the psychological experience of intragroup conflict pdfthe psychological experience of intragroup conflict pdf

Suzuki Y, Tamesue D, Asahi K, Ishikawa Y. PLoS One. In sum, this study seeks to contribute to the existing literature by examining the interplay between individuals' strengths and group dynamics in fostering employees' well-being and performance. Members' Needs, Intragroup Conflict, and Group Performance Jinseok S. Chun Columbia University . Oxford Library of Psychology Collection: Oxford Handbooks Online Conflicts based in ethnic, religious, and racial differences continue to erupt around the world, despite decades of intervention and scholarly research. 93, 170188. Revista de Psicol. 1978) And subordinate goals (Sherif and Sherif, 1969) * one way to maintain a positive social identity SPENCER AND WOLFE (1996) Meta analyses of studies in ethnically mixed classrooms confirm the superiority of cooperative learning methods over individualistic or competitive learning in promoting cross-ethnic friendships and reduced prejudice (Johnson, Johnson and Maruyama, 1984 cited in Brown and Gaertner, 2003:453) Link to JIGSAW CLASSROOM KEY FEATURE OF INTERGROUP BEHAVIOUR IS ETHNOCENTRISM (Brewer and Campbell, 1976, cited in Hogg and Vaughan, 2008) ETHNOCENTRISM: tendency to believe ones ethnic or cultural group is centrally important and all other groups are measured in relation to ones own *. However, some authors have indicated that such negative effects of intragroup conflict depend on how conflict is managed. The Handbook of Conflict Resolution: Theory and Practice. | Find, read and cite all the research you need . The existing measures of conflict management at team level lack of validation into Spanish and usually refer either to the conflict management styles the team uses to solve conflicts (e.g., cooperative vs. competitive: Somech et al., 2009; reactive vs. preemptive: Tekleab et al., 2009) or directly to the effective resolution of conflicts (e.g., conflict resolution: Greer et al., 2008) but not to both essential components for effective conflict management in teams: cooperation and effective resolution (Tjosvold, 2008). A meta-analytic investigation of the within-person self-efficacy domain: is self-efficacy a product of past performance or a driver of future performance? In this study, Cronbach's Alphas were satisfactory for both dimensions: 0.74 for positive affect, and 0.70 for negative affect, respectively. doi: 10.1080/21711976.2015.1016753, Avey, J. Inoue A, Kawakami N, Ishizaki M, Shimazu A, Tsuchiya M, Tabata M, Akiyama M, Kitazume A, Kuroda M. Int Arch Occup Environ Health. Psychol. Well Being 5, 118. All wrote and revised the manuscript and agreed on the final version submitted to the journal. J. Occup. 2. doi: 10.1177/1059601108331218, Tjosvold, D. (2008). The effect of conflict at work on well-being: depressive symptoms as a vulnerability factor. In addition, these psychological resources have been widely reported in the literature as precursors of well-being and happiness (e.g., Lyubomirsky et al., 2005; Wood et al., 2011). B., Wernsing, T. S., and Luthans, F. (2008). Organizational justice, psychological distress, and work engagement in Japanese workers. 2015 Sep 3;10(9):e0137501. The most researched form of intragroup conflict is task conflict (De Wit et al., 2012). We used the Psychological Capital Questionnaire (Luthans et al., 2007) in its 12-items reduced version validated in Spanish (Leon-Perez et al., in press). These results are in line with previous research showing that teams discussing their differences openly and constructively can improve decision-making processes and relational bonds, helping teams to resolve their conflicts satisfactorily and therefore being more innovative (Chen et al., 2005; Song et al., 2006), increasing their performance (Alper et al., 2000; Behfar et al., 2008; Tekleab et al., 2009; Somech et al., 2009), and preventing conflict escalation or potential negative cycles of hostilities among members (Greer et al., 2008; Leon-Perez et al., 2015). Despite the above mentioned theoretical and practical implications, our study also presents some limitations. doi: 10.1016/j.paid.2010.08.004, Wright, T. A., Cropanzano, R., and Bonett, D. G. (2007). Pers. A cross-sectional study of the association between effort-reward imbalance and psychologic distress among Japanese dietitians. * They had also developed their own rituals and became socially cohesive. J. Occup. Psychological capital as a moderator between emotional labor, burnout, and job satisfaction among school teachers in China. . Moreover, Laschinger and Fida (2014) conducted a two-wave survey with Canadian newly graduated nurses and found that nurses' PsyCap was related to both lower initial levels of burnout and lower increases in burnout after their first year of practice. 91, 730749. 40, 101134. (Regul. The dynamic nature of conflict: a longitudinal study of intragroup conflict and group performance. Relational conflict is a relatively new term that refers to the awareness of individual and emotional incompatibilities within teams or groups; such conflict occurs when individuals exhibit. Dif. This is in line with previous findings on conflict literature about the negative effects of relationship conflicts within the workplace. Acad. doi: 10.1037/1072-5245.13.2.176, Sitzmann, T., and Yeo, G. (2013). Manag. 26, 329347. Also at the individual level, Spector and Jex (1998) conducted a meta-analysis and concluded that interpersonal conflict at work is related to individual negative consequences such as frustration, anxiety, and depression. Resour. J. 15, 1728. Pers. Future studies should use validated scales for measuring both conflict resolution and openness to discuss disagreements at team level. . Nevertheless, positive affect was positively related to quality of service (r = 0.50, p < 0.01) while negative affect was negatively related (r = 0.37, p < 0.01). Managing relationship conflict and the effectiveness of organizational teams. Behav. J. We consider: (1) the type of conflicts that exist; (2) the organizational outcome that is predicted or desired; (3) the temporal aspect of group life and conflict; and (4) the circumstances under which conflict occurs and the processes used to manage it that moderate the conflict-outcome relationship. 44, 238251. the group experience impacts the individual members and how group dynamics Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis. Hum. First, before estimating the 3 mentioned models in an HLM analysis using SPSS, we checked for the amount of variance of quality of service that is attributable to the between units/facilities differences and found a similar value as for burnout: 11.6%. (2008). Q. doi: 10.1080/02678373.2013.876691, Ong, A. D., Bergeman, C. S., Bisconti, T. L., and Wallace, K. A. By clicking accept or continuing to use the site, you agree to the terms outlined in our. For example, relationship and process intragroup conflict can be detrimental to the quality of service that employees provide because it deteriorates the group's affective climate (Gamero et al., 2008) and service climate (Bentez et al., 2012). Psychol. Similarly, hypothesis H4b was supported as we found a significant negative relationship between process conflict and quality of service (r = 0.29, p < 0.05). Also, there was an association between intragroup relationship conflict and burnout (r = 0.33). In organizational contexts, according to Hobfoll's (1989, 2001, 2002) Conservation of Resource (COR) theory, several authors have considered PsyCap as cumulative resource gains that increase well-being over time (gain spirals: Avey et al., 2010; Culbertson et al., 2010). 32, 385410. (2006). doi: 10.1037/0021-9010.93.1.170. doi: 10.1002/hrdq.21212. J. J. Pers. This study tries to integrate the traditional approach focusing on preventing resource-depleting (negative) experiences (i.e., intragroup conflict) and the more recent positive approach focusing on facilitating resource-building (positive) experiences (i.e., conflict management climate, psychological capital) in order to improve employees' well-being and performance (i.e., decreased burnout and increased quality of service), which are considered key outcomes for developing positive and healthy organizations (PHO). Psychol. Received: 01 June 2016; Accepted: 25 October 2016; Published: 14 November 2016. Organ. Interpersonal conflict and depression among Japanese workers with high or low socioeconomic status: findings from the Japan Work Stress and Health Cohort Study. 2010 Jan;83(1):29-38. doi: 10.1007/s00420-009-0485-7. Psychological Capital and Beyond. Work Organ. However, Hackman (2009) cautioned that this positive approach, when applied to organizational context, has too much emphasis on individual-level interventions and ignores problems in organizations that need attention prior to introducing positive interventions. Soc. Psychol. Psychol. Hum. 22, 127152. This is a particularly encouraging result given the fact that PsyCap can be trained (e.g., Luthans et al., 2010; Dello Russo and Stoykova, 2015), and has therefore the potential to further overcome limitations associated to other potential interventions focusing on cognitive resources such as self-regulation mechanisms, which are considered a limited resource and a weak predictor of performance (for a meta-analysis see Sitzmann and Yeo, 2013). This procedure is based on recent recommendations in the literature (Aguinis et al., 2013). This prompted the researchers to ascertain the strategic ways of resolving the conflicts. Psychol. Mark. (2016) trained 258 health-care workers in cooperative conflict management skills and reported that the training was successful in reducing the number of patients' complaints and the level of absenteeism of trained workers, whereas their non-trained colleagues working in the same Spanish hospital exhibited no corresponding changes over time. Sci. Indeed, Keenan and Newton (1985) using an open-ended method found that interpersonal conflict was one of the most frequently reported sources of stress in a sample of young engineers. 30, 250263. Team conflict management and team effectiveness: the effects of task interdependence and team identification. For example, empirical evidence indicates that positive cognitive judgments about ones' capabilities (e.g., self-efficacy beliefs) and cognitive abilities (e.g., emotional intelligence) are crucial regulatory mechanisms for effective performance in a wide range of tasks that require specific social competencies (for a meta-analysis see Stajkovic and Luthans, 1998; Joseph and Newman, 2010; although for contradictory results see also the meta-analysis of Sitzmann and Yeo, 2013). Manag. (2008). ABSTRACT This study examined the prevalence and consequences of intragroup conflicts for well-being in three women-dominated occupations from a gender perspective. In Model 3 we included our second level (units or facilities) predictors, which were task conflict, relationship conflict and process conflict. Hum. In addition, these studies have rarely taken into consideration the typology of intragroup conflict based on their nature (Jehn, 1997; Jehn and Mannix, 2001): (a) task-related conflict (TC) or conflicts concerning the perception of disagreement among individuals about the content of their inter-related tasks, which usually involves differences in points of view, ideas and opinions; (b) relationship conflict (RC) or conflicts concerning perceptions of interpersonal incompatibilities, usually including gossip and disagreement about personal beliefs; and (c) process conflict (PC) or conflicts concerning controversies about how task accomplishment will proceed, usually involving disagreement about procedures, protocols and guidelines. 97, 151158. doi: 10.1037/0033-2909.124.2.240, Taris, T. W., and Schreurs, P. J. Relationship and task conflict at work: interactive short-term effects on angry mood and somatic complaints. The PubMed wordmark and PubMed logo are registered trademarks of the U.S. Department of Health and Human Services (HHS). An ANCOVA was conducted to compare K6 and UWES-9 scores among the tertiles on intragroup conflict or intergroup conflict scores, adjusting for demographic and occupational variables as well as worksite social support, separately for males and females. HLM results to test main and cross-level effects on quality of service (H2, H4). J. Appl. JMLR designed the study and collected the data. doi: 10.1037/a0025787, Cooper, C. L., and Cartwright, S. (1994). doi: 10.1177/0092070306286705, Spector, P. E., and Jex, S. M. (1998). Clipboard, Search History, and several other advanced features are temporarily unavailable. Market. Lazarus, R. S., and Folkman, S. (1984). doi: 10.1002/hrdq.20034, Luthans, F., Avolio, B. J., Avey, J. What is Intragroup Conflict? All items were rated on a 5-point Likert-type scale ranging from 1 = almost never to 5 = very often. Reliability estimated through Cronbach's Alphas were satisfactory for all the three dimensions of the intragroup conflict: 0.89 for task, 0.85 for relationship, and 0.92 for process, respectively. The conflict-positive organization: it depends upon us. 15, 421433. Psychological capital: measurement and relationship with performance and satisfaction. Getting return on quality: revenue expansion, cost reduction, or both? doi: 10.2307/2393737, Jehn, K. A., Greer, L., Levine, S., and Szulanski, G. (2008). . For males, intragroup and intergroup conflict at work may increase psychological distress; for females, intergroup conflict may increase both psychological distress and work engagement. 2021 Jan;63(1):e12285. Participants placed their completed questionnaires in a sealed box to ensure the anonymity of responses. Thus, PsyCap can enhance performance because allow employees to experience positive emotions and reduced distress. A longitudinal study of team conflict, conflict management, cohesion, and team effectiveness. Manage 39, 14901528. 2020 Dec 4;58(6):530-538. doi: 10.2486/indhealth.2020-0052. The critical role of conflict resolution in teams: a close look at the links between conflict type, conflict management strategies, and team outcomes. For example, employees working in a call center who were trained for cooperative conflict management improved their performance (i.e., fewer turnover rates, more calls answered, fewer customer complaints, and better quality examination scores) after the training compared to their non-trained colleagues (Tjosvold et al., 2014). However, our results did not support that the existing conflict management climate in the team can enhance the positive association between task intragroup conflict and the quality of service they provide. In Model 2 we added our first level predictor psychological capital. Dev. doi: 10.5465/amj.2011.0272, Bradley, B. H., Postlethwaite, B. E., Klotz, A. C., Hamdani, M. R., and Brown, K. G. (2012). doi: 10.1111/1464-0597.00062, Hobfoll, S. E. (2002). Nevertheless, based on previous literature on the association between PsyCap and performance, it seems that people with higher PsyCap will succeed in providing a high quality of service because they will perceive they have necessary skills to perform their tasks (self-efficacy) and being successful (optimism). doi: 10.1037/0021-9010.90.6.1217. Previous studies have found a negative association between intragroup conflict and both employees' health and . B., Reichard, R. J., Luthans, F., and Mhatre, K. H. (2011). Health Psychol. Dev. Contrary to expectation, intergroup conflict was significantly associated with greater work engagement for females (p for trend=0.024). J. Appl. J. Appl. View PDF; Download full issue; Search ScienceDirect. The debate on the functionality of task conflict has been one of the more vigorous and contested debates in the teams' literature. (2009). increased psychological stress, and decreased well-being (Dijkstra et al., 2011; Meier et al., 2014; Sonnentag et . Descriptive statistics and bivariate correlations among the level 1 variables of the study (N = 798). This scale includes three types of intragroup conflicts: task conflict or disagreements related to the content of the tasks that workers have to perform (e.g., How much did this team have to work through disagreements about varying opinions?), relationship conflict or disagreements about personal issues [e.g., We disagreed about non-work (social or personality things,)] and process conflict or disagreements regarding the planning and delegation issues of task accomplishment (e.g., How much disagreement was there about task responsibilities within this team?). Stress Manag. More Filters. Bridging intragroup processes and intergroup relations: needing the twain to meet. Thus, this research addresses both a main effect at individual level (psychological capital on burnout/quality of service) and a moderated cross-level model (2-2-1: intragroup conflict, conflict management climate and burnout/quality of service) in a cross-sectional survey study (N = 798 workers nested in 55 units/facilities). The Role of Work-Related Factors in the Development of Psychological Distress and Associated Mental Disorders: Differential Views of Human Resource Managers, Occupational Physicians, Primary Care Physicians and Psychotherapists in Germany. Related content. Psychol. Intergroup conflict has many consequences, some more obvious than others. Organ. 98, 559578. doi: 10.1002/1348-9585.12285. Semantic Scholar is a free, AI-powered research tool for scientific literature, based at the Allen Institute for AI. Stress, Appraisal, and Coping. 8600 Rockville Pike doi: 10.1037/0003-066X.56.3.218, Gamero, N., Gonzlez-Rom, V., and Peir, J. doi: 10.1037/0033-2909.131.6.803, Meier, L. L., Gross, S., Spector, P. E., and Semmer, N. K. (2013). Third, like most survey-based study, our performance (quality of service) measure is perceptual in its nature and may be affected by social desirability. However, although quality of service can be considered a competitive advantage related to organizations' productivity as it enhances customer satisfaction and build a long-term relationship with customers (e.g., Rust et al., 2002), to authors' knowledge no previous study has explored the impact of PsyCap on the quality of service that workers provide to their customers. J. Am. On the other hand, as expected, results highlight that although relationship and process conflict can be detrimental to the quality of service that teams provide (de Wit et al., 2012), conflict management climate buffers the negative impact of both relationship and process conflict on such quality of service. Escalas PANAS de afecto positivo y negativo: validacin factorial y convergencia transcultural [The PANAS scales of positive and negative affect: factor analytic validation and cross-cultural convergence]. Int. 34, 170205. Positive psychology: an introduction. Psychol. This research was funded through a research contract (Ref. Intergroup conflicts fuel adverse emotions (e.g., fear), cognitions (e.g., stereotyping), and behaviors (e.g., aggression) in individuals involved (Bhm et al., 2020). According to the American Psychological Association's (APA) Ethical Principles of Psychologists and Code of Conduct, participants were informed about the aim of the study and requisites for participation, and all participants gave their written informed consent. Statement of the Problem Conflict as a concept can help explain many aspects of social life such as social disagreement, conflicts of interests, fights between individuals, groups or organisations. Semantic Scholar extracted view of "The psychological experience of intragroup conflict" by Kori L. Krueger et al. On the other hand, task conflict can improve performance when teams have open discussion norms (Jehn and Mannix, 2001) and a climate of psychological safety exists (Bradley et al., 2012). Stress Manag. Table 4. Br J Soc Psychol. The Role of Psychological Capital and Intragroup Conflict on Employees' Burnout and Quality of Service: A Multilevel Approach November 2016 Frontiers in Psychology 7 DOI:. (2006). Appl. The paradox of intragroup conflict: a meta-analysis. JMLP participated in the study design and wrote the first draft. Please enable it to take advantage of the complete set of features! Psychol. B., Luthans, F., Smith, R. M., and Palmer, N. F. (2010). Intragroup conflict takes place among them as they argue the pros . Indeed, recent trends in organizational behavior focus on the concept of positive and healthy organizations (PHO), which refers to such organizations that emphasize the importance of achieving positive organizational outcomes (i.e., financial success, high quality service, and organizational survival) by promoting employees' flourishing in a healthy work environment over time (e.g., Cooper and Cartwright, 1994; Grawitch et al., 2006; Day and Randell, 2014). Before estimating the 3 mentioned models, we checked for the amount of variance of Burnout that is attributable to the between units/facilities differences: 13.2%, a proportion worthy to be studied with a multilevel approach (Hayes, 2006). 7:1755. doi: 10.3389/fpsyg.2016.01755. J. Confl. J. Appl. (2010). J. 42, 742768. In doing so, a multilevel approach is taken into consideration because represents better the integration between traditional approaches focusing on working conditions and group processes (unit level) and the positive psychology framework which emphasizes personal strengths and resources (individual level). Epub 2009 Nov 11. Similarly, more recent cross-sectional and diary studies have shown that interpersonal conflict can be considered a job stressor that leads to high levels of stress and correlates with stress-related outcomes (i.e., strain) such as anxiety, emotional exhaustion or psychosomatic complaints (e.g., Dijkstra et al., 2009, 2011; Meier et al., 2014). J. Manag. Organ. Moving beyond relationship and task conflict: toward a process-state perspective. Conflict management for effective top management teams and innovation in China. (2016). eCollection 2015. In doing so, we first focus on psychological capital (i.e., positive psychological resources) as a relevant factor contributing to workers' well-being and performance at individual level, particularly we assume that workers' psychological capital is an essential resource at individual level both to cope with job demands or work stressors and to trigger positive experiences at work, which are key features of positive and healthy organizations. Sandn, B., Chorot, P., Lostao, L., Joiner, T. E., Santed, M. A., and Valiente, R. M. (1999). A self-administered questionnaire was sent to all employees, and 255 responses were returned (a response rate of 84%). HLM results to test main and cross-level effects on burnout (H1, H3). Passive responses to interpersonal conflict at work amplify employee strain. Acad. Descriptive statistics, aggregation indexes and bivariate correlations among the level 2 variables of the study (55 units/facilities). 2010 Jul;71(1):173-80. doi: 10.1016/j.socscimed.2010.02.047. Bull. doi: 10.1037/0003-066X.55.1.5, Shirom, A., and Melamed, S. (2006). Impact of psychological capital and emotions on relevant attitudes and behaviors. Adaptation of the short version of the Psychological Capital Questionnaire (PCQ-12) into Spanish. Moreover, following the positive resource caravans and gain spirals at work proposed in the Conservation of Resources (COR) theory, which assumes that various resources are salient factors in gaining new resources and enhancing well-being (Hobfoll, 1989, 2001, 2002), future research should test whether a constructive conflict management climate in the team can be considered as a team resource that not only prevents potential negative consequences of intragroup conflict on performance, but also improves relevant team processes that have potential positive consequences on team performance and viability. Am. Public Health 12, 29843001. Burnout was measured with the Shirom-Melamed Burnout Measure (SMBM: Shirom and Melamed, 2006) in its Spanish version available from Shirom's personal website (http://www.shirom.org/arie/index.html). In response, we used a single item that captures employees' shared beliefs that disagreement can be discussed and intragroup conflicts are generally managed well and fairly in their unit (i.e., In my team/unit conflict arises as in all teams everywhere; however, my team openly discusses disagreements and conflicts are effectively managed and solved). doi: 10.3390/ijerph120302984, Lu, J. F., Tjosvold, D., and Shi, K. (2010). Q. 124, 240261. Then, considering the pivotal role of teams in nowadays organizations, we turn to a group level of analysis and emphasize how positive group dynamics, such as the capacity of the team to openly discuss disagreements and constructively manage conflict, can both prevent negative environments and foster positive social interactions in order to enhance employees' well-being and performance. However, we did not find any empirical support for H5a, H5b and H5c. Examine a social psychology experiment and show how it relates to current literature and research on inter-and/or intra-group dynamics Intergroup conflict One determinant of intergroup conflict is the desire on the part of group member to gain positive outcomes for themselves and for their group Competition can increase intergroup conflict Intergroup conflict exaggerated * results of in-group favourtism * favour own group over others intergroup conflict (created in summer camp) frequently begins with some form of realistic conflict.