摘要
文化背景将影响个人的冲突处理风格,从而影响到团队的关系冲突程度以及团队合作绩效。对于中国文化背景的团队,针对上述问题,出现了不同甚至矛盾的研究结论,这与样本、采用的量表及估计方法有关系。通过采用Dutch冲突量表,收集到55份样本,建立同时性联立方程以消除估计中的内生性偏差。结果表明:使用频次最高的冲突处理风格是协作型,最低的是回避型,这与Paul S.kirbride和Tang su ping等研究结果有明显差异;文化程度对回避型风格和协作型风格影响统计上显著,较高文化水平的成员更偏好回避冲突,其次偏好协作;男性相对于女性比较容易产生关系冲突,但性别对团队合作绩效无显著影响。工作经验对关系冲突影响在统计意义上显著,但边际效应只有-0.026,影响系数较低。
The cultural background will affect the individual＇ s conflict-handling style, hence affecting the de- gree of team relational conflict and the team＇ s collaborative performance. For the team with the Chinese cultural background, many related studies on these issues make different and even contradictory conclusions, which have much to do with the different samples, the adopted scales and the estimated methods. With the Dutch conflict scale, 55 samples are collected and simultaneous equations are established to eliminate simultaneous endogenous deviation in the estimation. The result shows that the conflict-handling style with the highest frequency of use is the collaborative style and the lowest the avoidant one, which is obviously distinct from the research findings by Paul S. Kirbride （1991） and Tang Suping （2006）. And the effect of the education level on the avoidant and collaborative style is significant statistically. The member with the higher education prefer avoiding the conflict and then the collaborative style. Compared with the female, the male is more likely to be involved in the rela-tional conflict, but sex is not obviously related with team＇ s collaborative performance. The effect of working experience on the relational conflict is significant statistically, but the marginal effect is only 0. 026, and the coefficient is small.
出处
《海南大学学报（人文社会科学版）》
CSSCI
2013年第3期120-125,共6页
Journal of Hainan University （Humanities & Social Sciences）
基金
教育部人文社会科学基金项目(085C630075)
关键词
冲突处理风格
关系冲突
团队绩效
conflict-handling style
relational conflict
team performance
