团队内任务冲突与关系冲突的关系与协调  

Coordination of the Relationship between Task and Relationship Conflict in Teams

作　　者：刘宁[1] 赵梅[2] 

机构地区：[1]南京邮电大学经济与管理学院,江苏南京210046 [2]华北电网有限公司培训中心,北京100053

出　　处：《科技管理研究》2012年第5期179-182,共4页Science and Technology Management Research

基　　金：国家自然科学基金项目"团队多元性;行为整合与创新绩效的关系研究:以我国高科技企业研发团队为例"(70802028);教育部人文社会科学研究项目"我国高科技企业研发团队多元性;团队冲突与创新绩效的关系研究"(08JC630048);江苏省高校哲学社会科学基金项目"人力资源管理制度及其交互作用对组织吸引力的影响:基于90后大学生的调查研究"(2011SJB630044)

摘　　要：团队冲突包括任务冲突和关系冲突两种基本类型,冲突在团队互动过程中难以避免。以往文献显示,大多数情况下任务冲突总是对团队绩效有着积极的影响,而关系冲突通常对团队绩效有着消极的影响。但是任务冲突和关系冲突之间的关联性降低了团队冲突的积极效应。本文指出,通过增强团队成员之间的信任、采取适度合作的冲突处理方式、形成学习目标导向的团队等途径可以防止任务冲突转化为关系冲突,从而有助于提升团队效能。Conflict can hardly be avoided in team interaction process.Team conflict includes two types：task and relationship conflict.Previous literature showed that in most cases task conflict was positively related to team performance,and relationship conflict was negatively related to team performance.However,the mutually transformation of these two types of conflicts cut down the possible positive effect of team conflict.In order to prevent task conflict from transforming into relationship conflict,several measures are put forward such as strengthening the mutual trust among team members,resolving conflicts by proper cooperation,making a learning goal-oriented team.All these measures could contribute to the boost of team performance.

关 键 词：团队冲突 任务冲突 关系冲突 团队绩效 

分 类 号：F272.92[经济管理—企业管理]