The Relationship Between Team Conflict And Team Innovation Behabior:Moderrating By Role Of Leadership Behavior

With the increasingly fierce market competition,innovation has become one of the decisive force for enterprises to promote sustainable development,and those organizations passive in seeking innovation will be submerged in the mighty torrent of the era.Because of the improvement of technical complexity and task dependence,teams plays a more and more important role in the innovation activities,which has a large of specific ability and ability.Nonetheless,team conflict is inevitable,since team members have different backgrounds and thinking.How to effectively deal with the impact of conflict on the team and to utilize team conflict to improve the team's innovation capacityis a great challenge faced by leaders.Therefore,to understand the relationship between team conflict and the team's innovative behavior and to analyze the role played by team leaders in these two aspects is,for business management practice,conducive to better implementing team management and construction,developing and utilizing the team's human resources,and enhancing the organization's competitive advantages;and for theoretical construction,helpful to enrich the group dynamics theory of organizational behavior and the idea of human resource management.Through the review of the related research and theory of team conflict;team innovation and team leader,the focus of the further solved research problems,we focus on the relationship among team conflict team innovation behavior and role of leadership behavior.The keynote of this paper is to understand the moderating of team role of leadership behavior between team conflict and team innovation behavior.This study selects classification of Jehn's study — task conflict and relationship conflict — as independent variables,the team innovation behavior as dependent variables,three kinds role of leadership behavior based on the classification of Hirst & Mann(2004)—the facilitative,the innovation stimulating,and the directive—as moderatingvariables.This study used 125 sample teams and SPSS statistical tools to ensure this assumption.It could be concluded as the following:(1)It cannot simply say whether team conflict is beneficial to team innovation behavior.Two different kinds of team conflict—task conflict and relationship conflict—have different effects on team innovation behaviors.Task conflict has a positive predictive influence on team innovation behaviors.Relationship conflict has a negative influence on team innovation behaviors.(2)Role of leadership behavior can be used as moderator between the relationship of task conflict and team innovation behavior.If the facilitative behavior is high,or the innovation simulating behavior is high,or the directive behavior is high,task conflict could be more obvious to team innovation behavior.(3)Role of leadership behavior can't be used as moderator between the relationship of relationship conflict and team innovation behavior,which will be further studied.The results of this research can help managers understand how team conflict influences the team's innovative behavior,reasonably handle team conflict,and make effective use of conflict to create value for the team,and can also urge leaders to take a new look at how their behavior affects their team's innovative activities and offer a new method and perspective for leaders to improve their team's innovative behavior.