Intragroup Conflict in Nonprofit Sport Boards

2010 ◽  
Vol 24 (3) ◽  
pp. 245-271 ◽  
Author(s):  
Shannon Hamm-Kerwin ◽  
Alison Doherty
Keyword(s):  
Nonprofit Organizations ◽  
Mediating Effect ◽  
Decision Quality ◽  
Relationship Conflict ◽  
Future Research ◽  
Board Members ◽  
Intragroup Conflict ◽  
Sport Organization ◽  
Process Conflict ◽  
Influential Variable

Conflict can significantly influence the performance of a group and the attitudes of their members. As with any organizational group, conflict is expected within the boards of nonprofit organizations. The purpose of this paper was to examine the nature of intragroup conflict in nonprofit sport boards, and its impact on perceived decision quality, board member satisfaction, and commitment to the board. Seventy-four provincial sport organization board members were surveyed. The results indicated that task, relationship, and process conflict were negatively related to decision quality, satisfaction, and commitment, and relationship conflict was the most influential variable on all three outcomes. The mediating effect of relationship conflict on the conflict to outcomes associations was also uncovered. The findings have implications for the management of relationship conflict in this context, as well as the management of task and process conflict which may trigger relationship conflict. Several areas for future research are presented.

scholarly journals Conflicts Whether in Relationship, Task or Process Does Impact the Team Performance of Adults

2020 ◽  
Vol 2 (2) ◽  
pp. 112-119
Author(s):  
Ayesha Zulfqar ◽  
◽  
Nauheen Syed ◽  
Madiha Riaz ◽  
Iram Bashir ◽  
...  
Keyword(s):  
Team Performance ◽  
Negative Relationship ◽  
Target Population ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Conflict Task ◽  
Intragroup Conflict ◽  
Proposed Model ◽  
Process Conflict ◽  
The Relationship

This study aims to determine intragroup conflict factors that could be found within teams in an organization, the relationship between intragroup conflict, and team performance, which included relationship conflict, task conflict, and process conflict. SPSS is used to analyze the regression on the proposed model. The data has been collected from the education sector, with the sample size of 150 target population. This study proposed a positive relationship between task conflict, process conflict, and team performance; therefore, a negative relationship was examined for relationship conflict.

scholarly journals The effects of personality and leader consideration behavior on team cohesiveness

2018 ◽  
Vol 31 (1) ◽  
pp. 195-220
Author(s):  
Youngshik Kim ◽  
InHye Kim
Keyword(s):  
Psychological Safety ◽  
Mediating Effect ◽  
Relationship Conflict ◽  
Future Research ◽  
Mediation Effects ◽  
Team Cohesiveness ◽  
Individual Level ◽  
The Future ◽  
The Relationship

The purpose of this study was to investigate the effects of personality (openness, neuroticism) and leader consideration behavior on team cohesiveness. The present study tests the mediating effect of psychological safety in the relationship between personality (openness, neuroticism) and team cohesiveness. While openness and neuroticism were examined as individual-level variables, leader consideration behavior, relationship conflict, psychological safety, and team cohesiveness were analyzed in team-level. Sequential mediation effects of relationship conflict and psychological safety on the relationship between leader consideration behavior and team cohesiveness were also examined. Data were collected from a total of 35 teams comprised of 194 students using survey. The results showed that psychological safety mediated the relationship between neuroticism and team cohesiveness. However, the mediating effect of openness was not significant. Moreover, relationship conflict and psychological safety sequentially mediated the relationship between leader consideration behavior and team cohesiveness. Based on these results, implications, limitations of research, and suggestions for the future research are discussed.

How does strength of ties influence project performance in Chinese megaprojects?

2020 ◽  
Vol 31 (5) ◽  
pp. 753-780 ◽  
Author(s):  
Guangdong Wu ◽  
Junwei Zheng ◽  
Xianbo Zhao ◽  
Jian Zuo
Keyword(s):  
Project Performance ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Equation Modeling ◽  
Future Research ◽  
Weak Ties ◽  
Strong Ties ◽  
Content Type ◽  
Strength Of Ties ◽  
Process Conflict

Purpose This study aims to investigate how the strength of ties (i.e. strong ties and weak ties) in megaproject networks influences project performance in terms of types of conflicts. Design/methodology/approach A questionnaire survey was undertaken with professionals in Chinese megaprojects and 445 valid responses were received. A conflict-based theoretical model was developed and tested with structural equation modeling. Findings The results indicated that task conflict had a constructive effect on project performance, whereas relationship conflict and process conflict had destructive effects. Both strong and weak ties positively affected project performance, and that weak ties exerted greater effects on performance. The introduction of conflicts significantly weakened the effect of strong ties on project performance. Strong ties indirectly affected project performance via task conflict and relationship conflict, whereas weak ties affected performance only through task conflict. Task conflict had a constructive effect on project performance, whereas relationship conflict and process conflict had destructive impact. Research limitations/implications This study identified the positive effect of strength of ties on project performance as well as the constructive and destructive roles of conflicts. Furthermore, the findings provided evidence that strength of ties and conflicts were critical factors for project performance. While, there are still limitations. There are other attributes of megaproject networks, such as network nodes’ characteristics and network structure, which may influence conflicts and project performance. Future research would be conducted to explore the role of these variables. Meanwhile, because different types of conflicts may mutually transform under certain conditions, future research would also address this issue in megaprojects. Practical implications As for the management strategies, project stakeholders should know the existence of project networks, exactly assess their resource endowment, especially their external and internal relationship network. In accordance with changes of the project network, stakeholders should share knowledge and learn techniques about how to respond to relationship disturbances, thus reducing relationship conflict and process conflict. Furthermore, stakeholders should place an emphasis on fostering and reinforcing communication and trust, thus effectively resolving task conflict, ambiguity and uncertainty engendered from network ties in a megaproject network. Originality/value The main contribution of this study is threefold. First, this study will enrich the literature on strength of ties by accentuating the roles of conflicts in megaproject context. Second, this study contributes to the theoretical development of a conceptual model for explaining the interrelationships among strength of ties, conflicts and project performance. Third, this study will respond to the call “which dimension, i.e. strong ties or weak ties, is more influential” by exploring the direct and indirect effects of strength of ties on project performance.

scholarly journals The Influence of the ROK Army Junior Leader’s Relationship Conflict and Fear of Negative Evaluation on Defensive Silence

2017 ◽  
Vol 30 (2) ◽  
pp. 123-146
Author(s):  
JungIn Lim ◽  
YoungWoo Sohn
Keyword(s):  
Moderating Effect ◽  
Mediating Effect ◽  
Negative Evaluation ◽  
Fear Of Negative Evaluation ◽  
Relationship Conflict ◽  
Hierarchical Regression ◽  
Future Research ◽  
Future Research Directions ◽  
Collective Self Esteem ◽  
The Relationship

The primary purpose of this study was to investigate the influence of ROK Army junior leader’s relationship conflict and fear of negative evaluation (FNE) on defensive silence and to specifically examine the mediating effect of FNE on the relationship between relationship conflict and defensive silence. The secondary purpose of this study was to identify the moderating effect of collective self-esteem (CSE) on the relationship between FNE and defensive silence and the moderated mediating effect of CSE on the conditional direct effect of FNE. A total of 202 ROK Army junior leaders participated in this survey and we measured relationship conflict, FNE, defensive silence, and CSE. Using IBM SPSS 21.0 program, results of hierarchical regression analyses showed that relationship conflict was positively related to FNE and FNE was positively related to defensive silence. FNE partially mediated the relationship between relationship conflict and defensive silence. Also, the moderating effect of CSE on the relationship between FNE and defensive silence was significant, suggesting that the relationship between FNE and defensive silence was stronger when CSE was low than high. Additionally, the moderated mediating effect was significant, suggesting that CSE moderated the mediating effect of FNE on the relationship between relationship conflict and defensive silence. Lastly, the results, implications, limitations, and future research directions of this study were discussed.

The romance of working together: Benefits of gender diversity on group performance in China

2012 ◽  
Vol 65 (11) ◽  
pp. 1487-1508 ◽  
Author(s):  
Yan Zhang ◽  
LiWen Hou
Keyword(s):  
Group Performance ◽  
Group Identification ◽  
Gender Diversity ◽  
Positive Association ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Future Research ◽  
Chinese Sample ◽  
Homogeneous Groups ◽  
And Task

The authors examine cross-cultural differences in the effects of gender diversity on group identification and performance using workgroups from American and Chinese firms. Nationality is found to moderate the relationship between gender diversity and group identification in that gender diversity associates more positively with group identification in Chinese workgroups than in American workgroups. Nationality does not moderate the gender diversity–group performance relationship: although the Chinese sample shows a positive association between gender diversity and group performance, the American sample shows no association. A second longitudinal study explores the mechanisms of relationship conflict and task conflict by which gender diversity benefits group performance in China. Results show that gender-diverse groups perform better than homogeneous groups by decreasing relationship conflict and task conflict. Future research directions and practical implications are discussed.

How do you warn them if they speak only Spanish? Challenges for organizations in communicating risk to Colonias residents in Texas, USA

2014 ◽  
Vol 23 (5) ◽  
pp. 533-550 ◽  
Author(s):  
Sudha Arlikatti ◽  
Hassan A. Taibah ◽  
Simon A. Andrew
Keyword(s):  
Nonprofit Organizations ◽  
Online Survey ◽  
Linguistically Diverse ◽  
Risk Information ◽  
Culturally And Linguistically Diverse ◽  
Future Research ◽  
Snowball Sampling ◽  
Content Type ◽  
Diverse Groups ◽  
Communicating Risk

Purpose – The purpose of this paper is to examine the information channels used by public and nonprofit organizations to communicate disaster risk information to Colonias residents in Hidalgo County, Texas. It seeks to find creative and proactive solutions for organizations to improve risk education to these constituents. Design/methodology/approach – Initially a snowball sampling technique was used to conduct six face-to-face interviews. This was followed by an online survey sent to 64 reputational referrals, of which 23 completed the survey, generating a response rate of 34 percent. A comparative analysis between public and nonprofit organizations and the Fischer's exact test were employed to analyze the data. Findings – Channel preferences for providing risk information varied with public organizations using the television (TV) and the nonprofit organizations using bilingual staff for outreach. The television, radio, public events, and bilingual staff were considered to be the most effective while social media (Facebook, Twitter, and city web sites) was not considered at all by both groups. Lack of funding and staffing problems were identified as the primary challenges. Research limitations/implications – One limitation is that the paper focusses on organizations serving Spanish speakers in the Texas Colonias. Future research needs to investigate how other localities at border sites where culturally and linguistically diverse groups might reside, receive and understand risk information. The role of cross-national organizations in creating internationally coordinated plans for disaster communication should also be explored. Originality/value – It highlights the challenges faced by organizations in communicating risk, especially in border communities where culturally and linguistically diverse groups reside.

The Relationship between Mentoring Functions and Employee Performance: Mediating Effects of Protégé Relational Self-Efficacy

2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shoukat Malik ◽  
Muhammad Kashif Nawaz
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Relational Self ◽  
Mentoring Functions ◽  
Conventional Banks ◽  
The Impact ◽  
The Relationship

Organizational scholars concurred that positive workplace relationships with others can helps employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering the how these relationships initiated, builds and maintains. To line of this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is direct relationship between mentoring functions and employee’s performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.

Childhood Experiences and Attitudes toward Corporal Punishment: The Mediating Role of Perceived Efficacy of Alternative Discipline Strategies among Low-income Black, Hispanic, and White Parents

2021 ◽  
pp. 088626052110358
Author(s):  
Hue Trong Duong
Keyword(s):  
Corporal Punishment ◽  
Low Income ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
Perceived Efficacy ◽  
Childhood Experiences ◽  
Alternative Discipline ◽  
White Parents

Corporal punishment (CP) is associated with harmful outcomes to child development. Favorable attitudes toward CP are a major predictor of CP use. Thus, identifying and changing factors influencing such attitudes help to prevent CP. Although research has confirmed the effect of childhood experiences of CP on attitudes toward CP, few studies have examined mechanisms underpinning this association. To fill this gap, this study investigated the role of perceived efficacy of alternative discipline strategies in mediating the association between childhood experiences of CP and attitudes toward CP among low-income Black, Hispanic, and White parents. A cross-sectional online survey was conducted with 230 parents ( Mage = 31; Black = 62, Hispanic = 62; White = 106). Structural equation modeling results revealed that more positive childhood experiences of CP were associated with lower perceived efficacy of alternative discipline strategies. In turn, lower perceived efficacy of alternative discipline strategies was associated with more favorable attitudes toward CP. Mediation analysis performed by the bootstrapping methods confirmed the mediating effect of perceived efficacy of alternative discipline strategies. When race was considered, this mediation pathway was held for Hispanic and White parent groups. These results suggested that future research should pay more attention to the role of perceived efficacy of alternative discipline strategies. Additionally, public education campaigns should consider incorporating efficacy messages to effectively reduce positive attitudes toward CP among low-income parents.

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