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首页> 外文期刊>Journal of Applied Psychology >Skewed Task Conflicts in Teams: What Happens When a Few Members See More Conflict Than the Rest?
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Skewed Task Conflicts in Teams: What Happens When a Few Members See More Conflict Than the Rest?

机译：团队中任务偏斜的冲突：当少数成员看到的冲突多于其他成员时，会发生什么？

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摘要

Task conflict has been the subject of a long-standing debate in the literature-when does task conflict help or hurt team performance? We propose that this debate can be resolved by taking a more precise view of how task conflicts are perceived in teams. Specifically, we propose that in teams, when a few team members perceive a high level of task disagreement while a majority of others perceive low levels of task disagreement-that is, there is positively skewed task conflict, task conflict is most likely to live up to its purported benefits for team performance. In our first study of student teams engaged in a business decision game, we find support for the positive relationship between skewed task conflict and team performance. In our second field study of teams in a financial corporation, we find that the relationship between positively skewed task conflict and supervisor ratings of team performance is mediated by reflective communication within the team.
机译：任务冲突一直是文献中长期争论的主题-任务冲突何时有助于或损害团队绩效？我们建议可以通过更精确地了解团队中任务冲突的方式来解决这场辩论。具体来说，我们建议在团队中，当少数团队成员感知到较高的任务分歧，而其他大多数成员感知到较低的任务分歧时，即存在积极的任务冲突，任务冲突最有可能持续所谓的团队绩效收益。在我们对参与业务决策游戏的学生团队的第一项研究中，我们发现支持偏斜的任务冲突与团队绩效之间的积极关系。在我们对一家金融公司团队的第二次实地研究中，我们发现正偏差任务冲突与主管对团队绩效的评价之间的关系是由团队内部的反思性沟通所介导的。

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