集中化还是去中心化? 在团队创新管理中的权力分配
Shiwen Luo1, David Yoon Kin Tong2
1School of International Business, Zhejiang Financial College, Hangzhou, China.
PloS one
|October 28, 2024
概括
团队中的权力差异可以通过协调促进创新,但通过冲突阻碍创新. 权力的合法性加强了积极的协调,削弱了负面的冲突,确保了整体的创新收益.
科学领域:
- 组织行为 组织行为
- 管理科学 管理科学
背景情况:
- 团队内部的权力差异产生了双重效应,不一致地影响了团队动态和绩效.
- 现有的研究缺乏一个全面的模型来解释权力差异的各种结果.
研究的目的:
- 开发和测试一个理论模型,解释权力差异对团队创新绩效的影响.
- 研究团队协调和团队冲突的调解作用.
- 检查权力合法性的调节效应.
主要方法:
- 一项定量研究分析了来自27种公司的76个团队的调查数据.
- 使用统计分析和假设测试来验证拟议的模型.
主要成果:
- 权力差异通过加强团队协调,对团队创新产生积极影响.
- 权力差异通过增加团队冲突对团队创新产生负面影响.
- 权力的合法性减轻了这些影响,抑制了冲突,加强了协调.
结论:
- 当有效管理时,权力差异可以积极影响团队创新绩效.
- 权力合法性对于优化权力差异和团队创新之间的关系至关重要.
- 结果为设计组织结构和决策过程提供了洞察力.
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