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首页> 外文期刊>International journal of conflict management >When and how cognitive conflict benefits cross-functional project team innovation: The importance of knowledge leadership
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When and how cognitive conflict benefits cross-functional project team innovation: The importance of knowledge leadership

机译：认知冲突何时，如何使跨职能项目团队创新受益：知识领导力的重要性

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PurposeThis research aims to comprehensively investigate when and how cognitive conflict benefits team innovation in cross-functional project teams (CFPTs), by exploring the moderating role of knowledge leadership and dual mediation mechanisms of elaboration of task-related information/knowledge and affective conflict.Design/methodology/approachAll hypotheses have been empirically tested by using structural equation model to analyze the quantitative data from a questionnaire survey covering 73 CFPTs in China.FindingsResults indicate that knowledge leadership positively moderates the relationship between cognitive conflict and CFPT innovation. This moderating effect is directly or indirectly revealed by the dual mediating roles of task-related information/knowledge elaboration and affective conflict, which are two processes manifesting whether cognitive conflict can or cannot be incorporated into team innovation.Research limitations/implicationsDespite the external validity of results limited by convenient sampling method, the findings offer implications for promoting CFPT innovation. This can be achieved by developing competent knowledge leadership into team sensegiver, dissent reconciler and facilitator to accentuate benefits of cognitive conflict in information/knowledge elaboration and attenuate the likelihood of escalating to affective conflict.Originality/valueThis study advances the understanding of why cognitive conflict has an equivocal effect on team innovation in the context of CFPT by originally revealing how leaders role in information/knowledge management acts as a contingency and suggesting the dual mediating mechanisms that reflect the contingent impact. Project-based teams or organizations, characterized by cognitive clashes, can enhance innovation performance by shaping the meaningfulness of information/knowledge activities triggered by cognitive conflict.
机译：目的本研究旨在通过探索知识领导的调节作用以及阐述与任务相关的信息/知识和情感冲突的双重中介机制，来全面研究认知冲突何时以及如何使跨职能项目团队（CFPT）的团队创新受益。方法/方法论/方法所有假设均已通过结构方程模型进行了实证检验，涵盖了中国73个CFPT的问卷调查结果。结果表明，知识领导者积极缓解了认知冲突与CFPT创新之间的关系。与任务相关的信息/知识的细化和情感冲突的双重中介作用直接或间接地揭示了这种调节作用，这两个过程表明了认知冲突是否可以被纳入团队创新中。结果受便利的抽样方法限制，这些发现为促进CFPT创新提供了启示。可以通过以下方式实现这一目标：将有能力的知识领导者发展为团队的明智者，持不同意见的和解者和促进者，以强调认知冲突在信息/知识阐述中的好处，并减轻升级为情感冲突的可能性。通过最初揭示领导者在信息/知识管理中的角色如何作为一种偶然性，并提出反映这种偶然性影响的双重中介机制，在CFPT的背景下对团队创新产生了模棱两可的效果。以认知冲突为特征的基于项目的团队或组织可以通过塑造由认知冲突触发的信息/知识活动的意义来增强创新绩效。

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