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Deep-level diversity in entrepreneurial teams and the mediating role of conflicts on teamefficacy and satisfaction

  • Team start-ups have substantial advantages over solo start-ups, but teams often do not live up to their potential due to conflicts creating unfavorable team dynamics. Based on an experiment with 665 individuals in 133 randomly composed teams participating in a new-venture simulation, we found team members’ deep-level characteristics that trigger motivations to act, i.e., achievement motivation and leadership orientations, to be particularly important sources of task conflicts. We found that diversity in leadership orientation reduces conflicts because not all team members can lead at the same time. Unlike hypothesized, we found that diversity in achievement motivation also reduces conflicts, for which, ex-post, we explore potential reasons. Furthermore, we demonstrate that the mediating task and relationship conflicts differently affect team outcomes due to their different nature of task-relatedness: while task conflicts affect task-related team efficacy and may escalate into relationship conflicts, relationship conflicts directlyTeam start-ups have substantial advantages over solo start-ups, but teams often do not live up to their potential due to conflicts creating unfavorable team dynamics. Based on an experiment with 665 individuals in 133 randomly composed teams participating in a new-venture simulation, we found team members’ deep-level characteristics that trigger motivations to act, i.e., achievement motivation and leadership orientations, to be particularly important sources of task conflicts. We found that diversity in leadership orientation reduces conflicts because not all team members can lead at the same time. Unlike hypothesized, we found that diversity in achievement motivation also reduces conflicts, for which, ex-post, we explore potential reasons. Furthermore, we demonstrate that the mediating task and relationship conflicts differently affect team outcomes due to their different nature of task-relatedness: while task conflicts affect task-related team efficacy and may escalate into relationship conflicts, relationship conflicts directly affect team satisfaction, but not team efficacy. Further emphasizing the importance of a motivational basis of conflicts, we found that individuals’ general self-efficacy, a more belief-related construct, affects team outcomes only through team efficacy, but not via conflicts.show moreshow less

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Metadaten
Author: Stephanie Schoss, Diemo UrbigORCiD, Malte Brettel, René Mauer
DOI:https://doi.org/10.1007/s11365-020-00654-1
ISSN:1555-1938
Title of the source (English):International Entrepreneurship and Management Journal
Document Type:Scientific journal article peer-reviewed
Language:English
Year of publication:2022
Tag:Entrepreneurship; Experiment; Personality; Relationship conflicts; Task conflicts; Team efficacy; Team satisfaction; Teams; interpersonal conflict
Volume/Year:18
Issue number:3
First Page:1173
Last Page:1203
Faculty/Chair:Fakultät 5 Wirtschaft, Recht und Gesellschaft / FG ABWL, insbesondere empirische Unternehmensforschung und Transformation
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