Division of Management and Entrepreneurship, University of Oklahoma, Norman, OK 73019, USA.
J Appl Psychol. 2013 Mar;98(2):385-92. doi: 10.1037/a0029845. Epub 2012 Sep 10.
Although prior work has proposed a number of conditions under which task conflict in teams may improve performance, composition variables have been left unexplored. Given the effects of personality traits on team processes and outcomes demonstrated in prior work, investigating whether specific personality compositions influence the effect of task conflict on team performance is critical to researchers' understanding of conflict in teams. Our results indicate that team-level averages of both openness to experience and emotional stability function as moderators of the relationship between task conflict and team performance. Specifically, task conflict had a positive impact on performance in teams with high levels of openness or emotional stability; in contrast, task conflict had a negative impact on performance in teams with low levels of openness or emotional stability. Thus, when task conflict emerges, teams composed of members who are open minded or emotionally stable are best able to leverage conflict to improve performance. Implications for theory and practice are discussed.
虽然先前的研究提出了一些情况下团队中的任务冲突可能会提高绩效，但组合变量尚未得到探讨。鉴于先前的工作中已经证明了人格特质对团队过程和结果的影响，因此研究人员需要调查特定的人格组合是否会影响任务冲突对团队绩效的影响，以帮助他们更好地理解团队中的冲突。我们的研究结果表明，团队层面的开放性和情绪稳定性平均值可作为任务冲突与团队绩效之间关系的调节变量。具体来说，在开放性或情绪稳定性水平较高的团队中，任务冲突对绩效有积极影响；相比之下，在开放性或情绪稳定性水平较低的团队中，任务冲突对绩效有负面影响。因此，当任务冲突出现时，由思想开放或情绪稳定的成员组成的团队最能够利用冲突来提高绩效。本文讨论了这些发现对理论和实践的意义。
