作　　者： (唐冰松）;

机构地区： 湖州职业技术学院,浙江湖州313000

出　　处： 《工程管理学报》 2017年第4期93-98,共6页

摘　　要： 对传统的组织内冲突—绩效模型(Conflict Performance Model,CPM)进行了改进,指出了改进模型与原模型的区别和不同。同时,着重对改进后的冲突—绩效模型曲线的关键性质进行了定量理论分析。研究表明,组织内冲突水平与组织的绩效水平有直接关系,冲突水平的大小关系到组织绩效是否最优以及绩效能否实现等关键问题。另外,根据科塞对组织间冲突特点的研究成果,建立了一致性条件下组织间冲突—绩效模型,模型能较好地解释组织间实际案例中关于冲突与绩效存在的某些现象。根据两种模型不同特点,分别提出了针对不同类型冲突时的优化管理措施。为如何管理工程项目冲突提供了一些有价值的实践指导。 The traditional conflict performance model（CPM）is modified in this paper,which indicates the significance difference between the modified model and the original one.Then the modified model is quantitatively analyzed,which has investigated the key properties of the curve for the modified CPM. The research shows that there are correlations between the conflict level and conflict performance in the organization. In addition,the conflict level is a key parameter in team performance,which influences the performance level. Besides,according to the theory of conflict about inter organizations from Coser,the manuscript has exhibited new CPM figures about inter-organization conflict,which can explain some special phenomena in real cases. Based on the different properties of CPM for two categories,this paper also proposes optimized management measures respectively which can probably make organization performance better. In civil engineering,there are also many conflicts in organization and inter-organization. The modified CPM for organization and inter-organization model can probably provide some useful conclusions for how to manage conflict in civil engineering project.

关 键 词： 冲突 绩效模型 冲突管理 冲突水平 组织绩效 定量分析