科技团队论文科技团队内部组织创新氛围、动机对团队创造力的影响.doc

科技团队论文：科技团队内部组织创新氛围、动机对团队创造力的影响【中文摘要】在心理学的研究领域中，创造力的研究多数集中在个体层面，但是随着社会的发展和人民的需求多样化，团队创造力已引起广大学者的关注。本文依据理论和经验相结合、定量和定性相结合的原则，采用实地调研和问卷调查的方法，探讨科技团队内部已有组织创新氛围和团队成员期望组织创新氛围匹配对团队创造力的影响以及已有组织创新氛围如何通过内外在动机来影响团队创造力，旨在揭示科技团队内部组织创新氛围、动机对团队创造力的影响机制。本研究获得如下结论：（1）基于前人的研究结果以及本文的研究视角，探讨了团队规模、团队类型、沟通方式对挑战能力、予乐于工作、外在肯定、讯息性反馈以及团队创造力的影响作用效应。研究发现，团队规模、团队类型、沟通方式对挑战能力、予乐于工作、外在肯定、讯息性反馈以及团队创造力的直接影响，在一定程度上受到挑战能力、予乐于工作、外在肯定、讯息性反馈和团队创造力之间相关关系的调节作用。（2）基于匹配理论和拓扑心理学的基本思想，探讨了供给-期望匹配对团队创造力的影响作用效应。研究发现，已有组织创新氛围对团队创造力有显著的正向作用，期望组织创新氛围、已有组织创新氛围期望组织创新氛围对团队创造力的作用不明显。这一结果表明心理环境和周围环境一致，有助于团队创造力的发展，反之，团队成员会迁就于周围环境进而不愿意主动的展示创造性，阻碍团队创造力的发展。（3）基于认知心理学领域的S-C-R模型，力图打开刺激和反应之间的“黑箱”，探讨了外在的氛围如何通过影响内在的心理过程作用于团队创造力。本文采用Baron和Kenny(1986)提出的逐步回归法和Bootstrap，再现了已有组织氛围影响团队创造力的作用机制。研究结果表明：首先，外在动机在已有组织创新氛围对团队创造力的影响中起到部分的中介作用。其次,内在动机中的挑战能力在已有组织创新氛围对团队创造力的影响中起到部分的中介作用。最后,外在动机通过转化为内在动机对已有组织创新氛围与团队创造力的影响中起到部分的中介作用。【英文摘要】In 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.【关键词】科技团队 已有组织创新氛围 期望组织创新氛围 动机团队创造力【英文关键词】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（同时提供论文写作指导和论文发表委托）【目录】科技团队内部组织创新氛围、动机对团队创造力的影响摘要3-5Abstract5-71 研究综述与问题提出10-201.1 团队创造力11-151.1.1 概念界定11-121.1.2 相关理论12-151.2 组织创新氛围15-161.2.1 概念界定151.2.2 组织创新氛围与团队创造力的关系研究15-161.3 动机16-171.3.1 概念界定161.3.2 动机与团队创造力关系的研究16-171.4 问题提出17-181.5 本研究拟解决的问题181.6 研究路线图18-202 问卷的编制和修订20-302.1 研究对象20-212.2 研究工具21-222.2.1 团队创造力量表212.2.2 组织创新氛围量表212.2.3 动机量表21-222.3 数据处理方法222.4 研究结果22-302.4.1 团队创造力量表修订结果22-242.4.2 组织创新氛围量表编制结果24-252.4.3 动机量表修订结果25-303 已有组织创新氛围与动机对团队创造力的影响研究30-383.1 研究对象303.2 研究工具30-313.2.1 团队创造力量表30-313.2.2 组织创新氛围量表313.2.3 动机量表313.3 研究程序313.4 数据处理31-383.4.1 数据的处理方法313.4.2 团队数据的聚合31-323.4.3 量表条款评价值的统计描述32-353.4.4 数据质量评估35-384 结果与分析38-544.1 控制变量的影响作用分析38-434.1.1 团队规模对动机和团队创造力的影响作用分析38-394.1.2 团队类型对动机和团队创造力的影响作用分析39-404.1.3 沟通方式对动机和团队创造力的影响作用分析40-434.2 已有-期望匹配对团队创造力的影响43-444.2.1 已有组织创新氛围、期望创新组织氛围与团队创造力的相关434.2.2 已有期望匹配对团队创造力的影响43-444.3 已有组织创新氛围、动机对团队创造力的影响44-484.3.1 已有组织创新氛围、动机与团队创造力的相关分析45-464.3.2 已有组织创新氛围、动机对团队创造力的回归分析46-484.3.3 已有组织创新氛围、动机对团队创造力的路径分析484.4 基于 Bootstrap 的模型拟合48-544.4.1 内在动机和外在动机关系模型494.4.2 已有组织创新氛围对团队创造力的影响494.4.3 已有组织创新氛围、内在动机对团队创造力的影响49-504.4.4 已有组织创新