Guenter Hannes, van Emmerik Hetty, Schreurs Bert, Kuypers Tom, van Iterson Ad, Notelaers Guy
Maastricht University, The Netherlands.
Fontys International Business School, Venlo, The Netherlands.
Small Group Res. 2016 Oct;47(5):569-604. doi: 10.1177/1046496416667816. Epub 2016 Sep 14.
Although potentially beneficial, task conflict may threaten teams because it often leads to relationship conflict. Prior research has identified a set of interpersonal factors (e.g., team communication, team trust) that help attenuate this association. The purpose of this article is to provide an alternative perspective that focuses on the moderating role of performance-related factors (i.e., perceived team performance). Using social identity theory, we build a model that predicts how task conflict associates with growth in relationship conflict and how perceived team performance influences this association. We test a three-wave longitudinal model by means of random coefficient growth modeling, using data from 60 ongoing teams working in a health care organization. Results provide partial support for our hypotheses. Only when perceived team performance is low, do task conflicts relate with growth in relationship conflict. We conclude that perceived team performance seems to enable teams to uncouple task from relationship conflict.
尽管任务冲突可能有潜在益处，但它往往会引发关系冲突，从而对团队构成威胁。先前的研究已经确定了一系列有助于减弱这种关联的人际因素（例如，团队沟通、团队信任）。本文的目的是提供一个不同的视角，重点关注与绩效相关的因素（即感知到的团队绩效）的调节作用。利用社会认同理论，我们构建了一个模型，预测任务冲突如何与关系冲突的加剧相关联，以及感知到的团队绩效如何影响这种关联。我们通过随机系数增长模型对一个三波纵向模型进行了检验，使用了来自一家医疗保健机构中60个正在运作的团队的数据。结果为我们的假设提供了部分支持。只有当感知到的团队绩效较低时，任务冲突才与关系冲突的加剧相关。我们得出结论，感知到的团队绩效似乎使团队能够将任务冲突与关系冲突分离开来。
