The Effect Of Team Faultlines On Team Innovation Performance

Nowadays,more and more companies form teams with cross-functional,knowledge and cultural backgrounds to solve the complex problems they faces,however,the team is easy to be differentiated into multiple sub-teams due to differences characteristics of team members.It is becoming more and more important to reduce the conflicts and internal friction caused by differentiation,to effectively utilize the advantages brought by diversification,and to promote knowledge sharing and transfer among team members to improve team output.Based on which,from the perspective of information processing,this paper introduces two mediator variables(tacit knowledge transfer and team learning),two moderator variables(team experience openness and transformational leadership behavior)between the team faultlines and team innovation performance to construct a mediation model being moderated to understand the impact mechanism of the characteristics of team composition on team output.In this study,a total of 505 valid samples from 104 teams were collected,and using the exploratory/ confirmatory factor analysis,hierarchy regression analysis and mediator and moderator regression model to verify the theoretical model of this paper,and drawing the following conclusions: social categorization faultlines has a negative impact on tacit knowledge transfer and team innovation performance;while information categorization faultlines has a positive impact on tacit knowledge transfer and team innovation performance;Identity cognitive faultlines has a negative impact on tacit knowledge transfer,but no significant effect has been found on team innovation performance.Tacit knowledge transfer plays a partly mediating effect on the relationship between team faultlines and team learning;Team learning has full mediating effect on the relationship between tacit knowledge transfer and team innovation performance.Team openness to experience positively moderates the relationship between information categorization faultlines and identity cognitive faultlines and tacit knowledge transfer,but the moderating effect of team openness to experience between social categorization faultlines and tacit knowledge transfer is insignificant.Finally,transformational leadership behavior positively moderates the effect between tacit knowledge transfer and team learning.