高地位群体对任何组织而言都是重要资产，但是高地位群体一旦卷入地位冲突也可能成为损害组织有效性的决定性力量。现有研究大多基于地位资源的"零和性"假设认为，地位冲突导致竞争，竞争导致对立和分化，因此结果多损害组织有效性。本项目将合作竞争理论延伸至地位冲突研究领域，认为在群体层面，竞争并不是维护或提升相对地位的唯一手段，合作也是一个重要选项，因此要客观揭示地位冲突对组织有效性的影响，需要同时考察群体分化与统整的中介效应机制。基于这一思想，本项目拟通过实证研究来系统探讨高地位群体的两种地位冲突取向（地位维护取向/地位寻求取向）如何导致群体分化和统整（横向分化纵向统整/纵向分化横向统整），结果又如何影响组织有效性。研究结果将有助于学术界客观认识地位冲突的作用，也将使企业真正清楚"什么样的管理思路可正向推动组织有效性"。

High-status group is a key to any kinds of organizations, but in the meantime it may also become a crucial negative factor that damage organizational effectiveness when high-status group is involved in status conflict. Literatures show that extant studies are mostly based on the presumption of "zero-sum" to status resource, which proposed that status conflict may leads to group competition, and competition then leads to group differentiation, it thus does harm to organizational effectiveness. But actually it is not necessary the case. By extending the cooperation-competition theory to the research field of status conflict, this study hold that competition is not the only way that sustain or enhance ones'status level, cooperation is also one important factor. In order to reveal the effect mechanism that status conflict on organizational effectiveness, this study focus on exploreing the mediating effect firstly by introducing the variable of group differentiation/integration. So the mediating effect of differentiation/integration need to be explored firstly so as to discover the 'real' influence that status conflict on organizational effectiveness. In this study, we will emperically test the relationships between status maintenance orientation/ status striving orientation and group differentiation/integration firstly, and then test the relationship between group differentiation/integration and organizational effectiveness. We think the result will help us to know how status conflict influence organizational effectiveness in the group. More importantly, it will help to make clear that how to manage status conflict is benificial to organizational effectiveness.