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基于社会分类和相似-吸引理论,探讨了在个体层面团队多样性对员工创造力的影响机制,并检验了挑战性-阻断性压力作为情境变量的调节作用。对317名企业员工的数据分析结果表明:员工感知的与团队成员之间的深层差异负向影响员工创造力;信息交换中介感知深层差异与员工创造力之间的关系。挑战性压力正向调节感知深层差异与信息交换之间的关系:当挑战性压力较高时,感知深层差异与信息交换之间的负向关系减弱。阻断性压力的负向调节作用没有得到支持。
Based on social classification and similarity-attraction theory, this paper discusses the influence mechanism of team diversity on employee creativity at the individual level and examines the role of challenging-blocking stress as a context variable. The data analysis results of 317 enterprise employees show that deep differences between employee perception and team members negatively affect employee creativity; information exchange intermediary perceptions of the relationship between deep differences and employee creativity. Challenging pressures positively regulate the relationship between perceived deep differences and information exchange: When the challenging pressure is high, the negative relationship between perceived deep differences and information exchange weakens. The negative regulation of blocking pressure has not been supported.