论文部分内容阅读
长期以来,大量学者一直在关注团队多元性对团队结果造成的影响。学者们采用IPO模式,基于不同的理论视角,发表了大量的研究成果,但并没得到相对一致的研究结论。本文分析认为,造成这种困境的原因包括对团队绩效界定的不一致、忽视了心理和态度等内隐特征以及团队的性质不同可能会对研究结论有较大影响等方面。因此,细化团队绩效、关注和团队工作性质联系更紧的深层次多元化特性,以及聚焦特定性质的团队等途径,有助于通过实证研究挖掘出团队构成促进团队效能的客观而稳定的规律,为团队管理的实践工作提供理论参考。
For a long time, a large number of scholars have been concerned about the impact of team diversity on team results. Scholars use IPO mode, based on different theoretical perspectives, published a large number of research results, but did not get a relatively consistent conclusion. The analysis of this paper argues that the reasons for this dilemma include inconsistency in the definition of team performance, neglect of implicit characteristics such as psychology and attitude, and the different nature of the team may have a greater impact on the conclusions of the study. Therefore, refining the performance of the team, focusing on the deep diversification of the nature of the team’s work and focusing on the specific characteristics of the team can help to discover the objective and stable law that the team forms to promote the team’s effectiveness through empirical research , Provide theoretical reference for the practice of team management.