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A Multimethod Examination of the Benefits and Detriments of Intragroup Conflict
- K. Jehn
- 1 June 1995
I would like to thank Jennifer A. Chatman, Margaret Neale, Elizabeth Weldon, Dawn lacobucci, and Oswald Werner for comments on earlier drafts. I would also like to thank Linda Pike for her tremendous…
Why Differences Make a Difference: A Field Study of Diversity, Conflict and Performance in Workgroups
A multimethod field study of 92 workgroups explored the influence of three types of workgroup diversity (social category diversity, value diversity, and informational diversity) and two moderators…
The Dynamic Nature of Conflict: A Longitudinal Study of Intragroup Conflict and Group Performance.
In a longitudinal study, we found that higher group performance was associated with a particular pattern of conflict. Teams performing well were characterized by low but increasing levels of proces...
A qualitative analysis of conflict types and dimensions in
- K. Jehn
- 1 September 1997
I thank the interviewed organizational members for their assistance and patience and Jonathon Blake, Roxanne Jones-Toler, Keith Murnighan, and Keith Weigelt for their assistance on this paper. This…
ENHANCING EFFECTIVENESS: AN INVESTIGATION OF ADVANTAGES AND DISADVANTAGES OF VALUE‐BASED INTRAGROUP CONFLICT
- K. Jehn
- 1 March 1994
This study investigates the benefits and detriments of emotional and task‐related conflict in work groups. Group value consensus (GVC), or the extent to which group members share values, and group…
The effects of diversity on business performance: Report of the diversity research network
This article summarizes the results and conclusions reached in studies of the relationships between race and gender diversity and business performance carried out in four large firms by a research…
The paradox of intragroup conflict: a meta-analysis.
Task conflict and group performance were more positively related among studies where the association between task and relationship conflict was relatively weak, in studies conducted among top management teams rather than non-top management teams, and in studies where performance was measured in terms of financial performance or decision quality rather than overall performance.
INTRAGROUP CONFLICT IN ORGANIZATIONS: A CONTINGENCY PERSPECTIVE ON THE CONFLICT-OUTCOME RELATIONSHIP
Do Workgroup Faultlines Help or Hurt? A Moderated Model of Faultlines, Team Identification, and Group Performance
A moderated model of group faultlines, team identification, and group performance outcomes is examined using an archival field methodology and multiple-source data from 76 workgroups in a Fortune 500 information-processing company and revealed that groups with social category faultlines had low team discretionary awards.
Assessing the Relationship between Industry Characteristics and Organizational Culture: How Different can You Be?
This study investigated the relationship between two industry characteristics, technology and growth, and organizational culture. We examined this relationship by comparing the cultures of…