The Downside of Self-Management: A Longitudinal Study of the Effects tf Conflict on Trust, Autonomy, and Task Interdependence in Self-Managing Teams
研究了自我管理团队中冲突如何通过降低信任，进而减少成员自主性和任务相互依赖，导致团队结构效率下降。对关注团队设计和冲突管理的学者有参考价值。
The very flexibility and adaptability that make self-managing teams effective can also be limiting and dysfunctional. I propose that self-managing teams may unintentionally restructure themselves inefficiently in response to conflict. Although detrimental consequences of conflict are normally considered as process-related, I explore possible structure-related effects. Specifically, I suggest that increased team conflict is associated with lower intrateam trust, which in turn may influence team structure by (1) reducing individual autonomy and (2) loosening task interdependencies in teams. This combination makes for a less than ideal team design. Longitudinal data from 35 self-managing teams support these expectations.