Personality heterogeneity is an important topic in team management. In many working groups, there exists certain type of people that are talented but under-disciplined, who could occasionally make extraordinary contributions for the team, but often have less satisfactory overall performance. It is interesting to investigate whether the existence of such people in the team does help improve the overall team performance, and if it does so, what are the conditions for their existence to be positive, and through which channel their benefits for the team are manifested. This study proposes an analytical model with a simple structure that sets up an environment to study these questions. It is shown that: (1) feedback learning could be the mechanism through which outliers' benefits to the team are established, and thus could be a prerequisite for outliers' positive existence; (2) different types of teamwork settings have different outlier-positivity conditions: a uniform round-wise punishment for teamwork failures could be the key idea to encourage outliers' existence; for two specific types of teamwork, teamwork that highlights assistance in interactions are more outliers-friendly than teamwork that consists internal competitions. These results well match empirical observations and may have further implications for managerial practice.

中文翻译：

---

“优秀的离群值”的存在是否有助于提高团队绩效？在团队合作中建模异质性格

人格异质性是团队管理中的重要主题。在许多工作组中，都有某些类型的人才，但是他们的纪律性很低，他们有时可能会为团队做出非凡的贡献，但总体表现却不尽人意。调查团队中这种人的存在是否确实有助于改善整体团队绩效是很有趣的，如果这样做，他们存在的积极条件是什么，以及他们通过哪些渠道体现出对团队的好处。这项研究提出了一个具有简单结构的分析模型，该模型为研究这些问题设置了环境。结果表明：（1）反馈学习可能是建立离群值对团队的好处的机制，因此可能成为异常者积极存在的先决条件；（2）不同类型的团队合作环境具有不同的离群值积极性条件：对团队合作失败进行统一的全面惩罚可能是鼓励离群值存在的关键思想；对于两种特定类型的团队合作，强调交互作用的团队合作比组成内部竞赛的团队合作更离群。这些结果与经验观察结果非常吻合，并可能对管理实践产生进一步的影响。与构成内部比赛的团队合作相比，强调交互作用的团队合作更加离群友好。这些结果与经验观察结果非常吻合，并可能对管理实践产生进一步的影响。与构成内部比赛的团队合作相比，强调在交互中提供帮助的团队合作更加离群友好。这些结果与经验观察结果非常吻合，并可能对管理实践产生进一步的影响。