团队创新和适应绩效近来得到学者和管理者的更多关注，已有的研究发现团队构成是其重要影响因素。然而，现有研究多将团队成员的作用视为等同（同质假设），一定程度上忽视了团队中特别个体对团队创新和适应绩效的特殊贡献，与现实形成反差。为此，本研究将对团队特别个体（重点考察了最大帮助者和最积极建言者）对团队创新和适应绩效的影响机制进行探索。我们运用社会网络理论，提出团队特别成员对团队动态和团队绩效有特别的影响，其作用的大小取决于该成员在建言或帮助行为的得分高低和该成员在团队社会网络中所处的位置（即网络中心性）的共同作用。当最大帮助者或建言者在团队中位于中心位置时，团队成员行为对团队有更积极的影响。同时，研究还重点探索了团队协作和团队工作重塑的中介作用，以及团队社会网络密度的调节作用。希望通过本项目能为团队创新和适应绩效的研究提供一些新的视角，进而探索提升团队绩效的新思路。

Team creativity and team adaptive performance have received increasing attention from both scholars and managers. Researchers have found that team composition is an important predictor of team creativity and adaptive performance. However, current research is limited in the way that it treats all team members as equally influential on team outcomes. Such operation hardly reflects the reality in the workplace where certain members are always more influential than others, either in terms of overall influence or in particular domains. To advance theoretical and empirical development, our study draws on a social network perspective to investigate the influence of special individual members (in particular, top helper and most active voicer) on team adaptive performance and creative performance. We take the initiative to propose that special members' influence on team adaptive and creative performance is manifested in the enduring interactional team process, and such influence depends on the joint effect of one's position centrality in the team social network (i.e., social network centrality) and the level of helping or voice behaviors. We also investigated the mediation effect of team cooperation and team job crafting, and the moderation effect of team network density in the above relationships. The current study aims to shed new perspectives on the research and practical management of team creativity and team adaptive performance.