高校科研团队冲突、行为整合与绩效的关系

An Empirical Study on the Mediating Role of Behavioral Integration between Team Conflict and Team Performance in University R&D Team

高校创新型科研团队冲突划分为关系冲突、任务冲突和过程冲突三个维度;高校创新型科研团队行为整合也包括联合决策、开放沟通和团队合作三个维度。目前对高校科研团队的研究集中于团队冲突对团队绩效的直接影响,忽视了对团队冲突与团队绩效之间的中介变量进行深入探讨。本文在理论分析的基础上提出了高校创新型科研团队行为整合对团队冲突与团队绩效关系的中介作用假设,采用问卷调查的方式收集数据,运用统计方法对假设进行了实证检验。一方面在一定程度上丰富了团队冲突直接作用于团队绩效的研究;另一方面也对建设高校科研团队提供了一些有参考价值的意见。研究结果显示:联合决策、开放沟通和团队合作在关系冲突与团队绩效之间具有完全的中介作用、在任务冲突与团队绩效之间具有部分的中介作用,在过程冲突与团队绩效之间不具有中介作用。

The team conflict can be divided into three dimensions： relationship conflicts, task conflicts and process conflicts. The behavioral integration can also be divided into three dimensions, joint decision, open communication and teamwork. At present, the research of University R ＆ D Team focused on how team conflict influent team performance directly. But mediating variables between team conflict and team performance are neglected. Based on the theoretical analysis, this paper introduces the concept of behavioral integration to raises several hypothesis on the mediating role of behavioral integration between team conflict and team performance in university innovative research team, uses questionnaire to collect the data, and then tests them by statistical analysis method. On the one hand to a certain extent the rich team conflict direct role in team performance. On the other hand also in the construction of scientific research team of university provide some valuable opinions. The study result shows that the three dimensions of behavioral integration have significant mediating role between relationship conflicts and team performance. They also have part mediating role between task conflicts and team performance. But they have no mediating role between process conflicts and team performance.