欢迎您！东篱公司
退出
-
申报数据库
-
立项数据库
-
成果数据库
-
项目获奖数据库
中文摘要：
在借助团队认知理论构建从企业人力资源管理实践、团队内隐协调到团队创造力研究模型的基础上,通过25家企业的95个跨功能团队的调研数据,利用多层线性技术进行研究分析。研究结果发现,参与导向型人力资源管理实践及其与关系导向型人力资源管理实践的交互作用均能有效提升跨功能团队创造力,且团队内隐协调对上述两者与团队创造力之间的关系分别起部分中介和完全中介作用,而关系导向型人力资源管理实践则与团队创造力和团队内隐协调不存在显著的相关关系。研究结论为跨功能团队在企业无边界化管理中的发展与应用提供了重要启示。
英文摘要：
By applying team cognition theory, this research builds a model between human re- source management （HRM） practices, team implicit coordination, and team creativity. Based on the data from 95 cross-functional teams in 25 firms, we analyze and test the research hypotheses by means of Hierarchical Linear Modeling （HLM） technique. The results show that both participation-oriented HRM practice and its interactions with guanxi-oriented HRM practice can effectively enhance the creativity of cross-functional teams, and that team implicit coordination plays the roles as full mediator and partial mediator respectively in the two relationships above, while guanxi-oriented HRM practice is not significantly related to either team creativity or team implicit coordination.
同期刊论文项目
同项目期刊论文
StakeholderInfluences and the Adoption of Human Resource Practices in Service Contexts:The Moderatin
WorkforceDiversity in Manufacturing Companies and Organizational Performance: The Roleof Status-Rela
期刊信息
位置：