I'm Not Feeling It: The Role of Affective Diversity in Risk Management and Team Performance
研究通过58个团队的实验，发现积极情感多样性通过促进冒险行为提升团队绩效，消极情感多样性通过促进谨慎行为提升绩效，且团队特质预防焦点强化了消极情感多样性的作用。
ABSTRACT Team performance is contingent on nuanced approaches to risk management—demanding both risky and cautious strategic orientations. However, research surrounding how teams navigate this balance is limited. We argue that both positive and negative affective diversity can aid team performance, through affective diversity's impact on the team's risky and cautious behaviors. Furthermore, we argue that team trait regulatory focus strengthens these relationships. Using a controlled laboratory setting with 58 teams in a complex, uncertain team task that requires both risky and cautious strategies for successful performance, results indicate that positive affective diversity relates to team performance through promoting risky behavior, while negative affective diversity relates to team performance through promoting cautious behavior. Teams high in trait prevention‐focus are more attuned to the information signals in teams with negative affective diversity, but we did not find that promotion focus impacted outcomes of positive affective diversity.