团队冲突、冲突管理与绩效关系的实证研究

An Empirical Study of Team Conflict,Conflict Management and Performance

在组织研究领域,冲突一直被视为重要的团队交互过程变量。然而,关于团队冲突与绩效的关系存在很多争议,且以往的研究很少同时考虑团队冲突和冲突管理行为,这就忽视了冲突管理对团队冲突的潜在引导作用。通过对76个工作团队的冲突、冲突管理行为和绩效的实证研究,发现冲突管理和冲突的交互作用对团队绩效的影响显著。竞争型冲突管理行为会导致关系冲突的增加,进而导致团队绩效的降低;回避型冲突管理行为和关系冲突显著负相关;任务冲突与团队绩效之间显著正相关。本文的研究结果对于企业管理人员发挥任务冲突的正面效用、降低关系冲突的负面影响有一定的启示。

With the acceleration of the integration process of global economy, organizations are confronted with a more complicated and ever-changing environment.As the core of the organization, the team is still facing many problems.One of the most important problems is the conflict and coordination of the organization.Conflict has been seen as an important team interaction variable in organization research.The former studies usually concerned about the conflict itself, and neglected the conflict management; it does not obey the Contingency Management Theory which figures that conflict management must be taken into account to exert the positive utility of conflict.This study is for team level analysis, so individual measurement of team members should be aggregated to team level measurements.In this study, two indicators, RWG and ICC are used to examine whether the various team variables converge to the same situation which determines whether the individual measurement is suitable for team measurements.With a sample of 76 teams, this study examines the relationship among team conflict, conflict management and performance.We found that the interaction of conflict management and conflict has significantly impact on team performance.Competing conflict management behavior always leads to more relationship conflict, which in turn lead to lower team performance; avoiding conflict management behavior was negatively related to relationship conflict;.We also found that task conflict was positively related to team performance.Our findings appear to contribute to benefit of task conflict without the costs of relationship conflict.Through the results comparison of the models, we believe that it is necessary for enterprise managers to cultivate cooperative team norms as soon as possible, to prevent negative conflict management behavior.Future researches should take into account other group normative factors, such as trust, openness, reciprocity, loyalty, which will help to make a better understand of the mechanisms through which the conflict impact performance.