A Research On The Influence Mechanism Of Team Heterogeneity On Team Creativity

Due to the increasing workload and complexity of work tasks,work pressure is gradually increasing.The mode of individual work alone can no longer meet the creative requirements of work tasks.Enterprises are more likely to work in a team mode,forming a breakthrough point.Team members may have differences in gender,age,education,personality,values,and other aspects,and their respective needs may also vary.The heterogeneity of team members can to some extent affect the overall team creativity,so enterprises can effectively improve creativity by utilizing team heterogeneity.Shared leadership is a kind of horizontal leadership,which is conducive to forming complementary knowledge in the team,promoting mutual collaboration,learning and motivation among members,actively participating in decision-making,jointly assuming leadership functions and leadership responsibilities,and expanding the knowledge range of the team to achieve specific task goals.Therefore,it can effectively use the heterogeneity of team members and bring positive impact to the enterprise.Under shared leadership,in order to encourage heterogeneous members to strive to express their unique perspectives and opinions,enterprises need to create an inclusive atmosphere,so that employees feel that they are equal and treated fairly with others,and feel that the team can not only respect and value their differences,but also accept their different perspectives and opinions,which is conducive to eliminating members’ concerns and encouraging them to share knowledge and participate in decision-making with colleagues,Enhance team creativity.This article uses shared leadership as the mediating variable and inclusive atmosphere as the moderating variable to explore the impact of team heterogeneity on their creativity through empirical analysis,and provides effective suggestions for enterprise team management.This study collected 315 questionnaires from 94 small and medium-sized enterprise teams in Zhenjiang and Nanjing,Jiangsu Province.Based on the literature review,a theoretical model of team heterogeneity,shared leadership,inclusive atmosphere,and team creativity was constructed and empirically analyzed.Reliability and validity analysis,aggregation test,correlation analysis,and regression analysis were conducted on the sample data using Excel,SPSS 22,and AMOS 26 software to validate the research hypothesis.The results indicate that(1)knowledge heterogeneity has a significant positive impact on shared leadership and team creativity;(2)The heterogeneity of values has a significant negative impact on shared leadership and team creativity;(3)Shared leadership has a significant positive impact on team creativity and plays a mediating role between knowledge heterogeneity,value heterogeneity,and team creativity;(4)The inclusive atmosphere plays a negative moderating role between knowledge heterogeneity and shared leadership,and a positive moderating role between value heterogeneity and team creativity.In short,the mediating role of shared leadership is fully established,while the moderating role of inclusive atmosphere is partially established.Based on the results of this empirical analysis,the following suggestions are proposed:(1)When conducting recruitment work,the HR department should pay attention to examining the work and life backgrounds of candidates,increase the heterogeneity of team knowledge,and enable the formation of a "knowledge base" within the team to enhance creativity;(2)When carrying out recruitment work,the HR department should also examine the values of applicants and attract personnel whose values are consistent with the core corporate culture and team work style of the company.In addition,the organization can also appropriately strengthen the cultural concept construction of the company and enhance team cohesion;(3)The organization should not only investigate the team,but also investigate the individual team members to prevent social loafing of team members and affect the whole team;(4)Leaders in organizations should treat employees equally,respect and value their uniqueness and differences,and encourage them to actively participate in decision-making.