工商管理学院知识库

随着互联网技术的广泛应用和VUCA时代的到来，企业面临着更多不确定与未知的风险，为了保证组织能够在当前动态与复杂的环境中稳步发展，团队工作形式应运而生，成为引领组织颠覆原有业务模式和价值创造的主导力量。在新的团队工作模式下，企业可以更好的应对突发情况，在出现问题的第一时间通过协调合作，分工解决的方式解决，这为企业高效运作提供了很大的助力。但有人的地方就会有分歧，自古以来人类社会就免不了内部冲突的问题。随着团队工作模式的普及，内部冲突所带来的例如破坏信息共享、影响工作满意度等负面问题也日渐尖锐。因此，理清团队冲突发生的模型机理，从源头处降低发生频率，对组织更加灵活快捷的应对多变环境，促进组织稳步发展有着重要的意义。

通过对既有研究的梳理发现，当前团队冲突领域中即时性冲突（任务冲突、关系冲突、过程冲突）的研究已较为完善，然而结构性冲突——地位冲突的研究仍较为匮乏，尤其因为其本身复杂结构性的特殊属性，关于地位冲突的形成机制的研究更是较为空白。地位冲突作为一种隐性负面行为，本身难以被管理者察觉，同时其具有零和性、长时效性和联盟性的特点，一旦在团队内部发生，造成的负面影响往往比即时性冲突更大。基于此，本文认为理清地位冲突的发生机制，可以更好的规避其所带来的风险。

本研究以扎根理论的研究方法，通过对25名企业员工进行半结构化访谈的形式，访谈围绕“是什么导致了地位冲突的产生”的研究问题进行文本资料的收集整理工作，通过程序化扎根理论的三步编码过程，将所得到的文本材料进行深层次的提炼分析，最终构建出地位冲突的形成机制模型。

由本研究分析构建的模型可知，影响地位冲突的因素包括：即时性团队冲突、行业技术程度、外部环境、组织结构、个体特质和领导风格，并且各因素之间还存在着明显的相互作用关系，其中即时性冲突往往作为地位冲突的观测前因出现，行业技术程度会显著负向调节即时性冲突向地位冲突转化的过程。本研究的贡献在于构建了地位冲突形成机制的完整模型，填补了当前地位冲突研究领域的空白，同时对指导企业如何管理控制地位冲突具有重要的参考意义。

With the wide application of Internet technology and the arrival of the VUCA era, enterprises are faced with more uncertain and unknown risks. In order to ensure the organization can develop steadily in the current dynamic and complex environment, the team work form emerges at the historic moment and becomes the dominant force leading the organization to subvert the original business model and create value. Under the new team working mode, enterprises can better cope with emergencies and solve problems through coordination and cooperation and division of labor at the first time, which provides great help for efficient operation of enterprises. However, where there are people, there will be differences, and human society has not avoided the problem of internal conflict since ancient times. With the popularization of teamwork mode, negative problems brought by internal conflicts, such as damaging information sharing and affecting job satisfaction, have become increasingly acute. Therefore, it is of great significance to clarify the model mechanism of team conflicts and reduce the occurrence frequency from the source for organizations to deal with the changing environment more flexibly and quickly and promote the steady development of organizations.

Based on the review of existing studies, it is found that the current research on instant conflict (task conflict, relationship conflict, process conflict) in the field of team conflict has been relatively complete, while the research on structural conflict -- status conflict is still relatively scarce, especially because of its complex and structural characteristics, the research on the formation mechanism of status conflict is relatively blank. As a kind of implicit negative behavior, status conflict itself is difficult to be detected by managers. Meanwhile, it has the characteristics of zero-sum, long-term effectiveness and alliance. Once it occurs within a team, the negative impact is often greater than that of instant conflict. Based on this, this paper believes that clarifying the mechanism of status conflict can better avoid the risks it brings.

In this study, based on the research method of grounded theory, 25 employees were interviewed in the form of semi-structured interviews. The interviews focused on the research question "What causes the status conflict?" to collect and sort out the text materials. Through the three-step coding process of programmed grounded theory, the obtained text materials were deeply extracted and analyzed. And further systematically excavate the relationship between these factors, and finally build the formation mechanism model of status conflict.

According to the model constructed by this study, factors affecting status conflict include: Instantaneity team conflict, technical level of the industry, external environment, organizational structure, individual traits and leadership style, and there is an obvious interaction relationship among all factors, among which instantaneity conflict often appears as the observed anteceology of status conflict, and technical level of the industry will significantly negatively regulate the transformation process of instantaneity conflict into status conflict. The contribution of this study lies in constructing a complete model of the formation mechanism of status conflict, filling the gap in the current research field of status conflict, and has important reference significance for guiding enterprises to manage and control status conflict.