| dc.contributor | 企管系 | |
| dc.creator (作者) | Chi, Nai-Wen;Huang, Yin-Mei;Lin, Shu-Chi | |
| dc.creator (作者) | 紀乃文;黃櫻美;林淑姬 | zh_TW |
| dc.date (日期) | 2009-12 | |
| dc.date.accessioned | 2-Sep-2015 16:07:01 (UTC+8) | - |
| dc.date.available | 2-Sep-2015 16:07:01 (UTC+8) | - |
| dc.date.issued (上傳時間) | 2-Sep-2015 16:07:01 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/78190 | - |
| dc.description.abstract (摘要) | Although team diversity facilitates team innovation, research on the relationship between organizational tenure diversity and team innovation has produced mixed findings. To reconcile these inconsistent past findings, the present study is designed to investigate the possible curvilinear relationship between organizational tenure diversity and team innovation, and the moderating effect of team-oriented HR practices. We collect data from 67 R&D teams, including 321 engineers, for our sample, and hierarchical regression analyses are conducted to test hypotheses. The results show that the curvilinear relationship does exist between organizational tenure diversity and team innovation, and this nonlinear relationship is moderated by team-oriented HR practices. | |
| dc.format.extent | 247 bytes | - |
| dc.format.mimetype | text/html | - |
| dc.relation (關聯) | Group & Organization Management, 34(6), 698-726 | |
| dc.title (題名) | A Double-Edged Sword? Exploring the Curvilinear Relationship Between Organizational Tenure Diversity and Team Innovation: The Moderating Role of Team-Oriented HR Practices | |
| dc.type (資料類型) | article | en |
| dc.identifier.doi (DOI) | 10.1177/1059601109350985 | |
| dc.doi.uri (DOI) | http://dx.doi.org/10.1177/1059601109350985 | |
