当协作要求遇上“山头主义”:领地行为与任务相依性对团队绩效的影响研究
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摘要
领地行为是个体和群体表现出来的对感知所属对象的排他性占有行为。本文将领地行为概念"边界化",区分衡量团队成员对团队内其他成员的领地行为(对内领地行为)以及团队成员一致对外的领地行为(对外领地行为),并探讨这两类不同的领地行为在任务相依性的调节作用下对团队绩效的影响。对采集自某石化公司的"领导-员工"配对样本(136个团队)进行分析,结果表明:(1)对内领地行为与对外领地行为均有损团队绩效,且两者交互对团队绩效的影响也显著;(2)任务相依性调节对内领地行为与团队绩效之间的关系,当任务相依性要求高时,对内领地行为与团队绩效之间的负向关系更强。而任务相依性在对外领地行为与团队绩效之间的调节作用并不显著。
Territorial behavior refers to the exclusive possession which individuals and groups show to objects that they perceive to belong to themselves. The study identifies the boundary of territorial behavior and differentiates two types of territorial behavior: internal territorial behavior and external territorial behavior. Based on 136 supervisor-subordinate dyads from one petrochemical corporation in China,we explore how internal and external territorial behaviors influence team performance under the moderation of task interdependence. The results of regression analysis reveal that:( 1) both internal territorial behavior and external territorial behavior have negative impact on team performance,and the two types of behaviors interact with each other to influence team performance;( 2) task interdependence moderates the relationship between internal territorial behavior and team performance. It appears that the higher task interdependence becomes,the stronger the negative effect of internal territorial behavior on team performance would be. However,the moderating effect of task interdependence on the relationship between external territorial behavior and team performance is not significant.
Territorial behavior refers to the exclusive possession which individuals and groups show to objects that they perceive to belong to themselves. The study identifies the boundary of territorial behavior and differentiates two types of territorial behavior: internal territorial behavior and external territorial behavior. Based on 136 supervisor-subordinate dyads from one petrochemical corporation in China,we explore how internal and external territorial behaviors influence team performance under the moderation of task interdependence. The results of regression analysis reveal that:( 1) both internal territorial behavior and external territorial behavior have negative impact on team performance,and the two types of behaviors interact with each other to influence team performance;( 2) task interdependence moderates the relationship between internal territorial behavior and team performance. It appears that the higher task interdependence becomes,the stronger the negative effect of internal territorial behavior on team performance would be. However,the moderating effect of task interdependence on the relationship between external territorial behavior and team performance is not significant.
引文
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[2]W.H.BURT.Territoriality and Home Range Concepts as Applied to Mammals.Journal of Mammalogy,1943,24(3):346—352.
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[15]H.MARKUS,S.KITAYAMA.Culture and the Self:Implications for Cognition,Emotion,and Motivation.Psychological Review,1991,98(2):224—253.
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[17]H.J.BERNARDIN,M.WIATROWSKI.Performance Appraisal//N.BREWER,C.WILSON.Psychology and Policing.New York:Psychology Press,2013:257—289.
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[19]R.M.ARKIN.Self-presentation Styles//J.T.TEDESCHI.Impression Management Theory and Social Psychological Research.New York:Academic Press,1981:311—333.
[20]N.DE CUYPER,A.MAKIKANGAS,U.KINNUNEN,S.MAUNO&H.D.WITTE.Cross‐lagged Associations between Perceived External Employability,Job Insecurity,and Exhaustion:Testing Gain and Loss Spirals According to the Conservation of Resources Theory.Journal of Organizational Behavior,2012,33(6):770—788.
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[24]储小平,杨肖锋.员工心理领地性的负面影响:个人与团队层面的分析.中山大学学报:社会科学版,2011(5):161—168.
[25]T.JADIN,T.GNAMBS,B.BATINIC.Personality Traits and Knowledge Sharing in Online Communities.Computers in Human Behavior,2013,29(1):210—216.
[26]B.H.BRADLEY,B.E.POSTLETHWAITE,A.C.KLOTZ,M.HAMDANI,K.G.BROWN.Reaping the Benefits of Task Conflict in Teams:The Critical Role of Team Psychological Safety Climate.Journal of Applied Psychology,2012,97(1):151—158.
[27]H.PENG.Why and When Do People Hide Knowledge?.Journal of Knowledge Management,2013,17(3):398—415.
[28]V.GONZALEZ-ROMA,A.HERNANDEZ.Climate Uniformity:Its Influence on Team Communication Quality,Task Conflict,and Team Performance.Journal of Applied Psychology,2014,99(6):1042—1058.
[29]R.E.SLACK,S.CORLETT,R.MORRIS.Exploring Employee Engagement with(Corporate)Social Responsibility:A Social Exchange Perspective on Organisational Participation.Journal of Business Ethics,2015,127(3):537—548.
[30]M.A.CAMPION,G.J.MEDSKER,A.C.HIGGS.Relations between Work Group Characteristics and Effectiveness:Implications for Designing Effective Work Groups.Personnel Psychology,1993,46(4):823—847.
[31]J.D.SHAW,M.K.DUFFY,E.M.STARK.Interdependence and Preference for Group Work:Main and Congruence Effects on the Satisfaction and Performance of Group Members.Journal of Management,2000,26(2):259—279.
[32]Y.C.YUAN,J.FULK,P.R.MONGE,N.CONTRACTOR.Expertise Directory Development,Shared Task Interdependence,and Strength of Communication Network Ties as Multilevel Predictors of Expertise Exchange in Transactive Memory Work Groups.Communication Research,2010,37(1):20—47.
[33]C.LEE,Y.LIN,H.HUAN,W.W.HUANG,H.H.TENG.The Effects of Task Interdependence,Team Cooperation,and Team Conflict on Job Performance.Social Behavior and Personality:An International Journal,2015,43(4):529—536.
[34]P.M.PODSAKOFF,S.B.MACKENZIE,Y.LEE,N.P.PODSAKOFF.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies.Journal of Applied Psychology,2003,88(5):879—903.
[35]B.A.DE JONG,T.ELFRING.How Does Trust Affect the Performance of Ongoing Teams?The Mediating Role of Reflexivity,Monitoring,and Effort.Academy of Management Journal,2010,53(3):535—549.
[36]R.C.LIDEN,S.J.WAYNE,L.K.BRADWAY.Task Interdependence as a Moderator of the Relation between Group Control and Performance.Human Relations,1997,50(2):169—181.
[37]L.R.JAMES,R.G.DEMAREE,G.WOLF.Rwg:An Assessment of Within-group Interrater Agreement.Journal of Applied Psychology,1993,78(2):306—309.
[38]J.COHEN,P.COHEN,S.G.WEST,L.S.Aiken.Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences.US:Routledge,2013.
[2]W.H.BURT.Territoriality and Home Range Concepts as Applied to Mammals.Journal of Mammalogy,1943,24(3):346—352.
[3]I.EIBL-EIBESFELDT.Ethology:The Biology of Behavior.Oxford,England:Holt,Rinehart&Winston,1970.
[4]L.A.PASTALAN.Privacy as an Expression of Human Territoriality//D.H.CARSON,L.A.PASTALAN(Eds.).Spatial Behavior of Older People.Ann Arbor,MI:University of Michigan Press,1970:88—101.
[5]J.J.EDNEY.Human Territoriality.Psychological Bulletin,1974,81(12):959—975.
[6]G.BROWN,T.B.LAWRENCE,S.L.ROBINSON.Territoriality in Organizations.Academy of Management Review,2005,30(3):577—594.
[7]彭贺.领地行为研究综述:组织行为学的新兴领域.经济管理,2012(1):182—189.
[8]G.BROWN,S.L.ROBINSON.The Dysfunction of Territoriality in Organizations//J.Langan-Fox,C.L.Cooper(Eds.).Research Companion to the Dysfunctional Workplace:Management Challenges and Symptoms.Northampton:Edward Elgar Publishing,2007:253—267.
[9]A.VINSEL,B.B.BROWN,I.ALTMAN,C.FOSS.Privacy Regulation,Territorial Displays,and Effectiveness of Individual Functioning.Journal of Personality and Social Psychology,1980,39(6):1104—1115.
[10]M.M.WELLS.Office Clutter or Meaningful Personal Displays:The Role of Office Personalization in Employee and Organizational Well-being.Journal of Environmental Psychology,2000,20(3):239—255.
[11]G.BROWN.Claiming a Corner at Work:Measuring Employee Territoriality in Their Workspaces.Journal of Environmental Psychology,2009,29(1):44—52.
[12]C.E.CONNELLY,D.ZWEIG,J.WEBSTER,J.P.TROUGAKOS.Knowledge Hiding in Organizations.Journal of Organizational Behavior,2012,33(1):64—88.
[13]储小平,倪婧.组织内领地性研究前沿探析.外国经济与管理,2009,31(3):1—8.
[14]S.CANDERSEN,D.P.MOYNIHAN.How Diversity and Task Interdependence Facilitates Social Categorization and Problem Solving//Academy of Management Proceedings.Academy of Management,2015(1),12291—12291.
[15]H.MARKUS,S.KITAYAMA.Culture and the Self:Implications for Cognition,Emotion,and Motivation.Psychological Review,1991,98(2):224—253.
[16]B.E.ASHFORTH,G.E.KREINER,M.FUGATE.All in a Day’s Work:Boundaries and Micro Role Transitions.Academy of Management Review,2000,25(3):472—491.
[17]H.J.BERNARDIN,M.WIATROWSKI.Performance Appraisal//N.BREWER,C.WILSON.Psychology and Policing.New York:Psychology Press,2013:257—289.
[18]S.E.HOBFOLL.Conservation of Resources:A New Attempt at Conceptualizing Stress.American Psychologist,1989,44(3):513—524.
[19]R.M.ARKIN.Self-presentation Styles//J.T.TEDESCHI.Impression Management Theory and Social Psychological Research.New York:Academic Press,1981:311—333.
[20]N.DE CUYPER,A.MAKIKANGAS,U.KINNUNEN,S.MAUNO&H.D.WITTE.Cross‐lagged Associations between Perceived External Employability,Job Insecurity,and Exhaustion:Testing Gain and Loss Spirals According to the Conservation of Resources Theory.Journal of Organizational Behavior,2012,33(6):770—788.
[21]D.W.GRUPE,J.B.NITSCHKE.Uncertainty and Anticipation in Anxiety:An Integrated Neurobiological and Psychological Perspective.Nature Reviews Neuroscience,2013,14(7):488—501.
[22]E.T.HIGGINS.Promotion and Prevention:Regulatory Focus as a Motivational Principle.Advances in Experimental Social Psychology,1998,30:1—46.
[23]E.T.HIGGINS.Promotion and Prevention:How“0”Can Create Dual Motivational Forces.Dual-Process Theories of the Social Mind,2014:423—435.
[24]储小平,杨肖锋.员工心理领地性的负面影响:个人与团队层面的分析.中山大学学报:社会科学版,2011(5):161—168.
[25]T.JADIN,T.GNAMBS,B.BATINIC.Personality Traits and Knowledge Sharing in Online Communities.Computers in Human Behavior,2013,29(1):210—216.
[26]B.H.BRADLEY,B.E.POSTLETHWAITE,A.C.KLOTZ,M.HAMDANI,K.G.BROWN.Reaping the Benefits of Task Conflict in Teams:The Critical Role of Team Psychological Safety Climate.Journal of Applied Psychology,2012,97(1):151—158.
[27]H.PENG.Why and When Do People Hide Knowledge?.Journal of Knowledge Management,2013,17(3):398—415.
[28]V.GONZALEZ-ROMA,A.HERNANDEZ.Climate Uniformity:Its Influence on Team Communication Quality,Task Conflict,and Team Performance.Journal of Applied Psychology,2014,99(6):1042—1058.
[29]R.E.SLACK,S.CORLETT,R.MORRIS.Exploring Employee Engagement with(Corporate)Social Responsibility:A Social Exchange Perspective on Organisational Participation.Journal of Business Ethics,2015,127(3):537—548.
[30]M.A.CAMPION,G.J.MEDSKER,A.C.HIGGS.Relations between Work Group Characteristics and Effectiveness:Implications for Designing Effective Work Groups.Personnel Psychology,1993,46(4):823—847.
[31]J.D.SHAW,M.K.DUFFY,E.M.STARK.Interdependence and Preference for Group Work:Main and Congruence Effects on the Satisfaction and Performance of Group Members.Journal of Management,2000,26(2):259—279.
[32]Y.C.YUAN,J.FULK,P.R.MONGE,N.CONTRACTOR.Expertise Directory Development,Shared Task Interdependence,and Strength of Communication Network Ties as Multilevel Predictors of Expertise Exchange in Transactive Memory Work Groups.Communication Research,2010,37(1):20—47.
[33]C.LEE,Y.LIN,H.HUAN,W.W.HUANG,H.H.TENG.The Effects of Task Interdependence,Team Cooperation,and Team Conflict on Job Performance.Social Behavior and Personality:An International Journal,2015,43(4):529—536.
[34]P.M.PODSAKOFF,S.B.MACKENZIE,Y.LEE,N.P.PODSAKOFF.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies.Journal of Applied Psychology,2003,88(5):879—903.
[35]B.A.DE JONG,T.ELFRING.How Does Trust Affect the Performance of Ongoing Teams?The Mediating Role of Reflexivity,Monitoring,and Effort.Academy of Management Journal,2010,53(3):535—549.
[36]R.C.LIDEN,S.J.WAYNE,L.K.BRADWAY.Task Interdependence as a Moderator of the Relation between Group Control and Performance.Human Relations,1997,50(2):169—181.
[37]L.R.JAMES,R.G.DEMAREE,G.WOLF.Rwg:An Assessment of Within-group Interrater Agreement.Journal of Applied Psychology,1993,78(2):306—309.
[38]J.COHEN,P.COHEN,S.G.WEST,L.S.Aiken.Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences.US:Routledge,2013.