This paper aims to investigate the influence of cognitive style diversity on intra-group relationship conflict and individual-level organizational citizenship behaviors (OCBs). The role of leader-member exchange as a moderating variable is also examined.,The authors used hierarchical linear modeling and hierarchical regression analysis to analyze results from a sample of 344 members from 83 teams nested within 126 departments in six manufacturing organizations in the People’s Republic of China.,Results yielded general support for our hypothesized relationships between cognitive style diversity and intra-group relationship conflict. Leader-member exchange was also found to moderate the relationship between these two variables. Contrary to expectations, there were no relationships between these variables and individual-level organizational citizenship behaviors.,This research addresses calls from the team diversity and conflict literature to address the understudied area of deep-level cognitive diversity. Second, this study addresses previous calls for more team-level and mixed-level theory and methodology to inform OCB research. Third, this is the first study of group-level cognitive style diversity and the moderating influence of leader-member-exchange and provides valuable insights into ways of mitigating some of the negative effects of cognitive diversity on teams.

中文翻译：

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认知方式多样性对群体内部关系冲突，个人组织公民行为和领导者-成员交流的调节作用的影响

本文旨在探讨认知方式多样性对群体内部关系冲突和个人组织公民行为（OCBs）的影响。还研究了领导者-成员交换作为调节变量的作用。作者使用层次线性建模和层次回归分析来分析来自六个制造组织的126个部门中的83个团队的344个成员的样本结果结果为我们假设的认知风格多样性与群体内部关系冲突之间的关系提供了普遍支持。还发现领导人与成员之间的交流可以缓和这两个变量之间的关系。与期望相反，这些变量与个人级别的组织公民行为之间没有任何关系。本研究解决了团队多样性和冲突文献中的呼吁，以解决人们对深度认知多样性研究不足的领域。其次，本研究解决了先前要求更多团队层次和混合层次的理论和方法来为OCB研究提供信息的要求。第三，这是对小组级别的认知风格多样性和领导者-成员交流的调节作用的首次研究，并为减轻缓解认知多样性对团队的某些负面影响的方法提供了宝贵的见解。这项研究满足了先前要求更多团队级别和混合级别的理论和方法来为OCB研究提供信息的要求。第三，这是对小组级别的认知风格多样性和领导者-成员交流的调节作用的首次研究，并为减轻缓解认知多样性对团队的某些负面影响的方法提供了宝贵的见解。这项研究满足了先前要求更多团队级别和混合级别的理论和方法来为OCB研究提供信息的要求。第三，这是对小组级别的认知风格多样性和领导者-成员交流的调节作用的首次研究，并为减轻缓解认知多样性对团队的某些负面影响的方法提供了宝贵的见解。