Team members may vary in the degree to which they are self-motivating, diligent, and organized, but effects of such conscientiousness diversity are poorly understood. We propose that conscientiousness diversity effects depend on the team leader’s knowledge about managing negative affective responses—that is emotion regulation knowledge. Data of two time-lagged team studies show that for teams with leaders with lower emotion-regulation knowledge, conscientiousness diversity was negatively associated with team satisfaction (Study 1 and 2), team cohesion and information elaboration (Study 2), which in turn influenced team performance (Study 2). These negative relationships reversed in teams with leaders with higher emotion-regulation knowledge.

团队成员的自我激励、勤奋和组织程度可能会有所不同，但人们对这种尽职尽责的多样性的影响知之甚少。我们提出，尽责性的多样性影响取决于团队领导者关于管理负面情感反应的知识——即情绪调节知识。两个时滞团队研究的数据表明，对于领导者情绪调节知识较低的团队，尽责多样性与团队满意度（研究 1 和 2）、团队凝聚力和信息阐述（研究 2）呈负相关，进而影响团队表现（研究 2）。这些负面关系在与具有更高情绪调节知识的领导者的团队中逆转。