中文摘要
中文摘要
组织管理的领域中团队的冲突与效能的关系一直以来是团队管理的重要内
容，如何利用积极的团队冲突，规避和管理消极的团队冲突进而促进团队效能的
提升成为了企业和领导关心的重点内容。本文基于竞争型与合作型冲突管理方式
的调节变量对企业研发团队冲突与团队效能的关系与作用提出 9条假设。通过问
卷调查法进行问卷收集，总收集到问卷数量为 486份，将收集后的问卷进行统计
录入，再对问卷的具体情况进行分析，分析各变量之间相关性，并对假设进行检
验得到下列结果：任务冲突与团队效能正相关，关系冲突、过程冲突与团队效能
负相关。合作型冲突管理方式对团队冲突与团队效能关系起负向调节作用，竞争
型冲突管理方式对关系冲突与团队效能关系起正向调节作用，对任务冲突和过程
冲突与团队效能关系起负向调节作用。本文构建的团队冲突与团队效能之间的模
型，对于研发团队的管理有一定的启示，并通过对实证结果的具体分析，提出了
明确团队工作目标、建立健全沟通机制、营造良好工作氛围和培养团结协作精神
等一系列有效办法和措施，避免团队成员之间产生无谓冲突和矛盾，通过进一步
强化冲突管理帮助团队提升整体工作效能。同时，也指出了本研究的不足之处和
对今后需要加强研究探索方向的展望。
关键词：研发团队；团队冲突；冲突管理；团队效能
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黑龙江大学硕士学位论文
Abstract
The relationship between conflict and team effectiveness has long been an
important part of team management in the field of organisational management. How to
utilise positive team conflict, avoid and manage negative team conflict and thereby
promote team effectiveness has become a key concern for companies and leaders. This
paper proposes nine hypotheses on the relationship between conflict and team
effectiveness in corporate R&D teams based on the moderating variables of competitive
and cooperative conflict management styles. The questionnaires were collected through
a questionnaire survey, and the total number of questionnaires collected was four
hundred and eighty-six. The collected questionnaires were statistically entered, and then
the specific conditions of the questionnaires were analyzed to analyze the correlation
between the variables and to test the hypotheses to obtain the following results: task
conflict is positively related to team effectiveness, and relationship conflict and process
conflict are negatively related to team effectiveness. Collaborative conflict management
negatively moderates the relationship between team conflict and team effectiveness,
while competitive conflict management positively moderates the relationship between
relationship conflict and team effectiveness, and negatively moderates the relationship
between task conflict and process conflict and team effectiveness. The model between
team conflict and team effectiveness constructed in this paper has certain implications
for the management of R&D teams, and through the specific analysis of the empirical
results, a series of effective approaches and measures are proposed, such as clarifying
team work objectives, establishing a sound communication mechanism, creating a good
working atmosphere and cultivating the spirit of unity and collaboration, to avoid
unnecessary conflicts and contradictions among team members, and to further
strengthen conflict management by This helps the team to improve its overall work
effectiveness. At the same time, it also points out the shortcomings of this study and the
prospect of future research directions that need to be strengthened.
Keywords: R&D team; team conflict; conflict management; team effectiveness
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目录
目录
中文摘要 ...........................................................................................................................I
Abstract.............................................................................................................................II
绪论 .................................................................................................................................. 1
一、选题背景 .................................................................................................................. 1
二、研究目的与意义 ...................................................................................................... 2
（一）研究目的....................................................................................................... 2
（二）研究意义....................................................................................................... 2
三、国内外研究现状 ...................................................................................................... 3
（一）国外研究现状............................................................................................... 3
（二）国内研究现状............................................................................................... 3
（三）研究现状总结............................................................................................... 4
四、研究内容及方法 ...................................................................................................... 4
（一）研究内容....................................................................................................... 4
（二）研究方法....................................................................................................... 6
五、创新点 ...................................................................................................................... 7
第一章 理论基础 ............................................................................................................ 8
第一节研发团队及团队冲突 .................................................................................... 8
一、研发团队的界定............................................................................................... 8
二、团队冲突的分类及影响结果........................................................................... 8
第二节冲突管理方式 ................................................................................................ 9
一、多因素冲突管理方式..................................................................................... 10
二、双因素冲突管理方式..................................................................................... 11
第三节团队效能 ...................................................................................................... 12
一、团队效能的概念............................................................................................. 12
二、团队效能的分类............................................................................................. 13
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。。。以下略