Yang Mengxi, Schloemer Hilary, Zhu Zheng, Lin Yuying, Chen Wansi, Dong Niannian
School of Economics and Management, Tsinghua University, Beijing, China.
Neil Griffin College of Business, Arkansas State University, Arkansas, AR, United States.
Front Psychol. 2020 Jan 21;10:3044. doi: 10.3389/fpsyg.2019.03044. eCollection 2019.
Team reflexivity has gained popularity as a phenomenon of interest in team research, but mixed theorizing around the relationship between team reflexivity and team performance indicates that the relationship is not fully understood. In an effort to improve our understanding and explain why and when team reflexivity will be conducive to team performance, we examine the role of team diversity as a possible boundary condition and of team decision quality as an explanatory mechanism. Using survey data from 82 teams with 82 leaders and 194 team members, we find that team decision quality is a partial mediator of the relationship between team reflexivity and team performance and that team diversity strengthens this mediating relationship. We also find that team diversity moderates the relationship between team reflexivity and decision quality. Taken together, these findings suggest that reflexivity is most effective in conditions of informational richness, such as when teams have high diversity, as the reflective process allows team members to capitalize on their varied perspectives to improve the quality of their decisions and, thus, their performance.
团队反思性作为团队研究中一个受关注的现象已越来越普遍，但围绕团队反思性与团队绩效之间关系的理论存在分歧，这表明该关系尚未得到充分理解。为了增进我们的理解，并解释团队反思性为何以及何时会有助于团队绩效，我们考察了团队多样性作为可能的边界条件的作用，以及团队决策质量作为一种解释机制的作用。利用来自82个团队（82位领导者和194名团队成员）的调查数据，我们发现团队决策质量是团队反思性与团队绩效之间关系的部分中介变量，并且团队多样性强化了这种中介关系。我们还发现团队多样性调节了团队反思性与决策质量之间的关系。综合来看，这些发现表明，反思性在信息丰富的条件下最为有效，比如当团队具有高度多样性时，因为反思过程使团队成员能够利用他们多样的观点来提高决策质量，进而提升绩效。
