摘要
团队断裂带是由成员多样化特征的组合而引发的群体分化,这一概念为深入理解多样化的效应提供了新的视角。团队断裂带形成的理论依据是社会分类理论及同性相吸范式。在团队的发展过程中,断裂带的特征类型和强度均会发生动态变化。相应地,断裂带的效应也会有所不同。团队断裂带是把"双刃剑",它通过影响团队凝聚力、团队沟通和团队冲突对团队效能发挥作用,并且其效应的强弱受任务互依性、团队的知识管理系统和外部领导者的管理等情境因素的调节。针对断裂带的复杂效应,团队管理者应采取多种措施为断裂带架桥,以尽可能协调子群之间的关系,趋利避害。
Group fauhlines which depend on the compositional dynamics of multiple attributes can potentially lead to group differentiation. An analysis of the emergence of faultlines is based on the social-categorization theory and the similar-attraction paradigm. Although faultlines may be formed at any time in group history, the types and the intensity of group faultlines change as familiarity increases among all group members. Accordingly, the effects of faultlines on team functioning and performance will be different. Furthermore, group faultlines influence team performance through team cohesion, team communication and team conflict. Such factors as task interdependence, KMS in the team and external leaders can moderate the relationship between group faultlines and team performance. Analyzing a group on the basis of its diversity and its faultlines generates a variety of practical implications, which may help to diagnose, understand and manage group faultlines to coordinate the subgroups.
出处
《浙江大学学报（人文社会科学版）》
CSSCI
北大核心
2009年第5期122-128,共7页
Journal of Zhejiang University:Humanities and Social Sciences
基金
国家自然科学基金资助项目(70872098)
关键词
团队多样化
团队断裂带
子群
效应
team diversity
group faultlines
subgroups
effect
