任務(wù)沖突與心理安

心理安全氛圍的調(diào)節(jié)作用任務(wù)沖突與團(tuán)隊(duì)績(jī)效團(tuán)隊(duì)團(tuán)隊(duì)是組織提高運(yùn)行效率的可行方式，它有助于組織更好地利用員工的才能。團(tuán)隊(duì)的優(yōu)點(diǎn)是：快速組合、部署、重組、解散。團(tuán)隊(duì)能夠促進(jìn)員工參與決策，有助于管理人員增強(qiáng)組織的民主氣氛，提高員工的積極性。工作團(tuán)隊(duì)（workteam）通過(guò)其成員的共同努力能夠產(chǎn)生積極協(xié)調(diào)作用，其團(tuán)隊(duì)成員努力的結(jié)果使團(tuán)隊(duì)的績(jī)效水平遠(yuǎn)高于個(gè)體成員績(jī)效的總和。高績(jī)效團(tuán)隊(duì)工作團(tuán)隊(duì)的規(guī)模：工作團(tuán)隊(duì)的規(guī)模一般比較小。如果團(tuán)隊(duì)成員多余12個(gè)，他們就很難順利開(kāi)展工作，在互相交流時(shí)會(huì)遇到許多障礙，難以形成凝聚力、忠誠(chéng)感和互相信賴感，而這些都是高績(jī)效團(tuán)隊(duì)不可缺少的。成員的能力協(xié)調(diào)：團(tuán)隊(duì)有效運(yùn)作需要三種不同技能的人。第一是技術(shù)專(zhuān)長(zhǎng)的成員；第二是需要有解決問(wèn)題和決策的技能，能發(fā)現(xiàn)問(wèn)題提出解決問(wèn)題的建議，做出有效決策的成員；最后，團(tuán)隊(duì)需要善于聆聽(tīng)、反饋、解決沖突及其他人際關(guān)系技能的成員。成員性格特點(diǎn)與工作角色相適應(yīng)：人們的性格特質(zhì)各有不同，如果員工的工作性質(zhì)與其性格特點(diǎn)一致，其績(jī)效水平容易提高。團(tuán)隊(duì)有不同的需求，挑選團(tuán)隊(duì)成員時(shí)，應(yīng)該以員工的性格特點(diǎn)和個(gè)人偏好為基礎(chǔ)。高績(jī)效團(tuán)隊(duì)能夠時(shí)員工適當(dāng)?shù)仄ヅ洳煌慕巧?。共同目?biāo)與具體目標(biāo)相結(jié)合：成功的團(tuán)隊(duì)會(huì)把他們的共同目標(biāo)轉(zhuǎn)變成為具體的、可以衡量的、現(xiàn)實(shí)可行的績(jī)效目標(biāo)。目標(biāo)會(huì)使個(gè)體提高績(jī)效水平，目標(biāo)也能使群體增強(qiáng)能力。成員之間的相互信任：高績(jī)效團(tuán)隊(duì)的成員之間相互信任。團(tuán)隊(duì)成員彼此相信各自的正直、個(gè)性特點(diǎn)、工作能力。另外，由于信任會(huì)帶來(lái)彼此的信任、不信任會(huì)帶來(lái)彼此的不信任。關(guān)于信任的研究

信任的維度

正直(integrity)：誠(chéng)實(shí)、可信賴能力(competence)：具有技術(shù)技能與人際知識(shí)一貫(consistency):可靠，行為可以預(yù)測(cè)；在處理問(wèn)題時(shí)，具有較強(qiáng)的判斷力忠實(shí)(loyalty)：愿意維護(hù)別人并保全面子

開(kāi)放(openness):愿意與別人自由地分享觀點(diǎn)和信息。如何培養(yǎng)信任感開(kāi)誠(chéng)布公：開(kāi)誠(chéng)布公能帶來(lái)信心和信任，讓人們充分了解信息，對(duì)于存在的問(wèn)題坦誠(chéng)相告。公平：在進(jìn)行決策或采取行動(dòng)之前，先想想別人對(duì)決策的公平性會(huì)有什么看法，在進(jìn)行績(jī)效評(píng)估時(shí)，應(yīng)該客觀公平。說(shuō)出你的感覺(jué)：說(shuō)出你的感覺(jué)會(huì)讓別人認(rèn)為你是真誠(chéng)而富有人情味的，他們會(huì)了解你的為人，并更加尊敬你。表明決策的基本價(jià)值觀一致：行動(dòng)與目標(biāo)相一致，你的一貫性能夠贏得信任。ReapingtheBenefitsofTaskConflictinTeams:

TheCriticalRoleofTeamPsychologicalSafetyClimate

團(tuán)隊(duì)任務(wù)沖突中收獲的效益：團(tuán)隊(duì)心理安全氛圍的重要作用

JournalofAppliedPsychology

2012.Vol.97.No.1.151-158

BretH.BradleyUniversityofOklahomaBennettE.PostlethwaitePepperdineUniversityAnthonyC.KlotzUniversityofOklahomaMariaR.HamdaniUniversityofAkronKennethG.BrownUniversityofIowaPastresearchsuggeststhattaskconflictmayimproveteamperformanceundercertainconditions;however,weknowlittleaboutthesespecificconditions.Onthebasisofpriortheoryandresearchonconflictinteams,wearguethataclimateofpsychologicalsafetyisonespecificcontextunderwhichtaskconflictwillimproveteamperformance.（我們認(rèn)為心理安全氛圍是使任務(wù)沖突提高團(tuán)隊(duì)績(jī)效的一個(gè)特殊環(huán)境與背景）

Usingevidencefrom117projectteams,thepresentresearchfoundthatpsychologicalsafetyclimatemoderatestherelationshipbetweentaskconflictandperformance.（現(xiàn)有研究表示心理安全氛圍在團(tuán)隊(duì)任務(wù)沖突與團(tuán)隊(duì)績(jī)效的關(guān)系中起到調(diào)解作用）

Specifically,taskconflictandteamperformancewerepositivelyassociatedunderconditionsofhighpsychologicalsafety.Theresultssupporttheconclusionthatpsychologicalsafetyfacilitatestheperformancebenefitsoftaskconflictinteams.（在高度安全環(huán)境氛圍下，任務(wù)沖突與團(tuán)隊(duì)表現(xiàn)聯(lián)系緊密，研究結(jié)果支持這樣的結(jié)論，心理安全促進(jìn)團(tuán)隊(duì)任務(wù)沖突的性能優(yōu)勢(shì)）Whendoesconflictimproveteamperformance?Theoriginallogicarguedthatrelationshipconflictwoulddamageteamperformance,whereastaskconflictmayimproveitundercertainconditions.(Korsgaard,Jeong,Mahony,&Pitariu,2008).（人際沖突會(huì)破壞團(tuán)隊(duì)性能，然而在特定環(huán)境下，任務(wù)沖突會(huì)提高團(tuán)隊(duì)績(jī)效）Subsequentempiricaltests（實(shí)證研究）generallysupportthisconclusionforrelationshipconflict,althoughthepositivelinkbetweentaskconflictandperformance,andthecontextualfactors（情景因素）

thatbringitabout,havebeenmuchhardertofind(Korsgaard,Jeong,Mahony,&Pitariu,2008).Despitethisevidenceandothercallsforfutureresearchonmoderators(e.g.,DeDreu,2008;Jehn&Bendersky,2003),surprisinglylittleisknownaboutthecircumstancesunderwhichtaskconflictassociatespositivelywithteamperformance.（鮮為人所知的是，在何種環(huán)境下任務(wù)沖突與團(tuán)隊(duì)績(jī)效的關(guān)系緊密相連）Toaddressthisshortcomingintheliterature,weusetheoreticaladvancesincontingencymodelsofteamconflicttoisolateandexamineoneprincipalmoderatoroftherelationshipbetweentaskconflictandteamperformance.（使用任務(wù)沖突權(quán)變模型的理論發(fā)展分別檢驗(yàn)在任務(wù)沖突與團(tuán)隊(duì)績(jī)效關(guān)系中的主要調(diào)解變量）Psychologicalsafetyreferstoasharedbeliefheldbyteammatesthattheteamissafeforinterpersonalrisktaking(Edmondson,1999).（心理安全是指在團(tuán)隊(duì)中團(tuán)隊(duì)成員所共同認(rèn)可的安全的人際關(guān)系冒險(xiǎn)信念）Taskconflictthatoccursinapsychologicallysafeenvironmentshouldimprovecreativityanddecisionmakingwithoutdamaginginteractions.Inthisway,psychologicalsafetymayamplifytheinvolvementofeachteammemberandtheintensityofinteractionamongteammateswithoutendangeringtheharmonyoftheteam,therebyincreasingteamperformance.Forthisreason,wearguethatpsychologicalsafetywillenabletaskconflicttoimproveteamperformance.（在心理安全氛圍環(huán)境下發(fā)生的任務(wù)沖突會(huì)在不損害人際互動(dòng)的情況下提高創(chuàng)造力和決策能力。心理安全會(huì)增加團(tuán)隊(duì)成員的互動(dòng)與參與而不破壞團(tuán)隊(duì)和諧。因此我們提出心理安全能使任務(wù)沖突提高團(tuán)隊(duì)績(jī)效）Thus,thepurposeofthisstudyistoexaminethismoderatingeffectinasampleofprojectteams.FrameworkPart1Hypothesis

Development（假設(shè)發(fā)展）TaskConflictandPerformanceTheModeratingRoleofPsychological