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How Surface-Level and Deep-Level Faultlines Influence Team Performance through Subgroup Formation and Team Interaction Quality: A Meta-analytic Review

Published online by Cambridge University Press:  11 September 2023

Yue Zhang Open the ORCID record for Yue Zhang [Opens in a new window]  and
Hui Chen
Yue Zhang*
Affiliation:
School of Public Policy and Administration, Northwestern Polytechnical University, Xi'an, China
Hui Chen
Affiliation:
Ginling College, Nanjing Normal University, Nanjing, China
*
Corresponding author: Yue Zhang (zhangyue1218@nwpu.edu.cn)
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Abstract

This article develops a framework to test how surface-level and deep-level faultlines impact team performance through subgroup formation and team interaction quality. We test it with 96 empirical articles on team faultlines from 2002 to 2022, using meta-analytic techniques. Firstly, results suggest that subgroup formation and team interaction quality act as serial mediums through which surface-level and deep-level faultlines exert negative indirect effects on team performance. Secondly, moderator analyses reveal that increasing interaction time will mitigate the effects of surface-level faultlines but enhance the effects of deep-level faultlines. Finally, surface- and deep-level social faultlines and deep-level task faultlines are detrimental to team interaction quality, and these negative effects are mediated by subgroup formation. Surface-level task faultlines are beneficial to team interaction, and this positive effect does not work through subgroup formation.

摘要

摘要

本文构建了一个理论框架来验证表层与深层的团队断裂线是如何通过子团队的形成和团队成员交往的质量来影响团 队绩效的。我们运用元分析的方法，对 2002 年至 2022 年间发表的 96 篇关于团队断裂线的实证论文的结果进行了分析检验。结果表明，子团队的形成和团队成员的互动质量是解释为什么表层与深层的团队断裂线对团队绩效产生间接负面影响的两个中 介机制。此外，我们发现，随着成员相互作用时间的增加，团队表层断裂线的影响变弱，但团队深层断裂线的影响加强。最后，团队表层和深层的社会属性断裂线、和团队深层的任务属性断裂线，都对团队成员互动质量产生负面影响，并且这些负面影响是通过子团队形成来作用的。有趣的是，团队表层的任务属性断裂线有利于团队成员的互动，但这一积极效应不是通过子团队形成发生的。

Keywords

deep-level faultlinesmeta-analysissurface-level faultlinestime表层团队断裂深层团队断裂时间元分析

Information

Type
Article
Information
Management and Organization Review , Volume 19 , Issue 5 , October 2023 , pp. 876 - 909
Copyright
Copyright © The Author(s), 2023. Published by Cambridge University Press on behalf of The International Association for Chinese Management Research

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Supplementary material: Link

Zhang and Chen Dataset https://osf.io/u9dqw/
Link
Supplementary material: Link

Zhang and Chen Dataset

Dataset

https://osf.io/u9dqw/
Link