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Cross-functional bridge in dyadic relationship: Conflict management and performance implications

机译：二元关系中的跨职能桥梁：冲突管理和绩效暗示

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Purpose-This paper aims to examine the use of Cross-Functional Bridge (CFB) in dyadic relationships towards enhancing organisational performance. Prior research has flagged conflict in interfunctional relationships. Research on managing such conflict context is, however, limited. Design/methodology/approach-Analysing 20 in-depth interviews conducted in UK financial services organisations, this study explains how the CFB is used to manage interfunctional relationship conflict and enhance performance. Findings-This study underlines three core insights about intragroup working relationship: cultural and disciplinary differences and boundary fencing are core features of, and conflict drivers in, the accounting-marketing interface; CFB is a tool for analysing and managing these conflict drivers; and organisations that use this tool achieve improved organisational performance, an outcome that is enhanced and sustained through the team psychological enhancement factor of the conflict management strategy. Also, this study underlines the need to ensure a fit between conflict management strategy and conflict types. Research limitations/implications-This research has several limitations. It explores only accounting -marketing working relationship in UK financial services organisations. Also, it explores only relationship conflict and cultural and disciplinary diversity and boundary fencing factors. Finally, this study suggests a mediating influence of psychological well-being on the CFB-performance link, a conclusion that is based on a methodologically inadequate tool: causes and effects associations are better assessed quantitatively (Johnson and Onwuegbuzie, 2004). Practical implications-The paper highlights insights for analysing and resolving conflicts towards harmonious dyadic relationships. Importantly, managers who use the flagged CFB tool would achieve psychological enhancement in team, and extendedly enhanced organisational performance. Managers are reminded of the need to adequately address the emotional substances in relationship conflicts, as failure to do this will lead to conflict escalation, transformation and negative performance. Originality/value-The paper offers theory testing and theory building knowledge. The CFB insight is a major highlight, one that lays a brick for future development, especially concerning its modus operandi, motivators and how to maximize its performance value.
机译：目的-本文旨在研究在跨部门关系中跨功能桥（CFB）的使用，以提高组织绩效。先前的研究已经标记出功能间关系中的冲突。然而，关于管理这种冲突环境的研究是有限的。设计/方法/方法分析在英国金融服务组织中进行了20次深入访谈，该研究说明了CFB如何用于管理部门间关系冲突和提高绩效。调查结果-这项研究强调了有关小组内部工作关系的三个核心见解：文化和学科差异以及边界围栏是会计营销界面的核心特征，并且是冲突的驱动因素； CFB是用于分析和管理这些冲突驱动程序的工具；使用此工具的组织可以提高组织绩效，通过冲突管理策略的团队心理增强因素可以增强和维持这种结果。此外，本研究强调需要确保冲突管理策略和冲突类型之间的契合。研究的局限性/含义-该研究有一些局限性。它仅探讨英国金融服务组织中的会计营销工作关系。此外，它仅探讨关系冲突，文化和学科多样性以及边界围栏因素。最后，这项研究提出了心理健康对CFB绩效链接的中介影响，该结论基于一种方法学上不足的工具：因果关联得到了更好的定量评估（Johnson和Onwuegbuzie，2004）。实际意义-本文着重介绍了分析和解决朝着和谐的二元关系的冲突的见识。重要的是，使用带标记的CFB工具的经理可以提高团队的心理素质，并长期提高组织绩效。提醒管理人员需要适当解决关系冲突中的情感内容，因为不这样做将导致冲突升级，转变和负面表现。原创性/价值-本文提供理论测试和理论构建知识。 CFB洞察力是一大亮点，它为未来的发展奠定了基础，尤其是在其工作方式，激励因素以及如何最大化其绩效价值方面。

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