CAJ | 학술논문

全球化背景下组织构成正日趋多样化,有效利用团队多样性的价值是组织成功的关键。以往的研究基于自我类化理论认为消除多样性负面效应的方法是追求高阶的群体认同。本文采用自我验证的视角,提出团队成员的个人自我认知和社会自我认知得到他人验证能够促进人际一致性,增强个体对群体的情感联结,并可以最大化地发挥多样性的正面效应,提升决策质量和团队效能。此外,当团队分裂为小团体、联盟体和共同体等三种不同的亚群体类型时,自我验证过程将呈现出不同的动态,团队领导者需要采取针对性的领导方式来帮助成员获得自我验证的信息。
전구화배경하조직구성정일추다양화,유효이용단대다양성적개치시조직성공적관건。이왕적연구기우자아류화이론인위소제다양성부면효응적방법시추구고계적군체인동。본문채용자아험증적시각,제출단대성원적개인자아인지화사회자아인지득도타인험증능구촉진인제일치성,증강개체대군체적정감련결,병가이최대화지발휘다양성적정면효응,제승결책질량화단대효능。차외,당단대분렬위소단체、련맹체화공동체등삼충불동적아군체류형시,자아험증과정장정현출불동적동태,단대령도자수요채취침대성적령도방식래방조성원획득자아험증적신식。
Organization has become more and more diverse in the context of globalization,effective management of diversity in teams is increasingly critical for business success. Previous literature based on self-categorization theory have contended that members of diverse teams should embrace the superordinate identity of the group. In this article we advance a new perspective which is grounded in self-verification theory,to propose that the verification of personal self-views and social self-views of members in diverse teams promotes interpersonal congruence,fosters feelings of connectedness,and enhances decision quality and team effectiveness. When team members are organized into three types of subgroups—cliques,coalitions,and cohorts,different dynamics concerning self-verification processes will emerge,causing pertinent team leader orientation to be adopted to ensure the confirmation of team members’ self-views.