中国科学院行为科学重点实验室知识库

上下级冲突的研究大多仅关注冲突如何对当事人产生负面影响。与此不同,本研究探讨团队领导与上级部门领导之间的上下级冲突如何影响团队运作效能。以132个负责通讯网络监控与维护的高技术团队为研究对象,回归分析结果表明,团队队长与上级部门领导之间的上下级任务冲突和共享心智模型以及团队绩效正相关,而关系冲突则负向影响共享心智模型和团队绩效;上下级冲突对团队绩效的影响显著大于共享心智模型对团队绩效的影响。作者从上下级冲突如何影响团队的整体运作,以及任务冲突和关系冲突何时对团队产生不同影响等几个角度展开讨论。

Theory and research on supervisor-subordinate conflicts has been traditionally focused on negative effects on subordinates and/or supervisors. The current study addresses this gap by examining the effects of vertical conflicts between team leader and team manager on team effectiveness and shared mental models (SMMs). The author proposed that while vertical relationship conflict had detrimental effect on team performance and SMMs, vertical task conflict was positively related to team performance and SMMs. Furthermore, the effects of both types of vertical conflicts on team performance are mediated by SMMs. Using survey responses from 830 participants representing 132 teams from a large telecommunication corporation in China, the authors found that a) vertical relationship conflict was negatively related to team performance, while the effect of vertical task conflict on team performance was significant and positive; b) similarly, a negative effect of relationship conflict and a positive effect of task conflict on SMMs were revealed; and c) although SMMs was positively related to team performance, the mediating effect was not supported. Consistent with predictions, vertical relationship conflict and task conflict influenced team effectiveness in opposite ways. Results were discussed in terms of the boundary conditions under which vertical relationship and task conflicts yield different effects on team effectiveness, and the importance of investigating the effects of vertical conflicts on team-level outcomes.

国家自然科学基金(71871214);; 国家重点研发计划项目(2016YFC0802600)