多团队成员身份对知识型员工创新绩效的作用机制研究——基于交易压力理论视角  

Multiple Team Membership and Knowledge Workers’Creative Performance:The Transactional Stress Theory Perspective

作　　者：张少峰 吴义伦 陈於婷 胡登峰[4] ZHANG Shao-feng;WU Yi-lun;CHEN Yu-ting;HU Deng-feng

机构地区：[1]中共安徽省委党校(安徽行政学院) [2]安徽财经大学工商管理学院 [3]南京大学商学院 [4],安徽财经大学工商管理学院

出　　处：《科学决策》2025年第1期125-139,共15页Scientific Decision Making

基　　金：国家社会科学基金一般项目(23BJL114);安徽省哲学社会科学规划项目(AHSKY2022D048);广州市哲学社会科学规划项目(2024GZGJ97)。

摘　　要：为了提高人力资源利用效率和组织竞争力,越来越多知识型员工加入多个团队进行工作,即具有多团队成员身份。以往的研究对于多团队成员身份与创新绩效之间的关系并未得出一致的结论。本研究基于交易压力理论,引入挑战性工作压力和阻碍性工作压力作为中介变量,以及角色宽度自我效能作为调节变量。通过对16家中国企业的575名知识型员工进行了两轮多源数据的数据分析,分析结果表明,在角色宽度自我效能水平较低的员工中,多团队成员身份经由阻碍性工作压力对知识型员工创新绩效产生的负面影响更为显著;而在角色宽度自我效能水平较高的知识型员工中,多团队成员身份则通过挑战性工作压力对其创新绩效展现出更为明显的正向间接促进效果。本研究促进了多团队成员身份对创新绩效“双刃剑”影响的认识,对于企业合理开展多团队工作实践具有参考价值。In order to improve the effi ciency of human resource utilization and organizational competitiveness,more and more knowledge workers are joining multiple teams to work,that is,having multiple team member identities.Previous studies have not reached a consistent conclusion on the relationship between multi team membership and innovation performance.Based on transaction pressure theory,this study introduced challenging work pressure and obstructive work pressure as mediating variables,and role width self-effi cacy as moderating variables.Through two rounds of multi-source data analysis on 575 knowledge-based employees from 16 Chinese companies,results showed that the negative linkage between multiple team membership and knowledge workers’creative performance via work hindrance stress was more pronounced for those with lower RBSE level,whereas the positive indirect linkage through work challenge stress was more pronounced for knowledge workers with higher RBSE level.This study has promoted the understanding of the“double-edged sword”impact of multi team membership on innovation performance,and has reference value for enterprises to carry out multi team work practices.

关 键 词：多团队成员身份 角色宽度自我效能 工作压力 创新绩效 

分 类 号：F272.92[经济管理—企业管理]