A Study On The Impact Of In-group Identification On Job Performance In Temporary Groups

With the rapid changes in the market environment,in order to flexibly respond to market competition,to effectively complete a task or to creatively solve a problem in limited time,temporary groups based on specific tasks have become a kind of typical organizational form of some companies,therefore,management research about temporary groups also become more important.In the existing literature,regard to relevant studies on the impact of temporary group staffing on job performance,the current research conclusions are contradictory.Specifically,some researchers hold the view that the diverse members can show their own expertise,which is more beneficial to reach the target;while the others believed that staffing temporary groups in accordance with the principle of members' similarity is more conducive to rapid integration and performance improvement.Based on the views mentioned above,this paper takes the temporary groups as the research context,combs the relevant concepts through literature review on basis of the theory of social identity and the theory of self-classification,analyzes the main factors that form the key contradiction of the existing conclusions,and conducts a empirical research to examine whether the in-group identification formed by the similar background of group members is more conducive to the excellent performance of the members.Furthermore,the study focuses on the mediating effect of the communication responsiveness between the relationship of in-group identification and job performance in temporary groups.At the same time,the study pays special attention and deeply discusses the moderating effect of the task complexity between the relationship of in-group identification and job performance in temporary groups.The results show that members' in-group identification in temporary groups has a significant impact on the task performance,but no significant impact on the innovation performance,and this effect is partly mediated by members' communication responsiveness and moderated by task complexity.The conclusion partly provides some interpretation and supplement to relevant theoretical research,and some guiding significance to management practice of temporary groups.