团队冲突理论模型及其实证研究
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摘要
作为组织中重要的工作模式,团队已经日益成为组织中重要的学习单元和绩效单元。然而,由于团队成员个体间存在的差异,团队成员对于任务以及团队目标的认知差异,团队沟通机制等因素的存在容易导致团队冲突的出现。团队冲突研究一直是国外心理学、社会学、政治学和管理学等领域学者重要的研究主题。在总结相关研究基础上,本研究通过运用团队运作模型理论提出了新的团队冲突研究模型,研究主要采用质化研究和量化研究相结合的方式。通过文献整理和理论演绎,归纳值得进行量化研究的研究假设,在此基础上形成团队冲突研究模型；选用信度和效度较高的测量量表,对研究变量进行测量,运用结构方程模型方法对研究模型和假设进行检验,同时,运用层级回归方法对调节变量的作用进行验证。本研究的研究创新主要包括以下四点：
1.参考相关研究中成熟量表,通过科学的量表编制程序,编制三维度团队冲突量表,并结合国内团队数据检验其信度和效度,检验三维度团队冲突结构模型在国内团队中的适应性。研究得出,三种团队冲突概念是相对独立的测量建构,受试者不仅能够对团队中的关系冲突和任务冲突进行区分,对于团队中出现的过程冲突也能够进行比较清晰的识别。
2.针对以往研究中对于过程冲突变量的研究的缺憾,结合相关理论和研究成果对任务冲突、关系冲突和过程冲突及其之间的相互转化原因进行了理论演绎,并运用结构方程模型对其进行检验。研究得出,任务冲突和过程冲突会在一定程度上转化为关系冲突,任务冲突与过程冲突存在正向的关系。
3.基于已往的研究结果,针对团队冲突不同维度对团队绩效的影响效应进行了归纳和演绎,特别地,针对以往研究对于过程冲突研究的不足,对过程冲突对于团队绩效的影响进行了详细阐述,在此基础上,运用结构方程模型对研究假设进行检验。研究指出,过程冲突对于团队成员工作绩效具有负向影响,对于团队成员工作满意度的负向影响并不显著。
4.结合心理学和社会学相关理论,对冲突管理方式和团队工作属性在团队冲突与团队工作绩效关系的调节效应进行了理论阐述,并运用层级回归方法检验研究假设。研究指出,工作相依性将加强关系冲突对工作绩效的作用,合群冲突管理方式将加强任务冲突对工作绩效的作用。
As an important organizational working pattern, group has increasingly become an important organizational learning unit and performance unit. However, the existence of group factors, such as differences in team members, cognitive differences in group members on tasks and group goals, team communication mechanism, easily lead to the emergence of group conflicts. Group conflict research has been an important research topic in research areas such as psychology, sociology, political science and management. Through the review of related research, this study presents a new group conflict model based on Team Performance Model, and combines qualitative research method and quantitative research method. Based on literature review and theoretic deduction, the study summarizes worthwhile research hypotheses to be quantified and forms a Group Conflict Model. Meanwhile, it selects the related scales with high reliability and validity to measure variables and uses Structural Equation Model to test presented research hypotheses. It also uses hierarchical regression analyses to test moderated variables in the relationship between group conflict and group performance. The innovation of this study includes the following four points:
Firstly, it refers to related mature scales and adopts scientific scale development procedures to make three-dimensional scale for group conflict. It also utilizes domestic sample to test the reliability and validity of three-dimensional scale and the domestic applicability of the three-dimensional structure of group conflict. It points out that three different concepts of group conflict are relatively independent measurement constructs and the subjects can distinguish relationship conflict and task conflict and also discern clearly process conflict which appeared in the process of conflict.
Secondly, to make up the deficiency of previous studies on the research of process conflict variable, this study combines the related theories and research results to present theoretical interpretation on relationship conflict, task conflict, process conflict and the transformation reasons between them. Then it applies Structural Equation Model to test these relationship hypotheses and concludes that to some extent, task conflict and process conflict will transform into relationship and task conflict and process conflict has a positive relationship.
Thirdly, based on previous research findings, this study makes the induction and deduction on the impacts of different group conflict dimensions on group performance. In particular, it makes up the deficiency of process conflict research exists in previous studies and carries out a detailed presentation on the impact of process conflict on group performance. Then it uses Structural Equation Modeling to test research hypotheses and indicates that process conflict has a negative impact on the job satisfaction of group members, but no significant negative impact on the job performance of group members.
Fourthly, this study combines relevant psychological and sociological theories to clarify the moderated effects of conflict management and task attributes in the relationship between group conflict and group performance and uses hierarchical regression analyses to test the hypotheses of moderated variables. It indicates that job interdependence will strengthen the effect of relationship conflict on the job performance of group members, and agreeable conflict management approach will strengthen the effect of task conflict on the job performance of group members.
1.参考相关研究中成熟量表,通过科学的量表编制程序,编制三维度团队冲突量表,并结合国内团队数据检验其信度和效度,检验三维度团队冲突结构模型在国内团队中的适应性。研究得出,三种团队冲突概念是相对独立的测量建构,受试者不仅能够对团队中的关系冲突和任务冲突进行区分,对于团队中出现的过程冲突也能够进行比较清晰的识别。
2.针对以往研究中对于过程冲突变量的研究的缺憾,结合相关理论和研究成果对任务冲突、关系冲突和过程冲突及其之间的相互转化原因进行了理论演绎,并运用结构方程模型对其进行检验。研究得出,任务冲突和过程冲突会在一定程度上转化为关系冲突,任务冲突与过程冲突存在正向的关系。
3.基于已往的研究结果,针对团队冲突不同维度对团队绩效的影响效应进行了归纳和演绎,特别地,针对以往研究对于过程冲突研究的不足,对过程冲突对于团队绩效的影响进行了详细阐述,在此基础上,运用结构方程模型对研究假设进行检验。研究指出,过程冲突对于团队成员工作绩效具有负向影响,对于团队成员工作满意度的负向影响并不显著。
4.结合心理学和社会学相关理论,对冲突管理方式和团队工作属性在团队冲突与团队工作绩效关系的调节效应进行了理论阐述,并运用层级回归方法检验研究假设。研究指出,工作相依性将加强关系冲突对工作绩效的作用,合群冲突管理方式将加强任务冲突对工作绩效的作用。
As an important organizational working pattern, group has increasingly become an important organizational learning unit and performance unit. However, the existence of group factors, such as differences in team members, cognitive differences in group members on tasks and group goals, team communication mechanism, easily lead to the emergence of group conflicts. Group conflict research has been an important research topic in research areas such as psychology, sociology, political science and management. Through the review of related research, this study presents a new group conflict model based on Team Performance Model, and combines qualitative research method and quantitative research method. Based on literature review and theoretic deduction, the study summarizes worthwhile research hypotheses to be quantified and forms a Group Conflict Model. Meanwhile, it selects the related scales with high reliability and validity to measure variables and uses Structural Equation Model to test presented research hypotheses. It also uses hierarchical regression analyses to test moderated variables in the relationship between group conflict and group performance. The innovation of this study includes the following four points:
Firstly, it refers to related mature scales and adopts scientific scale development procedures to make three-dimensional scale for group conflict. It also utilizes domestic sample to test the reliability and validity of three-dimensional scale and the domestic applicability of the three-dimensional structure of group conflict. It points out that three different concepts of group conflict are relatively independent measurement constructs and the subjects can distinguish relationship conflict and task conflict and also discern clearly process conflict which appeared in the process of conflict.
Secondly, to make up the deficiency of previous studies on the research of process conflict variable, this study combines the related theories and research results to present theoretical interpretation on relationship conflict, task conflict, process conflict and the transformation reasons between them. Then it applies Structural Equation Model to test these relationship hypotheses and concludes that to some extent, task conflict and process conflict will transform into relationship and task conflict and process conflict has a positive relationship.
Thirdly, based on previous research findings, this study makes the induction and deduction on the impacts of different group conflict dimensions on group performance. In particular, it makes up the deficiency of process conflict research exists in previous studies and carries out a detailed presentation on the impact of process conflict on group performance. Then it uses Structural Equation Modeling to test research hypotheses and indicates that process conflict has a negative impact on the job satisfaction of group members, but no significant negative impact on the job performance of group members.
Fourthly, this study combines relevant psychological and sociological theories to clarify the moderated effects of conflict management and task attributes in the relationship between group conflict and group performance and uses hierarchical regression analyses to test the hypotheses of moderated variables. It indicates that job interdependence will strengthen the effect of relationship conflict on the job performance of group members, and agreeable conflict management approach will strengthen the effect of task conflict on the job performance of group members.
引文
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