This study examines the effect of team performance-prove goal orientation on team collaboration and team performance by identifying team conflict as a boundary condition. We propose that team conflict plays a moderating role such that high-PPGO team members will work collaboratively when they experience task conflict because they perceive other team members to be valuable for team performance. In contrast, high-PPGO teams will be less likely to work collaboratively when they experience relationship conflict since interpersonal differences will be salient, forcing social comparisons to which high-PPGO team members are predisposed. We test our hypotheses in a field sample of 485 working teams (2,940 individuals). The result shows that team PPGO was positively related to collaboration and team performance under conditions of high task conflict (and low relationship conflict). In contrast, team PPGO was negatively related to collaboration and team performance under conditions of high relationship (and low task) conflict. Team PPGO showed no relationship with collaboration when both task and relationship conflict were either high or low. These results extend knowledge of the multi-faceted effects of team PPGO and represent the first study showing the differential effect of PPGO on team collaborative processes. Implications for future research and practices are discussed.

中文翻译：

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合作还是不合作？团队冲突对绩效证明目标导向、协作和团队绩效的调节作用

本研究通过将团队冲突确定为边界条件来检验团队绩效证明目标导向对团队协作和团队绩效的影响。我们建议团队冲突起到调节作用，这样高 PPGO 的团队成员在遇到任务冲突时会协同工作，因为他们认为其他团队成员对团队绩效很有价值。相比之下，高 PPGO 团队在遇到关系冲突时不太可能进行协作，因为人际差异将很突出，迫使高 PPGO 团队成员倾向于进行社会比较。我们在 485 个工作团队（2,940 人）的现场样本中检验了我们的假设。结果表明，在高任务冲突（和低关系冲突）条件下，团队 PPGO 与协作和团队绩效呈正相关。相比之下，在高度关系（和低任务）冲突的条件下，团队 PPGO 与协作和团队绩效呈负相关。当任务和关系冲突或高或低时，团队 PPGO 与协作没有关系。这些结果扩展了对团队 PPGO 多方面影响的知识，并代表了第一项显示 PPGO 对团队协作过程的不同影响的研究。讨论了对未来研究和实践的影响。当任务和关系冲突或高或低时，团队 PPGO 与协作没有关系。这些结果扩展了对团队 PPGO 多方面影响的知识，并代表了第一项显示 PPGO 对团队协作过程的不同影响的研究。讨论了对未来研究和实践的影响。当任务和关系冲突或高或低时，团队 PPGO 与协作没有关系。这些结果扩展了对团队 PPGO 多方面影响的知识，并代表了第一项显示 PPGO 对团队协作过程的不同影响的研究。讨论了对未来研究和实践的影响。