Carlson School of Management, University of Minnesota, 321 19th Avenue South, Minneapolis, MN 55410, USA.
J Appl Psychol. 2011 Mar;96(2):391-400. doi: 10.1037/a0021340.
The authors develop and test theoretical extensions of the relationships of task conflict, relationship conflict, and 2 dimensions of team effectiveness (performance and team-member satisfaction) among 2 samples of work teams in Taiwan and Indonesia. Findings show that relationship conflict moderates the task conflict-team performance relationship. Specifically, the relationship is curvilinear in the shape of an inverted U when relationship conflict is low, but the relationship is linear and negative when relationship conflict is high. The results for team-member satisfaction are more equivocal, but the findings provide some evidence that relationship conflict exacerbates the negative relationship between task conflict and team-member satisfaction.
作者在台湾和印度尼西亚的两个工作团队样本中，开发并测试了任务冲突、关系冲突以及团队有效性的两个维度（绩效和团队成员满意度）之间关系的理论扩展。研究结果表明，关系冲突调节了任务冲突与团队绩效之间的关系。具体来说，当关系冲突较低时，关系呈倒 U 型曲线，而当关系冲突较高时，关系呈线性负相关。团队成员满意度的结果则更加模棱两可，但研究结果提供了一些证据表明，关系冲突加剧了任务冲突与团队成员满意度之间的负相关关系。
