基于意义建构理论，通过分析87个团队领导和434名团队成员的两阶段问卷调查数据，探讨悖论式领导对员工创造力的影响，并检验工作自主性和风险承担意愿的中介作用以及风险承担氛围的调节作用。研究结果表明：悖论式领导能够激发员工的创造力；悖论式领导可以分别通过提高工作自主性和风险承担意愿提升员工创造力，还可以通过二者的连续中介作用提高员工创造力；风险承担氛围是悖论式领导影响员工创造力的边界条件。

Based on the sensemaking theory, by analyzing data from two-stage questionnaire survey of 87 team leaders and 434 team members, this study focuses on the impact of paradoxical leadership on employees’creativity, and examines the mediating effects of job autonomy and risk-taking willingness, as well as the moderating effects of risk-taking climate. Results show that paradoxical leadership can stimulate employees’ creativity, and can also enhance employees’ creativity by separately enhancing their job autonomy and risk-taking willingness, and it can also improve employees’ creativity through the serial mediating effect of these two factors. The risk-taking climate serves as a boundary condition for the influence of paradoxical leadership on employees’ creativity.