Innovative or die: How does technological turbulence affectknowledge-worker teams?

創(chuàng)新還是滅亡？知識型員工團隊如何應對技術(shù)的動蕩？

主講人簡介：

       李福荔博士就職于西安交通大學管理學院組織管理系，教授、博士生導師，目前擔任組織管理系系主任，擁有香港城市大學博士學位、中國李福荔科學技術(shù)大學的博士學位，當前的主要研究領(lǐng)域包括創(chuàng)新管理、領(lǐng)導力、人力資源管理、跨文化管理、管理研究方法等。主持了國家自然科學面上基金、青年基金和教育部人文社科面上基金和青年基金。為多家企業(yè)提供咨詢培訓等服務，包括蒙牛（常溫）集團、格迪、中威電子、521所、中熔電氣、西拓電氣等。并以第一作者或通訊作者已發(fā)表近二十篇國際高水平SSCI期刊論文，包括Organizational Behavior and Human Decision Processes、Personnel Psychology、Journal of Organizational Behavior、Organizational Research Methods、Human Resource Management、Journal of Cross-Cultural Psychology、Journal of Business Research、Journal of Business Psychology、Journal of Applied Social Psychology等。

講座摘要:

       We view knowledge-worker teams as open systems directly affected by the changes in the external environment. Drawing on the strategic contingency perspective of power, we propose and demonstrate that knowledge-worker teams need to engage intwo team processes—de-dependence on established team experts and new knowledge acquisition—to achieve high innovation performance when facing a turbulent technological environment. We conducted two field studies to test our hypotheses. Study 1 had a multi-source, multi-wave design involving 109 new product development teams in technology-intensive industries, and Study 2 had amulti-source, cross-lagged panel design involving 65 new product development teams in the information technology industry. Results based on the two field studies provide considerable support for our central hypotheses, i.e., the two team processes mediated the relationship between team perception of technological turbulence and team innovation performance. Moreover, team autonomy enhanced the two positive mediated relationships. We discuss the theoretical and practical implications of our findings on how and when knowledge-worker teams can reap the innovative benefits from environmental technological turbulence.