团队背景下的子群体关系研究进展评析
6662 
520
外国经济与管理 2012 年 第 34 卷第 10 期, 页码：22 - 29
摘要
参考文献
摘要
团队内分化出若干派系子群体的现象在组织中长期以来普遍存在,而且这种非正式子群体间的互动往往决定着团队过程和产出。本文基于已有的相关研究,首先剖析了团队内子群体间关系相对于传统群际关系的独特性,然后详细阐述了团队背景下子群体间关系研究对于团队组织行为理论建构的意义,随后基于不同的理论视角诠释了子群体间的互动对团队产出的影响,最后就团队背景下子群体关系的未来研究方向提出了几点设想。
[1]Balkundi P,et al.Demographic antecedents and performance consequences of structural holes in work teams[J].Journal of Organizational Behavior,2007,28(2):241-260.
[2]Bezrukova K,et al.Do workgroup faultlines help or hurt?A moderated model of faultlines,team identification,and group performance[J].Organization Science,2009,20(1):35-50.
[3]Bezrukova K,et al.Violent splits or healthy divides?Copingwith injustice through faultlines[J].Personnel Psychology,2010,63(3):719-751.
[4]Brewer M B.The social self:On being the same and different at the same time[J].Personality and Social Psychology Bulle-tin,1991,17(5):475-482.
[5]Carton A M and Cummings J N.A theory of subgroups in work teams[J].Academy of Management Review,2012,37(3):441-470.
[6]Chen C C and Chen X P.Negative externalities of close guanxi within organizations[J].Asia Pacific Journal of Management,2009,26(1):37-53.
[7]de Jong B A and Dirks K T.Beyond shared perceptions of trust and monitoring in teams:Implications of asymmetry and dissensus[J].Journal of Applied Psychology,2012,97(2):391-406.
[8]Gibson C and Vermeulen F.A healthy divide:Subgroups as a stimulus for team learning behavior[J].Administrative Sci-ence Quarterly,2003,48(2):202-239.
[9]Hewstone M,et al.Intergroup bias[J].Annual Review of Psy-chology,2002,53(1):575-604.
[10]Hinsz V B,et al.The emerging conceptualization of groups as information processors[J].Psychological Bulletin,1997,121(1):43-64.
[11]Hogg M A and Terry D J.Social identity and self-categoriza-tion process in organizational contexts[J].Academy of Ma-nagement Review,2000,25(1):121-140.
[12]Homan A C,et al.Facing differences with an open mind:Openness to experience,salience of intragroup differences,and performance of diverse work groups[J].Academy of Management Journal,2008,51(6):1204-1222.
[13]Homan A C,et al.Bridging faultlines by valuing diversity:Diversity beliefs,information elaboration,and performance in diverse work groups[J].Journal of Applied Psychology,2007,92(5):1189-1199.
[14]Hornsey M J and Hogg M A.Assimilation and diversity:An integrative model of subgroup relations[J].Personality and Social Psychology Review,2000,4(2):143-156.
[15]Jehn K A and Bezrukova K.The faultline activation process and the effects of activated faultlines on coalition formation,conflict,and group outcomes[J].Organizational Behavior and Human Decision Processes,2010,112(1):24-42.
[16]Jehn K A,et al.The effects of conflict asymmetry on work group and individual outcomes[J].Academy of Management Journal,2010,53(3):596-616.
[17]Kane A A,et al.Knowledge transfer between groups via per-sonnel rotation:Effects of social identity and knowledge qual-ity[J].Organizational Behavior and Human Decision Proces-ses,2005,96(1):56-71.
[18]Kilduff G J,et al.The psychology of rivalry:A relationallydependent analysis of competition[J].Academy of Manage-ment Journal,2010,53(5):943-969.
[19]Klein K J and Kozlowski S W J.From micro to meso:Critical steps in conceptualizing and conducting multilevel research[J].Organizational Research Methods,2000,3(3):211-236.
[20]Kozlowski S W J and Klein K J.A multilevel approach to theory and research in organizations:Contextual,temporal,and emergent processes[A].Klein K J and Kozlowski S W J(Eds.).Multi-level theory,research,and methods in organi-zations:Foundations,extensions,and new directions[C].San Francisco,CA:Jossey-Bass,2000:3-90.
[21]Lau D C and Murnighan J K.Interactions within groups and subgroups:The effects of demographic faultlines[J].Acade-my of Management Journal,2005,48(4):645-659.
[22]Levin S,et al.Socal dominance orientation and intergroup bi-as:The legitimation of favoritism for high-status groups[J].Personality and Social Psychology Bulletin,2002,28(2):144-157.
[23]Li J and Hambrick D C.Factional groups:A new vantage on demographic faultlines,conflict,and disintegration in work teams[J].Academy of Management Journal,2005,48(5):794-813.
[24]Mathieu J E,et al.Multi-team systems[A].Anderson N,et al(Eds.).International handbook of work and organizational psychology[C].London:Sage,2001:289-313.
[25]O’Leary M B and Mortensen M.Go(con)figure:Subgroups,imbalance,and isolates in geographically dispersed teams[J].Organization Science,2010,21(1):115-131.
[26]O’Leary M B and Mortensen M.Multiple team membership:A theoretical model of its effects on productivity and learning for individuals and teams[J].Academy of Management Re-view,2011,36(3):461-478.
[27]Phillips K W,et al.Diverse groups and information sharing:The effects of congruent ties[J].Journal of Experimental So-cial Psychology,2004,40(4):497-510.
[28]Tajfel H,et al.Social categorization and intergroup behaviour[J].European Journal of Social Psychology,1971,1(2):149-178.
[29]Tajfel H and Turner J C.An integrative theory of intergroup conflict[A].Austin W G and Worchel S(Eds.).The social psychology of group relations[C].Monterey,CA:Brooks-Cole,1979:33-47.
[30]van Knippenberg D,et al.Work group diversity and group performance:An integrative model and research agenda[J].Journal of Applied Psychology,2004,89(6):1008-1022.
[2]Bezrukova K,et al.Do workgroup faultlines help or hurt?A moderated model of faultlines,team identification,and group performance[J].Organization Science,2009,20(1):35-50.
[3]Bezrukova K,et al.Violent splits or healthy divides?Copingwith injustice through faultlines[J].Personnel Psychology,2010,63(3):719-751.
[4]Brewer M B.The social self:On being the same and different at the same time[J].Personality and Social Psychology Bulle-tin,1991,17(5):475-482.
[5]Carton A M and Cummings J N.A theory of subgroups in work teams[J].Academy of Management Review,2012,37(3):441-470.
[6]Chen C C and Chen X P.Negative externalities of close guanxi within organizations[J].Asia Pacific Journal of Management,2009,26(1):37-53.
[7]de Jong B A and Dirks K T.Beyond shared perceptions of trust and monitoring in teams:Implications of asymmetry and dissensus[J].Journal of Applied Psychology,2012,97(2):391-406.
[8]Gibson C and Vermeulen F.A healthy divide:Subgroups as a stimulus for team learning behavior[J].Administrative Sci-ence Quarterly,2003,48(2):202-239.
[9]Hewstone M,et al.Intergroup bias[J].Annual Review of Psy-chology,2002,53(1):575-604.
[10]Hinsz V B,et al.The emerging conceptualization of groups as information processors[J].Psychological Bulletin,1997,121(1):43-64.
[11]Hogg M A and Terry D J.Social identity and self-categoriza-tion process in organizational contexts[J].Academy of Ma-nagement Review,2000,25(1):121-140.
[12]Homan A C,et al.Facing differences with an open mind:Openness to experience,salience of intragroup differences,and performance of diverse work groups[J].Academy of Management Journal,2008,51(6):1204-1222.
[13]Homan A C,et al.Bridging faultlines by valuing diversity:Diversity beliefs,information elaboration,and performance in diverse work groups[J].Journal of Applied Psychology,2007,92(5):1189-1199.
[14]Hornsey M J and Hogg M A.Assimilation and diversity:An integrative model of subgroup relations[J].Personality and Social Psychology Review,2000,4(2):143-156.
[15]Jehn K A and Bezrukova K.The faultline activation process and the effects of activated faultlines on coalition formation,conflict,and group outcomes[J].Organizational Behavior and Human Decision Processes,2010,112(1):24-42.
[16]Jehn K A,et al.The effects of conflict asymmetry on work group and individual outcomes[J].Academy of Management Journal,2010,53(3):596-616.
[17]Kane A A,et al.Knowledge transfer between groups via per-sonnel rotation:Effects of social identity and knowledge qual-ity[J].Organizational Behavior and Human Decision Proces-ses,2005,96(1):56-71.
[18]Kilduff G J,et al.The psychology of rivalry:A relationallydependent analysis of competition[J].Academy of Manage-ment Journal,2010,53(5):943-969.
[19]Klein K J and Kozlowski S W J.From micro to meso:Critical steps in conceptualizing and conducting multilevel research[J].Organizational Research Methods,2000,3(3):211-236.
[20]Kozlowski S W J and Klein K J.A multilevel approach to theory and research in organizations:Contextual,temporal,and emergent processes[A].Klein K J and Kozlowski S W J(Eds.).Multi-level theory,research,and methods in organi-zations:Foundations,extensions,and new directions[C].San Francisco,CA:Jossey-Bass,2000:3-90.
[21]Lau D C and Murnighan J K.Interactions within groups and subgroups:The effects of demographic faultlines[J].Acade-my of Management Journal,2005,48(4):645-659.
[22]Levin S,et al.Socal dominance orientation and intergroup bi-as:The legitimation of favoritism for high-status groups[J].Personality and Social Psychology Bulletin,2002,28(2):144-157.
[23]Li J and Hambrick D C.Factional groups:A new vantage on demographic faultlines,conflict,and disintegration in work teams[J].Academy of Management Journal,2005,48(5):794-813.
[24]Mathieu J E,et al.Multi-team systems[A].Anderson N,et al(Eds.).International handbook of work and organizational psychology[C].London:Sage,2001:289-313.
[25]O’Leary M B and Mortensen M.Go(con)figure:Subgroups,imbalance,and isolates in geographically dispersed teams[J].Organization Science,2010,21(1):115-131.
[26]O’Leary M B and Mortensen M.Multiple team membership:A theoretical model of its effects on productivity and learning for individuals and teams[J].Academy of Management Re-view,2011,36(3):461-478.
[27]Phillips K W,et al.Diverse groups and information sharing:The effects of congruent ties[J].Journal of Experimental So-cial Psychology,2004,40(4):497-510.
[28]Tajfel H,et al.Social categorization and intergroup behaviour[J].European Journal of Social Psychology,1971,1(2):149-178.
[29]Tajfel H and Turner J C.An integrative theory of intergroup conflict[A].Austin W G and Worchel S(Eds.).The social psychology of group relations[C].Monterey,CA:Brooks-Cole,1979:33-47.
[30]van Knippenberg D,et al.Work group diversity and group performance:An integrative model and research agenda[J].Journal of Applied Psychology,2004,89(6):1008-1022.
引用本文
谢小云, 张政晓, 王唯梁. 团队背景下的子群体关系研究进展评析[J]. 外国经济与管理, 2012, 34(10): 22–29.
导出参考文献，格式为：
上一篇：供应商适应行为研究述评与展望
下一篇：群体交互记忆系统研究述评
