Department of Social Psychology and Methodology, Universidad Autónoma de Madrid, Madrid, Spain.
J Appl Psychol. 2012 Mar;97(2):407-20. doi: 10.1037/a0025231. Epub 2011 Aug 29.
This study tests whether the detrimental effects of strong diversity faultlines on team performance can be counteracted by combining 2 managerial strategies: task role crosscutting and superordinate goals. We conducted a 2 (crosscut vs. aligned roles) × 2 (superordinate vs. subgroup goals) experimental study. Seventy-two 4-person teams with faultlines stemming from gender and educational major performed a complex decision-making task. The results show that teams with crosscut roles perform better when they are assigned a superordinate goal than a subgroup goal, whereas teams with aligned roles are not affected by goal manipulations. This effect is mediated by elaboration of task-relevant information. Implications for theory and management of team faultlines are discussed.
本研究旨在检验通过结合两种管理策略（任务角色交叉和至上目标）是否可以抵消强多样性断层线对团队绩效的不利影响。我们进行了一项 2（交叉角色与一致角色）×2（至上目标与小组目标）的实验研究。72 个由性别和教育专业差异产生的断层线的 4 人团队完成了一项复杂的决策任务。结果表明，当分配至上目标而非小组目标时，具有交叉角色的团队表现更好，而具有一致角色的团队不受目标操纵的影响。这种效果是通过对任务相关信息的详细阐述来实现的。讨论了对团队断层线的理论和管理的启示。
