本文在文献研究的基础上,总结以往有关团队异质性与团队绩效关系研究的进展和不足,
以研发团队作为研究对象,建立研发团队异质性、冲突和团队绩效的理论模型并提出研究假设。
实证研究阶段,首先运用SPSS 19.0进行小样本预试,对笔者编制的调查问卷进行修订,
然后以企业中108个研发团队为大样本,运用Amos 17.0进行验证性因素分析,探讨研发团队
异质性如何通过冲突对团队绩效产生影响。研究结果显示:第一,信息异质性对团队绩效产生
正面影响,而社会属性异质性和价值观异质性对团队绩效产生负面影响;第二,社会属性异质
性通过关系冲突对团队绩效产生负面影响,信息异质性则通过任务冲突对团队绩效产生正面影
响;第三,任务冲突和关系冲突在价值观异质性和团队绩效之间没有起到中介作用,价值观异
质性直接作用于团队绩效,并且对团队绩效产生负面效应。
最后,根据实证研究的结论,结合研发团队的特点,从异质性的角度,对提升团队绩效提
出了相应的对策建议。
关键词:研发团队,团队异质性,冲突,团队绩效
ABSTRACT
Team is composed by members with complementary knowledge, skills and abilities. Team
members have the same goal and are responsible for the team's results together. Their
complementation leads to not only social attribute differences, like gender and age, but also
education background, serving time, expertise and value differences, which constitute team
heterogeneity. Members with different characteristics and backgrounds inevitably have
contradictions and conflicts in the process of cooperation, so the mechanism of effect of team
heterogeneity and conflict on team performance has become an important subject.
On the basis of literature, this paper summarizes progress and shortfalls of former research on
relationship between team heterogeneity and team performance, chooses R&D team as research
sample, establishes a theoretical model of R&D team heterogeneity, conflict and team performance,
and proposes research hypothesis.
In the empirical research phase, first of all using SPSS 19.0 to take a small sample pre-test and
amend the questionnaire, then using Amos 17.0 to conduct confirmatory factor analysis of 108
enterprise R&D team, this paper explores how R&D team heterogeneity and conflict exert effects on
team performance. The results shows as follows: first, information heterogeneity has a directly
positive impact on team performance, while the social attribute heterogeneity and values
heterogeneity have negative impacts on team performance; second, emotional conflict has a mediator
effect on the relationship between social attributes heterogeneity and team performance, task conflict
has a mediator effect on the relationship between information heterogeneity and team performance,
while task conflict and emotional conflict do not play mediating roles between values heterogeneity
and team performance; third, value heterogeneity directly has negative effect on team performance.
In the end, combined with conclusions of empirical research and characteristics of the R&D
teams, this paper draws corresponding counrtmeasures and suggestions on how to improve team
performance from the point of view of heterogeneity.
KEY WORDS: R&D team. Team heterogeneity, Conflict, Team performance
1绪论
1.1研究背景
随着企业间竞争的加剧以及工作复杂程度的加深,团队以其良好的应变速度和柔性已在企
业研发、生产和战略决策等工作中被广泛应用⑴,80%的《财富》500强企业中,一半甚至一
半以上的员工采用团队的工作方式[2]。团队工作在提高产品和服务质量、改进关键的运营流程
(Shaw, Schneier,1995)、提高员工忠诚度和绩效(Chen, Chen and Meindl, 1998; Kahn,
McDonough, 1997)等方面发挥着越来越显著的作用。团队是由知识、技能和能力互补的成员
组成的群体,他们有一致的目标,共同为团队承担的结果负责,并维护团队的生存和发展。团
队成员在目标达成的过程中不可避免地会产生联系,因此成员特质和成员之间的相互作用成为
影响团队绩效的重要因素。研究者们从不同的角度、采用不同的方法探讨了成员特质、成员之
间互动和团队绩效的关系,主要涉及组织层面的环境因素、团队层面的过程因素及成员个体层
面的特征因素[3]。
TE是由于团队成员在知识、技能和能力上的互补性,致使团队成员除了在性别、年龄等人
口统计学方面存在差异外[4],还会在教育背景、任职年限、专长、经验等方面存在差异,目前
研究者们还关注到了成员之间态度和价值观等的深层差异,由此构成了团队异质性。团队异质
性对团队绩效的影响一直是相关组织和学者关注的热点,然而有关异质性和团队绩效相关关
系,存在不一致甚至对立的观点:决策和信息理论认为,在课堂和实验环境下异质性对团队绩
效有促进作用,这是因为团队成员的差异性容易给团队带来的不同思考角度,不同的观点相互
碰撞,有利于团队提出高质量的方案;而从吸引力理论出发进行的研究表明,团队异质性对团
队绩效有抑制作用,这是因为异质性的存在会阻碍成员之间的交流,并会给成员带来焦躁情绪
和情感上的压力事实上,二者之间的关系非常复杂,不能简单地称其TF.相关或者负相关,
因为二者的作用关系受到诸如组织环境、领导者风格、团队特征、任务特征等其他内外部因素
的影响。由McGrath (1963)最早提出的“输入-过程-输出(I-P-0)模型,可以作为研究团
队异质性和团队绩效关系的基础模型。输入变量影响团队相互作用的过程变量,过程变量进而
作用于结果变量。如果把团队异质性作为输入变量、团队绩效作为结果变if〖,成员间沟通、团
队凝聚力、W队内部冲突等过程变量可能在成员异质性和团队绩效之II0起到中介作用
(Hackman,1987)。
从W内外现Yf研究可以哲出,闭队笄质性对_队绩效的影响越來越受到人们的取视,如何
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