角色冲突对团队结果作用的实证研究—团队沟通水平的中介作用

The Empirical Study of Role Conflict on Team Output Effects—The Mediating Role of Team Communication

本文的研究目的是探究在多团队成员身份的背景下,角色冲突和团队结果(包括任务绩效和工作满意度)之间的关系,并探究其作用机制。根据以往研究进行合理推演,通过对19个家庭医生服务团队的实证研究,采用相关分析和回归分析的研究方法,验证研究假设。研究结果表明,角色冲突与工作满意度、任务绩效之间总体负相关,通过降低团队沟通水平来影响团队结果;但角色冲突水平低时,可以一定程度上提高团队结果,从而给出实践建议。团队在采用具有多团队身份的团队成员时,需要平衡多团队成员身份带来的知识共享、促进团队学习、获取外部资源等优势以及可能造成的角色冲突,将角色冲突水平保持在合理水平,避免其对团队绩效和工作满意度的消极影响。

The purpose of this paper is to explore the relationship between role conflict and team outcome (including task performance and job satisfaction) in the context of multiple team membership, and to explore its mechanism. Based on the previous studies, correlation analysis and regression analysis were used to verify the research hypothesis through an empirical study of 19 family doctor service teams. The results show that there is an overall negative correlation between role conflict and job satisfaction, task performance. Role conflict influences team results by reducing the level of team communication. But when role conflict is at a low level, it can to some extent improve team outcomes. The article gives practical advices that teams with members with multiple team membership need to balance advantages like knowledge sharing, team learning improvement, assessment to external resources and disadvantages like role conflict brought by multiple team membership. These teams should maintain role conflict at a reasonable level to avoid its negative influence on team performance and job satisfaction.