The purpose of this study is to find ways to mitigate the negative consequences of relationship conflict under the situation that while the negative role of team relationship conflict has been underscored in prior literature, few studies try to alleviate it. With the development of positive psychology, a stream focusing on the role of emotion in conflict management emerges. First, the authors want to explore the mediating role of members’ work engagement in the association between relationship conflict and members’ job performance. Moreover, they want to explore contingent roles of perceived team leader’s emotional intelligence and members’ emotion regulation strategies (i.e. cognitive reappraisal and expressive suppression) in moderating the effect of relationship conflict on members’ work engagement.,Using a data set of 363 individuals working in 73 teams in service sectors, the authors empirically examined the cross-level model with hierarchical linear model.,Relationship conflict was negatively related to members’ job performance while members’ work engagement mediated this relationship. Moreover, perceived team leader’s emotional intelligence mitigated the negative effect of relationship conflict on members’ work engagement, while members’ expressive suppression strategy intensified the negative effect.,The authors address the void of the cross-level mediating process by examining the role of individual work engagement that mediates relationship conflict and individual job performance. The individual work engagement is highlighted in this study for the hope of serving as the basis of finding effective moderators to alleviate the negative relationship conflict–performance relationship by mitigating the decrease of work engagement. Moreover, the claim that the role of emotion from different status subjects varies in regulating the effect of relationship conflict contributes to the development of positive psychology by combining emotion with conflict management.

中文翻译：

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团队关系注定要失败吗

这项研究的目的是找到在以下情况下减轻关系冲突的负面影响的方法：尽管在现有文献中已经强调了团队关系冲突的负面作用，但很少有研究试图缓解这种关系。随着积极心理学的发展，涌现出了关注情绪在冲突管理中的作用的信息流。首先，作者希望探讨成员的工作参与在关系冲突与成员的工作绩效之间的关联中的中介作用。此外，他们希望探索感知的团队领导者的情商和成员的情绪调节策略（即认知重新评估和表达抑制）的偶然作用，以减轻关系冲突对成员的工作投入的影响。作者使用服务部门73个团队中的363个人的数据集，以分层线性模型对跨层次模型进行了实证研究。关系冲突与成员的工作绩效呈负相关，而成员的工作投入介导了这种关系。此外，感知的团队领导者的情商减轻了关系冲突对成员工作投入的负面影响，而成员的表达抑制策略则加剧了这种负面影响。调解关系冲突和个人工作绩效的工作投入。这项研究强调了个人的工作投入，希望以此作为寻找有效的主持人的基础，以通过减轻工作投入的减少来减轻负面关系的冲突—绩效关系。此外，声称不同身份主体的情感角色在调节关系冲突的影响方面的作用不同的说法，将情感与冲突管理相结合，有助于积极心理学的发展。