作　　者： ; ; ;

机构地区： 中山大学岭南学院

出　　处： 《心理学报》 2020年第3期345-356,共12页

摘　　要： 以往个体和团队冲突研究主要考察了个人特征或团队特征对冲突结果的影响,而尚未充分关注冲突管理过程中个体特征与团队特征间的交互效应。基于个人-团队匹配理论,本研究探讨了个体层面宜人性与团队层面宜人性异质性对团队中个体冲突(关系冲突、任务冲突)和工作绩效间关系的影响。基于来自64个银行服务团队(包含339名下属和64名主管)的多来源、多时点纵向数据,本研究所得结果显示:(1)关系冲突显著负向影响工作绩效,任务冲突对工作绩效的影响不显著。(2)个体宜人性能够显著减弱关系冲突对工作绩效的负面影响,而增强任务冲突对工作绩效的正向影响。(3)关系/任务冲突、个体宜人性和团队宜人性异质性间存在着三重交互效应,共同影响工作绩效。具体而言,当团队宜人性异质性水平较低时,个体宜人性对关系/任务冲突与工作绩效间关系的调节作用更加显著。 Based on the nature of conflict, conflict within teams can be categorized as relationship conflict and task conflict. It is inevitable for team members to experience these two types of conflict with each other through daily interactions. As such, how dispositions of team members interact with intra-team conflict to minimize its harm and maximize its benefit appears to be an important research question. Prior research has primarily focused on how individual’s traits or team traits would affect the outcomes of conflict. According the Person-Group Fit theory, it’s necessary to study the interaction effect of the traits on both the individual and team level. Distinct from other personality factors in the Five Factor Model, agreeableness involves the motives for maintaining harmony and positive interpersonal relationship, which fundamentally determine the propensity for individuals to deal with others in social interactions. In conflict management scenarios, individuals with high agreeableness are more likely to adopt agreeable conflict management, characterized as integrating one another’s ideas and seeking to satisfy all members’ expectations, thus leading to more effective conflict resolution. Taking a multilevel perspective, this study investigated how individual-level agreeableness interacts with team-level agreeableness heterogeneity to impact the relations between task/relationship conflict and job performance. Hypotheses were tested using multisource and time-lagged data collected from 64 teams. Data were collected from client service teams of a large state-owned bank located in South China. A total of 75 service teams of the bank(394 subordinates and 75 supervisors) were contacted and invited to participate. All participants were told that the data were used only for research purpose only, and their responses would be kept confidential and anonymous. Participants filled out the questionnaires during morning meetings, and research assistants then collected their responses after they completed the surve

关 键 词： 个体宜人性 团队宜人性异质性 关系冲突 任务冲突 工作绩效

领　　域： []