一方面基于社会网络的发展,既有研究在连接强度与创新绩效的关系中,忽略了团队外部连接对其的影响。另一方面基于冲突理论,管理学领域认为认知冲突在团队创新过程中属于“建设性冲突”,情感冲突在此过程中起到“破坏性冲突”的作用,正文基于对企业研发团队实证调研,创造性的提出了相反的观点。通过对上海汽车集团、上海电气集团、中国东方航空集团、中国商飞集团、伊莱克斯电器公司研发团队的共计327名成员进行实证调研发现：(1)团队内外部连接强度显著正向影响创新绩效；(2)知识创造显著正向影响创新绩效,且在团队内外部连接强度与创新绩效的路径上起部分中介作用。(3)认知冲突在团队内外部连接强度与知识创造的路径无影响,情感冲突在团队内外部连接强度与知识创造的路径上起正向调节作用。

On the one hand, based on the development of social networks, existing studies have neglected the influence of external team connections on the relationship between connection strength and innovation performance. On the other hand, based on conflict theory, the field of management believes that cognitive conflict is a "constructive conflict" in the process of team innovation, and emotional conflict plays a role of "destructive conflict" in this process. The main text is based on empirical research on enterprise R D teams. , Creatively put forward the opposite view. Through empirical research on a total of 327 members of the R D team of SAIC Motor, Shanghai Electric Group, China Eastern Airlines Group, COMAC, and Electrolux Electric Co., Ltd., it is found that: (1) The strength of internal and external connections in the team significantly positively affects innovation Performance; (2) Knowledge creation significantly positively affects innovation performance, and it plays a part of the intermediary role in the path of the internal and external connection strength and innovation performance of the team. (3) Cognitive conflict does not play a role in the team"s internal and external connection strength and the path of knowledge creation. Emotional conflict plays a positive role in the team"s internal and external connection strength and the path of knowledge creation.

G302；F273.2

国家自然科学基金项目（面上项目，重点项目，重大项目）