针对员工创意领地行为的存在对企业创新发展存在着一定不利影响的问题，基于社会交换理论和社会认同理论，通过352份来自高科技企业员工的研究样本，分析悖论式领导对员工创意领地行为的影响。研究结果表明：悖论式领导对员工创意领地行为有负向影响作用，该过程是通过以情感导向的团队互动的中介作用实现的，而以事实为导向的团队互动中介效应不显著；个体主义不仅能够增强情感导向的团队互动对创意领地行为的负向影响，还对情感导向的团队互动在悖论式领导与员工创意领地行为关系间的中介效应具有强化作用。为组织降低员工创意领地行为，提出领导者培养自身接受并协调矛盾的能力、注重员工个性化发展、重视营造良好的团队氛围和促进团队互动、注重明确员工个人创意在团队中的归属问题等措施和建议。

To solve the problem that the existence of employees' creative territory behavior has a certain negative impact on the innovation development of enterprises, based on social exchange theory and social identity theory, this paper analyzes the impact of paradoxical leadership on employees' creative territory behavior in high-tech enterprises through 352 employees' research samples from the social exchange theory and social identity theory. The results show that paradoxical leadership has a negative effect on employees' creative territory behavior, which is mediated by emotion-oriented team interaction, but not by fact-oriented team interaction. Individualism not only enhanced the negative effect of emotion-oriented team interaction on creative territory behavior, but also enhanced the mediating effect of emotion-oriented team interaction on the relationship between paradoxical leadership and employees' creative territory behavior. In order to reduce employees' creative territory behavior, this paper puts forward some measures and suggestions for leaders to cultivate their own ability to accept and coordinate contradictions, pay attention to employees' personalized development, pay attention to creating a good team atmosphere and promoting team interaction, and pay attention to clarifying the ownership of employees' individual creativity in the team.

F272.91；F272.92；G301

国家自然科学“全球创新网络的多重嵌套、演化路径与制造企业动态学习机制研究” (71673190);上海市社会科学规划项目“开放创新环境下后发企业知识产权保护与价值占用机理研究”(2019BGL037)。