Demands for greater quality of public services and enhanced efficiency have intensified changes in public organizations. Not surprisingly, these organizations are increasingly searching for new and useful ideas, including disruptive ones, to meet current demands. Whereas previous studies on team radical creativity have focused on the influence that subordinates’ trust in the supervisor has on this type of creativity, this work innovates by testing the leader's trust in the team as an antecedent. Drawing on Self-Determination Theory, we further add to knowledge by considering the mediating role of team perceived organizational support for creativity and the moderating role of team collaborative climate. The research model was tested with a sample of 228 teams from public organizations with data collected from two sources at three moments in time. We found that the leader's trust in the team has a direct positive relationship with team radical creativity and an indirect positive relationship with creativity via team perceived organizational support. We also observed that team collaborative climate positively moderates the relationship between the leader's trust in the team and team radical creativity. These results deliver meaningful theoretical and practical insights into how organizations, especially public ones, can improve team creativity and thus enhance organizational performance.

中文翻译：

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信任能移山吗？在公共组织中培育激进思想


对提高公共服务质量和提高效率的要求加剧了公共组织的变革。毫不奇怪，这些组织越来越多地寻找新的有用的想法，包括颠覆性的想法，以满足当前的需求。以往关于团队激进创造力的研究主要集中在下属对主管的信任对此类创造力的影响，而本研究通过测试领导者对团队的信任作为前提进行创新。借鉴自我决定理论，我们通过考虑团队感知的组织支持对创造力的中介作用和团队协作氛围的调节作用来进一步补充知识。该研究模型通过来自公共组织的 228 个团队的样本进行了测试，数据在三个时刻从两个来源收集。我们发现，领导者对团队的信任与团队的激进创造力有直接的正相关关系，并且通过团队感知的组织支持与创造力有间接的正关系。我们还观察到，团队协作氛围正向调节领导者对团队的信任与团队激进创造力之间的关系。这些结果为组织（尤其是公共组织）如何提高团队创造力从而提高组织绩效提供了有意义的理论和实践见解。