多学科团队创新中的专业断层和跨专业差异：包容性领导的调节作用。
Professional faultlines and interprofessional differentiation in multidisciplinary team innovation: The moderating role of inclusive leadership.
出版信息
Health Care Manage Rev. 2021;46(4):332-340. doi: 10.1097/HMR.0000000000000276.
BACKGROUND
Interprofessional health care teams are increasingly employed to solve complex problems through innovative solutions. However, there is evidence that such teams are not always successful. The impact of profession and professional divides is likely to be particularly important in health care teams as team membership and contribution typically derive from member's unique professional expertise. Yet, there remains a dearth of research exploring the role of professional faultlines in multidisciplinary teams. In an effort to address this research gap, we explore the role of professional faultlines in interprofessional team innovation.
PURPOSE
Drawing on faultline theory and learning from the sociology of the professions, this study develops and investigates a model of team innovation predicted by professional faultlines. More specifically, we propose that professional faultlines increase interprofessional differentiation within teams and, through this mediator, increase innovation, contingent on interprofessional inclusive leadership.
METHODOLOGY
We investigate our model and hypothesis using a cross-sectional correlational design. Survey data of 70 interprofessional health care teams is used to investigate our model.
RESULTS
Support is found for our moderated mediation model. We find evidence that professional faultlines increase interprofessional differentiation, which, in turn, increases team innovation contingent on inclusive leadership.
CONCLUSION
Our study finding allows us to contribute to the evolving discussion on health care teams and team faultlines, particularly professional faultlines, and their role in team innovation.
PRACTICE IMPLICATIONS
A number of strategies to increase innovation in interprofessional teams are indicated by our findings. In particular, the role of inclusive leadership is highlighted as a useful approach, particularly when profession aligns with biodemographic attributes, such as gender.
背景
跨专业医疗团队正越来越多地通过创新解决方案来解决复杂问题。然而，有证据表明，这些团队并不总是成功的。在医疗团队中，职业和专业分歧的影响可能尤为重要，因为团队成员及其贡献通常源于成员独特的专业知识。然而，仍然缺乏研究探索多学科团队中专业断层线的作用。为了弥补这一研究空白，我们探讨了专业断层线在跨专业团队创新中的作用。
目的
本研究借鉴断层线理论和职业社会学的研究成果，构建并检验了一个由专业断层线预测的团队创新模型。具体而言，我们提出，专业断层线会增加团队内部的跨专业差异，并通过这一中介变量，在跨专业包容型领导的作用下，增加创新。
方法
我们采用横断面相关设计来检验我们的模型和假设。使用 70 个跨专业医疗团队的调查数据来检验我们的模型。
结果
我们的调节中介模型得到了支持。我们发现证据表明，专业断层线会增加跨专业差异，而这种差异又会增加团队创新，这取决于包容型领导。
结论
我们的研究结果使我们能够为医疗团队和团队断层线的讨论做出贡献，特别是专业断层线及其在团队创新中的作用。
实践意义
我们的研究结果为增加跨专业团队的创新提供了多种策略。特别是，包容性领导的作用被强调为一种有用的方法，尤其是在职业与生物人口属性（如性别）一致的情况下。
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