摘要
以往研究表明,创造性团队中的任务冲突既可能有利于多样化观点的碰撞,扩大知识搜索范围,同时也可能由于带来的负面情绪和人际压力降低了成员的知识共享行为。虽然情景变量可以解释部分原因,然而却忽视了团队冲突背后隐藏的地位追求动机。相对于传统的任务和关系冲突,地位冲突具有零和博弈、关系嵌入型和隐藏性等特点,因而成本更大。有效区分表面冲突背后的地位冲突类型有助于冲突的处理。然而,人们在强调地位的阴暗面的同时,也发现地位竞争的适应功能。问题的关键在于领导者地位竞争的动机和目的。根据地位竞争动机的差异,可以将团队领导方式分为支配型和威望型两种类型,而不同领导方式对于地位冲突处理具有巨大的影响。本文在传统团队冲突对知识分享行为影响的基础上,引入地位冲突和领导方式作为调节变量,构建了一个跨层次的双重调节模型。最后,通过来自某大型传媒集团29支创造性团队的实证调查,对假设进行了检验。数据分析表明,地位冲突负向调节任务冲突对知识共享行为的积极效应,而威望型领导则可以有效缓和地位冲突的负效应。
It is beneficial for interdependent teams to include team members with diversity and collision of views, which would broaden the scope of knowledge search and promote problem solving. However, empirical research indicates that task conflict would not have a significant relation to team performance or even lead to a negative result under certain conditions. Many scholars have put forward that environmental factors would moderate the effect of task conflict on team performance, such as task types, team interdependence and environmental dynamics. These interpretations are not entirely convincing. In this case,this paper brings up the concept of ＂status conflict＂ ,which is team members＇ competition for their relative status, and explores the inter-impact among multiple conflict types inside teams, especially the ＂ status conflict＂,＂ task conflict＂ and ＂relationship conflict＂. It has been proved that status conflict enhanced the conflict theory and the ambiguity of the relationship between task conflict and performance might be explained by the unresolved status conflict. Moreover, this paper distinguishes variable leadership styles in status competition. Especially focusing on dominance and prestige ,this paper adds the dominant leaders and prestige leaders as the moderators, and constructs a cross-level double moderating model to achieve the integration of individual and situation. Taking team members＇ knowledge-sharing behavior as the dependent variables, first, we explore the impact of task conflict and relationship conflict on knowledge-sharing behavior among team members, and then prove whether status conflict affects the relationship between task conflict, relationship conflict and knowledge-sharing behavior. Third, with the comparison of dominance and prestige leadership, we explore whether different leadership styles affect the moderating effect of status conflict to realize the interaction between individual and situation. Based on the data of 190 team members and 43 team leaders from 2
作者
程德俊
吴金璇
张如凯
CHENG De-jun;WU Jm-xuan;ZHANG Ru-kai(School of Business,Nanjing University,Nanjing,Jiangsu,210093,China;School of Management,Fudan University,Shanghai,200433,China)
出处
《经济管理》
CSSCI
北大核心
2018年第10期106-121,共16页
Business and Management Journal ( BMJ )
基金
国家自然科学基金面上项目"高参与工作系统对员工间帮助行为的影响:关系氛围的作用机制"(71572077)
国家自然科学基金重点项目"中国企业雇佣关系模式与人力资源管理创新研究"(71332002)
国家自然科学基金重点项目"领军企业创新链的组织架构与协同管理"(71732002)
