Palavras-chave
alocação de recompensas baseada na equipe
interdependência de tarefas
intenção inovadora dos funcionários
comportamento inovador dos funcionários
Como Citar
Resumo
Objetivo – Este estudo tem como objetivo investigar o impacto entre níveis de diferentes distribuições de remuneração da equipe sobre os comportamentos de trabalho inovadores dos membros da equipe em equipes inovadoras em empresas chinesas de manufatura, bem como se a interdependência das tarefas da equipe tem um efeito moderador entre níveis.
Referencial teórico – A teoria da escolha cognitiva e a teoria do comportamento planejado são usadas para elucidar a relação entre a distribuição da remuneração da equipe e as intenções inovadoras dos membros da equipe, bem como a relação entre os comportamentos de trabalho inovadores dos membros da equipe.
Metodologia – As hipóteses são testadas por meio da modelagem de equações estruturais multinível (MSEM) com 328 pares de dados pareados de duas etapas e duas fontes de 12 empresas de manufatura na China.
Resultados – Os resultados mostram que a alocação de recompensas baseada na equipe está positivamente relacionada ao comportamento inovador dos funcionários, promovendo a intenção inovadora dos funcionários. A interdependência de tarefas enfraqueceu o efeito direto da alocação de recompensas baseada na equipe sobre a intenção inovadora dos funcionários e o efeito indireto sobre o comportamento inovador dos funcionários.
Implicações praticais e sociais da pesquisa – Este estudo revela que as diferenças na distribuição da remuneração da equipe são um dos fatores importantes que afetam o comportamento inovador dos membros da equipe. Os pesquisadores e gerentes devem considerar o grau de interdependência das tarefas realizadas pela equipe antes de implementar um método de distribuição específico.
Contribuições – Este estudo fornece os primeiros resultados empíricos sobre como a alocação de recompensas baseada na equipe afeta o comportamento inovador dos funcionários e examina os mecanismos e caminhos das variáveis envolvidas no contexto das empresas chinesas de manufatura, contribuindo para preencher uma lacuna no campo de pesquisa sobre a remuneração da equipe que afeta a inovação dos funcionários e ampliando a pesquisa multinível sobre a alocação de recompensas da equipe.
Referências
Ajzen I, M. T. J. (1986). Prediction of Goal-Directed Behavior: Attitudes, Intentions, and Perceived Behavioral Control. Journal of Experimental Social Psychology, 22(5), 453-474. http://doi.org/10.1016/0022-1031(86)90045-4
Ajzen, I. (1991). The Theory of Planned Behavior. Organizational Behavior and Human Decision Processes, 50(2), 179-211. https://doi.org/10.1016/0749-5978(91)90020-T.
Akbari, M., Bagheri, A., Imani, S., & Asadnezhad, M. (2021). Does entrepreneurial leadership encourage innovation work behavior? The mediating role of creativity self-efficacy and support for innovation [Article]. European Journal of Innovation Management, 24(1), 1-22. http://doi.org/10.1108/EJIM-10-2019-0283.
Bamberger, P. A., & Levi, R. (2008). Team-based reward allocation structures and the helping behaviors of outcome-interdependent team members. Journal of Managerial Psychology, 24(4), 300-327. http://doi.org/10.1108/02683940910952705.
Bani-Melhem, S., Al-Hawari, M. A., & Quratulain, S. (2022). Leader-member exchange and frontline employees' innovative behaviors: the roles of employee happiness and service climate. International journal of productivity and performance management, 71(2), 540-557. https://doi.org/10.1108/IJPPM-03-2020-0092.
Brown, T. A. (2015). Confirmatory Factor Analysis for Applied Research by Timothy A. Brown. Journal of management science, (26),91-94. https://doi.org/10.5860/choice.44-2769.
Campion, M. A., Medsker, G. J., & Higgs, A. C. (1993). Relations Between Work Group Characteristics and Effectiveness: Implications for Designing Effective Work Groups. Personnel Psychology, 46(4), 823-847. https://doi.org/10.1111/j.1744-6570.1993.tb01571.x.
Černe, M., Hernaus, T., Dysvik, A., & Škerlavaj, M. (2017). The role of multilevel synergistic interplay among team mastery climate, knowledge hiding, and job characteristics in stimulating innovative work behavior. Human Resource Management Journal, 27(2), 281-299. http://doi.org/10.1111/1748-8583.12132.
Cui N., Cui Q.N., & Wang T. (2013). Effect of contextual factors of online retailing on customer patronage intentions. Journal of Management Science, 16(1), 42-58. http://doi.org/10.1016/10.3969/j.issn.1007-9807.2013.01.005.
D, K. (1973). Attention and Effort. Englewood Cliffs: Prentice Hall.
Duan G., & Pang C.W. (2018). The Effectiveness and mechanism of team compensation in dissolving employee silence. Soft science, 32(3), 102-105. http://doi.org/10.13956/j.ss.1001-8409.2018.03.22.
Edwards, J. R., & Lambert, L. S. (2007). Methods for Integrating Moderation and Mediation: A General Analytical Framework using Moderated Path Analysis. Psychological Methods, 12(1), 1-22. https://doi.org/10.1037/1082-989X.12.1.1.
Fornell, C., & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39-50. http://doi.org/10.1177/002224378101800104.
Gong Z.W., & Liu T.G.(2021). The self-organization mechanisms and constraints of the public in public crises—Taking the fight against the COVID-19 pandemic as an example. Journal of Tianjin Administrative Institute, 23(2), 11-23. http://doi.org/10.16326/j.cnki.1008-7168.2021.02.002
I, A. (1980). Understanding attitudes and predictiing social behavior. Englewood cliffs.
I, A. (1985). From Intentions to Actions: A Theory of Planned Behavior. Berlin, Heidelberg: Springer Berlin Heidelberg.
J, P. K., Z, Z., & J, Z. M. (2011). Alternative Methods for Assessing Mediation in Multilevel Data: The Advantages of Multilevel SEM. Structural equation modeling, 18(2), 161-182. http://doi.org/10.1080/10705511.2011.557329.
Kanfer, R., & Ackerman, P. L. (1989). Motivation and Cognitive Abilities: An Integrative/Aptitude-Treatment Interaction Approach to Skill Acquisition. Journal of Applied Psychology, 74(4), 657-690. http://doi.org/10.1037/0021-9010.74.4.657.
Kirkman, B. L., & Shapiro, D. L. (2000). Understanding Why Team Members Won't Share. Small Group Research, 31(2), 175-209. http://doi.org/10.1177/104649640003100203.
Lin, C. V., Shipton, H., Teng, W., Kitt, A., Do, H., & Chadwick, C. (2022). Sparking creativity using extrinsic rewards: A self‐determination theory perspective. Human Resource Management, (6), 1-13. http://doi.org/10.1002/hrm.22128.
Liu N., Zhang Z. T., & Zhao Y. M. (2019). An empirical study on the influence mechanism of reward for innovation on the innovative behavior of R&D employees. Science Research Management, 40(1), 151-158. http://doi.org/10.19571/j.cnki.1000-2995.2019.01.015.
Liu Y., Zou X., & Shu X. (2019). The process whereby organizational identification promotes and prohibits employees' innovative behavior. Advances in Psychological Science, 27(7), 1153-1166. http://doi.org/10.3724/SP.J.1042.2019.01153.
Liu Y., Zhang Z. T., & Duan G. (2015). The effect of Team-based Rewards on Performance: A Comprehensive Review. Management Review, 27(12), 151-163. http://doi.org/10.14120/j.cnki.cn11-5057/f.2015.12.015.
Liu Y., Zhang Z. T., & Wang Y. B. (2012). An experimental study on the effect of team-based reward allocation process and task interdependence on team cooperation. Economic Science, (5), 92-103. http://doi.org/10.19523/j.jjkx.2012.05.008.
Majerczyk, M., Sheremeta, R., & Tian, Y. (2019). Adding tournament to tournament: Combining between-team and within-team incentives. Journal of Economic Behavior & Organization, 166, 1-11. http://doi.org/10.1016/j.jebo.2019.09.002.
Mendo Lazaro, S., Leon Del Barco, B., Polo-Del-Río, M. I., & Rasskin-Gutman, I. (2019). Predictive Factors of Task Interdependence in the University Context. Sustainability, 12(1), 100. http://doi.org/10.3390/su12010100.
Mittone, L., Morreale, A., & Vu, T. (2022). What drives innovative behavior? An experimental analysis on risk attitudes, creativity and performance. Journal of Behavioral and Experimental Economics, 98, 101868. http://doi.org/10.1016/j.socec.2022.101868.
Pang J. T., & Wen K. (2017). Effect of Proactive Personality on Employee Innovative behavior and its mechanism. Science Research Management, 38(1), 12-20. http://doi.org/ 10.19571/j.cnki.1000-2995.2017.01.002.
Preacher, K. J., Zyphur, M. J., & Zhang, Z. (2010). A General Multilevel SEM Framework for Assessing Multilevel Mediation. Psychological Methods, 15(3), 209-233. https://doi.org/10.1037/a0020141.
Sarin, S., & Mahajan, V. (2001). The Effect of Reward Structures on the Performance of Cross-Functional Product Development Teams. Journal of Marketing, 65(2), 35-53. http://doi.org/10.1509/jmkg.65.2.35.18252.
Wageman, R., & Baker, G. (1997). Incentives and cooperation: the joint effects of task and reward interdependence on group performance. Journal of Organizational Behavior, 18(2), 128-139.https://doi.org/10.1002/(SICI)1099-1379(199703)18:2<139::AID-JOB791>3.0.CO;2-R.
Wang H.H., Du M., Sun Q., & Li Y. (2021). Research on the Relationship between Interdependence, Knowledge Acquisition and Employees' Innovative Behavior: A Moderated Mediation Model. Scientific and technological progress and countermeasures, 38(5), 134-142. http://doi.org/10.6049/kjjbydc.2019110576.
Wang J. F., Wu R. Q., Feng L. J., & Yue J. J. (2017). Mechanism study on innovative climate, staff innovation willingness and innovative performance: Empirical analysis of high-tech enterprise. Research on Economics and Management, 38(9), 127-136. http://doi.org/ 10.13502/j.cnki.issn1000-7636.2017.09.013.
Wang Y.L., & Guo X.C. (2020). Research on the impact of executive team incentive methods on enterprise innovation efficiency of resource-based listed companies: based on the consideration of innovation value chain and property rights. R&D Management, 32(4), 149-161. http://doi.org/10.13581/j.cnki.rdm.20190008.
Wasserman, T., & Wasserman, L. (2020). Motivation: State, Trait, or Both. Motivation, Effort, and the Neural Network Model, 93-101. http://doi.org/10.1007/978-3-030-58724-6_8.
Xing R., & Wang G. H. (2015). Entrepreneurial orientation, innovation intention and incubated firms' innovation performance: The moderating role of incubation environment. R&D Management, 27(1), 100-112. http://doi.org/10.3969/j.issn.1004-8308.2015.01.012.
Y, H. (2018). Exploring task interdependence and cooperative conflicts among engineering designers. Journal of Engineering Design, 29(12), 709-734. http://doi.org/10.1080/09544828.2018.1542491.
Yi H. (2018). Does entrepreneurial orientation help to stimulate employee innovative behaviour: The mediating role of intention to innovate. Financial Theory and Practice, 39(1), 134-139. http://doi.org/10.3969/j.issn.1003-7217.2018.01.020.
Yuan, F., & Woodman, R. W. (2010). Innovative Behavior in the Workplace: The Role of Performance and Image Outcome Expectations. Academy of Management Journal, 53(2), 323-342. https://doi.org/10.5465/amj.2010.49388995.
Zhang Y., & You D. M. (2014). The empirical study about innovative intention of staff in the science and technology enterprises: based on the theory of planned behavior. Nankai Business Review, 17(4), 110-119. http://doi.org/10.3969/j.issn.1008-3448.2014.04.012.
Zhang Z. G., Yu C.P., & Li Y.J. (2016). A Study of the Relationship between Proactive Personality, Knowledge Sharing and Employee Innovative Behaviour. Management Review, 28(4), 123-133. http://doi.org/10.14120/j.cnki.cn11-5057/f.2016.04.013.
Zhang Z. T., Liu Y., & Wang Y. B. (2014). The effect of team-based rewards and task interdependence on team performance: an experimental study. Nankai Business Review, 17(3), 112-121. http://doi.org/10.3969/j.issn.1008-3448.2014.03.012.
Zhao H. X. (2011). Team-based reward allocation rules and perception of distributive justice. Science and Technology Management Research, 31(14), 149-153. http://doi.org/ 10.3969/j.issn.1000-7695.2011.14.036.
Zhao H. X., Zheng X. X., & Long L. R. (2013). The Study on the Effect of Team-Based Reward Allocation on Team Citizenship Behavior. Science of Science and Management of S. & T., 34(12), 157-166.
Zhao H. X., & Long L. R. (2012). Study on the effect of team-based reward allocation in team knowledge sharing. Science and Technology Management Research, 32(1), 113-117. http://doi.org/10.3969/j.issn.1000-7695.2012.01.027.
Em caso de aprovação do artigo para publicação, os direitos de copyright são cedidos pelo(s) autor(es) à Revista Brasileira de Gestão de Negócios – RBGN.
Nestes termos, é OBRIGATÓRIO que os autores enviem para RBGN o formulário de Cessão de Direitos Autorias devidamente preenchido e assinado. Conforme o modelo: [Direitosautorais]
As condições da Cessão de Direitos Autorais indicam que a Revista Brasileira de Gestão de Negócios – RBGN possui a título gratuito e em caráter definitivo os direitos autorais patrimoniais dos artigos por ela publicados. Não obstante a Cessão dos Direitos Autorais, a RBGN faculta aos autores o uso desses direitos sem restrições.
Os textos publicados na RBGN são de inteira responsabilidade de seus autores.
A revista adota o padrão de licença CC-BY Creative Commons Attribution 4.0 permitindo redistribuição e reutilização dos artigos sob a condição de que a autoria seja devidamente creditada.