成员冲突处理风格对团队绩效的影响机制分析——基于Thomas—kliman冲突模式量表的实证研究

通过205个来自不同行业的实际样本，研究了中国传统文化下的五种经典个人冲突管理风格的分布，以及它们和团队关系冲突、团队合作绩效之间的关系。结果表明：按照李克特五分量表测度，在中国，团队关系冲突对团队合作绩效的边际影响达到-0．67，也就是关系冲突将显著降低团队绩效；回避性冲突管理风格对团队合作绩效负效应显著，而对关系冲突影响不显著，这一点与相关研究结论有差异；关系冲突与团队绩效互有负面影响。另一个值得注意的问题，除回避性风格外，其他四种风格对团队关系冲突及团队绩效均无显著影响。

The Influence of Individual Relational Conflict Handling Style on Team Performance --Empirical Study of Thomas -Kliman Conflict Mode

Based on 205 samples from different industries, the article gets the distribution of five kinds of classical conflict han- dling styles under Chinese culture background, and then studies the relationship among the conflict handling styles, team rela- tional conflict and team performance. The result is that according to the Likert five score measurement, in China the marginal effect of team relational conflict to team performance arrives at - 0.67, which means that the relational conflict will reduce team performance significantly. The conflict avoiding management style significantly affects team performance negatively, but it does not affect relational conflict. This is different from the former research conclusion. Relational conflict and team performance af- fect each other negatively. Another noticeable conclusion is that the conflict handling styles do not have significant effect on team performance except the avoiding style.