ISSN : 1229-0653
집단에서 신입 성원의 상호작용 지향성과 집단구성 변화의 특성에 따라서 신입 성원이 집단에서 새로운 과제수행 전략을 제안하는 행동이 달리 나타나리라고 가정하고 이를 실험 연구를 통해서 검증했다. 신입 성원의 상호작용 지향성은 새로 가입한 집단에서 협동과 조화를 추구하도록 유도함으로써 협동을 점화하거나, 경쟁과 차별화를 추구하도록 유도함으로써 경쟁을 점화하여 조작했다. 집단구성 변화 특성은 특정 구성원이 영구적으로 집단 소속을 바꾸어 새로운 집단에 가입하거나 또는 일시적으로 다른 집단에 소속되도록 집단의 인적 구성에 변화를 유발하여 조작했다. 실험 결과, 가설과 일관되게 영구적 집단구성 변화 조건에서는 신입 성원의 과제수행 전략 제안에 있어서 신입 성원의 상호작용 지향성에 따른 차이가 없었다. 반면에, 집단구성 변화가 일시적으로 발생했을 때는 경쟁이 점화된 신입 성원들이 협동이 점화된 신입 성원들보다 새로운 과제수행 전략을 제안하는 빈도가 높았다. 본 연구의 시사점과 제한점, 및 장래 연구 방향을 논의했다.
The present study investigated a joint impact of a newcomer's interaction orientation and the nature of membership change upon the likelihood that the newcomer introduces changes in group task strategy. Participants were randomly assembled into 3-person teams and performed a construction task as a team. Newcomers' interaction orientation was manipulated by priming either cooperation or competition prior to joining a new team. The nature of membership change was varied by introducing either a temporary or a permanent change in team composition. It was predicted that, regardless of their interaction orientation, newcomers would be less likely to propose a new task strategy in the permanent change condition due to a high need for assimilation to the group. In contrast, it was predicted that when membership change is temporary, newcomers would be more likely to propose a new task strategy when competition is primed than when cooperation is primed. The study found supportive evidence for the hypothesized interaction effect. Implications of the findings and suggestions for future studies are discussed.
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