A Cross-level Study Of Effects Of Team Relationship Conflict On Team Members' Performance

Relationship conflict is an inevitable phenomenon in the processes of team interaction and it has become a topic of great concern in the field of conflict researchers and organizational behavior.In terms of Chinese society,where pays attention to the harmonious interpersonal relationship,when relationship conflict is a normal situation in a team,it would be a great hazard to team effectiveness,such as weakening team morale,efficiency,and even vitality.Recently many studies have been used to study relationship conflict,but few studies on the impact of team relationship conflict on employee performace were investigated.Hence,the purpose of this study is to explore the mechanism how team relationship conflict on employee performace,mediated by work engagement under the circumstance of emotional leadership and emotional regulation strategies.This paper pay attention to the mechanism of how relationship conflict influenced on job performance,and it studies the moderation of emotional leadership,cognitive reappraisal,expressive suppression and the mediation of work engagement based on the emotion theory,conversation of resource theory and style theory of leadership,then we put forward the hypotheses and research model.This paper obtained the formal questionnaire by using the mature scale at home and abroad after revising to form a formal questionnaire.The hypothesis of this paper was verified by means of reliability and validity analysis,correlation and cross-level analysis.The results based on 73 teams show that various individual and enterprise factors differently affect on each research variable.Relationship conflict has a significant and negative influence on job performance.Work engagement is positively related to job performance.Work engagement has a mediating effect on relationship conflict and job performance.Emotional leadership weakens the negative effect of relationship conflict on job performance.By contrast,expressive suppression strengthens the negative effect of relationship conflict on job performance.However,the moderating effect of cognitive reappraisal is not significant.Based on the conclusions above,this paper reveals the mechanism of team relationship conflict on job performance,and it also expands and deepens the research level and theoretical system of relationship conflict.Meanwhile,this paper provides a theoretical basis in practice including organizations should focus on emotional social skills when recruiting and training the managers,as well as leaders should strengthen cultural construction and create a great team atmosphere.