Rights statement: This is the peer reviewed version of the following article: Chen, X. , Liu, J. , Zhang, H. and Kwan, H. K. (2019), Cognitive diversity and innovative work behaviour: The mediating roles of task reflexivity and relationship conflict and the moderating role of perceived support. J Occup Organ Psychol. doi:10.1111/joop.12259 which has been published in final form at http://onlinelibrary.wiley.com/doi/10.1111/joop.12259/abstract This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.
Accepted author manuscript, 910 KB, PDF document
Available under license: CC BY-NC: Creative Commons Attribution-NonCommercial 4.0 International License
Final published version
Research output: Contribution to Journal/Magazine › Journal article › peer-review
Research output: Contribution to Journal/Magazine › Journal article › peer-review
}
TY - JOUR
T1 - Cognitive diversity and innovative work behaviour
T2 - The mediating roles of task reflexivity and relationship conflict and the moderating role of perceived support
AU - Chen, Xingwen
AU - Liu, Jun
AU - Zhang, Haina
AU - Kwan, Ho Kwong
N1 - This is the peer reviewed version of the following article: Chen, X. , Liu, J. , Zhang, H. and Kwan, H. K. (2019), Cognitive diversity and innovative work behaviour: The mediating roles of task reflexivity and relationship conflict and the moderating role of perceived support. J Occup Organ Psychol. doi:10.1111/joop.12259 which has been published in final form at http://onlinelibrary.wiley.com/doi/10.1111/joop.12259/abstract This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.
PY - 2019/2/12
Y1 - 2019/2/12
N2 - Previous research has merely explored the positive relationship between cognitive diversity and creativity, but the potential negative side of cognitive diversity might also prevail and should be examined together with its positive side. To address this gap, our study, drawing on the categorization–elaboration model framework, explored both the positive and negative effects of cognitive diversity on creativity/innovation in a single model. Using data collected from 101 teams (including both team leaders and team members) in 10 Chinese manufacturing companies, we identified a dual pathway – namely, task reflexivity (i.e., positive pathway) and relationship conflict (i.e., negative pathway) – in the linkage of cognitive diversity and innovative work behaviour (i.e., IWB). Cognitive diversity encouraged IWB via the task reflexivity pathway, but impeded IWB via the relationship conflict pathway. We further demonstrated that perceived support for innovation moderated the relationships between cognitive diversity and task reflexivity/relationship conflict, with cognitive diversity more related to task reflexivity and less related to relationship conflict when perceived support for innovation was high. Moderated mediation effects also indicated that the positive indirect effect of cognitive diversity on IWB through task reflexivity existed only when support for innovation was high and that the negative indirect effect of cognitive diversity on IWB through relationship conflict occurred only when support for innovation was low.
AB - Previous research has merely explored the positive relationship between cognitive diversity and creativity, but the potential negative side of cognitive diversity might also prevail and should be examined together with its positive side. To address this gap, our study, drawing on the categorization–elaboration model framework, explored both the positive and negative effects of cognitive diversity on creativity/innovation in a single model. Using data collected from 101 teams (including both team leaders and team members) in 10 Chinese manufacturing companies, we identified a dual pathway – namely, task reflexivity (i.e., positive pathway) and relationship conflict (i.e., negative pathway) – in the linkage of cognitive diversity and innovative work behaviour (i.e., IWB). Cognitive diversity encouraged IWB via the task reflexivity pathway, but impeded IWB via the relationship conflict pathway. We further demonstrated that perceived support for innovation moderated the relationships between cognitive diversity and task reflexivity/relationship conflict, with cognitive diversity more related to task reflexivity and less related to relationship conflict when perceived support for innovation was high. Moderated mediation effects also indicated that the positive indirect effect of cognitive diversity on IWB through task reflexivity existed only when support for innovation was high and that the negative indirect effect of cognitive diversity on IWB through relationship conflict occurred only when support for innovation was low.
KW - cognitive diversity
KW - innovative work behaviour
KW - perceived support for innovation
KW - relationship conflict
KW - task reflexivity
U2 - 10.1111/joop.12259
DO - 10.1111/joop.12259
M3 - Journal article
VL - 92
SP - 671
EP - 694
JO - Journal of Occupational and Organizational Psychology
JF - Journal of Occupational and Organizational Psychology
SN - 2044-8325
IS - 3
ER -