Curious supervisor puts team innovation within reach: Investigating supervisor trait curiosity as a catalyst for collective actions

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes Pub Date : 2023-03-01 DOI:10.1016/j.obhdp.2023.104236

Jie (Yonas) Ma

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引用次数: 2

Abstract

Popular press and theoretical conjecture imply that curiosity is not just an individual motivation but also an enabler of collective actions. This study seeks to explicate curiosity as a catalyst for collective actions by examining team supervisors’ trait curiosity. We test the idea that trait curiosity predisposes team supervisors to manipulate team-level task structures, which primes certain forms of team regulatory focus and eventually affects team innovation. Two studies using the interest/deprivation (I/D) taxonomy of curiosity revealed that, by predisposing supervisors to create more learning demand, I-type curiosity primes team promotion focus, which facilitates both radical and incremental team innovation. By predisposing supervisors to create more problem-solving demand, d-type curiosity arouses team prevention focus, which facilitates team incremental innovation but hinders radical innovation. The effect of supervisor curiosity is evident only when supervisors have high task authority. This study uncovered a powerful property of curiosity, demonstrating its promising contributions to organizational life.

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好奇的主管使团队创新触手可及:调查主管特质的好奇心作为集体行动的催化剂

大众媒体和理论推测暗示，好奇心不仅是个人动机，也是集体行动的推动者。本研究试图通过考察团队主管的好奇心特质来解释好奇心作为集体行动的催化剂。我们测试了特质好奇心使团队主管倾向于操纵团队层面的任务结构，从而启动某些形式的团队监管焦点并最终影响团队创新的观点。两项利用好奇心的兴趣/剥夺(I/D)分类的研究表明，I型好奇心通过诱导主管创造更多的学习需求，启动团队的促进焦点，从而促进激进式和渐进式团队创新。d型好奇心通过诱导管理者创造更多的问题解决需求，激发团队预防焦点，促进团队渐进式创新，阻碍突破性创新。只有当管理者具有较高的任务权限时，管理者好奇心的影响才会显现出来。这项研究揭示了好奇心的强大特性，展示了它对组织生活的有希望的贡献。

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来源期刊

Organizational Behavior and Human Decision Processes Multiple-

CiteScore

8.90

自引率

4.30%

发文量

期刊介绍： Organizational Behavior and Human Decision Processes publishes fundamental research in organizational behavior, organizational psychology, and human cognition, judgment, and decision-making. The journal features articles that present original empirical research, theory development, meta-analysis, and methodological advancements relevant to the substantive domains served by the journal. Topics covered by the journal include perception, cognition, judgment, attitudes, emotion, well-being, motivation, choice, and performance. We are interested in articles that investigate these topics as they pertain to individuals, dyads, groups, and other social collectives. For each topic, we place a premium on articles that make fundamental and substantial contributions to understanding psychological processes relevant to human attitudes, cognitions, and behavior in organizations. In order to be considered for publication in OBHDP a manuscript has to include the following: 1.Demonstrate an interesting behavioral/psychological phenomenon 2.Make a significant theoretical and empirical contribution to the existing literature 3.Identify and test the underlying psychological mechanism for the newly discovered behavioral/psychological phenomenon 4.Have practical implications in organizational context