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Article: Cognitive diversity and innovative work behaviour: The mediating roles of task reflexivity and relationship conflict and the moderating role of perceived support

TitleCognitive diversity and innovative work behaviour: The mediating roles of task reflexivity and relationship conflict and the moderating role of perceived support
Authors
Keywordscognitive diversity
innovative work behaviour
perceived support for innovation
relationship conflict
task reflexivity
Issue Date2019
PublisherThe British Psychological Society. The Journal's web site is located at http://www.bps.org.uk/publications/journals/joop/joop_home.cfm
Citation
Journal of Occupational and Organizational Psychology, 2019, v. 92 n. 3, p. 671-694 How to Cite?
AbstractPrevious research has merely explored the positive relationship between cognitive diversity and creativity, but the potential negative side of cognitive diversity might also prevail and should be examined together with its positive side. To address this gap, our study, drawing on the categorization–elaboration model framework, explored both the positive and negative effects of cognitive diversity on creativity/innovation in a single model. Using data collected from 101 teams (including both team leaders and team members) in 10 Chinese manufacturing companies, we identified a dual pathway – namely, task reflexivity (i.e., positive pathway) and relationship conflict (i.e., negative pathway) – in the linkage of cognitive diversity and innovative work behaviour (i.e., IWB). Cognitive diversity encouraged IWB via the task reflexivity pathway, but impeded IWB via the relationship conflict pathway. We further demonstrated that perceived support for innovation moderated the relationships between cognitive diversity and task reflexivity/relationship conflict, with cognitive diversity more related to task reflexivity and less related to relationship conflict when perceived support for innovation was high. Moderated mediation effects also indicated that the positive indirect effect of cognitive diversity on IWB through task reflexivity existed only when support for innovation was high and that the negative indirect effect of cognitive diversity on IWB through relationship conflict occurred only when support for innovation was low.
Persistent Identifierhttp://hdl.handle.net/10722/278976
ISSN
2019 Impact Factor: 2.652
2015 SCImago Journal Rankings: 1.545

 

DC FieldValueLanguage
dc.contributor.authorCHEN, X-
dc.contributor.authorLiu, J-
dc.contributor.authorZhang, H-
dc.contributor.authorKwan, HK-
dc.date.accessioned2019-10-21T02:17:22Z-
dc.date.available2019-10-21T02:17:22Z-
dc.date.issued2019-
dc.identifier.citationJournal of Occupational and Organizational Psychology, 2019, v. 92 n. 3, p. 671-694-
dc.identifier.issn0963-1798-
dc.identifier.urihttp://hdl.handle.net/10722/278976-
dc.description.abstractPrevious research has merely explored the positive relationship between cognitive diversity and creativity, but the potential negative side of cognitive diversity might also prevail and should be examined together with its positive side. To address this gap, our study, drawing on the categorization–elaboration model framework, explored both the positive and negative effects of cognitive diversity on creativity/innovation in a single model. Using data collected from 101 teams (including both team leaders and team members) in 10 Chinese manufacturing companies, we identified a dual pathway – namely, task reflexivity (i.e., positive pathway) and relationship conflict (i.e., negative pathway) – in the linkage of cognitive diversity and innovative work behaviour (i.e., IWB). Cognitive diversity encouraged IWB via the task reflexivity pathway, but impeded IWB via the relationship conflict pathway. We further demonstrated that perceived support for innovation moderated the relationships between cognitive diversity and task reflexivity/relationship conflict, with cognitive diversity more related to task reflexivity and less related to relationship conflict when perceived support for innovation was high. Moderated mediation effects also indicated that the positive indirect effect of cognitive diversity on IWB through task reflexivity existed only when support for innovation was high and that the negative indirect effect of cognitive diversity on IWB through relationship conflict occurred only when support for innovation was low.-
dc.languageeng-
dc.publisherThe British Psychological Society. The Journal's web site is located at http://www.bps.org.uk/publications/journals/joop/joop_home.cfm-
dc.relation.ispartofJournal of Occupational and Organizational Psychology-
dc.rightsReproduced with permission from [journal name] © The British Psychological Society [year]-
dc.subjectcognitive diversity-
dc.subjectinnovative work behaviour-
dc.subjectperceived support for innovation-
dc.subjectrelationship conflict-
dc.subjecttask reflexivity-
dc.titleCognitive diversity and innovative work behaviour: The mediating roles of task reflexivity and relationship conflict and the moderating role of perceived support-
dc.typeArticle-
dc.identifier.emailCHEN, X: u3005664@hku.hk-
dc.description.naturelink_to_subscribed_fulltext-
dc.identifier.doi10.1111/joop.12259-
dc.identifier.scopuseid_2-s2.0-85061447551-
dc.identifier.hkuros307603-
dc.identifier.volume92-
dc.identifier.issue3-
dc.identifier.spage671-
dc.identifier.epage694-
dc.publisher.placeUnited Kingdom-

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