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基于IPO模型的团队多样性-冲突-绩效权变模型的元分析

ISSN号：1671-6981
期刊名称：心理科学
时间：2014
页码：425-432
分类：F272.92[经济管理—企业管理;经济管理—国民经济]
作者机构：[1]中南大学商学院,湖南长沙410083
相关基金：国家创新研究群体科学基金（71221061）、国家自然科学基金项目（71271219）、国家自然科学基金项目（71071164）、教育部“新世纪优秀人才支持计划”（NCET-11-0519）和湖南省研究生科研创新项目（CX20128106）的资助.
相关项目：复杂环境下不确定性决策的理论与应用研究

关键词：团队冲突, 团队多样性, 团队绩效, 元分析, IPO模型, intragroup conflict, team diversity, team performance, meta analysis, IPO model

中文摘要：

本文建立基于IPO模型的团队多样性-冲突-绩效的权变模型。通过对国内外的112篇实证文章（n=9263）进行元分析，本文定量地梳理近年来团队多样性-团队冲突-团队绩效之间关系的研究文献，并重点考察团队冲突与团队绩效之间的调节变量。元分析结果发现：团队深层多样性是引起团队冲突的重要因素，表层多样性并不会显著增加团队冲突；与美国的研究不同，中国情境下任务冲突将显著降低团队绩效；被试类型、回收率、团队规模和团队冲突的不对称感知等变量调节团队冲突与团队绩效之间的关系。

英文摘要：

The purpose of this article is to explore the relationship between team diversity, conflict, and performance with the meta-analytic method. This paper quantitatively describes the overall condition of relevant research on mechanism among team diversity, intragroup conflict and team performance in recent years, analyzes moderators between intragroup conflict and team performance and establishes a contingency model of team diversity-conflict-performance so that a clear mechanism is drawn. Nowadays, it is vital for organizations to understand the mechanism of team diversity and make full use of it. However, the relationship between team diversity and team performance is not consistent in relevant research. In recent years, several meta-analytic results indicate that team diversity is a potential predictor of intragroup conflict and conflict can predict team outcome such as team performance, team member satisfaction and cooperation to a certain degree. However, relevant meta-analyses mainly focus on surface–level team diversity such as informational diversity and background diversity and rarely consider deep-level diversity. Furthermore, to the best of our knowledge, the relationship between team diversity, conflict and performance is rarely explored with meta-analytic method. In addition, several important moderating variables and contextual factors need further analysis. Under such circumstance, based on input-process-outcome model, the present paper analyzed 112 empirical articles （n=9263 groups） both home and abroad using the meta-analytic method. The meta-analysis was used to aggregate results from studies examining the relationship between team diversity, conflict and team performance and also investigate a number of moderating variables. We searched thoroughly using relevant key words such as team diversity in combination with conflict in databases and engines both home and abroad（Google Scholar, EBSCO, ABI/Inform, Proquest, Elsevier, CNKI, etc.）, top journals in this field and even unpublished artic