A multilevel perspective on faultlines: Differentiating the effects between group- and organizational-level faultlines.
作者整合了关于断裂线、冲突和薪酬的文献，基于多层次理论的基本原理，区分了团队层面和组织层面的断裂线，提出了一种新颖的多层次视角。作者利用美国职业棒球大联盟30支球队的多来源、多层次数据，发现团队层面的断裂线与团队绩效负相关，内部聚焦的冲突加剧了这一效应，而外部聚焦的冲突则缓解了它。组织层面的断裂线与组织绩效负相关，并且在薪酬水平高的组织中危害最大。作者讨论了这些发现对体育/娱乐及其他行业的团队和群体的启示。
Integrating the literature on faultlines, conflict, and pay, we drew on the basic principles of multilevel theory and differentiated between group- and organizational-level faultlines to introduce a novel multilevel perspective on faultlines. Using multisource, multilevel data on 30 Major League Baseball (MLB) teams, we found that group-level faultlines were negatively associated with group performance, and that internally focused conflict exacerbated but externally focused conflict mitigated this effect. Organizational-level faultlines were negatively related to organizational performance, and were most harmful in organizations with high levels of compensation. Implications for groups and teams in the sports/entertainment and other industries are discussed.