Conflict and performance in research teams: how principal investigator can influence this relationship
基于205个研究团队的调查数据，发现团队冲突与绩效呈倒U型关系，而首席研究员的变革型领导风格能扩大冲突的积极区间，帮助团队在更高冲突水平下保持绩效。
The lack of consensus about overcoming the negative impact of conflict on team performance within research teams has become a challenge. Based on the complex context of knowledge‐intensive teams, this study examines the effect that a transformational leadership style of the Principal Investigator has on the relationship between team conflict and team performance. We propose an inverted U‐shaped relationship between research team conflict and research team performance, and examine the impact that the Principal Investigators’ transformational leadership has on this curvilinear relationship. Using survey data from 205 research teams, our results confirm both hypotheses. Actually, those PIs who apply the transformational leadership style will extend the positive conflict area, so, they will be able to manage a higher level of conflict in the research team. Our findings contribute to enhancing the understanding of the impact of conflict and the principal investigator’s transformational leadership style on team performance. Both theoretical and practical considerations are discussed.