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首页> 外文期刊>Journal of Applied Psychology >The Effects of Alignments: Examining Group Faultlines, Organizational Cultures, and Performance
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The Effects of Alignments: Examining Group Faultlines, Organizational Cultures, and Performance

机译：联盟的影响：检查小组的断层线，组织文化和绩效

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摘要

By integrating literature on group faultlines, organizational cultures, and value congruence, this research presents a framework that explains how cultural alignment across organizational levels may influence the relationship between faultlines and performance. The hypotheses were tested using representatively sampled multisource qualitative and quantitative data on 138 teams from a Fortune 500 company. The present findings demonstrate that although informational faultlines were detrimental for group performance, the negative relationship between faultlines and performance was reversed when cultures with a strong emphasis on results were aligned, was lessened when cultures with a weak emphasis on results were aligned, and remained negative when cultures were misaligned with respect to their results orientation. These findings show the importance of recognizing alignments not only within groups (group faultlines) but also outside groups (cultural alignments between the group and departments) when considering their implications for group performance.
机译：通过整合有关群体断层线，组织文化和价值一致性的文献，本研究提出了一个框架，该框架解释了跨组织层级的文化一致性如何影响断层线与绩效之间的关系。假设是使用来自财富500强公司的138个团队的代表性抽样多源定性和定量数据进行检验的。本研究结果表明，尽管信息断层线不利于团队绩效，但当对重点强调结果的文化进行调整时，断层线与绩效之间的负相关关系将被逆转;当对结果注重较弱的文化进行调整时，缺陷线与绩效之间的负相关关系将减少，并保持消极状态当文化相对于其结果取向而言不一致时。这些发现表明，当考虑到群​​体绩效对团队绩效的影响时，不仅要在群体内部（群体断层线）而且要在群体外部（群体与部门之间的文化一致性）识别一致性。

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