平衡到平衡的连续谱概念。作为对团队构成维度的补充, 本研究探究其如何通过团队信息深化施加影响于团队创造力。通过对浙江理工大学451名学生的团队实验研究, 得出结论认为：团队知识异质性的平衡性能够积极影响团队创造力, 且团队信息深化在这一过程中起中介作用, 性别异质性的平衡性与团队创造力之间的关系不显著。这一研究结果将有助于打开团队构成和团队创造力研究的新局面。     

团队内隐异质性：内涵拓展及其效能机制

从内隐异质性的内涵维度及其效能机制, 包括内隐异质性作用于绩效的中间过程和情境因素、内隐异质性和外显异质性的交互作用、团队断裂带和内隐异质性的跨层次研究方面阐述了团队内隐异质性研究的最新成果和进展, 并在此基础上提出了未来研究的一个整合框架。未来的研究需要在内隐异质性内涵维度及其前因变量、内隐异质性的跨层次研究、团队断裂带及其与团队结果变量之间关系、社会网络背景下内隐异质性与团队绩效之间的关系等方面进一步探索。     

团队异质性研究回顾与展望

从团队异质性的分类与测量、异质性的结果变量、异质性研究中的调节变量等方面阐述了团队异质性研究的成果和进展,并在此基础上讨论了未来研究的趋势和发展方向。未来的团队异质性研究需要对不同维度的异质性的交互作用进行分析;其次,异质性研究不仅要关注易观察特质的异质性,同时也需关注深层特质的异质性;最后,需要综合组织的背景,在更大的范围内研究异质性的影响     

知识异质性对知识型团队创造力的影响机制:基于互动认知的视角

知识型团队的创造力不仅受到团队知识异质性和成员创造力的影响,同时还取决于团队成员之间的认知互动过程。通过391份知识型团队的领导与成员的配对问卷调查,从互动认知的视角,采用多层线性模型分析了认知冲突和任务知识协调对知识异质性与团队及其成员创造力之间关系的影响。研究结果表明,认知冲突在知识异质性和团队及其成员创造力之间有着显著的中介作用;任务知识协调则调节了知识异质性对团队及其成员创造力的影响。当任务知识协调水平高时,知识异质性与团队及其成员的创造力之间的关系均正向显著;当任务知识协调水平低时,知识异质性与团队创造力之间呈倒U型关系,但与个体成员创造力之间的关系并不显著。     

知识差异和知识冲突对团队创新的影响

通过情景模拟实验比较了高低知识差异和有无知识冲突两个变量四个水平下的团队创新度。结果表明,知识差异和知识冲突存在着交互作用;当知识差异较小时,知识冲突对于团队创新度具有积极作用;当知识差异较大时,知识冲突所起的是一种震荡作用;当团队不存在知识冲突时,较高的知识差异对团队创新度具有积极作用;存在知识冲突时,高知识差异团队和低知识差异团队的创新度没有显著差异     

冲突对绩效的影响：个体、团队宜人性的调节作用

以往个体和团队冲突研究主要考察了个人特征或团队特征对冲突结果的影响, 而尚未充分关注冲突管理过程中个体特征与团队特征间的交互效应。基于个人-团队匹配理论, 本研究探讨了个体层面宜人性与团队层面宜人性异质性对团队中个体冲突(关系冲突、任务冲突)和工作绩效间关系的影响。基于来自64个银行服务团队(包含339名下属和64名主管)的多来源、多时点纵向数据, 本研究所得结果显示：(1)关系冲突显著负向影响工作绩效, 任务冲突对工作绩效的影响不显著。(2)个体宜人性能够显著减弱关系冲突对工作绩效的负面影响, 而增强任务冲突对工作绩效的正向影响。(3)关系/任务冲突、个体宜人性和团队宜人性异质性间存在着三重交互效应, 共同影响工作绩效。具体而言, 当团队宜人性异质性水平较低时, 个体宜人性对关系/任务冲突与工作绩效间关系的调节作用更加显著。     

团队心理安全感对成员创新行为影响的跨层次研究:知识分享的中介作用

采用问卷调查法,以珠三角地区高科技企业61个工作团队的387名员工为调查对象,在控制被试的教育水平、工作年限及人口统计学变量后,运用多层线性模型技术考察团队心理安全感、知识分享及成员创新行为之间的关系。结果表明:(1)团队心理安全感对知识分享和成员创新行为具有显著的正向促进作用;(2)知识分享是团队心理安全感与成员创新行为之间的跨层次中介变量。     

差异化变革型领导对知识分享与团队创造力的影响:社会网络机制的解释

差异化变革型领导是团队领导领域的最新议题,现有的研究局限于探讨其社会心理方面的作用机制。本文从社会网络机制出发解释差异化变革型领导对团队知识分享及团队创造力的影响。基于65家企业的225个工作团队样本的结构方程模型分析表明,团队一致性变革型领导正向影响团队交流网络密度从而提高团队知识分享;个体差异性变革型领导正向影响团队成员交流网络密度差异性从而降低团队知识分享;团队知识分享正向影响团队创造力。本文的证据表明,在中国情境下,差异性团队领导行为不利于创造稠密的团队交流网络,以及团队知识分享,从而不利于提升团队创造力水平。     

白血病细胞的异质性给我们的启示

白血病细胞的异质性揭示了生物多样性和复杂性的基本规律,并且指导临床应给予患者个体化的综合治疗,随着白血病细胞异质性研究的深入,将对白血病及其它恶性肿瘤的根治具有重大意义.     

组织认同对中小学教师知识共享的影响——团队认同和关系冲突的作用研究

基于社会认同理论和人际冲突理论相结合的视角,通过对20所中小学校的1342名教师的问卷调查,考察了团队认同在中小学教师组织认同与知识共享关系中的中介作用以及关系冲突对该关系的调节作用。数据分析结果表明：中小学教师组织认同显著正向影响知识共享,团队认同在组织认同与知识共享之间起着部分中介作用,关系冲突显著调节组织认同通过团队认同影响知识共享的间接效应,在低关系冲突的条件下,团队认同在组织认同影响知识共享过程中的中介作用显著,但在高关系冲突的条件下,团队认同的中介作用不明显。     

Dynamic Creative Interaction Networks and Team Creativity Evolution: A Longitudinal Study

To assess the dynamical effects of creative interaction networks on team creativity evolution, this paper elaborates a theoretical framework that links the key elements of creative interaction networks, including node, edge and network structure, to creativity in teams. The process of team creativity evolution is divided into four phases, including formation, growth, maturity and decline/restart. The importance of domain‐relevant knowledge, creativity‐relevant skill, interaction frequency, interaction length, network density and closeness centrality are emphasized in specific phases of team creativity evolution in a complex creative context. To test our assumptions, a longitudinal study of creative teams in a “Challenge Cup” Creative Business Plan Competition for university students is performed and the full networks of 17 creative entrepreneur teams are mapped. Both static comparison and dynamic analysis are conducted to analyze the relationship between creative interaction networks and team creativity evolution. For specific phases of team creativity evolution, we find confirmation of our predictions. The implications of dynamic creative interaction networks for all the phases of creative teams from formation to decline/restart are discussed.     

Translating External Knowledge to Team Creativity in Turbulent Environments: The Role of Absorptive Capacity and Knowledge Integration

In seeking to understand factors contributing to team creativity in dynamic environments, we explored the role of external knowledge search on team creativity through absorptive capacity and knowledge integration. We tested our hypotheses with a sample of 96 teams involving 421 employees in China. Results demonstrated that external knowledge search related positively to team creativity, fully mediated by both absorptive capacity and knowledge integration. In addition, environmental dynamism played a moderating role in the relation between external knowledge search and absorptive capacity, as well as in the relation between external knowledge search and knowledge integration. We discussed the implications of these findings for research and practice.     

知识型员工共享领导内容结构

在文献分析、个人访谈、团队访谈和开放式问卷调查等基础上建构知识型员工共享领导内容结构, x?0的224个被试用于探索性因素分析得出知识型员工共享领导包括团队进取、权责共享、团队期望和团队合作四个维度;x?0的223个被试用于验证性因素分析,结果显示四因素模型拟合指标良好（?2 /df=2.58,RMSEA=.060,NFI=.93,NNFI=.95,CFI=.96,NCP=178.09）,可作为进一步研究的理论模型。     

Openness to Experience and Team Creativity: Effects of Knowledge Sharing and Transformational Leadership

This study extends the research on the creative work process in teams by integrating personality traits, knowledge-sharing behavior, and transformational leadership. Analyses of multisource data from 347 members of 53 creative teams in 26 firms reveal the associations between heterogeneity of openness to experience in teams and team creativity (i.e., idea generation and idea development). Further, knowledge sharing mediated the relationships between personality heterogeneity and team creativity. Transformational leadership amplified the relationship between personality heterogeneity and idea development. Theoretical and practical implications are discussed.     

Advice networks in teams: the role of transformational leadership and members' core self-evaluations

This article examines the team-level factors promoting advice exchange networks in teams. Drawing upon theory and research on transformational leadership, team diversity, and social networks, we hypothesized that transformational leadership positively influences advice network density in teams and that advice network density serves as a mediating mechanism linking transformational leadership to team performance. We further hypothesized a 3-way interaction in which members' mean core self-evaluation (CSE) and diversity in CSE jointly moderate the transformational leadership-advice network density relationship, such that the relationship is positive and stronger for teams with low diversity in CSE and high mean CSE. In addition, we expected that advice network centralization attenuates the positive influence of network density on team performance. Results based on multisource data from 79 business unit management teams showed support for these hypotheses. The results highlight the pivotal role played by transformational leadership and team members' CSEs in enhancing team social networks and, ultimately, team effectiveness.     

The Biomedical Disciplines and the Structure of Biomedical and Clinical Knowledge

The relation between biomedical knowledge and clinicalknowledge is discussed by comparing their respectivestructures. The knowledge of a disease as a biologicalphenomenon is constructed by the interaction of factsand theories from the main biomedical disciplines:epidemiology, diagnostics, clinical trial, therapydevelopment and pathogenesis. Although these facts andtheories are based on probabilities andextrapolations, the interaction provides a reliableand coherent structure, comparable to a Kuhnianparadigma. In the structure of clinical knowledge,i.e. knowledge of the patient with the disease, notonly biomedical knowledge contributes to the structurebut also economic and social relations, ethics andpersonal experience. However, the interaction betweeneach of the participating ``knowledges' in clinicalknowledge is not based on mutual dependency andaccumulation of different arguments from each, as inbiomedical knowledge, but on competition and partialexclusion. Therefore, the structure of biomedicalknowledge is different from that of clinicalknowledge. This difference is used as the basis for adiscussion in which the place of technology,evidence-based medicine and the gap between scientificand clinical knowledge are evaluated.     

团队问题解决的知识结构转换研究

本研究利用多维标度分析法,通过计算机联网实验．对团队问题解决过程中的知识结构进行获取与分析。我们考察了团队共享知识结构在群体讨论过程中结构性的区别,结果得出团队知识结构在概念聚集度、概念群数量、结构明晰性三个指标上发生了变化。我们认为,这些指标可以作为团队综合能力的指标,为团队评估与培训提供依据。     

Perceived Disagreement and Heterogeneity in Social Networks: Distinct Effects on Political Participation

ABSTRACT

Although the coexistence of conflicting opinions in society is the very core of democracy, people’s tendency to avoid conflict could keep them away from political discussion and participation. On the other hand, being exposed to diverse political views could motivate citizens to participate. We conducted secondary analyses on two 2013 ITANES (Italian National Election Studies) probability samples in order to test the hypotheses that perceived network disagreement (between an individual and her/his discussion partners) and heterogeneity (among discussants holding different political opinions) exert independent and opposite effects on political participation through motivation and knowledge. Results converged in showing that disagreement dampened, while heterogeneity encouraged, political participation (voting, propensity to abstain in future, offline and online activism, and timing of vote decision) by decreasing or increasing, respectively, political interest and, in turn, knowledge.