Cui Guodong, Wang Fuxi, Zhang Ying
School of Labor and Human Resources, Renmin University of China, Beijing, 100872 China.
College of Economics and Management, China Agricultural University, Beijing, 100083 China.
Curr Psychol. 2022 Aug 17:1-13. doi: 10.1007/s12144-022-03633-7.
Although literature frequently argues that diversity stimulates innovative work behavior, theoretical perspectives and empirical findings on this relationship remain inconsistent. Based on self-category theory, this study aims to comprehensively investigate when and how team cognitive diversity benefits or inhibits innovative work behavior. We introduced a new context of research (i.e., virtual teams) during COVID-19 and tested a moderated mediation model using a two-wave survey of 238 employees from 56 virtual teams in China. The results indicated that team cognitive diversity negatively related to knowledge sharing, which in turn inhibited innovative work behavior. In addition, openness to experience moderated the relationship between team cognitive diversity and knowledge sharing, such that cognitive diversity positively related to knowledge sharing among employees with a high openness to experience, while it negatively related to knowledge sharing among those with low openness. These findings enrich the existing literature on innovation by clarifying the mechanisms and boundary conditions of team cognitive diversity and innovative work behavior.
尽管文献中经常认为多样性会激发创新工作行为，但关于这种关系的理论观点和实证研究结果仍不一致。基于自我分类理论，本研究旨在全面调查团队认知多样性何时以及如何促进或抑制创新工作行为。我们引入了新冠疫情期间的一种新研究情境（即虚拟团队），并通过对来自中国56个虚拟团队的238名员工进行两阶段调查，检验了一个有调节的中介模型。结果表明，团队认知多样性与知识共享呈负相关，进而抑制了创新工作行为。此外，经验开放性调节了团队认知多样性与知识共享之间的关系，即认知多样性与经验开放性高的员工的知识共享呈正相关，而与经验开放性低的员工的知识共享呈负相关。这些发现通过阐明团队认知多样性与创新工作行为的机制和边界条件，丰富了现有的创新文献。
