家族企业接班人谦卑对高管团队创新绩效的影响——团队内部冲突的中介作用

The Impact of Humility of Family Business Successors on the Innovation Performance of Executive Teams—The Mediating Role of Internal Team Conflicts

摘要: 在中国的特有文化传统中，谦卑型的领导风格广受推崇，这一特质通过促进团队内部建设性冲突的转化，间接提升高管团队创新绩效，这一中介作用在家族企业代际传承与组织创新转型中具有关键影响。已有研究探讨谦卑型领导与创新绩效的关系，但缺乏家族企业接班人视角的探索，对其中机制的研究也相对较少。本文基于人际吸引理论和双元冲突模型建构“接班人谦卑–团队内部冲突”的双路径模型，为家族企业的管理实践提供新的路径和更广阔的研究视角，采用跨层研究的方式构建接班人谦卑对团队创新绩效的影响过程的理论分析框架。研究发现，接班人关系谦卑正向影响团队创新绩效；接班人能力谦卑正向影响团队创新绩效；家族企业接班人关系谦卑负向影响高管团队内部关系冲突；家族企业内部高管团队关系冲突负向影响团队创新绩效；团队内部关系冲突在家族企业接班人关系谦卑对团队创新绩效的正向影响中起到中介作用；家族企业接班人能力谦卑正向影响高管团队内部任务冲突；家族企业内部高管团队任务冲突正向影响团队创新绩效；团队内部任务冲突在家族企业接班人能力谦卑对团队创新绩效的正向影响关系中起到中介作用。

Abstract: In China’s unique cultural traditions, the humble leadership style is widely respected. This trait indirectly enhances the innovation performance of the executive team by facilitating the transformation of constructive conflicts within the team. This mediating role plays a crucial role in the intergenerational succession of family businesses and the transformation of organizational innovation. Previous studies have explored the relationship between humble leadership and innovative performance, but there is a lack of exploration from the perspective of successors in family businesses, and research on the underlying mechanisms is also relatively scarce. This paper constructs a dual-path model of “successor humility-internal team conflict” based on interpersonal attraction theory and the dual conflict model, providing a new path and a broader research perspective for the management practice of family businesses. It adopts a cross-layer research approach to construct a theoretical analysis framework for the impact process of successor humility on team innovation performance. Research has found that a humble succession relationship positively influences team innovation performance. The successor’s humble ability positively influences the team’s innovative performance. The humble relationship among successors in family businesses negatively affects internal conflicts within the executive team. Conflicts within the executive team of a family business negatively affect the team’s innovation performance. Internal team relationship conflicts play a mediating role in the positive impact of humble succession relationships in family businesses on team innovation performance. The humble ability of the successor in a family business positively influences internal task conflicts within the executive team. The task conflicts within the executive team of a family business positively affect the team’s innovation performance. Internal task conflicts within the team play a mediating role in the positive impact relationship between the humble ability of successors in family businesses and the innovative performance of the team.