The role of group personality composition in the emergence of task and relationship conflict within groups

2009 ◽  
Vol 15 (1) ◽  
pp. 82-96 ◽  
Author(s):  
Marc H Anderson
Keyword(s):  
Big Five ◽  
Group Performance ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Big Five Personality ◽  
Group Level ◽  
Individual Level ◽  
The Individual ◽  
Level Of Analysis

AbstractConflict is a ubiquitous feature of groups in organizations that clearly affects group performance. While prior research has investigated the role of personality on conflict resolution styles at the individual level, little work has examined the role of personality on the emergence of conflict. This may be partially due to the fact that the emergence of conflict is inherently a group-level phenomenon, and thus requires the aggregation of personality to the group (or at least dyadic) level of analysis. I propose that each of the Big Five personality traits (or specific facets), at the group level, affect the emergence of either task conflict, relationship conflict, or both. Developing our understanding of how group personality composition affects both of these types of conflict is necessary to better enable groups to manage conflict, and thereby lessen potentially harmful outcomes resulting from conflict.

The role of group personality composition in the emergence of task and relationship conflict within groups

2009 ◽  
Vol 15 (1) ◽  
pp. 82-96 ◽  
Author(s):  
Marc H Anderson
Keyword(s):  
Big Five ◽  
Group Performance ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Big Five Personality ◽  
Group Level ◽  
Individual Level ◽  
The Individual ◽  
Level Of Analysis

AbstractConflict is a ubiquitous feature of groups in organizations that clearly affects group performance. While prior research has investigated the role of personality on conflict resolution styles at the individual level, little work has examined the role of personality on the emergence of conflict. This may be partially due to the fact that the emergence of conflict is inherently a group-level phenomenon, and thus requires the aggregation of personality to the group (or at least dyadic) level of analysis. I propose that each of the Big Five personality traits (or specific facets), at the group level, affect the emergence of either task conflict, relationship conflict, or both. Developing our understanding of how group personality composition affects both of these types of conflict is necessary to better enable groups to manage conflict, and thereby lessen potentially harmful outcomes resulting from conflict.

Envy climate and group performance in full-service hotels: the roles of intragroup relationship conflict and competitive climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wen Wu ◽  
Dan Ni ◽  
Shaoxue Wu ◽  
Lu Lu ◽  
Xijing Zhang ◽  
...  
Keyword(s):  
Group Performance ◽  
Relationship Conflict ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Functional Perspective ◽  
Group Members ◽  
The Individual ◽  
The Relationship ◽  
Practical Implications

Purpose The extant literature mainly focuses on the antecedents and outcomes of envy at the individual level. Workgroups have become ideal units for research on envy given the ubiquitous teamwork in organizations. This study aims to examine whether, how and when envy climate can influence group performance. Design/methodology/approach The authors analyzed data collected in three waves from a sample of 72 groups with 475 team members in full-service hotels in China. Findings Envy climate was negatively associated with group performance via intragroup relationship conflict. Furthermore, competitive climate moderated the effect of envy climate on intragroup relationship conflict and the indirect effect of envy climate on group performance through intragroup relationship conflict. Practical implications The present research offers organizations valuable insights into how to minimize the climate of envy and competition within a group and relieve the relationship conflict that may damage group performance. Originality/value Drawing on a social functional perspective of emotions, this study enriches the envy research by conceptualizing envy climate as a collective perception and clarifying its effect on group performance. The authors extend the understanding of envy climate by showing how a climate of envy embedded in a group influences group performance and also explain when group members may be more likely to act in a destructive way to respond to such a climate.

Ethnic Identities and Boundaries: Anthropological, Psychological, and Sociological Approaches

2017 ◽  
Author(s):  
Landon E. Hancock
Keyword(s):  
International Relations ◽  
Common Factor ◽  
The Self ◽  
Group Level ◽  
Middle Ground ◽  
Individual Level ◽  
Self And Other ◽  
Sociological Approaches ◽  
The Individual ◽  
Level Of Analysis

Ethnicity and identity are largely about boundaries; in fact, there is no way to determine one’s identity—ethnic or otherwise—without reference to some sort of boundary. In approaching the study of ethnicity and identity, sociology, anthropology, and to a lesser extent political science and international relations tend to focus on the group level and define ethnicity and ethnic identity as group phenomena. Psychology, by contrast, focuses on the individual level. These two disciplinary areas represent the opposite ends of a conceptual focus in examining both ethnicity as a group phenomenon and identity as an individual phenomenon, with a “middle ground” outlined by symbolic interactionism focusing on the processes of formation and reformation through the interaction of individuals and groups. The thread that runs through each of these ordinarily disparate disciplines is that, when examining ethnicity or identity, there is a common factor of dialectic between the sameness of the self or in-group and differentiation with the other or out-group. Moreover, an examination of the manner in which the generation of identity at one level has an explicit connection to the germination of identity at other levels of analysis shows that they combine together in a process of identification and categorization, with explicit links between the self and other at each level of analysis.

The role of IT in innovation at the individual and group level – a literature review

2019 ◽  
Vol 26 (6/7) ◽  
pp. 797-810
Author(s):  
Stanislav Mamonov ◽  
Richard Peterson
Keyword(s):  
Literature Review ◽  
Future Research ◽  
Medium Size ◽  
Group Level ◽  
Content Type ◽  
The Individual ◽  
Role Of It ◽  
Role Of Information ◽  
Level Of Analysis

Purpose The purpose of this paper is to review and integrate cross-disciplinary research on the role of information technology (IT) on innovation published in the past 10 years. Design/methodology/approach The study follows the recommendations for systematic integrative literature review. The authors focus on the manuscripts published in the period between 2009 and 2018 in the top 8 Information Systems journals. Further, the authors specifically focus on the studies conducted at the individual and/or group level of analysis. Findings First, the authors find that there has been relatively little research published focusing on the role of IT in innovation at the individual and/or group level of analysis. Among the published studies the authors find equivocal insights on the role of IT in innovation. While IT can support innovation, it can also cause technostress and become an impeding element by institutionalizing established organizational practices. Originality/value Despite the importance of the topic, there has been little research on the role of IT in supporting innovation published in the small-and medium-size enterprise development journals. Through cross-disciplinary integration, the authors’ provide a foundation for future research on the topic.

scholarly journals Authentic leadership and psychological well-being at work of nurses: The mediating role of work climate at the individual level of analysis

2014 ◽  
Vol 1 (2) ◽  
pp. 90-101 ◽  
Author(s):  
Katia Nelson ◽  
Jean-Sébastien Boudrias ◽  
Luc Brunet ◽  
Denis Morin ◽  
Mirella De Civita ◽  
...  
Keyword(s):  
Authentic Leadership ◽  
Well Being ◽  
Work Climate ◽  
Psychological Well Being ◽  
Individual Level ◽  
Mediating Role ◽  
The Individual ◽  
Level Of Analysis

Collective personality fit and diversity – how effective are they in predicting relationship conflict?

2019 ◽  
Vol 31 (2) ◽  
pp. 201-219
Author(s):  
Jee Young Seong ◽  
Doo-Seung Hong
Keyword(s):  
Work Teams ◽  
Interactive Effect ◽  
Relationship Conflict ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
The Individual ◽  
High Level ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the interactive effect of collective personality fit and its diversity on relationship conflict in a team context. Design/methodology/approach Data were collected from 1,265 employees and their leaders in 110 work teams in a Korean manufacturing company. Findings The results show that the two-way interaction between collective personality fit and its dispersion affects relationship conflict in teams. The effect of collective fit on relationship conflict was found to be weaker when the dispersion of collective fit is low than when it is high. This study reports that a high level of collective fit dispersion may help resolve relationship conflict in certain conditions, such as when the level of collective fit is high. Practical implications This paper implies that the diverse perception of fit does not always hamper intragroup consonance, and relationship conflict can be reduced as long as the overall level of collective fit is high. The diverse or heterogeneous personalities of team members contribute unique attributes of each member to the success of the team because some members of a heterogeneous team may play the role of filling the gap left by others. Originality/value This study argues that collective fit is a new construct, not a simple aggregation of individual fit traits, and the pattern of relationships at the individual level is not replicated at the group level, either conceptually or empirically.

scholarly journals Empathy, Altruism, and Group Identification

2021 ◽  
Vol 12 ◽  
Author(s):  
Kengo Miyazono ◽  
Kiichi Inarimori
Keyword(s):  
Group Identification ◽  
Helping Behavior ◽  
Group Level ◽  
Central Idea ◽  
Behavioral Consequences ◽  
Individual Level ◽  
The Individual

This paper investigates the role of group identification in empathic emotion and its behavioral consequences. Our central idea is that group identification is the key to understanding the process in which empathic emotion causes helping behavior. Empathic emotion causes helping behavior because it involves group identification, which motivates helping behavior toward other members. This paper focuses on a hypothesis, which we call “self-other merging hypothesis (SMH),” according to which empathy-induced helping behavior is due to the “merging” between the helping agent and the helped agent. We argue that SMH should be interpreted in terms of group identification. The group identification interpretation of SMH is both behaviorally adequate (i.e., successfully predicts and explains the helping behavior in the experimental settings) and psychologically plausible (i.e., does not posit psychologically unrealistic beliefs, desires, etc.). Empathy-induced helping behavior, according to the group identification interpretation of the SMH, does not fit comfortably into the traditional egoism/altruism dichotomy. We thus propose a new taxonomy according to which empathy-induced helping behavior is both altruistic at the individual level and egoistic at the group level.

scholarly journals The Effect of Compensation Size on Recovery Satisfaction After Group Service Failures: The Role of Group Versus Individual Service Recovery

2018 ◽  
Vol 22 (1) ◽  
pp. 60-74 ◽  
Author(s):  
Arne K. Albrecht ◽  
Tobias Schaefers ◽  
Gianfranco Walsh ◽  
Sharon E. Beatty
Keyword(s):  
Service Recovery ◽  
Group Versus ◽  
Group Level ◽  
Individual Level ◽  
Group Service ◽  
Recovery Satisfaction ◽  
The Individual ◽  
Different Levels ◽  
Individual Service

Two experimental studies reveal that customers’ reactions to different levels of recovery compensation differ between a recovery that occurs at the group level (such that every customer knows that every other affected customer receives the same compensation) and one that occurs at the individual level (such that the individual does not know whether and how much compensation other affected customers receive). In both cases, recovery compensation exhibits diminishing returns on compensation size in terms of recovery satisfaction. However, at the group level, the rate at which the returns on compensation diminish is greater and satisfaction reaches a plateau at lower compensation levels than at the individual level. The salient social comparison made during a group service recovery (GSR), as evidenced by the mediating role of distributive justice, explains these effects. Finally, we note that at midrange compensation levels, GSR and individual service recovery did not lead to different levels of recovery satisfaction, suggesting a zone of tolerance or indifference at these levels. Further, our findings yield important managerial implications for the efficient allocation of service recovery resources after a group service failure.

Feeling like a state: social emotion and identity

2014 ◽  
Vol 6 (3) ◽  
pp. 515-535 ◽  
Author(s):  
Jonathan Mercer
Keyword(s):  
Group Level ◽  
Individual Group ◽  
Individual Level ◽  
Group Interest ◽  
Social Emotion ◽  
Shared Culture ◽  
Group Members ◽  
Common Group ◽  
The Individual ◽  
Level Of Analysis

Can one use emotion at anything other than the individual level of analysis? Emotion happens in biological bodies, not in the space between them, and this implies that group emotion is nothing but a collection of individuals experiencing the same emotion. This article contends that group-level emotion is powerful, pervasive, and irreducible to individuals. People do not merely associate with groups (or states), they can become those groups through shared culture, interaction, contagion, and common group interest. Bodies produce emotion that identities experience: group-level emotion can be stronger than, and different from, emotion experienced as an individual; group members share, validate, and police each others’ feelings; and these feelings structure relations within and between groups in international politics. Emotion goes with identity.

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