【摘要】 在团队决策过程中,冲突在所难免。单纯的任务冲突能促使成员交换不同意见,更深刻地理解团队任务,有利于提高团队决策绩效;但任务冲突往往又会引发关系冲突,关系冲突一旦产生,就会对整个团队的决策绩效产生较大的负面影响。要提高团队决策绩效,关键在于有效抑制任务冲突向关系冲突的转化。鉴于团队领导能够显著影响团队的内部互动及团队结果,本研究在团队决策过程中引入了领导风格这一变量,通过行为实验模拟团队决策过程,来对比研究务实型领导风格和魅力型领导风格对任务冲突和关系冲突之间关系的影响。结果表明,务实型领导风格比魅力型领导风格更能有效抑制任务冲突向关系冲突的转化。更多还原

【Abstract】 In the team decision-making process, the complexity of tasks and the heterogeneity of members make the team internal conflicts unavoidable; however, the team conflicts usually have important impacts on team decision-making performance. Task conflict focuses on "things", which stems from members’ disagreement and discussion on team tasks. It can increase members’ understanding of tasks and spark new ideas,and is conducive to improving team decision-making performance.Relationship conflict is aimed at"persons",which reflects the interpersonal relationship pressure and negative emotions such as anxiety,anger,and hostility.It can lead to insufficient motivation and low satisfaction of members,and is always harmful to team decision-making performance.Although the two kinds of conflict are distinctly different in definition and influence,but in reality there is a close relationship between them.In the process of team interaction,even simple task conflict is inevitably infused with members’subjective emotions,resulting in the transformation from task conflict that is originally beneficial to team decision-making performance to relationship conflict that is harmful to team decision-making performance.Therefore,the key to the improvement of the decision-making performance lies in effective prevention from the transformation from task conflict to relationship conflict.Team leaders are most suitable to manage team conflicts.Previous studies have shown that effective leadership is able to promote team positive interaction and coordination,and has significant effects on team internal interaction process.There are diverse leadership styles.Owing to the variable of relationship conflict derived from interpersonal relationships and closely related to emotions,we choose two leadership styles with the greatest contrast in emotional induction,namely pragmatic leadership style and charismatic leadership style,to study.On the basis of generalizing and analyzing the team conflict theory,pragmatic leadership style theory and charismatic leadership style theory,we structure a model of"task conflict-relationship conflict"under the regulation of pragmatic leadership style and charismatic leadership style,and explore the different effects of the two leadership styles on the transformation from task conflict to relationship conflict in the decision-making process.The behavior simulation experiment method is used to verify the model.Through strict experimental manipulation on pragmatic leadership style,charismatic leadership style and task conflict,and rigorous analysis of the data obtained,the conclusions can be drawn as follows:firstly,in the decision-making process,task conflict leads to relationship conflict,and the higher the degree of task conflict is,the higher the degree of relationship conflict is;secondly,pragmatic leadership style can effectively inhibit the transformation from task conflict to relationship conflict,while charismatic leadership style has no obvious effect on the inhibition of the transformation from task conflict to relationship conflict;the key reason lies in that charismatic leadership style is easy to arouse the members’self-esteem and self-concept through emotional contagion,and the enhancement of self consciousness makes members more sensitive to the different ideas,therefore,it is hard to stop the transformation from task conflict to relationship conflict;however,pragmatic leadership style only focuses on"things"and behavior regulation without emotion,which can effectively avoid the transformation from task conflict to relationship conflict.The above conclusions show that in the decision-making teams,the selection of suitable leadership style can effectively avoid the transformation from task conflict to relationship conflict,which has certain guide significance to the leadership behavior practice of decision-making teams.更多还原