团队内冲突对团队决策质量和满意度影响的实证研究

Conflict is a pivotal variable influencing team decision performance. This article reviewed literature on intragroup conflict and studied how different types of conflicts affect perceived team decision quality and satisfaction. We conducted a survey on 156 managers and found that the task-relationship conflict dimensions are also valid in the Chinese context. We also found that both task conflict and relationship conflict are negatively related to team members’ decision satisfaction. Relationship conflict acts as a mediator between task conflict and decision satisfaction. __________ Translated from Guanli pinglun 管理评论 (Management Review), 2007, 19(7): 10–15     

高管团队内情感冲突、企业家精神与公司成长性绩效关系的实证研究

根据对企业高层管理者访谈和163份有效问卷,重点分析高管团队内情感冲突、高管团队企业家精神和公司成长性绩效间的关系。实证研究发现:高管团队内情感冲突和公司成长性绩效显著负相关,高管团队内情感冲突与高管团队企业家精神显著负相关,高管团队企业家精神与公司成长性绩效显著正相关。并且,高管团队企业家精神在高管团队情感冲突对公司成长性绩效的影响过程中起着中介作用。     

我的地盘我做主：组织内领地行为与人际冲突的关系研究

领地行为是重要的、广泛存在的,然而在组织生活中却经常被忽视,相关的理论与实证研究较少,其理论体系尚未完全建立,极富研究价值。本文以组织内个体为研究对象,着力于剖析其领地行为与人际冲突的反应模式,以期从组织内领地行为的视角寻找到引发不同冲突的路径与作用机制,推动相关理论的发展,并为相应的管理实践提供理论指导和参考依据。研究结果表明：身份导向标记行为和预先防卫行为越多,关系冲突越少;控制导向标记行为和反应性防卫行为越多,关系冲突越多;只有预先防卫行为可以引发正向的任务冲突,其他领地行为不和任务冲突建立直接的联系。     

The Impact of Communication on Conflict between Expatriate and Local Managers Working in NPD Projects of MNC Subsidiaries: A Local Perspective

This study investigates the impact of communication between expatriate and local managers on two types of conflict in subsidiaries of multinational companies (MNCs) engaged in new product development (NPD). The data was collected from 438 local NPD managers who regularly collaborate and communicate with expatriate managers. The findings suggest that the quality and bidirectionality of cross-cultural communication reduce relationship conflict but increase task-related conflict. In addition, a more formalized communication style increases both relationship conflict and task conflict. The findings hold implications for MNCs in that improvements to different communication dimensions are suggested.     

Me,my family or the public good? Do inter‐role conflicts of consumer–citizens reduce their ethical consumption behaviour?

This article examines role stress, especially inter‐role conflicts (IRC), against the background of the consumer–citizen duality. It tests whether consumer–citizen conflicts impair the purchase of ethical food in terms of the ethical intention–behaviour gap. Furthermore, this study examines the potential of eustress arising from citizen–consumer conflicts to enhance actual ethical purchases. Additionally, determinants and moderating conditions of both IRC are tested. A combination of observations of actual purchase behaviour and survey data in a field setting is used to gain insights into role conflict formation and manifestation, arising from the desire to fulfil the demands of two opposing roles: consumer and citizen. The quantitative data are analysed with structural equation modelling to test the hypothesized coherencies simultaneously. Results indicate that stress arises similarly from both IRC. While a positive impact of eustress on purchase behaviour was absent, consumer–citizen role conflicts impede the actual purchase of ethical groceries. The data show that this role conflict derives, for example, from economic demands sent by the consumer role set when a person has ethical buying intentions. Additionally, the identification with the consumer role further amplifies this conflict. The data indicate that consumers instead of citizens should be empowered by marketing practitioners and policy makers, for example by reducing the perception of stress by communicating positive outcomes referring to relevant consumer role set members (e.g., added value for children from purchasing ethically) to stimulate problem–focused coping.     

Managing Co-occurring Conflicts in Teams

This study extends prior research on conflict in teams by showing that a team’s chances of appropriately managing one type of conflict depends on what other types of conflicts are co-occurring. We interviewed 44 managers from different industries who had recently participated in a negotiating team, asking about within-team conflicts and how those conflicts were managed. The data showed that task conflict increased the likelihood that teams managed co-occurring procedural conflicts appropriately, but that procedural conflicts decreased the likelihood that teams managed co-occurring task conflicts appropriately. These results explain why some teams fail to realize the theorized benefits of task conflict and why procedural conflict does not always have a deleterious impact on team performance: The co-occurrence of these different types of conflict can alter what strategy a team uses to manage conflicts.     

社会冲突事件中的群体心理分析

社会群体心理与社会冲突的规模、烈度及其演变等存在着紧密的关联性。实证调研显示,社会冲突中存在着盲目从众心理、包容理解心理、借机宣泄心理、造势心理、认同心理等,同时社会冲突中群体心理存在着复杂性、矛盾性、非理性和传染性等特征。社会冲突的群体心理虽然矛盾而非理性,但其发生也有一定的规律可循。群体心理经由暗示、感染与模仿三个连续性环节固有的一般机理、公权正义的认同现状与群体心理的关联互动、社会舆论与群体心理的交相辉映等都反映出社会冲突群体心理发生、演变的一般规律。     

心理契约违背、劳资冲突与员工离职意向关系的实证研究：整合型组织文化的调节作用

基于社会交换和社会情境理论，文章构建了心理契约违背、劳资冲突和离职意向之间的关系模型。通过跨层次分析方法，探讨心理契约违背对员工离职意向可能产生的影响及其影响机制。分别收集了189份企业高管与1366份员工问卷数据。研究结果显示：心理契约违背是影响员工离职意向的重要的前因变量；劳资冲突的三个维度在心理契约违背和离职意向之间都起到中介作用，并且中介效应存在显著差异；组织文化对权利冲突、情感冲突与离职意向之间的关系都起到调节作用，但对利益冲突与离职意向之间的调节作用不显著。对转型经济条件下，员工的心理契约、劳资冲突管理以及企业文化建设具有借鉴意义。     

组织新聘员工与原有员工冲突动因及其消减的实证研究

冲突作为一种社会现象,在组织内外随处可见。随着我国劳动力人才市场化配置的日趋完善,组织的人员流动也日趋频繁,组织新聘员工与原有员工冲突已成为一种普遍现象,然而针对该现象的研究却是凤毛麟角。本文以实证研究的方法分析了导致此类冲突的动因及其有效的消减方式。研究结果表明：性格差异等七项因素是导致此类冲突的动因;针对不同动因引发的冲突,有着不同的有效消减方式。     

粤港澳大湾区知识产权法律冲突及解决路径探析

自《内地与香港、澳门关于建立更紧密经贸关系的安排》(CEPA)实施以来,粤港澳一直将知识产权保护作为三地间实现贸易便利化、自由化过程中的一项重要任务。由于粤港澳三地间法律制度的差异,产生了管辖权、冲突法、实体法以及司法协助等诸多方面的冲突,这些差异直接导致三地间知识产权法律纠纷的发生。在粤港澳大湾区建设中,需要基于粤港澳现有知识产权法律制度,通过完善立法,强化司法和执法保护,纾解粤港澳大湾区现有知识产权法律冲突的困境,创新知识产权纠纷解决机制,以知识产权发展推动科技创新,为推进粤港澳大湾区建设营造良好的法治环境。     

Conflict and Innovation in International Joint Ventures: Toward a New Sinified Corporate Culture or ‘Alternative Globalization’ in China

Deng Xiaoping's open-door economic policy provides an opportunity for international economic cooperation and development. Our study attempts to investigate how conflicts between Chinese workers and foreign investors as manifested in human resources management arise, evolve and get resolved in Sino–foreign joint ventures. It hypothesizes that conflicts as such can be functional or dysfunctional and that both partners believe that it is in their best interest to resolve the conflicts. The conflict resolution process witnesses all parties engaging in a process of purposeful learning and unlearning and creating a new sinified corporate culture that best suits the evolving business culture and social milieu in China today – as China experiments with the idea of developing socialism with Chinese characteristics. The guiding conceptual framework of our study is that of convergence theory. We argue that the socio-economic and cultural convergence between China and the West has produced a common hybrid of cross-cultural innovations in China or, in a global perspective, ‘alternative cultural globalization’. This hybridizing convergence is best exemplified by the gradual localization and sinification of the Western corporate culture in Sino–foreign enterprises in China today.     

高管团队价值观、团队氛围对冲突的影响

文章实证分析了高管团队成员的社会价值观和团队氛围对冲突的影响。结果表明,高管团队的绩效观和集体主义观与任务冲突有正向联系,集体主义观异质性和绩效观异质性抑制任务冲突,利己权力观异质性引起任务冲突。研究发现高管团队开放性和信任构成的团队氛围与任务冲突有正向联系,总经理的集体主义导向与任务冲突正相关。研究没有发现价值观与关系冲突联系的直接证据,关系冲突更可能与情绪因素相联系。     

团队任务冲突与关系冲突转化机制——团队氛围的调节作用

团队中不同类型冲突之间作用机制的关系,日益成为组织管理领域的重要问题.本文引入团队氛围作为调节变量,对团队任务冲突对关系冲突影响的边界条件进行了探索.实证研究结果表明,团队氛围能对任务冲突与关系冲突的正相关关系产生负向调节作用,从而减弱任务冲突对关系冲突的负向影响.通过促进和谐的团队氛围,能够使团队在任务冲突存在的前提下形成有效的团队合作.团队经理应尽量避免任务冲突向关系冲突转化,促使团队中的任务冲突发挥促进信息交流和团队学习的作用,从而促进团队绩效的提升.     

营销渠道冲突的认识与控制

在渠道管理中,冲突历来是渠道管理者十分关注的一个重要方面。如何认识、分析、控制冲突是管理者比较头疼的问题。由此从渠道冲突的概念和分类出发,揭示渠道冲突产生的原因和主要控制方式,并对一个普遍存在的冲突现象,即窜货问题进行较为深入的探讨,对引导企业理解和管理冲突有很强的现实意义。     

An Eye for an Eye Will Make the Whole World Blind: Conflict Escalation into Workplace Bullying and the Role of Distributive Conflict Behavior

The current study investigated how work-related disagreements—coined as conflicts—relate to workplace bullying, from the perspective of the target as well as the perpetrator. We hypothesized a positive indirect association between task conflicts and bullying through relationship conflicts. This process accounted for both for targets and perpetrators of bullying. Targets are distinguished from perpetrators in our assumption that this indirect effect is boosted by distributive conflict behavior, being yielding for targets and forcing for perpetrators. Results in a large representative sample of the Flemish working population (N = 2,029) confirmed our hypotheses. Additionally, our study also revealed a direct effect from task conflicts to bullying in the analyses regarding the indirect as well as the conditional indirect effects. For perpetrators, both the indirect and direct relationships are moderated by forcing, underlining the importance of distributive conflict behavior particularly for the enactment of bullying behaviors.     

渠道间冲突的现有解决机制评析

渠道间冲突是多重分销中一种重要的经济现象,渠道间冲突对实行多重分销的成败产生重要影响。当前,对渠道间冲突的研究还没有得到应有的重视。已有的研究中,也只是从组织行为学等角度对渠道间权力的配置进行的分析,对信息在渠道间的流转所具有的冲突解决作用则没有给予应有的重视。本文在对现有渠道间冲突解决机制进行回顾的基础上,提出了一个信息整合型解决模式。     

The Interplay of Emotion Regulation and Sales Experience in Salesperson Conflicts: Evidence from an Emerging Economy

ABSTRACT

It is human nature that personal interactions are often charged with emotions and laden with conflicts. Workplace encounters are not immune from this reality. Despite this, few studies have examined ways to reduce interpersonal conflict in the workplace. This study examines the interpersonal impact of emotion regulation on salesperson relationships with stakeholders. Using structural equation modeling, results of the analysis showed that salesperson's regulation of emotions was negatively related to interpersonal conflict with co-workers as well as with customers; and positively impacted customer-oriented sales behaviors. The results also support the moderating role of selling experience in the relationship between emotion regulation and interpersonal conflict with customers. That is, the negative relationship between regulation and conflict with customers is stronger for salespeople with lower sales experience. These findings put forward important managerial implications with regard to the recruitment and training of sales professionals.     

Intercultural Discourse Ethics: Testing Trompenaars' and Hampden-Turner's Conclusions about Americans and the French

Are culture driven ethical conflicts apparent in the discourse of the protagonists? A multi-year, multi-cultural study of managers by Trompenaars and Hampden-Turner resulted in two conclusions relevant to business ethics. The first is that intercultural business conflicts can often be traced to a finite set of cultural differences. The second is that enough similarities exist between cultures to provide the grounds for conflict resolution. The research reported here gives credence to their study when applied to an ethical conflict viewed from French and American perspectives.