| With the wide application of Internet technology and the arrival of the VUCA era,enterprises are faced with more uncertain and unknown risks.In order to ensure the organization can develop steadily in the current dynamic and complex environment,the team work form emerges at the historic moment and becomes the dominant force leading the organization to subvert the original business model and create value.Under the new team working mode,enterprises can better cope with emergencies and solve problems through coordination and cooperation and division of labor at the first time,which provides great help for efficient operation of enterprises.However,where there are people,there will be differences,and human society has not avoided the problem of internal conflict since ancient times.With the popularization of teamwork mode,negative problems brought by internal conflicts,such as damaging information sharing and affecting job satisfaction,have become increasingly acute.Therefore,it is of great significance to clarify the model mechanism of team conflicts and reduce the occurrence frequency from the source for organizations to deal with the changing environment more flexibly and quickly and promote the steady development of organizations.Based on the review of existing studies,it is found that the current research on instant conflict(task conflict,relationship conflict,process conflict)in the field of team conflict has been relatively complete,while the research on structural conflict--status conflict is still relatively scarce,especially because of its complex and structural characteristics,the research on the formation mechanism of status conflict is relatively blank.As a kind of implicit negative behavior,status conflict itself is difficult to be detected by managers.Meanwhile,it has the characteristics of zero-sum,long-term effectiveness and alliance.Once it occurs within a team,the negative impact is often greater than that of instant conflict.Based on this,this paper believes that clarifying the mechanism of status conflict can better avoid the risks it brings.In this study,based on the research method of grounded theory,25 employees were interviewed in the form of semi-structured interviews.The interviews focused on the research question "What causes the status conflict?" to collect and sort out the text materials.Through the three-step coding process of programmed grounded theory,the obtained text materials were deeply extracted and analyzed.And further systematically excavate the relationship between these factors,and finally build the formation mechanism model of status conflict.According to the model constructed by this study,factors affecting status conflict include: Instantaneity team conflict,technical level of the industry,external environment,organizational structure,individual traits and leadership style,and there is an obvious interaction relationship among all factors,among which instantaneity conflict often appears as the observed anteceology of status conflict,and technical level of the industry will significantly negatively regulate the transformation process of instantaneity conflict into status conflict.The contribution of this study lies in constructing a complete model of the formation mechanism of status conflict,filling the gap in the current research field of status conflict,and has important reference significance for guiding enterprises to manage and control status conflict. |
