MAXIMIZING THE BENEFITS OF TASK CONFLICT: THE ROLE OF CONFLICT MANAGEMENT

2001 ◽  
Vol 12 (1) ◽  
pp. 4-22 ◽  
Author(s):  
Leslie A. DeChurch ◽  
Michelle A. Marks
Keyword(s):  
Conflict Management ◽  
Group Performance ◽  
Task Conflict ◽  
Group Conflict ◽  
Intragroup Conflict ◽  
Group Outcomes ◽  
Group Satisfaction ◽  
Project Groups ◽  
Conflict Research

Intragroup conflict research has shown that task conflict can improve group outcomes, but it has not addressed how groups ensure that the positive aspects of task conflict are realized. This study examines the influence of group conflict management on group effectiveness, as well as the moderating role of group conflict management on task conflict—group outcome relationships. Results of a field survey of 96 business school project groups indicated that the use of agreeable conflict management in response to task conflict was associated with greater group satisfaction. Results examining group conflict management as a moderator showed that the relationship between task conflict and group performance was positive when conflict was actively managed and negative when it was passively managed. Similarly, task conflict improved group satisfaction when managed with agreeable behavior, and harmed satisfaction when neutral or disagreeable behaviors were used. Results from this work provide an important first look at how group conflict management behaviors directly impact group outcomes and affect task conflict—group outcome relationships.

The effect of task conflict on outsourcers’ long-term orientation toward suppliers: the moderating role of formal control and Chinese guanxi

2019 ◽  
Vol 35 (2) ◽  
pp. 260-269 ◽  
Author(s):  
Shuting Li ◽  
Mark H. Haney ◽  
Gukseong Lee ◽  
Mingu Kang ◽  
Changsuk Ko
Keyword(s):  
Conflict Management ◽  
Design Methodology ◽  
Manufacturing Firms ◽  
Task Conflict ◽  
Content Type ◽  
Formal Control ◽  
Negative Effect ◽  
Moderating Role

Purpose This paper aims to investigate the antecedents of manufacturing firms’ long-term orientation towards their suppliers in the context of outsourcing relationships in China. Design/methodology/approach Based on survey data collected from 224 manufacturing firms in China, this study examines the hypothesized relationships. Findings The results show that task conflict has a negative effect on long-term orientation, both Chinese guanxi and formal control are useful governance mechanisms to enhance long-term orientation, and the negative effect of task conflict on the long-term orientation weakens as Chinese guanxi between a manufacturer and its supplier increases. Originality/value This study contributes to a better understanding of conflict management in outsourcing relationships in China.

When Essentialism Facilitates Intergroup Conflict Resolution: The Positive Role of Perspective-Taking

2019 ◽  
Vol 50 (4) ◽  
pp. 483-507 ◽  
Author(s):  
Donna J. Yao ◽  
Melody M. Chao ◽  
Angela K.-y. Leung
Keyword(s):  
Conflict Resolution ◽  
Conflict Management ◽  
Perspective Taking ◽  
Positive Role ◽  
Intragroup Conflict ◽  
Constructive Conflict ◽  
Conflict Situations ◽  
Negative Effect ◽  
Intergroup Conflicts

Essentialism, a fundamental belief of the fixedness of social group essences, is often associated with negative intergroup outcomes. However, research is yet to explore the role of essentialism in intergroup conflicts, despite their prevalence. To address this gap, we conducted the first direct examination on how essentialism influences conflict management toward out-group members. Moreover, we examined perspective-taking as a positive factor in improving conflict management among essentialist individuals relative to their non-essentialist counterparts in intergroup contexts. Results across three experiments provided little support to the negative effect of essentialism on intergroup (vs. intragroup) conflict management. Yet, we found that perspective-taking promoted the use of problem solving and improved one’s own gain and the dyad’s joint gain among essentialist individuals, but not non-essentialist individuals, in intergroup (vs. intragroup) conflict situations. This research suggests that when coupled with perspective-taking, essentialism can promote constructive conflict resolution in intergroup contexts.

Effectiveness of Chinese Teams: The Role of Conflict Types and Conflict Management Approaches

2006 ◽  
Vol 2 (2) ◽  
pp. 231-252 ◽  
Author(s):  
Dean Tjosvold ◽  
Kenneth S. Law ◽  
Haifa Sun
Keyword(s):  
Conflict Management ◽  
Team Effectiveness ◽  
Work Teams ◽  
Task Conflict ◽  
Management Approach ◽  
Team Members ◽  
Management Approaches ◽  
And Task ◽  
Conflict Types

Findings based on 186 teams involving 689 employees, working in twelve Chinese state-owned factories in three cities, indicated that a cooperative in contrast to a competitive approach was related to perceived team effectiveness, as measured by both team managers and team members. The role of conflict types for team effectiveness, on the other hand, is ambiguous. Furthermore, conflict management approaches affect team perceptions of relational and task conflict. Results suggest that a cooperative conflict management approach may be equally useful for Chinese work teams, as it is for teams in the Western context.

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.

scholarly journals PENGARUH ASIMETRI KONFLIK TUGAS TERHADAP KINERJA DAN PERAN MANAJEMEN KONFLIK KOLABORASI (Kasus pada Organisasi Non Profit)

Performance ◽  
2019 ◽  
Vol 26 (2) ◽  
pp. 102
Author(s):  
Dwita Darmawati ◽  
Tohir Tohir ◽  
Anisa Sri Restanti
Keyword(s):  
Regression Analysis ◽  
Conflict Management ◽  
Group Performance ◽  
Hierarchical Regression ◽  
Perceptual Task ◽  
Hierarchical Regression Analysis ◽  
Non Profit ◽  
Working Groups ◽  
Non Profit Organizations

This study aims to explore the influence of the composition of perceptual task conflicts on group performance in non-profit organizations. In addition, this study also explores the role of moderators of collaborative conflict management on the influence of the composition of perceptual task conflicts on group performance. Data collection is done by questionnaire. Data were analyzed using hierarchical regression analysis. This study involved 232 respondents from 58 teams / working groups from non-profit organizations namely college scouts, libraries, village level government institutions, early childhood education, PKK organizations and dasa wisma. The results of hierarchical regression analysis indicate that the composition of perceptual task conflicts negatively affects group performance. However, there is not enough evidence of the role of collaboration conflict management in with the influence of the composition of the conflict on the task of the group on group performance. Several implications are given based on the results of this study

scholarly journals Does Intragroup Conflict Intensity Matter? The Moderating Effects of Conflict Management on Emotional Exhaustion and Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Zinat Esbati ◽  
Christian Korunka
Keyword(s):  
Conflict Management ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Management Style ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Intragroup Conflict ◽  
Conflict Handling ◽  
The Relationship

To elucidate the distinct effects of relationship conflict (RC) and task conflict (TC), we investigated the intensity (low vs. high) of the two types of conflict on emotional exhaustion and work engagement. Furthermore, we examined how cooperative vs. competitive conflict-handling styles moderate the relationship between the two types of conflict and emotional exhaustion and work engagement. We also examined the role of emotion regulation (cognitive reappraisal and distraction) as a covariate to control its effects on the study variables. Utilizing two separate 2 × 2 between-subject experimental designs, we recruited 120 employees from several companies in Austria. The results suggest that higher levels of both RC and TC are positively related to emotional exhaustion and negatively to work engagement. A cooperative conflict management style moderated the effects of both RC and TC on work engagement. The results suggest decoupling RC and TC and examining the interplay between the intensity of intragroup conflict types and conflict management styles provides insights into the connection between the levels of conflict, conflict management, emotional exhaustion, and work engagement. Additionally, it supports the usage of distraction as a viable regulation strategy for managing the effects of high levels of RC on emotional exhaustion.

scholarly journals On the relationship between intra group conflict and group performance: Evidence from Telecom Sector of Pakistan

2019 ◽  
Vol 10 (1) ◽  
pp. 78-87
Author(s):  
Muhammad Naseer ◽  
Haleem Fazal
Keyword(s):  
Group Performance ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Future Research ◽  
Group Conflict ◽  
Conflict Task ◽  
Overall Performance ◽  
Telecom Sector ◽  
Mobile Telecom ◽  
The Relationship

Abstract The current study investigates the link between Intra Group Conflict (Task Conflict, Relationship Conflict) and Group Performance of the employees in the Telecom sector of Pakistan. Employees’ performances are improved by harmony, friendly environment and lack of conflict in an organization. To find out the practicality of these assertions, 200 questionnaires were distributed among employees of five main mobile telecom companies namely Telenor, Mobilink, Ufone, Zong and Warid at their head offices. 122 questionnaires were received back that resulted in 61% response rate. The paper addressed the extent of employees’ perception about Task Conflict and Relationship Conflict in their groups and also investigated that how these types of Intra-group conflict were linked to the overall performance of their groups. A theoretical model was developed to test these hypotheses. For the measurement of intra group conflict (Task conflict, relationship conflict) and group performance two valid and reliable instruments were used. Furthermore for analysis of these data Correlation and regression were used. The result of the study showed significant positive relationship between task conflict and group performance. However, negative association was found between relationship conflict and group performance. At the end, conclusion, limitations, and future research bearings are likewise highlighted.

scholarly journals The Role of the Size of the Small Group and Informal Subgroups in Intragroup Conflicts

2020 ◽  
Vol 10 (5) ◽  
pp. 84
Author(s):  
Andrey V. Sidorenkov ◽  
Eugene F. Borokhovski
Keyword(s):  
Small Group ◽  
Positive Relationship ◽  
Two Dimensions ◽  
Group Conflict ◽  
Multidimensional Model ◽  
Individual Group ◽  
Intragroup Conflict ◽  
The Relationship ◽  
Small Work

This study examines the relationship between (a) the size of groups and the number of informal subgroups in them with conflicts in the context of the group, and (b) the size of the informal subgroups with conflicts in the context of the subgroup. A multidimensional model of intragroup conflict was used, which includes two dimensions: five levels of conflict (i.e., interpersonal (individual–individual), micro-group (individual–subgroup), group (individual–group), subgroup–subgroup, and subgroup–group) and two types of conflict (activity-oriented and subject-oriented). Each level of conflict contains two types. Forty-one small work groups (334 employees) took part in the study. In the group as a whole, both the size of the group and the number of informal subgroups in it have a positive relationship with subgroup–subgroup conflict in both types and subgroup–group subject-oriented conflict, and have a negative connection with micro-group subject-oriented conflict. In turn, the size of the subgroup is positively associated with the two types of subgroup–group conflict and negatively connected with the two types of micro-group conflict, as well as with interpersonal activity-oriented conflict at the level of the informal subgroup.

ПРОБЛЕМА ОБЩЕЙ ПОНЯТИЙНОЙ СХЕМЫ ОПИСАНИЯ КОНФЛИКТОВ

2020 ◽  
Vol 15 (2) ◽  
pp. 13
Author(s):  
А. Я. Анцупов
Keyword(s):  
Conflict Resolution ◽  
Conflict Management ◽  
Annual Number ◽  
Conceptual Scheme ◽  
Rapid Reduction ◽  
Noticeable Increase ◽  
Level Of Training ◽  
Conflict Research ◽  
Classification Structure

The article substantiates a need to develop a common conceptual and categorical apparatus of conflict resolution. Statistical data on the number of doctoral and master's theses defended in 17 branches of conflict resolution are given. As a possible variant of the general conceptual scheme for describing conflicts, groups of concepts are proposed that characterize: the essence of conflicts; their classification; structure; function dynamics; evolution; genesis; information analysis; prevention and prevention; completion principles and methods of diagnosis (research); indicators, criteria, assessment indicators. The role of risk is described as one of the important characteristics of the interaction of the warring parties. Briefly substantiates the need to study intrapersonal conflicts and zooconflicts as additional components in the object of conflict management, in which social conflict is central. The destructive and constructive functions of social conflicts are revealed. The nature of the evolution of the annual number of dissertations defended on conflict issues from 1949 to the present is described. It is concluded that the rapid reduction in the number of defended dissertations after 2005 is probably due to the exhaustion of the explanatory potential of the primary paradigms of conflict research in the branches of conflict management in the 20th century. The hypothesis is formulated that the development of a general conceptual scheme for describing conflicts can contribute: firstly, to a qualitative leap in the creation of a general theory of conflicts; secondly, a noticeable increase in the theoretical and applied level of training of conflictologists; thirdly, a significant increase in the effectiveness of their work in managing real conflicts. A proposal is made to hold an interdisciplinary discussion on the issue of a general conceptual framework for describing conflicts on the pages of the journal “Conflictology”.

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