Team Job Crafting And Team Innovation Performance:The Mediation Of Team Human Capital

With the rapid development of Internet technology,team cooperation has become a main way to enhance team performance among knowledge-workers.It's also a significant driving force for knowledge-based companies' sustainable development.In this context,enterprises need to recognize talents as their core competitive advantages and strive to enhance the team innovation performance.However,many local knowledge-based industries are encountering the dilemma of technology and knowledge updating,with the emergence of organizational inertia and management inactivation problems.Nevertheless,the high level of turnover rate can also be one of the obstacles to innovation management.This study intends to explore how to activate the team's work autonomy and cooperation,which eventually lead to an efficient mechanism of improving team innovation.Therefore,this study is of great theoretical and practical importance for managers to deal with the risk of talents loss,to construct the self-management team and to form a resourceful work environment for team creativity.Based on the I-P-O(input-process-output)team theory model(McGrath,2000)and JD-R(job-demands-resources)theory(Demerouti,Bakker,Nachreiner,& Schaufeli,2001),this study recognizes team job crafting as input,team human capital as process,and team innovation performance as output.Through this systematic perspective,this study investigates the process of team job crafting and implicit its internal mechanism.Besides,based on the team learning theory(Senge,1990;The fifth discipline: The art and practice of the learning organization),both individual learning and organizational learning is affected by team learning.Team job crafting consists of team members' knowledge sharing,individual interaction and collaborative decision process(Leana et al.,2009),all of which refers to the core meaning of “team learning”.Thus,we propose that team job crafting can motivate employees to acquire and share experiences in the work together and tend to proactively mobilize the job design.As the consequence,both individual and teams' goal can be achieved.This study constructs a research model based on team job crafting as independent variable,team human capital as mediator variable,team innovation performance as dependent variable.Subsequently,corresponding empirical data collection and analysis were conducted.The study selects 100 knowledge-based work teams in in Shanghai,Nanjing,Anhui,Henan and other provinces and cities.Lastly,the study successfully reclaimed 359 subordinate questionnaires and 69 superior questionnaires.To testified the theoretical model and hypothesis of this study,Stata13.0 and Mplus7.0 were adopted to test the descriptive statistics,reliability and validity of the scales,correlation analysis,hierarchical regression analysis and structural equation model.The results show that: team job crafting,team human capital and team innovation performance are positively correlated,and team human capital plays a complete mediating effect on the relationship between team job crafting and team innovation performance.The study have some management implications for knowledge-based enterprises to improve team management and enhance team innovation performance,such as enhancing managers' leadership skills in team cohesion,providing a safe psychological work environment and organizing team perturbation training and team self-correction training.