The Impact Of Relationship Conflict On Team Performance: A Moderated Mediation Mode

With the continuous development of economy and society and the increasing competition in the market,the team has become an important learning unit in the organization.Teams are composed of formal groups of individuals with different personalities and skills who work together in teams to accomplish a common goal.Due to the diversity of team members,conflicts inevitably arise in communication and interaction.During the team operation,the conflict state exhibited at the team level has a significant impact on the team performance.A positive interaction within a team is the key to improving team performance.Numerous empirical studies have shown that relationship conflict is an important risk factor for team performance.How to effectively manage conflict within a team to achieve team performance is an urgent issue for theory and practice.However,there is still a lack of investigation into the mediating and moderating mechanisms through which relationship conflict affects team performance.Therefore,this study aims to investigate the mediating process of relationship conflict affecting team performance from a psychological capital perspective and further examine the moderating role of team mindfulness in this mediating path.In this study,we analyze the relationship between conflict and team performance in the process of team operation in Chinese enterprises and institutions by drawing on the IPO theory model(Input-Process-Output)and self-consciousness theory and individual-environment matching theory.In this study,the concepts of relationship conflict,team performance and psychological capital,and team mindfulness were defined through a review of the extensive literature,and the conceptual framework of this study was constructed by combining the classical team model,and the relevant research hypotheses were proposed.A questionnaire survey was conducted on the basis of established scales.In this study,688 employees from enterprises and institutions in Guangdong Province and Hubei Province were surveyed using the questionnaire method,and completed questionnaires on relational conflict,team performance,psychological capital,and team mindfulness.It was found that:(1)relationship conflict was significantly and negatively related to team performance;(2)psychological capital partially mediated the relationship conflict and team performance;(3)team mindfulness significantly moderated the mediation path "relationship conflict → psychological capital → team performance",specifically,relationship conflict reduced team performance by eroding psychological capital.Specifically,the mediating effect of relationship conflict by eroding psychological capital,which in turn reduces team performance,is significantly stronger in employees with high team mindfulness than in employees with low team mindfulness.The above findings suggest that psychological capital is an important mediating process through which relational conflict affects team performance,and that this path of influence varies with the level of team mindfulness.That is,when the team is at a high level of team mindfulness,the lower the impact of relational conflict on psychological capital.And relational conflict has been shown to have a significant negative impact on team performance.Finally,it is also recommended that leaders pay more attention to team members’ mental health and conflict resolution from the perspective of positive organizational management in order to better manage the team.