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本文通过对37个团队的113名成员的纵向调查,考察了个体工作负荷对个体感知到的团队内冲突(任务冲突、关系冲突和过程冲突)的影响以及这种影响的缓冲条件。研究结果发现工作负荷与个体感知到的任务冲突没有直接关系,但与感知到的关系冲突和过程冲突成正相关,即工作负荷越大,感受到的关系冲突和过程冲突也越强烈。研究还发现团队成员个体的控制点能够调节工作负荷对感知冲突的负面影响。对于外控的个体,工作压力更容易引起冲突(任务、关系和过程冲突);另外,当团队存在较高的情感信任时,信任能够减少工作压力过高所引起的错误归因,从而可以降低冲突发生的可能性。
Through a longitudinal survey of 113 members of 37 teams, this paper examines the impact of individual workloads on individual perceived intra-team conflicts (task conflicts, relationship conflicts and process conflicts) and the buffer conditions for such impacts. The study found that workloads are not directly related to task conflicts perceived by individuals. However, they are positively correlated with perceived relationship conflicts and process conflicts. That is, the greater the workloads, the greater the perceived relationship conflicts and process conflicts. The study also found that control points for individual team members can adjust the negative impact of workload on perceived conflict. Work pressure is more likely to cause conflicts (tasks, relationships and process conflicts) for individuals with external control. In addition, when the team has a high level of emotional trust, trust can reduce the attribution of errors caused by excessive work pressure, which can reduce The possibility of conflict.