發(fā)布時(shí)間：2018-07-01 11:48

  本文選題：沖突 + 沖突不對(duì)稱��； 參考：《科技進(jìn)步與對(duì)策》2013年03期

【摘要】：關(guān)于團(tuán)隊(duì)內(nèi)沖突的研究大多假定所有成員感知到相同程度的沖突,而實(shí)際上團(tuán)隊(duì)內(nèi)存在沖突不對(duì)稱的現(xiàn)象,即團(tuán)隊(duì)成員對(duì)沖突可能存在不同的感知,且其程度會(huì)對(duì)團(tuán)隊(duì)及個(gè)體績(jī)效產(chǎn)生顯著影響。在綜述已有關(guān)于沖突不對(duì)稱研究的基礎(chǔ)上,從沖突的過(guò)程觀視角探討了沖突不對(duì)稱產(chǎn)生的前因以及避免和減小沖突不對(duì)稱的方法,并在個(gè)體層面分析了沖突不對(duì)稱的內(nèi)在構(gòu)成。
[Abstract]:Most studies on intra-team conflict assume that all members perceive the same degree of conflict, but in fact, there is a phenomenon of conflict asymmetry in the team, that is, team members may have different perceptions of conflict. And the degree will have a significant impact on team and individual performance. Based on the review of the existing researches on conflict asymmetry, the antecedents of conflict asymmetry and the methods to avoid and reduce conflict asymmetry are discussed from the perspective of conflict process, and the internal composition of conflict asymmetry is analyzed at the individual level.
【作者單位】： 浙江大學(xué)管理學(xué)院;
【基金】：國(guó)家自然科學(xué)基金資助項(xiàng)目(71072117)
【分類號(hào)】：C936
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本文編號(hào)：2087683