团队工作激情如何影响团队创造力?动态计算视角下的多层次因果环机制探究

doi:10.3724/SP.J.1042.2024.00206

摘要/Abstract

摘要：

团队逐渐成为组织中的基本工作单元, 团队创造力的提升成为企业建立竞争优势、实现可持续发展的关键。但已有团队创造力的影响因素研究对团队心理因素的关注不足, 缺乏从团队到个体再到团队的跨层次影响路径的考察, 实证研究方法难以揭示团队创造力形成的因果环机制。为解决上述问题, 本文以团队工作激情为切入点, 作为团队心理因素的代表性构念, 首先, 探索中国组织情境下团队工作激情的成分结构, 编制测量量表。其次, 从团队和个体两个层面明确团队工作激情对团队创造力的影响路径。最后, 以IMOI模型为理论框架, 构建团队工作激情影响团队创造力的多层次因果环模型, 并借助动态计算模型进行模拟仿真。本文从研究思路和方法上突破了单向因果关系的假设逻辑, 更加生态地反映团队工作激情与团队创造力在团队和个体层面上转化的机制和条件, 完善了团队创造力形成机制的研究框架, 为培养激情团队、提升团队创造力提供理论依据与指导。

关键词: 团队创造力, 团队和谐工作激情, 团队强迫工作激情, 动态计算, IMOI模型

Abstract:

As teams have gradually become the fundamental units of work in organizations, the promotion of team creativity has emerged as a crucial resource for enterprises to establish competitive advantages and achieve sustainable development. However, current studies on the factors influencing team creativity have not given sufficient attention to the team’s psychological factors. They have also overlooked the cross-level influence path from the team to the individual and then back to the team. Moreover, it is challenging for empirical research to effectively test causal relationship. To address these issues, our research introduces the psychological construct of ‘team work passion’ and conducts three studies.

First, Study 1 uses the grounded theory to explore the components of team work passion from the affect, cognition, and motivation aspects. This original items of this measurement base on the studies about team passion in entrepreneurship and innovation fields. And then, it employs the first-hand data to examine the structure of team work passion in Chinese organizations, developing an effective measurement. This study also references the dual work passion model to divide team work passion as team harmonious passion and team obsessive passion. To sum up, study 1 demonstrates the unique characteristics of team work passion in Chinese work context, especially for team obsessive passion, which is driven by external compulsion rather than internal compulsion. It also integrates the dual model of individual work passion into the team level, thus expanding the implication field of this model.

Second, Study 2 identifies the impact pathway of team work passion on team creativity at both team and cross levels. To be specific, at the team level, it implies that team work passion at Time1 influences team creativity at Time 2 through team reflexivity; At the cross level, team work passion at Time 1 improves individual work passion and then enhances individual creativity at Time 1. Furthermore, individual creativity can emerge as team creativity at Time 2, with the moderating effect of team reflexivity. Study 2 test the mechanism from both the team process factor (team reflexivity) and individual factor (individual’s work passion), which make up the research framework of team creativity’s antecedents. It also provides parameters for simulations in Study 3.

Third, Study 3 first establishes a supplementary empirical study to explore how team creativity at Time 2 affects team work passion at Time 3. It clarifies that team creativity at Time 2 can be the input variable for team work passion at Time 3. It also opens the black box that how team creativity at Time 2 promotes team work passion at Time 3. To be specific, team member’s basic psychological needs are satisfied when team creativity is increased. And the satisfaction of basic psychological needs are necessary resources of work passion. Therefore, team creativity facilitates team member’s work passion via basic psychological needs. Furthermore, team individual’s work passion emerges as team work passion during emotional contagion. This study then conducts a multi-level causal loop model of team work passion affecting team creativity, based on the IMOI model and computational modeling. This research breaks through the traditional one-way causal logical framework, both in terms of both its conceptual approach and methodology.

These three studies explain how team work passion promote team creativity, and how team creativity drive further team work passion in the long run. They combine the empirical study and dynamic computational modeling, thus ecologically presenting the mechanism and conditions of the transformation of team work passion and team creativity at both team and individual levels. Therefore, it significantly enhances the research framework for understanding the formation mechanism of team creativity, providing a solid theoretical foundation and practical guidance for cultivating passionate teams and enhancing team creativity.

Key words: team creativity, team harmonious passion, team obsessive passion, computational modeling, IMOI model

中图分类号:

B849
C93

李精精, 张剑, 张娜. (2024). 团队工作激情如何影响团队创造力?动态计算视角下的多层次因果环机制探究. 心理科学进展 , 32(2), 206-227.

LI Jingjing, ZHANG Jian, ZHANG Na. (2024). How team work passion affects team creativity? An investigation of multi-level causal circle mechanism from a dynamic computational perspective. Advances in Psychological Science, 32(2), 206-227.

图/表 9

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变量分类	研究者	期刊	研究内容
工作场所团队激情	Lin & Chen (2015)	Journal of Leadership & Organizational Studies	真诚领导和共情通过团队认同、关系冲突影响团队绩效, 团队激情调节了团队认同和团队绩效间的积极关系, 同时调节了关系冲突和团队绩效间的负面作用。
	蒿坡等(2015)	《心理学报》	研究共享型领导对团队产出的影响及作用机制, 发现团队激情氛围在共享型领导和团队创造力之间起到中介作用。
	Yin et al. (2020)	Personnel Review	团队激情在团队领导的冲突管理风格与团队创新绩效间的中介作用。
团队创新激情	魏昕, 张志学(2018)	《管理世界》	团队和谐创新激情的前因、结果及边界条件, 团队和谐创新激情在团队变革型领导与团队创新之间起到中介作用。
	谢雅萍, 陈睿君(2020)	《科研管理》	创新失败复原在技术创新失败与连续创新行为之间发挥中介作用, 团队创新激情调节了创新失败复原与连续创新行为之间的关系。
	Xiao et al. (2021)	Frontiers in Psychology	团队和谐创新激情在主管的发展反馈与团队创造力的关系中起到中介作用。
团队创业激情	Ashkanasy et al. (2017)	Academy of Management Review	整合管理中的情绪和情感理论, 提到了团队创业激情的概念。
	Cardon et al. (2017)	Academy of Management Review	团队创业激情的前因和影响结果, 将团队创业激情分为两类：单焦点(mono-focal)和多焦点(poly-focal)团队创业激情。
	Santos & Cardon (2019)	Entrepreneurship Theory and Practice	整合了创业激情、共享情绪和团队认同的文献, 提出团队创业激情的概念, 对团队创业激情进行了单焦点(mono-focal)、不完全多焦点(incomplete poly-focal)、完全多焦点(complete poly-focal)的分类, 并探讨了不同类别团队创业激情与团队绩效的关系。
	Newman et al. (2019)	Applied Psychology: An International Review	个体创业激情、团队创业激情综述文章。
	Boone et al. (2020)	Journal of Business Venturing	团队创业激情通过关系冲突影响团队绩效, 这一作用取决于团队创业激情焦点是否与企业发展阶段相一致。
	Mol et al. (2020)	Journal of Business Venturing	团队平均激情水平和激情多样性是如何影响企业的短期和长期绩效的。激情水平的差异在短期内削弱团队的绩效, 激情焦点的差异在长期内削弱团队的绩效。
	Uy et al. (2021)	Journal of Applied Psychology	研究团队内部的进步和挫折经验如何塑造团队创业激情融合(passion convergence), 以及激情对团队绩效的影响。
	张剑等(2017)	《科技进步与对策》	创业激情的综述文章, 提到了团队创业激情在概念上存在的分歧。
	朱秀梅、魏泰龙等(2019)	《外国经济与管理》	对创业激情的传染机制进行综述, 提出了创业激情传染的整合模型, 部分内容涉及团队创业激情的形成机制。
	朱秀梅和王天东(2019)	《经济管理》	探讨创业者的幽默如何激发团队创业激情, 发现团队心理安全和团队情感承诺的多重中介作用。
	朱秀梅、刘月等(2019)	《南方经济》	创业激情传染过程的模型构建与机制分析。
	朱秀梅等(2021)	《外国经济与管理》	团队创业激情的形成与作用机制。
	王天东(2020)	博士论文	探讨积极领导力对新企业团队表现的影响机制, 发现团队创业激情在二者之间起到中介作用。
团队亲环境和谐激情	Peng et al. (2021)	Human Relations	团队亲环境和谐激情在亲环境的变革型领导与团队亲环境行为之间起到中介作用。

变量分类	研究者	期刊	研究内容
工作场所团队激情	Lin & Chen (2015)	Journal of Leadership & Organizational Studies	真诚领导和共情通过团队认同、关系冲突影响团队绩效, 团队激情调节了团队认同和团队绩效间的积极关系, 同时调节了关系冲突和团队绩效间的负面作用。
	蒿坡等(2015)	《心理学报》	研究共享型领导对团队产出的影响及作用机制, 发现团队激情氛围在共享型领导和团队创造力之间起到中介作用。
	Yin et al. (2020)	Personnel Review	团队激情在团队领导的冲突管理风格与团队创新绩效间的中介作用。
团队创新激情	魏昕, 张志学(2018)	《管理世界》	团队和谐创新激情的前因、结果及边界条件, 团队和谐创新激情在团队变革型领导与团队创新之间起到中介作用。
	谢雅萍, 陈睿君(2020)	《科研管理》	创新失败复原在技术创新失败与连续创新行为之间发挥中介作用, 团队创新激情调节了创新失败复原与连续创新行为之间的关系。
	Xiao et al. (2021)	Frontiers in Psychology	团队和谐创新激情在主管的发展反馈与团队创造力的关系中起到中介作用。
团队创业激情	Ashkanasy et al. (2017)	Academy of Management Review	整合管理中的情绪和情感理论, 提到了团队创业激情的概念。
	Cardon et al. (2017)	Academy of Management Review	团队创业激情的前因和影响结果, 将团队创业激情分为两类：单焦点(mono-focal)和多焦点(poly-focal)团队创业激情。
	Santos & Cardon (2019)	Entrepreneurship Theory and Practice	整合了创业激情、共享情绪和团队认同的文献, 提出团队创业激情的概念, 对团队创业激情进行了单焦点(mono-focal)、不完全多焦点(incomplete poly-focal)、完全多焦点(complete poly-focal)的分类, 并探讨了不同类别团队创业激情与团队绩效的关系。
	Newman et al. (2019)	Applied Psychology: An International Review	个体创业激情、团队创业激情综述文章。
	Boone et al. (2020)	Journal of Business Venturing	团队创业激情通过关系冲突影响团队绩效, 这一作用取决于团队创业激情焦点是否与企业发展阶段相一致。
	Mol et al. (2020)	Journal of Business Venturing	团队平均激情水平和激情多样性是如何影响企业的短期和长期绩效的。激情水平的差异在短期内削弱团队的绩效, 激情焦点的差异在长期内削弱团队的绩效。
	Uy et al. (2021)	Journal of Applied Psychology	研究团队内部的进步和挫折经验如何塑造团队创业激情融合(passion convergence), 以及激情对团队绩效的影响。
	张剑等(2017)	《科技进步与对策》	创业激情的综述文章, 提到了团队创业激情在概念上存在的分歧。
	朱秀梅、魏泰龙等(2019)	《外国经济与管理》	对创业激情的传染机制进行综述, 提出了创业激情传染的整合模型, 部分内容涉及团队创业激情的形成机制。
	朱秀梅和王天东(2019)	《经济管理》	探讨创业者的幽默如何激发团队创业激情, 发现团队心理安全和团队情感承诺的多重中介作用。
	朱秀梅、刘月等(2019)	《南方经济》	创业激情传染过程的模型构建与机制分析。
	朱秀梅等(2021)	《外国经济与管理》	团队创业激情的形成与作用机制。
	王天东(2020)	博士论文	探讨积极领导力对新企业团队表现的影响机制, 发现团队创业激情在二者之间起到中介作用。
团队亲环境和谐激情	Peng et al. (2021)	Human Relations	团队亲环境和谐激情在亲环境的变革型领导与团队亲环境行为之间起到中介作用。