Research On The Effect Of Transformational Leadership On Team Resource Bricolage Based On The Individual-level And Team-level

With China's economy developed into a “New Normal”,it gradually formed a main mode of “Innovation-Creation-Entrepreneurship” in “Mass Entrepreneurship and Innovation” entrepreneurial economic growth mode.For new ventures,however,because of “liability of newness” and “liability of smallness”,it is difficult to obtain resources from outside.Also,the lack of important resource endowments will limit its innovation ability(Senyard et al.,2014).Therefore,resource constraints have become normalcy in many new ventures(Zhu & Li,2017).How to effectively utilizing the existing resources at hand is the core issue of a large number of new ventures.In recent years,with the emergence of the concept of “resource bricolage”(Baker & Nelson,2005),scholars began to regard it as an effective way to cope with the scarcity of resources in new ventures(Halme et al.,2012).It is often used to explain how new ventures solve resource constraints(Senyard et al.,2014)and create competitive advantages(Steffens et al.,2010).With the advent of knowledge economic era,team has gradually become the main unit of work in new ventures(Frazier,2009;Zhang et al.,2015),and its importance in enterprises has been widely recognized by scholars(Cai et al.,2013).Team plays an important role in the process of resource bricolage.Moreover,team resource bricolage has an important practical significance in solving the problem of resource constraint.However,the existing research on resource bricolage pay more attention to the organizational level(Cunha,2005),and regard it as the entrepreneur individual behaviors or new ventures' behaviors(Liang et al.,2013).The bricolage research on team level has not obtained enough attentions from scholars.Therefore,the research on team resource bricolage behavior is a frontier scientific issue with theoretical and practical significance.It is not only enrich and expand the related resource bricolage research from a new perspective,but also provides new ideas of breakthrough resource constraints for new ventures.Although the team resource bricolage can effectively alleviate the constraints of resources,the bricolage behavior still requires external impetus(Steffens et al.,2009),and its driving mechanism remains to be further explored.Penrose(1959)noted that even if the enterprises begin with the similar resources,these resources could also provide different services and produce different effectiveness.In addition,since the different managers have differences in cognition and capacity,they will have different resource combinations and resource utilization patterns.Thus,in order to improve the effectiveness of team resource bricolage,we also need team leaders to play their wisdom and creativity(Domenico et al.,2010).Transformational leadership is the most direct embodiment of leaders' transformational and creative.Transformational leader not only reflects strong transformational and creativity of itself,but also plays an important role in motivation and creativity for team as a whole and team members(Wang & Zhu,2011).Based on such condition,from the perspective of both transformational and creative to integrate transformational leadership theory with resource bricolage theory,this research studied on the transformational leadership on team resource bricolage explaining and predicting,and regard the relationship between them as the main line of model to explore the influence mechanism.In addition,the active participation and creative play of team members in bricolage process also have important influences on improving the efficiency and effectiveness of team resource bricolage(Cunha,2005).Therefore,this paper starts from a cross-level research,and reveals the role mechanism of transformational leadership on team resource bricolage from two aspects: individual-level and team-level.At the individual level,from the perspective of human resource management,this paper examines the path function of employee voice and employee psychological safety.At the team level,from the perspective of team building and team governance,this paper examines the path function of team identification,team passion and team knowledge governance capability.Moreover,with the rise of cross-level studies(Klein et al.,1994),decomposition of the transformational leadership from different levels has become the frontier and hot issue in the current transformational leadership studies(Kirkman et al.,2009;Wu et al.,2010;Zhu & Bao,2017).Therefore,this paper divides transformational leadership into two levels: individual-focused transformational leadership and team-focused transformational leadership.In order to reveal the direct effect of both individual-focused and team-focused transformational leadership on team resource bricolage,and the mediating effect of employee voice and team identification,and the moderating effect among employee psychological safety,team passion and team knowledge governance capability,this paper constructs a relational model among transformational leadership,employee voice,employee psychological safety,team identification,team passion,team knowledge governance capability and team resource bricolage.The main content includes the following aspects:First,this paper summarizes the related literatures at home and abroad,and identifies the research ideas,which is based on the individual and team level to research on the effect of transformational leadership on team resource bricolage.In the part of theoretical review,this paper mainly teases out the knowledge governance theory,social identity theory,resource-based theory and self-determination theory so as to provide a theoretical basis for this paper.At the same time,it summarizes and reviews the related research on transformational leadership and resource bricolage,revealing the specific content of transformational leadership theory and resource bricolage theory,summing up the different research perspectives,theoretical basis and cross-level of transformational leadership,and the types,antecedents and dependent variables of resource bricolage.Second,based on the definition of transformational leadership,employee voice,employee psychological safety,team identification,team passion,team knowledge governance capability and team resource bricolage,through the theoretical logic deduction,this paper constructs the theoretical model of the effect of transformational leadership on team resource bricolage.On this basis,this paper put forward 13 research hypotheses,which are mainly used for revealing the effect of transformational leadership on team resource bricolage,the mediating effect of employee voice and team identification,the moderating effect of employee psychological safety,team passion and team knowledge governance capability.Third,this paper finally determines the formal scale contains 55 items through team discussion and pre-research etc.And then we issued the questionnaires in Changchun and Shenzhen two areas and collected 396 valid questionnaires in total by paper version,e-mail and online.This paper uses both SPSS17.0 software and AMOS22.0 software to test the reliability and validity of the sample data.The results show that the scale has good reliability and validity.Subsequently,the SPSS17.0 software is used to multiple regression analysis on the sample data.The results show that in all 13 hypotheses,11 hypotheses are supported by data,and 2 hypotheses are without data support.Fourth,in this paper,we discuss the test results,and analyze the management practice and enlightenment for the hypotheses,which get the data support.We also deeply discuss the reasons for the hypotheses,which do not get the data support.At last,we summarize four innovations of this research and point out the shortcomings.On this basis,this paper proposes the future research directions.