Research On The Impact Of Team Conflict On Team Performance

The external environment faced by enterprises and the complexity of work tasks are gradually increasing.Therefore,the team structure with higher flexibility has become a new way of running the organization.However,in a team work environment,the presence of team member heterogeneity inevitably leads to team conflict.With regard to the study of team conflict,the two-dimensional structure of task conflict and relationship conflict often dominates in academia.Among them,task conflict represent differences of opinion between members and individuals on work issues,and relationship conflict represent interpersonal relationships among members.A negative state of tension and incompatibility.Different types of team conflict have different effects on team performance due to different content.In the past literature,most scholars agree that team relationship conflict will destroy the team's output,but for the task conflict in terms of work problems,its relationship with team results has been difficult to determine.Therefore,in order to better improve team performance,this research starts from the dynamic perspective of team process,starting from the universal and important elements of team conflict,and taking the knowledge team in the enterprise as the research object.Research and questionnaires empirical research methods to explore the impact mechanism of task conflict and relationship conflict on team performance.The main findings of this study after empirical verification are as follows:Firstly,reviewing the previous conflict-related literatures at home and abroad,combing and analyzing.Based on the theory of team conflict and combining the characteristics of knowledge-based teams,this paper puts forward the first hypothesis of this research,that is,team task conflict positively affect team performance.Secondly,information processing theory shows that task conflict may increase members' stress,tension and other emotions,which will interfere with the final task performance.At the same time,this study also explains the transition from task conflict to relationship conflict from information processing theory,attribution theory and attention ability theory.And proposes the mediating role of relationship conflict in the positive correlation between task conflict and team performance.Finally,in order to effectively prevent team task conflict from transforming into team relationship conflict,this study starts from the social exchange theory,introduces Team-member exchange(TMX)variables as moderator,and there is a negative adjustment between task conflict and relationship conflict.Through this research,on the one hand,it proves how different types of team conflict play a role in team performance,and explains the reasons why task conflict may lead to relationship conflict from three perspectives.At the same time,In order to better play the positive impact of task conflict on team performance,the introduction of team members exchange from the perspective of social exchange theory to adjust the positive correlation between task conflict and relationship conflict.This not only expands the research theory of team conflict,but also enriches moderators to effectively prevent task conflict from transforming relationship conflict.On the other hand,the research results also provide guidance for enterprises to deal with future team conflict.For example,managers encourage teamwork conflict while focusing on issues,preventing problems from being privatized and undermining team harmony;Managers should strive to provide members with a harmonious working atmosphere and find ways to strengthen the exchange of information resources between colleagues.