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ENHANCING EFFECTIVENESS AN INVESTIGATION OF ADVANTAGES AND DISADVANTAGES OF VALUEBASED INTRAGROUP CONFLICT

ENHANCING EFFECTIVENESS AN INVESTIGATION OF ADVANTAGES AND DISADVANTAGES OF VALUEBASED INTRAGROUP... This study investigates the benefits and detriments of emotional and taskrelated conflict in work groups. Group value consensus GVC, or the extent to which group members share values, and group value fit GVF, or the degree to which the culture of the group matches the ideal culture envisioned by external parties with control over the group, are hypothesized to decrease conflict. In examining 88 workgroups performing comparable organizational tasks, it was found that groups with low levels of value similarity among members and between the group and governing superiors had higher levels of conflict than groups with high levels of value similarity. As hypothesized, emotional conflict was negatively associated with group performance and satisfaction, while task conflict was positively associated with group performance. The implications of these results for conflict management and group effectiveness are discussed. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Conflict Management Emerald Publishing

ENHANCING EFFECTIVENESS AN INVESTIGATION OF ADVANTAGES AND DISADVANTAGES OF VALUEBASED INTRAGROUP CONFLICT

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
1044-4068
DOI
10.1108/eb022744
Publisher site
See Article on Publisher Site

Abstract

This study investigates the benefits and detriments of emotional and taskrelated conflict in work groups. Group value consensus GVC, or the extent to which group members share values, and group value fit GVF, or the degree to which the culture of the group matches the ideal culture envisioned by external parties with control over the group, are hypothesized to decrease conflict. In examining 88 workgroups performing comparable organizational tasks, it was found that groups with low levels of value similarity among members and between the group and governing superiors had higher levels of conflict than groups with high levels of value similarity. As hypothesized, emotional conflict was negatively associated with group performance and satisfaction, while task conflict was positively associated with group performance. The implications of these results for conflict management and group effectiveness are discussed.

Journal

International Journal of Conflict ManagementEmerald Publishing

Published: Mar 1, 1994

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