组织中情景约束的作用机制及本土化发展
Perceived Organizational Constraints: Mechanisms, and Contextualization
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- Keywords: Situational constraints; Organizational constraints; Contextualization情景约束; 机制; 本土化
- Abstract: Chinese scholars’ research on situational constraints is lacking. The study summarized the existing literature on its concept, measurement, and relationship with other variables, and point that future research should continue exploring the dimensions of interpersonal and team constraints, developing indigenous measurement instruments, and adopting longitudinal research methods to further reveal the antecedents of situational constraints and between-group differences.我国学者对情景约束的研究还处于初步发展阶段，本研究对情景约束的概念内涵、维度测量，以及实证研究进行了梳理，并指出未来研究应继续探究人际关系约束和团队约束维度、开发本土化测量工具并结合纵向研究法进一步揭示情景约束的影响因素以及群体间差异。
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科研立项
担当行为的研究述评与展望
Research Review and Prospects on Taking Charge Behavior
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- Keywords: Taking charge behavior; Mechanism of action; Future outlook担当行为; 作用机制; 未来展望
- Abstract: Responsibility behavior is an important concept proposed in thecontext of Chinese culture. In recent years, research has mainly explored theformation mechanism and dynamic evolution process of responsibility behaviorfrom the fields of political science, psychology, and organizational behavior.This article systematically reviews the connotation definition, structuralmeasurement, and empirical research related to responsible behavior bothdomestically and internationally, in order to promote the global understandingand practice of responsible behavior. Future research should further explore theconnotation of responsible behavior, combined with AMO theory, to explorehow the antecedents of responsible behavior interact and match. This study willprovide important theoretical and policy support for promoting the scientificimplementation of “improving accountability as an incentive mechanism”.担当行为是基于中国文化情境提出的重要构念，近年的研究主要从政治学、心理学和组织行为学领域探讨担当行为的形成及作用过程。本文系统梳理了国内外担当行为的内涵定义、结构测量、与担当行为有关的实证研究，以期推动担当行为的全球化理解和实践。未来的研究应进一步深入挖掘担当行为的内涵，深入探究担当行为的前因之间是如何互动和匹配的。本文对“完善担当作为激励机制”科学落地提供重要的文献梳理和理论支持。
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科研立项
团队成员情感支持下虚拟协作何以可能？ 团队信任和团队任务互依性的作用
How is Virtual Collaboration Possible with the Emotional Support of Team Members? the Effect of Team Trust and Task Interdependence
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- Keywords: Emotional support; Affect-based trust; Cognition-based trust; Virtual collaboration; Task interdependence情感支持; 情感信任; 认知信任; 虚拟协作; 任务互依性
- Abstract: With the popularity of virtual tools such as instant messaging and online office in organizations, the use of technology in virtual spaces to organize interactions and accomplish specific tasks (i.e., virtual collaboration) is becoming more and more common. How to better promote virtual collaboration has aroused widespread concern in both business practice and theory. Based on social exchange theory and social interdependence theory, the study collected a lot of primary data include 67 virtual teams of high-tech enterprises, corresponding to include 293 team members, analyzed the effect of emotional support of team members on virtual collaboration, and also the mediating effect of team trust and the moderating effect of task interdependence. The results show that: (1) emotional support of team members has a positive effect on virtual collaboration; (2) team trust (affect-based trust, cognition-based trust) play a mediating role between emotional support of team members and virtual collaboration; (3) task interdependence positively play a moderating role between team trust (affect-based trust, cognitionbased trust) and virtual collaboration. The above empirical results have important theoretical guiding significance for promoting virtual collaboration, building team trust and setting team tasks.随着组织中即时通讯、线上办公等虚拟工具的普及，虚拟空间中使用技术来组织交互和完成特定任务（即虚拟协作）越来越普遍。如何更好地促进虚拟协作引发了商业实践和理论层面的广泛关注。为此，基于社会交换理论和社会相互依赖理论，运用成都、重庆等地的 67 个高新技术企业虚拟团队、293 份团队成员数据，分析团队成员情感支持对虚拟协作的影响，以及团队信任的中介作用和团队任务互依性的调节作用。结果表明：（1）团队成员情感支持对虚拟协作有显著正向影响；（2）团队信任（情感信任、认知信任）在团队成 员情感支持与虚拟协作间发挥中介作用；（3）团队任务互依性正向调节了团队信任（情感信任、认知信任） 对虚拟协作的影响。上述研究结论对促进虚拟协作、建设团队信任以及设定团队任务等均具有积极的借鉴与 启示。
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高质量联结与虚拟团队成员创造力: 多重中介效应分析
High-Quality Connections and the Creativity of Virtual Team Members: the Multiple Mediating Effect
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- Keywords: High-quality connections; Virtual team members; Creativity; Psychological safety高质量联结; 虚拟团队; 创造力; 心理安全感; 创造力自我效能感
- Abstract: There is no consensus on whether interpersonal relationship promotes or inhibits individual creativity. Based on the active motivation model，resource preservation theory and social cognitive theory，this study explored the mechanism of high quality connections， psychological safety and creative self-efficacy on the creativity of virtual team members from the perspective of interpersonal relationship.The research is based on a questionnaire survey of 345 team members from 93 virtual teams. The overall test results of the structural equation model show that the impact of high-quality connections on the creativity of virtual teams is carried out through three paths: the first path is through psychological safety affects the creativity of virtual team members，the second path is through creativity self-efficacy affects the creativity of virtual team members，the third path is the multiple mediating effect that affects creativity self-efficacy through psychological safety and then affects the creativity of virtual team members. This study has a theoretical contribution to reveal the "black box" mechanism of high quality connections promoting the creativity of virtual team members，and it is clear that high quality connections are the important factor affecting the creativity of virtual team members. It also puts forward feasible management implications for improving the creativity of virtual team members from the perspective of high quality connections.人际关系对于个体创造力是促进还是抑制，学界研究尚未达成共识。本研究以主动动机模型、资源保存理论和社会认知理论为基础，从人际关系视角探究高质量联结、心理安全感和创造力自我效能感对虚拟团队成员创造力的作用机制。基于 93 个虚拟团队 345 名团队成员问卷调查，结构方程模型整体检验结果表明，高质量联结对虚拟团队成员创造力的影响通过三条路径进行：路径一通过心理安全感影响虚拟团队成员创造力；路径二通过创造力自我效能感影响虚拟团队成员创造力；路径三通过心理安全感影响创造力自我效能感的多重中介进而影响虚拟团队成员创造力。本研究对揭示高质量联结促进虚拟团队成员创造力的“黑箱”机制有一定的理论价值，明确高质量联结是影响虚拟团队成员创造力的重要因素，并对从高质量联结视角提升虚拟团队成员创造力提出可行的管理启示。
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虚拟团队高质量联结的量表开发与维度结构
Scale Development and Connotation Structure of High-Quality Connections in Virtual Teams
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- Keywords: Virtual teams; High-quality connections; Scale development; Connotation structure虚拟团队; 高质量联结; 量表开发; 维度结构
- Abstract: High-quality connections in virtual teams is a new concept developed when the virtual teams have become the new normal of work organization. High-quality connections in virtual teams refer to individuals’ good overall perception and evaluation of positive incidental, temporary or short-term relationships between different individuals in the virtual teams. In this paper, a strict scale development process was adopted, and the diameter of qualitative and quantitative mixed research was adopted. This research tests 356 team members of 83 virtual teams through literature review, expert method, questionnaire method, exploratory factor analysis and confirmatory factor analysis and other methods, and high-quality connections in virtual teams assessment scales include respect for exchanges, positive communication, sharing of understanding, inclusive care of 28 items in 4 dimensions, and passed the reliability and validity test. The development of scales of high-quality connections in virtual teams have laid the foundation for further empirical research.虚拟团队高质量联结是在虚拟团队成为工作组织新常态下发展出来的新概念，虚拟团队高质量联结是指个体对发生在虚拟团队内不同个体间的积极的偶然、暂时或短期关系的良好整体感知和评价。本文采用严格的量表开发流程，采用定性和定量混合研究的途径，通过文献回顾、专家法、问卷调查法、探索性因子分析和验证性因子分析等方法，对 83 个虚拟团队 356 名团队成员进行测试的结果表明，虚拟团队高质量联结维度结构包括尊重交往、积极沟通、共享理解、包容关照 4 个维度 28 个题项，并通过信效度检验。虚拟团队高质量联结的量表开发和维度结构为后续的实证研究奠定了基础。
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