团队能力差异何时促进绩效?团队目标互依的作用
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摘要
以往研究发现,多样型多元化促进团队绩效,分离型多元化阻碍团队绩效,但尚未考察不平等型多元化对绩效的影响。本研究从目标互依视角,探究了团队工作能力差异(一种不平等型多元化)对团队绩效、个体绩效的影响。研究一针对80个团队240名被试进行实验室实验,结果发现,合作性目标增强了团队工作能力差异对团队绩效、个体绩效的负向影响,即在合作性目标条件下,工作能力差异与团队绩效、个体绩效负相关;竞争性目标抑制了团队工作能力差异对团队绩效、个体绩效的负向影响,即在竞争性目标条件下,工作能力差异与团队绩效、个体绩效无关。研究二基于70个团队中332份领导-成员配对问卷数据,不仅进一步验证了研究一的研究结论 ,而且厘清了工作能力差异、目标互依与个体绩效、团队绩效之间的具体关系。本文的结果从辩证思维的视角丰富了合作与竞争理论在中国情境下的应用研究。管理者在进行团队成员能力配置和目标互依设计时,应充分考虑到合作性目标在能力差异大时的消极作用以及竞争性目标在能力差异小时的积极作用,权变运用团队成员之间的工作能力差异,最大限度地提升团队和个体绩效。
Previous studies have found that diversity as variety promoted team performance and diversity as separation inhibited team performance. However, diversity as disparity has not been examined yet. This paper proposes that team ability disparity and goal interdependence have an interaction effect on team performance and individual performance. Study 1 based on data from 240 participants of 80 laboratory experimental teams indicated that the cooperative goal strengthens the negative effects of ability disparity on team performance and individual performance, in the condition of the cooperative goal, ability disparity was negatively related to team performance and individual performance; while the competitive goal weakened the negative effects of ability disparity on team performance and individual performance, in the condition of the competitive goal, ability disparity was unrelated to team performance and individual performance. Study 2 based on data from a leader-member matching survey questionnaire comprising of 70 teams and 332 members, not only further verified the results of study 1, but also clarified the specific relationship between team ability disparity, goal interdependence and team/individual performance. The result of this study enriches the research of cooperation and competition theory in Chinese context from the dialectical thinking perspective. Managers should fully consider the negative role of cooperative goals when ability disparity is large and the positive role of competitive goals when ability disparity is small. They should make use of ability disparity to maximize team and individual performance.
Previous studies have found that diversity as variety promoted team performance and diversity as separation inhibited team performance. However, diversity as disparity has not been examined yet. This paper proposes that team ability disparity and goal interdependence have an interaction effect on team performance and individual performance. Study 1 based on data from 240 participants of 80 laboratory experimental teams indicated that the cooperative goal strengthens the negative effects of ability disparity on team performance and individual performance, in the condition of the cooperative goal, ability disparity was negatively related to team performance and individual performance; while the competitive goal weakened the negative effects of ability disparity on team performance and individual performance, in the condition of the competitive goal, ability disparity was unrelated to team performance and individual performance. Study 2 based on data from a leader-member matching survey questionnaire comprising of 70 teams and 332 members, not only further verified the results of study 1, but also clarified the specific relationship between team ability disparity, goal interdependence and team/individual performance. The result of this study enriches the research of cooperation and competition theory in Chinese context from the dialectical thinking perspective. Managers should fully consider the negative role of cooperative goals when ability disparity is large and the positive role of competitive goals when ability disparity is small. They should make use of ability disparity to maximize team and individual performance.
引文
1.陈丽芬,金灿.(2018).高绩效人力资源实践对任务绩效和创新行为的影响:组织心理所有权和互动公平的作用.中国人力资源开发,35(6),144-155.
2.关新华,谢礼珊.(2016).顾客知识创造能力对服务创新的影响——基于团队深层特征的实证研究.经济管理,38(8),109-119.
3.刘军,章凯,仲理峰.(2009).工作团队差序氛围的形成与影响:基于追踪数据的实证分析.管理世界,(8),92-101.
4.王辉,李晓轩,罗胜强.(2003).任务绩效与情境绩效二因素绩效模型的验证.中国管理科学,11(4),79-84.
5.卫旭华,刘咏梅,陈思璇.(2015).团队人口统计特征多元化与绩效关系的元分析.心理学报,47(9),1172-1187.
6.张勇,龙立荣.(2013).绩效薪酬对团队成员探索行为和利用行为的影响.管理科学,26(3),9-18.
7.庄淑月,赵敏.(2011).论“鲶鱼效应”对于企业团队建设的启示意义.区域经济评论,(2),94-96.
8.Albanese,R.D,&van Fleet,D.D.(1985).Rational behavior in groups:The free-riding tendency.Academy of Management Review,10(2),244-255
9.Aritzeta,A.,&Balluerka,N.(2006).Cooperation,competition and goal interdependence in work teams:a multilevel approach.Psicothema,18(4),757-765.
10.Barron,J.M.,Berger,M.C.,&Black,D.A.(1997).How well do we measure training?Journal of Labor Economics,15(3),507-528.
11.Battu,H.,Belfield,C.R.,&Sloane,P.J.(2004).Human capital spillovers in the workplace:Evidence for the service sector in Britain.International Journal of Manpower,25(1),123-138.
12.Beersma,B.,Homan,A.C.,Van Kleef,G.A.,&De Dreu,C.K.W.(2013).Outcome interdependence shapes the effects of prevention focus on team processes and performance.Organizational Behavior and Human Decision Processes,121(2),194-203.
13.Chen,X.P.,Xie,X.F.,&Chang,S.Q.(2011).Cooperative and competitive orientation among Chinese people:Scale development and validation.Management and Organization Review,7(2),353-379.
14.Choi,B.K.,Moon,H.K.,Nae,E.Y.,&Ko,W.(2013).Distributive justice,job stress,and turnover intention:Crosslevel effects of empowerment climate in work groups.Journal of Management&Organization,19(3),279-296.
15.Curseu,P.L.,Schruijer,S.,&Boros,S.(2007).The effects of groups'variety and disparity on groups'cognitive complexity.Group Dynamics-Theory Research and Practice,11(3),187-206.
16.De Dreu,C.K.W.(2007).Cooperative outcome interdependence,task reflexivity,and team effectiveness:Amotivated information processing perspective.Journal of Applied Psychology,92(3),628-638.
17.Deutsch,M.(1949).A theory of cooperation and competition.Human Relations,2(2),129-152.
18.Dematteo,J.S.,Eby,L.T,&Sundstrom,E.(1998).Team-based rewards:Current empirical evidence and directions for future research.Research in Organizational Behavior,20,141-183.
19.Festinger,L.(1954).A theory of social comparison processes.Human Relations,7(2),117-140.
20.Fehr,E.,&Schmidt,K.M.(1999).A theory of fairness,competition,and cooperation.The Quarterly Journal of Economics,114(3),817-868.
21.Edwards,B.D.,Day,E.A.,Arthur,W.,&Bell,S.T.(2006).Relationships among team ability composition,team mental models,and team performance.Journal of Applied Psychology,91(3),727-736.
22.Franck,E.,&Nüesch,S.(2010).The effect of talent disparity on team productivity in soccer.Journal of Economic Psychology,31(2),218-229.
23.Guillaume,Y.R.F.,Dawson,J.F.,Woods,S.A.,Sacramento,C.A.,&West,M.A.(2013).Getting diversity at work to work:What we know and what we still don't know.Journal of Occupational and Organizational Psychology,86(2),123-141.
24.Gully,S.M.,Incalcaterra,K.A.,Joshi,A.,&Beaubien,J.M.(2002).A meta-analysis of team-efficacy,potency,and performance:Interdependence and level of analysis as moderators of observed relationships.Journal of Applied Psychology,87(5),819-832.
25.Harrison,D.A.,&Klein,K.J.(2007).What's the difference?Diversity constructs as separation,variety,or disparity in organizations.Academy of Management Review,32(4),1199-1228.
26.Hinds,P.J.,Carley,K.M.,Krackhardt,D.,&Wholey,D.(2000).Choosing work group members:Balancing similarity,competence,and familiarity.Organizational Behavior&Human Decision Processes,81(2),226-251.
27.H?glund,M.(2012).Quid pro quo?Examining talent management through the lens of psychological contracts.Personnel Review,41(2),126-142.
28.Irlenbusch,B.,&Ruchala,G.K.(2008).Relative rewards within team-based compensation.Labour Economics,15(2),141-167.
29.James,L.R.,Demaree,R.G.,&Wolf,G.(1993).Rwg:An assessment of within-group inter-rater agreement.Journal of Applied Psychology,78(2),306-309.
30.Ng,P.Y.C.,Nowak,M.,&Whiteley,A.(2008).Cooperative goals in the Chinese work environment:A Hong Kong case study.Asia Pacific Business Review,14(4),513-533.
31.O'Connell,M.S.,Doverspike,D.,Cober,A.B.,&Philips,J.L.(2001).Forging work teams:Effects of the distribution of cognitive ability on team performance.Applied HRM Research,6(2),115-128
32.Patchen,M.(1961).A conceptual framework and some empirical data regarding comparisons of social rewards.Sociometry,24(2),136-156.
33.Pearce,C.,&Herbik,P.(2004).Citizenship behavior at the team level of analysis:the effects of team leadership,team commitment,perceived team support,and team size.Journal of Social Psychology,144(3),293-310.
34.Snijders,T.A.B.,&Bosker,R.(2013).Multilevel analysis:An introduction to basic and advanced multilevel modeling.Structural Equation Modeling,20(3),541-550.
35.Tjosvold,D.,Chen,N.Y.,Huang,X.,&Xu,D.(2012).Developing cooperative teams to support individual performance and well-being in a call center in China.Group Decision and Negotiation,23(2),325-348.
36.Tjosvold,D.,Yu,Z.Y.,&Hui,C.(2004).Team learning from mistakes:The contribution of cooperative goals and problem-solving.Journal of Management Studies,41(7),1223-1245.
37.Van Dijk,H.,&Van Engen,M.L.(2013).A status perspective on the consequences of work group diversity.Journal of Occupational and Organizational Psychology,86(2),223-241.
38.Vegt,G.V.D.,Emans,B.,&Vliert,E.V.D.(2000).Team members'affective responses to patterns of intragroup interdependence and job complexity.Journal of Management,26(4),633-655.
39.Wageman,R.(1995).Interdependence and group effectiveness.Administrative Science Ouarterly,40(2),145-180.
40.Webb,N.M.,Nemer,K.M.,Chizhik,A.W.,&Sugrue,B.(1998).Equity issues in collaborative group assessment:Group composition and performance.American Educational Research Journal,35(4),607-651.
41.Wu,Y.Z.,Loch,C.,&Ahmad,G.(2011).Status and relationships in social dilemmas of teams.Journal of Operations Management,29(7-8),650-662.
2.关新华,谢礼珊.(2016).顾客知识创造能力对服务创新的影响——基于团队深层特征的实证研究.经济管理,38(8),109-119.
3.刘军,章凯,仲理峰.(2009).工作团队差序氛围的形成与影响:基于追踪数据的实证分析.管理世界,(8),92-101.
4.王辉,李晓轩,罗胜强.(2003).任务绩效与情境绩效二因素绩效模型的验证.中国管理科学,11(4),79-84.
5.卫旭华,刘咏梅,陈思璇.(2015).团队人口统计特征多元化与绩效关系的元分析.心理学报,47(9),1172-1187.
6.张勇,龙立荣.(2013).绩效薪酬对团队成员探索行为和利用行为的影响.管理科学,26(3),9-18.
7.庄淑月,赵敏.(2011).论“鲶鱼效应”对于企业团队建设的启示意义.区域经济评论,(2),94-96.
8.Albanese,R.D,&van Fleet,D.D.(1985).Rational behavior in groups:The free-riding tendency.Academy of Management Review,10(2),244-255
9.Aritzeta,A.,&Balluerka,N.(2006).Cooperation,competition and goal interdependence in work teams:a multilevel approach.Psicothema,18(4),757-765.
10.Barron,J.M.,Berger,M.C.,&Black,D.A.(1997).How well do we measure training?Journal of Labor Economics,15(3),507-528.
11.Battu,H.,Belfield,C.R.,&Sloane,P.J.(2004).Human capital spillovers in the workplace:Evidence for the service sector in Britain.International Journal of Manpower,25(1),123-138.
12.Beersma,B.,Homan,A.C.,Van Kleef,G.A.,&De Dreu,C.K.W.(2013).Outcome interdependence shapes the effects of prevention focus on team processes and performance.Organizational Behavior and Human Decision Processes,121(2),194-203.
13.Chen,X.P.,Xie,X.F.,&Chang,S.Q.(2011).Cooperative and competitive orientation among Chinese people:Scale development and validation.Management and Organization Review,7(2),353-379.
14.Choi,B.K.,Moon,H.K.,Nae,E.Y.,&Ko,W.(2013).Distributive justice,job stress,and turnover intention:Crosslevel effects of empowerment climate in work groups.Journal of Management&Organization,19(3),279-296.
15.Curseu,P.L.,Schruijer,S.,&Boros,S.(2007).The effects of groups'variety and disparity on groups'cognitive complexity.Group Dynamics-Theory Research and Practice,11(3),187-206.
16.De Dreu,C.K.W.(2007).Cooperative outcome interdependence,task reflexivity,and team effectiveness:Amotivated information processing perspective.Journal of Applied Psychology,92(3),628-638.
17.Deutsch,M.(1949).A theory of cooperation and competition.Human Relations,2(2),129-152.
18.Dematteo,J.S.,Eby,L.T,&Sundstrom,E.(1998).Team-based rewards:Current empirical evidence and directions for future research.Research in Organizational Behavior,20,141-183.
19.Festinger,L.(1954).A theory of social comparison processes.Human Relations,7(2),117-140.
20.Fehr,E.,&Schmidt,K.M.(1999).A theory of fairness,competition,and cooperation.The Quarterly Journal of Economics,114(3),817-868.
21.Edwards,B.D.,Day,E.A.,Arthur,W.,&Bell,S.T.(2006).Relationships among team ability composition,team mental models,and team performance.Journal of Applied Psychology,91(3),727-736.
22.Franck,E.,&Nüesch,S.(2010).The effect of talent disparity on team productivity in soccer.Journal of Economic Psychology,31(2),218-229.
23.Guillaume,Y.R.F.,Dawson,J.F.,Woods,S.A.,Sacramento,C.A.,&West,M.A.(2013).Getting diversity at work to work:What we know and what we still don't know.Journal of Occupational and Organizational Psychology,86(2),123-141.
24.Gully,S.M.,Incalcaterra,K.A.,Joshi,A.,&Beaubien,J.M.(2002).A meta-analysis of team-efficacy,potency,and performance:Interdependence and level of analysis as moderators of observed relationships.Journal of Applied Psychology,87(5),819-832.
25.Harrison,D.A.,&Klein,K.J.(2007).What's the difference?Diversity constructs as separation,variety,or disparity in organizations.Academy of Management Review,32(4),1199-1228.
26.Hinds,P.J.,Carley,K.M.,Krackhardt,D.,&Wholey,D.(2000).Choosing work group members:Balancing similarity,competence,and familiarity.Organizational Behavior&Human Decision Processes,81(2),226-251.
27.H?glund,M.(2012).Quid pro quo?Examining talent management through the lens of psychological contracts.Personnel Review,41(2),126-142.
28.Irlenbusch,B.,&Ruchala,G.K.(2008).Relative rewards within team-based compensation.Labour Economics,15(2),141-167.
29.James,L.R.,Demaree,R.G.,&Wolf,G.(1993).Rwg:An assessment of within-group inter-rater agreement.Journal of Applied Psychology,78(2),306-309.
30.Ng,P.Y.C.,Nowak,M.,&Whiteley,A.(2008).Cooperative goals in the Chinese work environment:A Hong Kong case study.Asia Pacific Business Review,14(4),513-533.
31.O'Connell,M.S.,Doverspike,D.,Cober,A.B.,&Philips,J.L.(2001).Forging work teams:Effects of the distribution of cognitive ability on team performance.Applied HRM Research,6(2),115-128
32.Patchen,M.(1961).A conceptual framework and some empirical data regarding comparisons of social rewards.Sociometry,24(2),136-156.
33.Pearce,C.,&Herbik,P.(2004).Citizenship behavior at the team level of analysis:the effects of team leadership,team commitment,perceived team support,and team size.Journal of Social Psychology,144(3),293-310.
34.Snijders,T.A.B.,&Bosker,R.(2013).Multilevel analysis:An introduction to basic and advanced multilevel modeling.Structural Equation Modeling,20(3),541-550.
35.Tjosvold,D.,Chen,N.Y.,Huang,X.,&Xu,D.(2012).Developing cooperative teams to support individual performance and well-being in a call center in China.Group Decision and Negotiation,23(2),325-348.
36.Tjosvold,D.,Yu,Z.Y.,&Hui,C.(2004).Team learning from mistakes:The contribution of cooperative goals and problem-solving.Journal of Management Studies,41(7),1223-1245.
37.Van Dijk,H.,&Van Engen,M.L.(2013).A status perspective on the consequences of work group diversity.Journal of Occupational and Organizational Psychology,86(2),223-241.
38.Vegt,G.V.D.,Emans,B.,&Vliert,E.V.D.(2000).Team members'affective responses to patterns of intragroup interdependence and job complexity.Journal of Management,26(4),633-655.
39.Wageman,R.(1995).Interdependence and group effectiveness.Administrative Science Ouarterly,40(2),145-180.
40.Webb,N.M.,Nemer,K.M.,Chizhik,A.W.,&Sugrue,B.(1998).Equity issues in collaborative group assessment:Group composition and performance.American Educational Research Journal,35(4),607-651.
41.Wu,Y.Z.,Loch,C.,&Ahmad,G.(2011).Status and relationships in social dilemmas of teams.Journal of Operations Management,29(7-8),650-662.