研发团队包容性实践及其双路径影响机制研究：基于动态和学习的视角

Inclusive practices constitute an important means of developing team diversity, facilitating team learning and in turn, enhancing teams’ innovation and performance. Currently, however, theoretical development on inclusive practices have largely lagged behind managerial practices, and it is of critical significance, both in theoretical and practical terms, to investigate into the fundamental theoretical issues of inclusive practices. In this proposed study, we intend to fill up this gap. From the perspective of dynamic and learning, based on and inspired by recent development in diversity and inclusiveness, team learning, team organizational behavior and strategic human resource management, this study combines dual-path and two-stages research design to investigate inclusive practices, drawing on a variety of research methods including multiple case studies, content analysis, and individual/team level questionnaire surveys. In particular, the study first testifies the implication of construction model in inclusive practices based-on optimal distinctiveness theory. Second, the study testifies the dual-path mechanisms of inclusive practices’ impact on team learning behavior, drawing analytical frameworks from the motivation theory. Thirdly, the study aims to elucidate on the working mechanisms of team psychology safety climate, team information sharing’s impact on team learning, team innovation and team performance, based-on the team learning theory. On the basis of these enquires, the study comes up with a much needed clarification on the construct of inclusive practices as well as a framework of the multidimensional implications and related working mechanisms of inclusive practices. The results in this study not only enrich and advance the theoretical development in the multiple fields, including diversity and inclusive, team learning, team innovation, team organizational behavior and SHRM, but also provide practical guidance to the management of R&D teams.

包容性实践是挖掘和发挥团队多样性优势、促进团队学习最终提升团队创新和绩效的关键策略，但其理论进展远滞后于实践发展，因此开展此领域的应用基础研究，无疑具有重要理论价值和实践指导意义。本课题以研发团队为研究对象，采用“动态与学习”的视角，结合多样性与包容性、团队学习、团队组织行为以及战略性人力资源管理等领域的理论研究成果，通过典型多案例访谈与内容分析，运用双路径二阶段研究设计范式，验证基于最优差异化理论构建的包容性实践构念模型、基于动机理论构建包容性实践对团队学习行为的双路径影响过程、基于团队学习理论构建团队心理安全气氛和团队信息分享对团队学习及团队创新的作用机制，以期提出“包容性实践构念及其双路径影响过程机制模型”，研究成果将丰富与推进多样性与包容性、团队学习、团队创新、团队组织行为和战略性人力资源管理等研究领域的理论发展，对研发团队多样性管理实践提供科学指导。

本项目在回顾包容性管理领域研究进展基础上，设计和实施了5个系列的实证研究（包括现场访谈与案例研究、现场问卷调查、情境模拟研究），800位左右被试参与本项目的调查研究，研究结果如下：（1）回顾包容性领域研究进展，学者们对此构念包含归属感、独特性和容错性三项维度的共识较为一致，其中容错性维度是中国文化背景下特有的包容性维度。（2）通过对强总部建设目标导向的包容性实践及其效应访谈研究，得到人力资源能力建设、塑造总部能力信任、人员配置优化等方面，体现归属感、保留独特性及精准实施容错行为的包容性实践，将助推组织变革的顺利推进。（3）基于链接和提升成员间高质量关系的协作型高绩效工作系统（HPWS），是典型的包容性实践。基于关系性协调理论的逻辑，研究提出协作型HPWS通过关系性协调间接影响组织绩效，成本领先战略对此关系存在调节效应，得到研究数据支持。（4）研究证实包容性感知对员工创新行为有显著的积极影响，归属感和独特性的交互作用影响员工创新行为，容错性调节作用得到部分支持。（5）研究证实领导与下属的专业相似性，通过关系路径—同理心，以及任务路径—专业地位差距的二条路径，对领导容错行为产生显著影响，研究结果丰富了容错领域的理论成果。（6）研究以认知视角的归因理论为理论基础，提出并证实了下属个人声誉通过内外部控制源归因知觉，对领导容错行为的形成产生正向影响，问责压力对此关系存在调节效应。以上研究成果为推进包容性研究领域的理论和实践发展，存在一定的积极作用，也为未来深入研究领导容错行为、更好管理组织容错行为、积极干预激发员工创新行为提供了良好的研究基础。