CAJ | 학술논문

通过205个来自不同行业的实际样本，研究了中国传统文化下的五种经典个人冲突管理风格的分布，以及它们和团队关系冲突、团队合作绩效之间的关系。结果表明：按照李克特五分量表测度，在中国，团队关系冲突对团队合作绩效的边际影响达到-0．67，也就是关系冲突将显著降低团队绩效；回避性冲突管理风格对团队合作绩效负效应显著，而对关系冲突影响不显著，这一点与相关研究结论有差异；关系冲突与团队绩效互有负面影响。另一个值得注意的问题，除回避性风格外，其他四种风格对团队关系冲突及团队绩效均无显著影响。
통과205개래자불동행업적실제양본，연구료중국전통문화하적오충경전개인충돌관리풍격적분포，이급타문화단대관계충돌、단대합작적효지간적관계。결과표명：안조리극특오분량표측도，재중국，단대관계충돌대단대합작적효적변제영향체도-0．67，야취시관계충돌장현저강저단대적효；회피성충돌관리풍격대단대합작적효부효응현저，이대관계충돌영향불현저，저일점여상관연구결론유차이；관계충돌여단대적효호유부면영향。령일개치득주의적문제，제회피성풍격외，기타사충풍격대단대관계충돌급단대적효균무현저영향。
Based on 205 samples from different industries, the article gets the distribution of five kinds of classical conflict han- dling styles under Chinese culture background, and then studies the relationship among the conflict handling styles, team rela- tional conflict and team performance. The result is that according to the Likert five score measurement, in China the marginal effect of team relational conflict to team performance arrives at - 0.67, which means that the relational conflict will reduce team performance significantly. The conflict avoiding management style significantly affects team performance negatively, but it does not affect relational conflict. This is different from the former research conclusion. Relational conflict and team performance af- fect each other negatively. Another noticeable conclusion is that the conflict handling styles do not have significant effect on team performance except the avoiding style.