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Conflict and performance in US and Mexican learning teams The influence of team behaviors and cultural context

Conflict and performance in US and Mexican learning teams The influence of team behaviors and... Purpose – The purpose of this paper is to examine the role of two moderators of the relationships between affective conflict and cognitive conflict and team performance: the cultural context and the level of team‐oriented behaviors. Design/methodology/approach – Survey questionnaires were administered to a sample of 143 Mexico‐ and US‐based learning teams. Regression analysis was used to test hypotheses. Findings – In both cultural contexts, cognitive conflict more positively affected performance when team‐oriented behaviors were high. This effect was stronger for Mexican teams. Affective conflict more negatively affected performance in Mexican teams than US teams, particularly when team‐oriented behaviors were high. Practical implications – The results have implications for managing conflict to improve team effectiveness in the USA and in Mexico and for training managers who work across these cultural contexts. Originality/value – The paper demonstrates the joint role of the cultural context and team behaviors in how conflict influences team performance. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Cross Cultural Management: An International Journal Emerald Publishing

Conflict and performance in US and Mexican learning teams The influence of team behaviors and cultural context

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Publisher
Emerald Publishing
Copyright
Copyright © 2011 Emerald Group Publishing Limited. All rights reserved.
ISSN
1352-7606
DOI
10.1108/13527601111179500
Publisher site
See Article on Publisher Site

Abstract

Purpose – The purpose of this paper is to examine the role of two moderators of the relationships between affective conflict and cognitive conflict and team performance: the cultural context and the level of team‐oriented behaviors. Design/methodology/approach – Survey questionnaires were administered to a sample of 143 Mexico‐ and US‐based learning teams. Regression analysis was used to test hypotheses. Findings – In both cultural contexts, cognitive conflict more positively affected performance when team‐oriented behaviors were high. This effect was stronger for Mexican teams. Affective conflict more negatively affected performance in Mexican teams than US teams, particularly when team‐oriented behaviors were high. Practical implications – The results have implications for managing conflict to improve team effectiveness in the USA and in Mexico and for training managers who work across these cultural contexts. Originality/value – The paper demonstrates the joint role of the cultural context and team behaviors in how conflict influences team performance.

Journal

Cross Cultural Management: An International JournalEmerald Publishing

Published: Oct 25, 2011

Keywords: United States of America; Mexico; National cultures; Team working; Team performance; Conflict; Teams

References