科技團隊論文科技團隊內部組織創(chuàng)新氛圍、動機對團隊創(chuàng)造力的影響.doc

科技團隊論文：科技團隊內部組織創(chuàng)新氛圍、動機對團隊創(chuàng)造力的影響【中文摘要】在心理學的研究領域中，創(chuàng)造力的研究多數集中在個體層面，但是隨著社會的發(fā)展和人民的需求多樣化，團隊創(chuàng)造力已引起廣大學者的關注。本文依據理論和經驗相結合、定量和定性相結合的原則，采用實地調研和問卷調查的方法，探討科技團隊內部已有組織創(chuàng)新氛圍和團隊成員期望組織創(chuàng)新氛圍匹配對團隊創(chuàng)造力的影響以及已有組織創(chuàng)新氛圍如何通過內外在動機來影響團隊創(chuàng)造力，旨在揭示科技團隊內部組織創(chuàng)新氛圍、動機對團隊創(chuàng)造力的影響機制。本研究獲得如下結論：（1）基于前人的研究結果以及本文的研究視角，探討了團隊規(guī)模、團隊類型、溝通方式對挑戰(zhàn)能力、予樂于工作、外在肯定、訊息性反饋以及團隊創(chuàng)造力的影響作用效應。研究發(fā)現，團隊規(guī)模、團隊類型、溝通方式對挑戰(zhàn)能力、予樂于工作、外在肯定、訊息性反饋以及團隊創(chuàng)造力的直接影響，在一定程度上受到挑戰(zhàn)能力、予樂于工作、外在肯定、訊息性反饋和團隊創(chuàng)造力之間相關關系的調節(jié)作用。（2）基于匹配理論和拓撲心理學的基本思想，探討了供給-期望匹配對團隊創(chuàng)造力的影響作用效應。研究發(fā)現，已有組織創(chuàng)新氛圍對團隊創(chuàng)造力有顯著的正向作用，期望組織創(chuàng)新氛圍、已有組織創(chuàng)新氛圍期望組織創(chuàng)新氛圍對團隊創(chuàng)造力的作用不明顯。這一結果表明心理環(huán)境和周圍環(huán)境一致，有助于團隊創(chuàng)造力的發(fā)展，反之，團隊成員會遷就于周圍環(huán)境進而不愿意主動的展示創(chuàng)造性，阻礙團隊創(chuàng)造力的發(fā)展。（3）基于認知心理學領域的S-C-R模型，力圖打開刺激和反應之間的“黑箱”，探討了外在的氛圍如何通過影響內在的心理過程作用于團隊創(chuàng)造力。本文采用Baron和Kenny(1986)提出的逐步回歸法和Bootstrap，再現了已有組織氛圍影響團隊創(chuàng)造力的作用機制。研究結果表明：首先，外在動機在已有組織創(chuàng)新氛圍對團隊創(chuàng)造力的影響中起到部分的中介作用。其次,內在動機中的挑戰(zhàn)能力在已有組織創(chuàng)新氛圍對團隊創(chuàng)造力的影響中起到部分的中介作用。最后,外在動機通過轉化為內在動機對已有組織創(chuàng)新氛圍與團隊創(chuàng)造力的影響中起到部分的中介作用?！居⑽恼縄n the field of psychology, researches on creativity mainly focuson individuals. However, with the development of society andvariety of peoples requirement, team creativity has aroused widelyconcern by many researchers. Based on the combination of theoryand practice, this paper employs investigation on spot andquestionnaires as its research method and explored two questions.One is the impact of matching between organizational creativeclimate and exception of members in this team on team creativity.The other is how the existing organizational creative climate exertimpact on team creativity through internal and external motivation.It aims at revealing the impacting mechanism of organizationalcreative climate and motivation in scientistscollaborative team onteam creativity.Conclusions of this research are as follows:(1) Based on previous research results and the viewpoint of thispaper, it explored the impact of team size, types and communicative ways on the capability of challenging resiliency,being interested in work, addition by others, informational feedbackand team creativity. It found that to some extent, the interactiverelationship among capability of challenging resiliency, beinginterested in work, addition by others, informational feedback andteam creativity played modulative role in the direct impact of teamsize, types and communicative ways on them.(2) Based on Fitting Theory and Topological Psychology, itexplored the impact of Supplies-Values Fit on team creativity. Theresults showed that existing organizational creative climate hadsignificant effect on team creativity while the expectation oforganizational creative climate and its interactive effect withexisting organizational creative climate failed to reach significantlevel. It indicated that the consistence of psychological state andsurrounding environment was beneficial for the development ofteam creativity. On the contrary, team members would yield tosurrounding environment and were not willing to show theircreativity and thus hindered the development of team creativity.(3) Based on the S-C-R Model in cognitive psychology whichaims at opening the“black box”between stimulation and response,this paper explored how outside climate exert its effect on teamcreativity through influencing internal psychological process. Step-regression proposed by Baron & Kenny(1986) and Bootstrapwere adopted in this paper and the influencing mechanism ofexisting organizational creative climate on team creativity waspresented. The results were as follows. First and foremost,externalmotivation exerted somewhat mediating influence when climateplayed a part in team creativity.In addition, challenge competencein internal motivation exerted somewhat mediating influence whenclimate played a part in team creativity. Last but not least, externalmotivation, by means of transformation into internal motivation,exerted somewhat mediating impact when climate played a part inteam creativity.【關鍵詞】科技團隊 已有組織創(chuàng)新氛圍 期望組織創(chuàng)新氛圍 動機團隊創(chuàng)造力【英文關鍵詞】scientific and technical team existing organizational creative climate expectation of organizational creative climate motivation team creativity加好友索全文：一三九九三八八四八（同時提供論文寫作指導和論文發(fā)表委托）【目錄】科技團隊內部組織創(chuàng)新氛圍、動機對團隊創(chuàng)造力的影響摘要3-5Abstract5-71 研究綜述與問題提出10-201.1 團隊創(chuàng)造力11-151.1.1 概念界定11-121.1.2 相關理論12-151.2 組織創(chuàng)新氛圍15-161.2.1 概念界定151.2.2 組織創(chuàng)新氛圍與團隊創(chuàng)造力的關系研究15-161.3 動機16-171.3.1 概念界定161.3.2 動機與團隊創(chuàng)造力關系的研究16-171.4 問題提出17-181.5 本研究擬解決的問題181.6 研究路線圖18-202 問卷的編制和修訂20-302.1 研究對象20-212.2 研究工具21-222.2.1 團隊創(chuàng)造力量表212.2.2 組織創(chuàng)新氛圍量表212.2.3 動機量表21-222.3 數據處理方法222.4 研究結果22-302.4.1 團隊創(chuàng)造力量表修訂結果22-242.4.2 組織創(chuàng)新氛圍量表編制結果24-252.4.3 動機量表修訂結果25-303 已有組織創(chuàng)新氛圍與動機對團隊創(chuàng)造力的影響研究30-383.1 研究對象303.2 研究工具30-313.2.1 團隊創(chuàng)造力量表30-313.2.2 組織創(chuàng)新氛圍量表313.2.3 動機量表313.3 研究程序313.4 數據處理31-383.4.1 數據的處理方法313.4.2 團隊數據的聚合31-323.4.3 量表條款評價值的統計描述32-353.4.4 數據質量評估35-384 結果與分析38-544.1 控制變量的影響作用分析38-434.1.1 團隊規(guī)模對動機和團隊創(chuàng)造力的影響作用分析38-394.1.2 團隊類型對動機和團隊創(chuàng)造力的影響作用分析39-404.1.3 溝通方式對動機和團隊創(chuàng)造力的影響作用分析40-434.2 已有-期望匹配對團隊創(chuàng)造力的影響43-444.2.1 已有組織創(chuàng)新氛圍、期望創(chuàng)新組織氛圍與團隊創(chuàng)造力的相關434.2.2 已有期望匹配對團隊創(chuàng)造力的影響43-444.3 已有組織創(chuàng)新氛圍、動機對團隊創(chuàng)造力的影響44-484.3.1 已有組織創(chuàng)新氛圍、動機與團隊創(chuàng)造力的相關分析45-464.3.2 已有組織創(chuàng)新氛圍、動機對團隊創(chuàng)造力的回歸分析46-484.3.3 已有組織創(chuàng)新氛圍、動機對團隊創(chuàng)造力的路徑分析484.4 基于 Bootstrap 的模型擬合48-544.4.1 內在動機和外在動機關系模型494.4.2 已有組織創(chuàng)新氛圍對團隊創(chuàng)造力的影響494.4.3 已有組織創(chuàng)新氛圍、內在動機對團隊創(chuàng)造力的影響49-504.4.4 已有組織創(chuàng)新