A5084623379- Conflict Management and Negotiation
- Gender Diversity and Inequality
- Team Dynamics and Performance
- Social and Intergroup Psychology
- Experimental Behavioral Economics Studies
- Complex Systems and Decision Making
- Job Satisfaction and Organizational Behavior
- Attachment and Relationship Dynamics
- Cultural Differences and Values
- Evolutionary Psychology and Human Behavior
- Management and Organizational Studies
- Evolutionary Game Theory and Cooperation
- Neuroendocrine regulation and behavior
- Social Power and Status Dynamics
- Emotional Intelligence and Performance
- Customer Service Quality and Loyalty
- Entrepreneurship Studies and Influences
- Religion and Society Interactions
- COVID-19 Pandemic Impacts
- Labor Movements and Unions
- Culture, Economy, and Development Studies
- Counseling Practices and Supervision
- Knowledge Management and Sharing
- Opinion Dynamics and Social Influence
- Private Equity and Venture Capital
Ross School
2019-2024
University of Michigan
2019-2024
Stanford University
2013-2019
Michigan United
2019
Carnegie Mellon University
2017
Michigan State University
2016
University of South Australia
2016
The University of Texas at Austin
2016
Erasmus University Rotterdam
2012-2013
University of Amsterdam
2008-2013
Humans regulate intergroup conflict through parochial altruism; they self-sacrifice to contribute in-group welfare and aggress against competing out-groups. Parochial altruism has distinct survival functions, the brain may have evolved sustain promote cohesion effectiveness ward off threatening Here, we linked oxytocin, a neuropeptide produced in hypothalamus, regulation of conflict. In three experiments using double-blind placebo-controlled designs, male participants self-administered...
Human ethnocentrism—the tendency to view one's group as centrally important and superior other groups—creates intergroup bias that fuels prejudice, xenophobia, violence. Grounded in the idea ethnocentrism also facilitates within-group trust, cooperation, coordination, we conjecture may be modulated by brain oxytocin, a peptide shown promote cooperation among in-group members. In double-blind, placebo-controlled designs, males self-administered oxytocin or placebo privately performed...
COVID-19’s impacts on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work organizational psychology, related fields, is intended to make sense implications for employees, teams, organizations. preview relevant literatures focuses on: (i) emergent changes practices (e.g., working from home, virtual teamwork) (ii) (e.g, social distancing, stress, unemployment). In addition, potential moderating factors (demographic characteristics,...
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...
Power is an inherent characteristic of social interaction, yet research has to fully explain what power and dispersion may mean for conflict resolution in work groups. We found a field study 42 organizational groups laboratory 40 negotiating dyads that the effects on are contingent level interactants' power, thereby explaining contradictory theory findings dispersion. when members have low positively related resolution, but high negatively (i.e., equality better). These can be explained by...
Previous research has suggested that diversity effects depend on how group members perceive their group’s composition. However, what determines is perceived unclear. We argue the way in which construe shaped by members’ beliefs about value diversity. Focusing groups with objective subgroups, we show two studies more diversity, likely they are to terms of individual differences and less subgroups. also construal only affected during intellectual tasks (where matters), but not physical tasks.
Power differences are ubiquitous in social settings. However, the question of whether groups with higher or lower power disparity achieve better performance has thus far received conflicting answers. To address this issue, we identify 3 underlying assumptions literature that may have led to these divergent findings, including a myopic focus on static hierarchies, an assumption those at top hierarchies competent group tasks, and equality is not possible. We employ multimethod set studies...
Academic interest in start-up teams has grown dramatically over the past 40 years, with researchers from a wide variety of disciplines actively studying topic. Although this widespread is encouraging, review literature reveals lack consensus how conceptualize and operationally define teams. A on core phenomenon—a foundational part strong paradigm—has stifled systematic advancement knowledge about teams, which downstream implications for viability field research. To advance development...
Despite the increasing prevalence of ethnic diversity, findings regarding its effects on team performance remain contradictory. We suggest that past inconsistencies can be reconciled by examining joint impact leader behavior and categorization tendencies in ethnically diverse teams. propose leaders who exhibit high levels visionary also have tendency to categorize their members into in- out-groups will facilitate a negative effect diversity communication financial performance, whereas...
Three studies examined the role of leader consideration in diverse teams. Based on categorization-elaboration model, we argue that can address negative group processes result from categorization teams as well influence perceptions team’s diversity. Studies 1a and 1b focus leadership preferences members heterogeneous versus homogeneous Results show participants faced with prospect working a team had higher preference for considerate than expecting to work team. In Study 2, whether indeed...
Organizational teams frequently come into conflict with one another over limited resources. Core theories of intergroup suggest that such interteam resource conflicts unite internally, reducing intrateam power struggles. However, spillover theory suggests may also stimulate competitive dynamics within teams. We reconcile these two opposing lines thought by introducing the internal structure as key moderator determines whether reduces or promotes struggles theorize while common fate members...
Abstract Purpose The purpose of this paper is to build theory and present a model the development conflicts in teams. Design/methodology/approach develops conceptual based on past research. Findings brings multi-level perspective process intragroup conflict by showing mechanisms which an interpersonal, dyadic can spread other team members over time through contagion. Originality/value This study provides new for escalation it sheds light factors either ameliorate or exacerbate speed extent...
Intergroup conflict is often driven by an individual's motivation to protect oneself and fellow group members against the threat of out-group aggression, including tendency pre-empt through a competitive approach. Here we link such defense-motivated competition oxytocin, hypothalamic neuropeptide involved in reproduction social bonding. An intergroup game was developed disentangle whether oxytocin motivates approach (i) immediate self-interest, (ii) vulnerable in-group members, or (iii)...
Purpose The purpose of this paper is to introduce and test a model group processes (e.g. conflict), emergent states trust), context connectedness) better understand the mechanisms that underlie traditionally negative effects conflict. Design/methodology/approach A total 27 workgroups Dutch telecommunications company participated in survey. To assess trust as mediator between conflict performance bootstrapping analysis was used. In addition, moderating role three connectedness types...
Group cohesion is a topic that has long been important to small group research. In this special issue, we trace the evolution of research from past present day. We are reprinting four classic articles on all mark turning points in literature, and conclude with modern day review sports context. Together, these span decades research, providing interesting insights into how viewed at different time, field developed, still can grow.
Task conflict has been the subject of a long-standing debate in literature-when does task help or hurt team performance? We propose that this can be resolved by taking more precise view how conflicts are perceived teams. Specifically, we teams, when few members perceive high level disagreement while majority others low levels disagreement-that is, there is positively skewed conflict, most likely to live up its purported benefits for performance. In our first study student teams engaged...