中文摘要：

团队的跨越式发展离不开创新，在团队管理中，对于团队创新的研究因此备受关注。以中国情境下85个研发困队中85位团队主管和397位团队成员的配对数据为样本，基于社会学习理论、亲社会动机理论和团队过程理论，从团队过程视角构建了一个被中介的调节模型。运用多层次线性回归方法，考察了悖论式领导影响团队创新的机制路径，尤其是检验了团队活力的中介作用与团队任务互依性和团队认知灵活性的调节作用。结果发现：悖论式领导与团队创新呈显著正相关；团队活力在悖论式领导与团队创新之间起完全中介作用；悖论式领导与团队认知灵活性对团队创新具有显著交互影响；团队任务互依性对悖论式领导与团队活力和团队创新之间的正向关系均有显著强化效应，且团队活力完全中介了悖论式领导与团队任务互依性之间的交互作用对团队创新的影响。文章最后对所得结果做了讨论并对未来研究做了展望。

英文摘要：

Teams＇ leap development is inseparable from innovation, so team innovation has become a key focus of team management re- searches. Data is collected from 397 dyads of employees and their immediate supervisors in 85 Chinese teams. Based on social learning theory, prosocial motivation theory and team process theory, a mediated moderating model is constructed from the perspective of team process. We use multi-level linear regression method to investigate the effect of paradoxical leadership on team innovation, especially we examine the mediating effect of team viability and the moderating role of task interdependence and team cognitive flexibility. Results re- veal that ： paradoxical leadership has a significant positive influence on team innovation ; team viability fully mediates the relationship be- tween paradoxical leadership and team innovation; task interdependence significantly moderates the positive relationships between para- doxical leadership and team viability as well as team innovation such that they are stronger for team high rather than low in task interde- pendence, while team viability mediates the main effect of paradoxical leadership and the interactive effect of paradoxical leadership and task interdependence on team innovation; team cognitive flexibility moderates the positive relationship between paradoxical leadership and team innovation such that it is stronger among high team cognitive flexibility than among low ones. Finally, the theoretical and managerial implications of the findings are discussed.