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    政大機構典藏 > 商學院 > 企業管理學系 > 期刊論文 >  Item 140.119/64217


    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/64217


    Title: The relationship between conflict and team performance in Taiwan: the moderating effect of goal orientation
    Authors: Huang, Jia-Chi
    黃家齊
    Contributors: 企管系
    Keywords: Conflict;Conflict management;Team working
    Date: 2012-03
    Issue Date: 2014-02-26 14:21:16 (UTC+8)
    Abstract: Purpose – This study seeks to explore team goal orientation as a team characteristic that affects team members` self-regulation, and conflict management approach as a self-regulation tactic. Its purpose is to investigate the moderating effect of team goal orientation and conflict management approach on the linkage between task conflict and relationship conflict. Design/methodology/approach – Data were received from 529 team members in 120 R&D teams in Taiwan. The hypothesis is tested using hierarchical regressions. Findings – The results indicate that team goal orientation and a conflict management approach moderated the relationship between task conflict and relationship conflict. The positive relationship between task conflict and relationship conflict was weaker under conditions of higher team learning orientation and lower team performance orientation. The positive association between task conflict and relationship conflict was also weaker among teams that engaged in cooperative conflict management and did not engage in the avoiding conflict management approach. Research limitations/implications – The study is cross-sectional in design, limiting the ability to make causal assertions about links between task conflict and relationship conflict. Practical implications – To prevent detrimental relationship conflict triggered by task conflict, supervisors may need to use goal orientation disposition as a criterion in selecting team members. Supervisors also could frame the tasks and discussions of team members towards learning rather than performance goals, enabling team members to openly share divergent opinions and take advantage of task conflict. Originality/value – The study facilitates understanding of how to unbundle the linkage between task conflict and relationship conflict in teams, along with making contributions to conflict theory.
    Relation: International Journal of Human Resource Management, 23(10), 2126-2143
    Source URI: http://dx.doi.org/10.1108/10444061011063207
    Data Type: article
    Appears in Collections:[企業管理學系] 期刊論文

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