Reference paper:
Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative science quarterly, 256-282.Abstract:
(A quick summary from my understanding)
- Examines whether intragroup conflict can be beneficial at both individual and group levels
- Shows that whether intragroup conflict is beneficial depends on task type, task interdependence and group norms
- Shows that
- Relationship and task conflicts were negatively associated with individuals' satisfaction, liking of other group members, and intent to remain in the group
- In groups performing very routine tasks, disagreements about the task were detrimental to group functioning. In groups performing nonroutine tasks, disagreements about the tasks did not have a detrimental effect, and in some cases, such disagreements were actually beneficial.
- Impact of task interdependence and group conflict norms on the relationship between conflict and various group outcomes were quite complex.
- Norms encouraging open discussion of conflict were not always advantageous
Quick Notes/queries:
- What are the different emotional reactions (ex: threat and anxiety) to conflict (task and relationship)? If and how do they mediate the effect of conflict on individual and group outcomes?
- What differentiates interpersonal problems, from interpersonal differences and interpersonal incompatibilities?
- Are not disagreement and conflict different constructs? If so, what defines each and how are they related?
- Relationship conflict was measured here by items such as “How much friction is there among members in your work unit?” Would it be different, and more or less useful to measure the friction of a focal team member with every other member in the group, and then aggregate it to the group level?
- Is conflict with leader accounted for when measuring intragroup conflict?
- Similar to individual satisfaction, is there a group satisfaction construct? Is there a utility of measuring it in the conflict context?
- Who is more likely to perceive individual interactions as disagreement or conflict?
- When or who is likely to ignore conflict vis-a-vis attempt to resolve conflict or attenuate its effects?
- How do different individuals cope with relationship conflict in an organizational setting?
- What determines tolerance for conflict in an individual?
- How do individuals form and confirm their perceptions of relationship conflict (for example, from other than direct interaction episodes)?
- How does TMX between two individuals who perceive a similar relationship conflict with a particular employee shape up (similar to enemy of enemy is a friend philosophy in political science)?
- When are relationship conflicts good for groups? For example, by providing opportunities to understand the core values of the individuals and the degree to which they differ from the desired?
- Do some dyadic relationship conflict perceptions (for example, with an individual with greater workgroup centrality) impact satisfaction/performance at individual and group levels more than the general relationship conflict perceptions?
- What group norms other than those promoting openness can be investigated in the conflict context?
- What are implicit theories one holds about conflicts? How are they different across cultures? (For example, from a sociology perspective, divorce as a conflict outcome is seen more as a taboo in Asian culture)
- Does individual performance mediate the effect of conflict on group performance?
- How does conflict relate to contextual performance and CWB?
- When do task and relationship conflicts lead to each other?
- What typology of tasks (other than routine and nonroutine) could be observed from a conflict perspective? For example, McGrath's (1984) Circumplex model of tasks (planning, creativity, decision-making, etc.)
- How do latent and manifest conflicts differ?