I would like to thank Jennifer A. Chatman, Margaret Neale, Elizabeth Weldon, Dawn lacobucci, and Oswald Werner for comments on earlier drafts. also Linda Pike her tremendous help, as well Robert I. Sutton three anonymous reviewers. This study examines the structure of 105 work groups management teams address question whether conflict can be beneficial. Multiple methods were used examine effects both individualand group-level variables provide a more refined model intragroup conflict. Results...

A multimethod field study of 92 workgroups explored the influence three types workgroup diversity (social category diversity, value and informational diversity) two moderators (task type task interdependence) on outcomes. Informational positively influenced group performance, mediated by conflict. Value social complexity, interdependence all moderated this effect. Social member morale. decreased satisfaction, intent to remain, commitment group; relationship conflict effects diversity. We...

In a longitudinal study, we found that higher group performance was associated with particular pattern of conflict. Teams performing well were characterized by low but increasing levels proces...

I thank the interviewed organizational members for their assistance and patience Jonathon Blake, Roxanne Jones-Toler, Keith Murnighan, Weigelt on this paper. This paper presents a multifaceted qualitative investigation of everyday conflict in six work teams. Repeated interviews on-site observations provide data participants' perceptions, behaviors, own analyses conflicts, resulting generalized model. Model evaluation indicates that relationship is detrimental to performance satisfaction;...

Abstract This article summarizes the results and conclusions reached in studies of relationships between race gender diversity business performance carried out four large firms by a research consortium known as Diversity Research Network. These researchers were asked BOLD Initiative to conduct this test arguments regarding “business case” for diversity. Few positive or negative direct effects on observed. Instead number different aspects organizational context some group processes moderated...

This study investigates the benefits and detriments of emotional task‐related conflict in work groups. Group value consensus (GVC), or extent to which group members share values, fit (GVF), degree culture matches ideal envisioned by external parties with control over group, are hypothesized decrease conflict. In examining 88 workgroups performing comparable organizational tasks, it was found that groups low levels similarity among between governing superiors had higher than high similarity....

This study investigated the relationship between two industry characteristics, technology and growth, organizational culture.We examined this by comparing cultures of organizations within across industries.Using 15 firms representing four industries in service sector, we found that stable culture dimensions existed varied more than them.Specific cultural values were associated with levels growth.One implication finding is use as a competitive advantage may be constrained researchers...

In this quasi‐experimental study we investigate value congruence and demographic dissimilarity among group members as factors which influence various types of conflict within workgroups. We also examine whether it is beneficial for to be different or alike, agree disagree, in order foster work productivity. Results indicate that visible individual differences (i.e., sex, age) increase relationship conflict, while informational education) task‐focused conflict. Value decreased both task the...

This study used multiple methods to examine group processes (information sharing, morale building, planning, critical evaluation, commitment, monitoring, and cooperation) that mediate the effect of relationship level on performance. The uses a 2 by experimental design, crossing (friendship vs. acquaintance) as between-subjects variable task type (decision making motor) within-subject variable. Fifty-three 3-person groups participated in study, data from 4 types measurement were analyze...

Purpose The purpose of this paper is to provide instructional guidance on how increase validity and reduce subjectivity in qualitative studies, such as grounded theory. also demonstrates different techniques can help management research by including informants/managers a time efficient way. Design/methodology/approach This describes three complementary triangulation methods be used for validation exploration concepts themes studies. Tree graphs, concept mapping, member checking are applied...

In this study we examine a moderated model of group faultlines, team identification, and performance outcomes. We extend research on faultlines by showing how different faultline bases (social category information-based faultlines) may have differential effects the groups. addition to strength (the extent demographic alignment across members within group), distance between faultline-based subgroups (e.g., two age 20 are closer in an opposing subgroup 25 than 50). test our using archival...

We examine the consequences of an often ignored aspect work group conflict—asymmetric conflict perceptions—for effectiveness individuals and groups. Tests our multilevel hypotheses using data on 51 groups showed that asymmetry (the degree to which members differ in perceptions level their group) decreased performance creativity In addition, individual (a member perceiving more or less than other members) explained reported satisfaction with a group. Social processes positive atmosphere...

We review and critically examine 178 articles whose authors have investigated numerous aspects of diversity training programs on campuses in the workplace. first characteristics research, including sample, study method, theoretical framework. Consistent with framework Baldwin Ford (1988) Blume colleagues (2010), we then organize by context training, design, trainees' characteristics, outputs. Although found a myriad different forms, shapes, combinations terms its design elements, some (e.g.,...

Past conflict research and theory has provided insight into the types of styles resolution in organizations groups. A second generation is now needed that recognizes type present a group relative to other (proportional composition) amount perceived by members (perceptual may be critical functioning. Therefore, we propose two composition teams investigate links between proportional perceptual conflict, team effectiveness (i.e., individual performance, commitment, cohesiveness, member...

Abstract We explore how the context of an organizational workgroup affects relationship between group diversity and various performance outcomes. In particular, we theorize empirically examine moderating effects three categories variables: cultures (people‐ competition‐oriented), strategies (stability‐, growth‐ customer‐oriented), human resource practices (diversity‐ training‐oriented). perform analyses on 1528 workgroups from a Fortune 500 information‐processing firm. The results showed,...

Abstract In this research, we develop and test a model of the links between psychological strain (subjective experiences feeling conflict tension) work performance. Our includes two types (work home strain) forms performance (quantity individual sales creativity). Thus acknowledge importance non‐work sources as well multidimensional nature We proposed relationships with data collected over six months from field sample 195 hair salon stylists (personal service workers who interact directly...

In this longitudinal study, the authors examine relationships between task, relationship, and process conflict over time. They also look at role of resolution in determining whether certain forms intragroup are related to appearance other Their findings indicate a negative long-lasting impact occurring early team's interaction. Specifically, they find that conflict, but not task or relationship interaction leads higher levels all types for remaining interactions team. addition, effect on...