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Abstract：
As a new leadership style, promotion-focused leadership has attracted the attention of theorists and practitioners. Existing research emphasizes the positive value of director personal promotion focus on team creative behavior while overlooking director-deputy director promotion focus fit. Based on Regulatory Fit Theory and Social Identity Theory, this study explored the effect of director-deputy director promotion focus fit on team knowledge creation and the mediating role of team identification. We used polynomial regression and response surface analysis to analyze the data from 674 questionnaires. The results demonstrate that: (1) director-deputy director congruence in promotion focus is positively related to team identification; (2) under the condition of director-deputy director promotion focus congruence, the level of team identification does not significantly increase when director-deputy director promotion focus rises from \"low-low\" to \"high-high\"; (3) team identification plays a mediating role in the relationship between director-deputy director promotion focus congruence and team knowledge creation.
摘要：
作为一种新的领导方式，以晋升为重点的领导引起了理论家和实践者的关注。现有研究强调董事个人晋升专注于团队创造行为的积极价值，而忽略了董事-副董事晋升专注的契合。基于调节匹配理论和社会认同理论，本研究探讨了主任-副主任晋升重点契合对团队知识创造的影响以及团队认同的中介作用。我们使用多项式回归和响应面分析对674份问卷的数据进行了分析。结果表明:(1)正副主任晋升重点一致性与团队认同呈正相关;(2)在正副主任晋升重点一致性条件下,当主任-副主任晋升重点从“低”上升到“高”时，团队认同水平没有显着提高；（3）团队认同在主任-副主任晋升重点一致性与团队知识创造之间的关系中起着中介作用。
