中文摘要：

在动态复杂的环境中,组织如何保持创造力是学者们一直关注的重点。而对于面临转型困境的中国家族企业而言,基于家族逻辑而形成的内外有别的差序式领导风格和基于企业逻辑而要求的组织持续创新看似会存在矛盾,如何看待这两者之间的作用过程对于家族企业顺利转型至关重要。基于此,本研究试图从员工心理和团队互动两个层面来建构差序式领导影响员工及团队创造力的动态过程。本研究的特色表现在：（1）采取跨层次的纵向跟踪设计,揭示中国家族企业成长历程中差序式领导从影响员工个体创造力到团队创造力之间的动态过程;（2）从员工的动机、认知和情感三个视角看待差序式领导影响员工创造力的心理历程,并重点考察中国传统的“忍”与“报”的心理在员工发挥创造力时的作用;（3）不仅从成员互动的视角,还从网络结构的视角看待差序式领导影响团队创造力的互动历程;（4）厘清差序式领导影响员工创造力的不同情境,为家族企业根据不同情况进行管理提供借鉴。

英文摘要：

How to boost organizational creativity in the complex and dynamic environment is of theoretical significance. For the Chinese family businesses in transition society, however, there is a trade-off between differential leadership which is based on a family logic and innovational requirement of a business logic. How to balance these two logics is extremely important for the growth of Chinese family businesses. This study attempts to unpack the dynamic process between differential leadership and employee and team creativity from the perspectives of employee psychology and team interaction. We make four contributions to the existing literatures. First, by using a multilevel and longitudinal design, we reveal the underlying mechanisms that how differential leadership influence employee and team creativity as well as the growth of Chinese family businesses. Second, from the motivation, cognitive and emotional perspectives, and also by focusing on the Chinese indigenous concepts of ＂Ren＂ and ＂Pao＂, we unpack the psychological dynamics between differential leadership and employee creativity. Third, besides interactionism, we also investigate the relationship between differential leadership and team creativity from the network structure perspective. Finally, this paper clarifies the contextualized factors that differential leadership affects employee creativity. It provides managerial implications for Chinese family businesses.