Title page for etd-0326114-003448


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URN etd-0326114-003448
Author Ling Chen
Author's Email Address No Public.
Statistics This thesis had been viewed 5345 times. Download 499 times.
Department Human Resource Management
Year 2013
Semester 2
Degree Master
Type of Document
Language zh-TW.Big5 Chinese
Title Can Negative Group Affective Tone Facilitate Team Innovation? Exploring the Moderating Roles of Innovation Rewards and Team Promotion Focus: A Multi-Sample and Multi-Source Investigation
Date of Defense 2014-04-09
Page Count 64
Keyword
  • Innovation rewards
  • Team innovation
  • Team promotion focus
  • Distress-Related Innovation Model
  • Person-Context Interaction Theory
  • Group affective tone
  • Abstract Past studies have mainly focused on the relationship between positive group affective tone and team innovation. However, some researchers proposed that negative group affective tone (NGAT) might be beneficial for team innovation under some situations (George & King, 2007). Base on the Distress-Relate Innovation Model and the person-context interaction perspective of the creativity, the present study explores: (1) whether innovation rewards moderate the relationship between NGAT and team innovation; and (2) whether team promotion-focus strengthen or attenuate the moderating effect of innovation rewards on the NGAT-team innovation relationship.
    In the current paper, two studies were conducted to test the proposed hypotheses. In Study 1, the data was collected from 107 research and development (R&D) teams with 491 team members and from multiple sources. The results showed that NGAT was positively related to team innovation when innovation rewards are high. However, this relationship becomes negative when innovation rewards are low. In Study 2, another independent sample was composed of 48 R&D teams with 246 team members. The data was collected from multiple sources and multiple time points to avoid the common method variance problem. The Study 2 results not only replicated the findings obtained from the Study 1, but also highlighted the importance of team promotion-focus: (1) for low promotion-focus teams, the moderating effects of innovation rewards on the NGAT-team innovation were stronger; (2) for high promotion-focus teams, the relationship between NGAT and team innovation was less likely to be moderated by innovation rewards.
    Advisory Committee
  • Tun‐chun Huang - chair
  • Yen-Chun Chen - co-chair
  • Nai-wen Chi - advisor
  • Files
  • etd-0326114-003448.pdf
  • Indicate in-campus at 2 year and off-campus access at 3 year.
    Date of Submission 2014-04-26

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