Although multiple theories propose that team proactive personality shapes team climate for innovation, this theoretical proposition is yet to be tested by empirical studies. Drawing upon multiple theories (e.g., sense‐making theory and theories regarding social norms), we hypothesized a cross‐level mediation model of the effects of different operationalizations of team proactive personality on team climate for innovation, as well as individual creative performance and job crafting. We tested our hypothesized model using a 2‐wave longitudinal design collecting data from a sample of 187 employees and their supervisors nested within 38 teams from an Information Technology company. The results of multilevel mediation path analysis indicated that team proactive personality (i.e., mean, minimum, and maximum) was significantly and positively related to team climate for innovation. Further, team proactive personality at Time 1 exerted a cross‐level influence on individual creative performance (rated by supervisors) and job crafting at Time 2, through team climate for innovation. Finally, different operationalizations (mean, maximum, minimum, and standard deviation) of team proactive personality revealed differential relationships with team climate for innovation. These findings suggest that team proactive personality can influence outcomes at different levels of analyses. Theoretical and practical implications of these findings are discussed.

中文翻译：

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如何建立创新团队？团队个性，创新，创造力和工作技巧的团队氛围的跨层级调解模型

尽管多种理论认为团队积极主动的人格塑造了团队创新的氛围，但这一理论主张尚待实证研究检验。借鉴多种理论（例如，理性决策理论和有关社会规范的理论），我们假设了跨级别的调解模型，说明了团队积极性的不同操作化对团队创新氛围，个人创造绩效和工作的影响。手工制作。我们使用2波纵向设计对我们的假设模型进行了测试，该设计从一个信息技术公司的38个团队中嵌套的187名员工及其上司收集了数据。多层次调解路径分析的结果表明，团队的积极性（即平均，最低，和最高）与团队创新精神紧密相关。此外，在第1阶段，团队的积极进取型人格通过创新的团队氛围对第2阶段的个人创意表现（由主管评估）和工作制定产生了跨层次的影响。最后，团队积极性格的不同运作方式（平均，最大，最小和标准偏差）揭示了与团队创新氛围的不同关系。这些发现表明，团队积极的性格可以影响不同分析水平的结果。讨论了这些发现的理论和实践意义。通过团队创新氛围。最后，团队积极性格的不同运作方式（平均，最大，最小和标准偏差）揭示了与团队创新氛围的不同关系。这些发现表明，团队积极的性格可以影响不同分析水平的结果。讨论了这些发现的理论和实践意义。通过团队创新氛围。最后，团队积极性格的不同运作方式（平均，最大，最小和标准偏差）揭示了与团队创新氛围的不同关系。这些发现表明，团队积极的性格可以影响不同分析水平的结果。讨论了这些发现的理论和实践意义。