摘要
关系冲突是工作团队交互过程中不可避免的现象,这使得关系冲突管理技能显得尤为重要。通过整合社会认知和情绪理论,考察了关系冲突、团队效能感和团队情绪智力对团队绩效的影响机制。基于68个工作团队的调查数据,研究发现,关系冲突会造成团队绩效水平的下降,而团队效能感和团队情绪智力能够显著提升团队绩效水平。团队效能感在关系冲突与团队绩效的关系中扮演了重要的调节角色,即当团队拥有较低的效能感时,关系冲突对团队绩效拥有较强的负面影响;而当团队拥有较高的效能感时,关系冲突对团队绩效的负面影响消失。然而,团队情绪智力对关系冲突和绩效关系的调节作用不显著。
Relationship conflict is one of the inevitable phenomenon of the interactive processes in work teams, meaning that it is important to pay more attention to relationship conflict management. The present study integrates contingency theory, social cognitive theories and emotion theories to examine the effects of relationship conflict, team efficacy and team emotional intelligence on team performance. The results based on 68 teams show that relationship conflict is negatively related to team performance, whereas team efficacy and team emotional intelligence significantly improves team performance. Furthermore, team efficacy plays as an important moderator between relationship conflict and team performance, which means relationship conflict has a strong negative impact on team performance in low efficacy teams and the negative effect disappears in high efficacy teams. However, the moderating effect of team emotional intelligence on the relationship between relationship conflict and performance is not significant.
出处
《系统管理学报》
CSSCI
北大核心
2015年第1期138-145,152,共9页
Journal of Systems & Management
基金
国家自然科学基金资助项目(71271219
71221061
71071164)
教育部新世纪优秀人才支持计划(NCET-11-0519)
教育部人文社会科学研究青年基金资助项目(14YJC630180)
湖南省研究生科研创新项目(CX2012B106)
关键词
关系冲突
团队效能感
团队情绪智力
团队绩效
调节变量
relationship conflict
team efficacy
team emotional intelligence
team performance moderating variables
