摘要
社会认同理论提出团队成员的身份主张对其认知和行为模式有深远影响。基于此,团队冲突的根源可能不是简单地因为成员的观点不同,而是因为在深层次上他们拥有不同的社会身份。然而,以往研究并未对创业团队成员身份的异质性如何影响团队冲突给出明确解答。本研究通过对四个创业团队的多案例分析,刻画了身份异质的创业团队的互动过程。研究发现,团队成员身份异质性会诱发团队内形成断裂带,并依据子团队相对规模可以划分为平衡型和非平衡型断裂带。其中平衡型断裂带使创业团队容易产生合作式冲突,提高了团队成员间的凝聚力,从而降低了团队成员的更迭概率;而因团队成员身份异质形成的非平衡型断裂带使创业团队容易产生让步式冲突,进而导致了团队成员更迭的发生。本研究拓展了有关团队异质性以及团队断裂带的研究,并在创业情境下对身份异质性如何影响团队冲突和结果提供了解释。
Social identity theory argues that identities of team members have great impact on their cognitions and behaviors.Therefore,team conflict occurs not simply because team members have different views,but as they have different identities internally.Existing studies,however,do not provide a clear answer on how founders’identity heterogeneity affects team conflicts.By studying four start-up teams,this study analyzes the team interaction process among cofounders with diversified identities.It is found that identity heterogeneity among cofounders would generate faultlines within a team,which can be classified into balanced type and unbalanced type by subgroups’relative size.Start-up teams with balanced faultlines trend to have more cooperative conflicts,which would enhance team cohesion and decrease the probability of member exit.Teams with unbalanced faultlines trend to have more concessive conflicts,which increase the probability of member exit.This study broadens the researches of team heterogeneity and faultlines,and provides an explanation on how identity heterogeneity among cofounders affects team conflicts and outcomes in an entrepreneurial context.
作者
田莉
张劼浩
袁国真
Tian Li;Zhang Jiehao;Yuan Guozhen(Business School of Nankai University,Tianjin 300071)
出处
《管理评论》
CSSCI
北大核心
2021年第12期324-338,共15页
Management Review
基金
国家自然科学基金面上项目(71972106,71472009)。
