Conflict, individual satisfaction with team, and training motivation

IF 1.6 Q3 MANAGEMENT

Team Performance Management Pub Date : 2016-06-09 DOI:10.1108/TPM-10-2015-0047

Michele N. Medina

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引用次数: 17

Abstract

Purpose This paper aims to investigate the mediating effect of an individual’s satisfaction with the team between conflict and training motivation. This study provides understanding regarding how the type of conflict within a team can influence an individual’s team experience which can, in turn, influence that individual’s training motivation and impact future teams. Design/methodology/approach Data were collected from 498 upper-level business students engaged in a team project. Structural equation modeling examined the serial mediation relationship between perceived diversity, conflict (affective and cognitive), individual satisfaction with the team and training motivation (learning and transfer). Findings Individual satisfaction with the team partially mediates the relationship between affective conflict and both training motivation dimensions, and fully mediates the relationship between cognitive conflict and both training motivation dimensions. Practical implications To encourage future participation in teams, managers should explore ways to increase an individual’s satisfaction, such as increasing the cognitive conflict by incorporating diversity within teams and reducing the affective conflict within teams. Likewise, by increasing an individual’s satisfaction with the team, managers can increase both the motivation to learn and transfer new knowledge. Originality/value This paper illuminates the role that an individual’s satisfaction with the team has between conflict and training motivation. Moreover, this paper demonstrates that more research on an individual’s satisfaction with the team is needed.

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冲突，个人对团队的满意度，以及培训动机

目的研究个体对团队的满意度在冲突与训练动机之间的中介作用。本研究提供了关于团队中的冲突类型如何影响个人的团队体验的理解，而团队体验反过来又影响个人的培训动机并影响未来的团队。设计/方法/方法数据收集自参与团队项目的498名高年级商科学生。结构方程模型检验了感知多样性、冲突(情感冲突和认知冲突)、个体团队满意度和培训动机(学习和迁移)之间的序列中介关系。发现个体对团队的满意度在情感冲突与训练动机两个维度之间具有部分中介作用，在认知冲突与训练动机两个维度之间具有完全中介作用。为了鼓励未来的团队参与，管理者应该探索提高个人满意度的方法，例如通过整合团队内部的多样性来增加认知冲突，减少团队内部的情感冲突。同样，通过提高个人对团队的满意度，管理者可以增加学习和转移新知识的动力。本文阐明了个体对团队的满意度在冲突与培训动机之间的作用。此外，本文还表明需要对个人对团队的满意度进行更多的研究。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Team Performance Management MANAGEMENT-

CiteScore

3.40

自引率

29.40%

发文量

期刊介绍： This international journal contributes to the successful implementation and development of work teams and team-based organizations by providing a forum for sharing experience and learning to stimulate thought and transfer of ideas. It seeks to bridge the gap between research and practice by publishing articles where the claims are evidence-based and the conclusions have practical value. Effective teams form the heart of every successful organization. But team management is one of the hardest challenges faced by managers.