다양성 지각 정도가 팀의 성과에 미치는 영향: 갈등의 조절효과를 중심으로

Abstract

Purpose: The results of prior studies investigating main effects between diversity and team performance are neither clear nor consistent. This study seeks to provide more evidence for a direct link between these two. The present study also attempts to close a gap in the literature by examining conflict as a moderator of the relationship between diversity and team performance. Methods: As suggested by Williams and O'Reilly(1998), this study examines the effects of perception levels of three specific types of diversity (social category diversity, value diversity, and informational diversity) and two contextual moderators (task conflict and relationship conflict) on team performance. Results: The results show that perception levels of all three types of diversity are significantly related to team performance in the current sample of 313. Results also indicate that relationship conflict significantly interacted with the perception levels of diversity in relating to team performance. Results for task conflict, however, fails to support the hypothesis. Conclusion: The results suggest that the effects of diversity on team functioning depend on how diversity is perceived by team members, rather than actual diversity seen by team members. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.