Intragroup Conflict Research Articles

Тимбилдинг как эффективное средство адаптации студентов к обучению в вузе

Training is a technique of active learning through life
 experience acquisition, modeled in the course of team interaction.
 Being a new trend for this country, exercises (trainings) on teambuilding
 with the goals to rally team members, to remove barriers
 of personal communications, to nurture positive atmosphere, to
 enhance self-esteem and peer assessment of team members, to
 activate personal qualities, not involved in everyday activities, to
 encourage newcomers to the group to adapt quickly, to identify and
 often to resolve intra-group conflicts.

Emotion regulation and intragroup conflict: when more distracted minds prevail

Purpose– In order to shed light on whether and how leaders should help manage group members' emotions related to intragroup conflict, the aim of this paper was to investigate the effects of several outcomes associated with two cognitive emotion regulation strategies, cognitive reappraisal and distraction, in the presence of two distinct types of conflict, relationship or task-oriented.Design/methodology/approach– A 2×3 between subjects' experimental design was employed to investigate the influence of intragroup conflict and emotion regulations strategies on individual-level discrete emotions and group processes and outcomes.Findings– Results suggest that emotion regulation plays an important role in moderating the negative consequences associated with relationships conflict. Specifically, distraction served a critical function to those in the relationship conflict conditions such that both cohesion levels and task performance levels were elevated when group members used distraction as a means of regulating emotions.Research limitations/implications– This study extends research in the area of emotion regulation into a group context and extends other research that suggests distraction may have potential as a means of regulating emotion. Long-term groups with experience in problem solving may have behaved in different ways than participants in this study.Originality/value– Emotion regulation strategies have been studied only in an individual context. This study is particularly valuable in understanding how emotion regulation strategies work differentially when applied to multiple individuals in a shared setting. Additionally, it incorporates the use of distraction as a viable regulation strategy.

Emotion regulation and conflict transformation in multi-team systems

Purpose– The aim of this paper is to test the moderating role of emotion regulation in the transformation of both task and process conflict into relationship conflict.Design/methodology/approach– A field study of multi-teams systems, in which (94) respondents are engaged in interpersonal and inter-team interactions, was conducted to test the effects of the interaction of emotion regulation and task and process conflict on the emergence of relationship conflict in 23 multi-team client/supplier systems.Findings– The findings show that when collective emotion regulation strategies are effective, process conflict is less likely to transform into relationship conflict. An emerging finding of this study shows that process conflict mediates the interaction between task conflict and emotion regulation on relationship conflict in multi-team systems.Research limitations/implications– This study uses a relatively small number of projects and participants: further studies with larger samples are recommended; in addition, longitudinal studies would allow for further testing the effect of team longevity in the emergence of effective emotion regulation strategies.ct transforming into relationship conflicts.Practical implications– The findings imply that managers of multi-team systems should actively try to stimulate their teams to develop effective emotion regulation strategies as effective emotion regulation mechanisms minimize the risk of process conflict transforming into relationship conflicts.Originality/value– The paper looks at a real-world (as opposed to lab-situation) environment; it addresses a contingency model of intra-group conflict and tests the transformation of task and process conflicts into relationship conflict taking into account the moderating effect of emotion regulation.

Relationship between emotion and plasma fibrinogen level in train drivers

To investigate the relationship between emotion and plasma fibrinogen level in train crew. A cross-sectional study was conducted in 350 male workers of passenger car, freight car, shunting locomotive for passenger service, and high-speed car from a locomotive depot. The factors involved in this study were as follows: common factors including educational level, physical exercise, smoking, drinking, and physical environment, emotional/characteristic factors including sleep quality, depression, and coping strategies, and working -related factors including effort -reward imbalance, working age, responsibility for people, responsibility for work, intragroup conflicts, and intergroup conflicts. Variables were measured with common rating scales at home and abroad. Plasma fibrinogen level was determined by immunological turbidimetry. The Spearman rank correlation test and multiple stepwise regression were used to analyse the influential factors for fibrinogen level. The original concentration of fibrinogen was subjected to logarithmic transformation in statistical analysis. The Spearman rank correlation test showed that plasma fibrinogen level was significantly correlated with age(r = 0.228, P = 0.001), working age(r = 0.231, P = 0.001), and emotion (r = -0.138, P = 0.016), but showed no significant relationship with other variables (P > 0.05). The multiple stepwise regression with fibrinogen level as a dependent variable was performed in four models. Model 1 showed that emotion and age were included in the regression after adjustment for common factors (P < 0.05). Model 2 also showed inclusion of emotion and age in the regression after adjustment for common factors and occupational stress factors (P < 0.05). Model 3 showed inclusion of emotion in the regression after adjustment for common factors, occupational stress factors, and psychological factors (P < 0.05). Model 4 showed inclusion of emotion and age after adjustment for common factors, occupational stress factors, psychological factors, and relief factors (P < 0.05). The emotion of train crew is correlated with plasma fibrinogen level.

(Re)pensar os conflitos intragrupais: desempenho e níveis de desenvolvimento

Contrariando as abordagens tradicionais do conflito intragrupal, que consideram este fenómeno negativo para o desempenho, as perspectivas mais recentes sublinham as suas potencialidades ao nível da inovação e da criatividade das equipas de trabalho. Os estudos empíricos desenvolvidos têm, no entanto, encontrado poucas evidências para a funcionalidade do conflito. O presente artigo procura contribuir para uma melhor compreensão das relações entre o conflito, as estratégias de gestão de conflitos e o desempenho grupal, por um lado, bem como da forma como os conflitos são vividos e geridos ao longo do desenvolvimento grupal, por outro. Participaram no nosso estudo 68 equipas de trabalho do departamento de produção de 8 organizações do sector industrial que desempenhavam tarefas com um baixo nível de complexidade. Os resultados revelaram que o conflito centrado no desenvolvimento de tarefas se relaciona negativamente com o desempenho e que a utilização de estratégias integrativas se assume como a única abordagem aos conflitos é diferente, ao longo do desenvolvimento grupal. Para testar o padrão de resultados encontrado, importa realizar novos estudos com equipas cujas tarefas requeiram uma elevada coordenação de esforços e remetam para resultados caracterizados por uma elevada imprevisibilidade.DOI: http://dx.doi.org/10.17575/rpsicol.v21i2.373

Members’ needs, intragroup conflict, and group performance.

Focusing on "what people want in their group" as a critical antecedent of intragroup conflict, the present study theorizes and empirically investigates the relationships among the psychological needs of group members, intragroup conflict, and group performance. It attends to the within-group average and dispersion of members' psychological needs and examines the effects stemming from group composition of needs on multiple types of conflict. The analyses based on multisource data from 145 organizational teams revealed significant relationships between the groups' composition with respect to the members' need for achievement and task conflict, need for affiliation and relationship conflict, and need for power and status conflict. Some of these relationships were moderated by open communication among members. The analyses also demonstrated that when the 3 types of conflict were considered together, task conflict was a positive predictor of group performance, whereas relationship conflict was a negative predictor. The findings highlight the motivational aspects of intragroup conflict, revealing the multilevel dynamics of the psychological needs in social settings.

集団討議における葛藤と主観的パフォーマンス―マルチレベル分析による検討―

本研究では，集団討議で生じる葛藤と対処行動，およびメンバーの主観的パフォーマンスの関連について検討した。4名からなる合計17集団（68名）にランダムに配置された大学生が，18分間の集団課題を遂行した。その際，討議開始前，中間，終了時に，メンバーの意見のずれから算出される実質的葛藤を測定した。また討議終了時には，中間から終了にかけて認知された2種類の葛藤の程度，および葛藤対処行動について回答を求めた。分析の結果，集団内の実質的葛藤は相互作用を通して変遷すること，また，中間時点の実質的葛藤は主観的パフォーマンスと関連が見られないものの，終了時点の葛藤の高さは主観的パフォーマンスを低下させることが示された。関係葛藤の高さと回避的対処行動は主観的パフォーマンスの低さと関連し，統合的対処行動は主観的パフォーマンスの高さと関連していた。関係葛藤と課題葛藤の交互作用効果も示され，課題葛藤の程度が低い場合は，関係葛藤が低い方が高い方よりも主観的パフォーマンスが高くなる一方で，課題葛藤の程度が高い場合にはそのような差はみられなかった。葛藤の測定時点の重要性，および多層的な検討の必要性について議論した。

Supplemental Material for Members’ Needs, Intragroup Conflict, and Group Performance

Supplemental Material for Members’ Needs, Intragroup Conflict, and Group Performance

Survey of Comparative Frequency, Severity and Level of Conflict in ICU nurses in Academic and Non- Academic hospitals in Yazd,1390

Abstract Introduction and Aim: Conflict is inevitable phenomena in man’s life and daily communication. This study intended to assessment of frequency, intensity and level of conflict in nursing in academic and non- academic hospitals in Yazd. Materials: In this comparative descriptive study, ICU nurses in academic and non-academic hospitals in Yazd were selected. Instrument of data collection was questionnaire. Data were analysis by SPSS and descriptive and analytical statistic. Findings: Non- nursing task in intra-group conflict in academic and non-academic hospitals has more frequency, intensity and level. In intra-group conflict, mean level of a sense of competition in order to maintain position, was high. In inter-group conflict, lack of cooperation wards with ICU showed more frequency, intensity and level in academic hospitals. However, in non-academic hospitals, personnel turnover has more intensity. In conflict of group and patient family, insist of family on staying in the bedside in academic and non-academic hospitals have more frequency, intensity and level. Comparing three domain of conflict showed intra-group conflict in academic and non-academic hospitals has more frequency and intensity of the conflict. But, level of conflict between group and patient’s family has more. Frequency, intensity, and level of ICU nurses were average. Conclusion: Findings showed that recognizing and understanding the cause of conflict can be prevented from incidence and by property managing, can be used from positive effects of conflict. Keyword: Conflict, Conflict risk factors, Nurses, ICU

Organizational Commitment of Directors in Collaborative Tourist Organizations

This study focuses on commitment as a key factor for successful collaboration in tourism. Taking a corporate governance perspective, we studied directors in tourist organization boards and examined possible effects of directors’ strategic orientation (holistic orientation vs. stakeholder orientation) and compensation on organizational commitment. In line with recent behavioral perspectives on boards, this study accounted for board processes, including variables measuring intragroup conflict and effort norms. The sample included 307 directors in 98 Norwegian organizations. Findings underline the importance of recognizing the benefits of joint attempts and a community mindset among collaborators in tourist organizations. The results further indicated that board processes influence directors’ organizational commitment. The effect of a holistic orientation toward the destination and the goals and values of the collaborative organizations was mediated by both the perception of intragroup conflict and effort norms in the board. In addition, effort norms mediated the relationship between compensation and commitment.

CATME Smarter TeamworkCATME Smarter Teamwork (www.CATME.org)

Academy of Management Learning & EducationVol. 12, No. 4 Book & Resource ReviewsCATME Smarter TeamworkG. A. HrivnakG. A. HrivnakBond University.Published Online:10 Oct 2013https://doi.org/10.5465/amle.2013.0302AboutSectionsView articleView Full TextPDF/EPUB ToolsDownload CitationsAdd to favoritesTrack Citations ShareShare onFacebookTwitterLinkedInRedditEmail View articleREFERENCES Carless S. A. , de Paola C. 2000. The measurement of cohesion in work teams. [article]. Small Group Research, 31: 71. Google Scholar Jehn K. A. , Mannix E. A. 2001. The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44: 238–251.Link , Google Scholar Layton R. A. , Loughry M. L. , Ohland M. W. , Ricco G. D. 2010. Design and validation of a web-based system for assigning members to teams using instructor-specified criteria. Advances in Engineering Education, 2: 1–28. Google Scholar Marks M. A. , Mathieu J. E. , Zaccaro S. J. 2001. A temporally based framework and taxonomy of team processes. [article]. Academy of Management Review, 26: 356–376.Abstract , Google Scholar Ohland M. W. , Loughry M. L. , Woehr D. J. , Bullard L. G. , Felder R. M. , Finelli C. J. , Layton R. , Pomeranz H. R. , Schmucker D. G. 2012. The comprehensive assessment of team member effectiveness: Development of a behaviorally anchored rating scale for self- and peer evaluation [article]. Academy of Management Learning and Education, 11: 609–630.Abstract , Google Scholar Van der Vegt G. S. , Emans B. J. M. , Van de Vliert E. 2001. Patterns of interdependence in work teams: A two-level investigation of the relations with job and team satisfaction. [article]. Personnel Psychology, 54: 51–69. Google ScholarFiguresReferencesRelatedDetails Vol. 12, No. 4 Permissions Metrics in the past 12 months History Published online 10 October 2013 Published in print 1 December 2013 Information© Academy of Management Learning & EducationDownload PDF

Terrorism and Small Groups

Terrorism scholarship has revealed the importance of small groups—both cells and leadership groups—in the proliferation of violence, yet this field remains only loosely connected to small group theory and research. There exists no systematic consideration of the role that group dynamics play in the disruption of terrorist activities. This article proposes an analytical framework for terrorist group disruption that shows how the goals and methods of counterterrorist intervention intersect with small group behavior. We use this framework to theorize how three intervention types—repression, manipulation, and persuasion—interact with group variables and processes, such as communication networks, social identities, group cohesion, and intragroup conflict. Seven theoretical propositions demonstrate how the framework can show how the direct and indirect effects of group behavior can augment or undermine counterterrorist strategies.

Anger, Exposure to Violence, and Intragroup Conflict: A “Lab in the Field” Experiment in Southern Israel

I examine how anger stemming from violence in the Israel‐Palestine conflict influences intragroup retaliation. In July 2010 I conducted a series of experiments in two cities in the Southern District of Israel affected to varying degrees (high and low) by rocket fire from the Gaza Strip. For each experiment, subjects were partnered anonymously with a member of their community. They were then exposed to one of two emotional manipulations: one that induced anger or one that did not. Finally, each subject was given an opportunity to keep an endowment or allocate it towards destroying a portion, or all, of their partner's income (“pay to punish”) in retaliation for their partner having taken money from them previously. This decision to “pay to punish” was designed to closely mimic the costly nature of conflict. The findings suggest that anger has a conditional effect on decisions to pay to punish: in Sderot (most affected by rocket fire), anger decreases punishment, while in Ofakim (less affected), it increases punishment. Additionally, higher exposure to violence made subjects more likely to engage in negative reciprocity.

From Scandal to Monastic Penance: A Reconciliatory Manuscript from the Early Twelfth-Century Abbey of St. Laurent in Liège

An important element of monastic penance and conflict resolution was its repetitive, almost cyclical nature. The manuscripts that were used during these performances often proceed implicitly, which makes them difficult to contextualize and understand. This article considers a possible example of such “hidden” reconciliatory discourse in a manuscript that was produced for the congregation of St. Laurent in Liège around the turn of the eleventh century: Brussels, Royal Library 9361–9367. It examines the sin of pride in monastic dignitaries, discusses the best way to atone for it, and provides tools for the penitent to start living a more virtuous life in the future. The surviving evidence suggests that this manuscript was produced in reaction to the deeds of abbot Berenger, whose actions in 1095 were considered scandalous by contemporaries because he had led his monks into confusion and sin. The article shows how the combination of texts in this manuscript takes on a different meaning because of these politically charged circumstances, and argues that the St. Laurent manuscript was a discreet but methodical way to end the resulting estrangement between Berenger and his monks. In this interpretation, Brussels RL 9361–9367 is a rare and highly relevant testimony to the ways in which monks in the early twelfth century dealt with psychological and social tensions in the wake of an intra-group conflict.

Walking Through Mud; History of the Polish Methadone Maintenance Treatment From Its Stakeholders’ Perspective

This paper presents Polish methadone maintenance treatment (MMT) against the background of the dominant therapeutic community approach. The perspectives of various stakeholders—supporters and opponents—are examined as well as the barriers, facilitators, ideological conflicts, and financial interests influencing MMT policy and practice. In-depths interviews were carried out with 18 major stakeholders around 2012, almost two decades after the first MMT was launched. The interviews shed light on stakeholders’ inter- and intragroup conflicts as well as on their official and hidden agendas, but they also show the relevant wider international and national, economic, and political contexts.

Managing intragroup conflicts in construction project teams: case studies in Sri Lanka

Conflict is intrinsic to individuals, teams and organisations. Due to the unique and complex nature with various parties, conflict is inevitable in most construction projects. According to the general management literature, three distinct types of intragroup conflicts can be identified: task, process and relationship conflicts. However, very little consideration has been given in the literature addressing the three types individually in a construction project team setting. Therefore, this study has explored the existence of types of intragroup conflicts and their management in this context. This research was approached through case studies of six construction projects, which were operating under the traditional procurement method in Sri Lanka. Semi-structured interviews were conducted with three distinct participants from each team. The findings revealed that both process and relationship conflicts offer disruptive effects to construction projects and teams, while task conflicts offer positive effects when they exist at low levels. Based on the most critical sources identified within the cases, suggestions are offered here to construction project team managers on how to manage intergroup conflicts proactively. Since the research is based on six case studies on traditional procurement arrangement in Sri Lanka, further research is required to generalise the findings across different contexts.

Explaining Self-Declared Social Tolerance for Human Diversity in Latin America and the Caribbean

Social tolerance enables heterogeneous persons to find harmony in their differences. This has been shown to reduce the likelihood of inter- and intra-group conflicts, thereby creating an environment conducive for economic and social development. This paper examines socio-economic factors that influence individual differences in social tolerance in Latin America and the Caribbean. Being mindful of the fact that there are socio-cultural differences between Latin America and the Caribbean, five dimensions of social tolerance are investigated: tolerance for racial and religious dissimilarity, homosexuals, AIDS victims and immigrants. Using the 2005 World Values Survey data, we simultaneously estimate tolerance towards these groups using multivariate probit models. Education is found to positively and significantly enhance all five dimensions of social tolerance, suggesting that policies meant to enhance social tolerance should be directed towards improving educational systems. Overall, the analysis underscores heterogeneity of factors affecting self-declared tolerance of the selected social groups. Thus, analyses of social tolerance and ensuing policies should be developed specific to a particular dimension of tolerance.

English

&nbsp; This study was conducted to evaluate the income status of Fadama III beneficiaries in Adamawa State, Nigeria, with the ultimate aim of determining the effects of the project on Fadama User Groups (FUGs) in the month of June, 2011. A total of six (6) Local Government Areas (Fufore, Girei, Demsa, Mayobelwa, Maiha and Madagali) believed to have established FUGs with functional agro-processing enterprises were purposely selected from the three (3) senatorial districts, SE, (two from each SE) of the State. Data were collected from the FUGs by the use of questionnaire, in addition to oral interviews and group discussions. Results indicated that a larger proportion of the projects participating in adding value to agricultural commodities were concentrated in Madagali LGA, with male membership accounting for the majority in the FUGs. Gender wise, age group of 18 to 39 years recorded the highest in both sexes. The most popular choice of economic venture among the FUGs was maize/corn/rice processing machines. While collectively, the FUGs recorded 10.54% increase in income from the sales/service rendered in terms of value addition on agricultural commodities, about 15.00% were said to have access to market information using modern methods. Of the constraints identified, inadequacy of funds for purchase of inputs, minimal markets linkages and intra-group conflict of interest accounted for the most worrisome among the FUGs. The study recommends massive enlightenments of the FUGs on appropriate measures for conflict resolutions, rational utilization of projects&rsquo; resources and accountability, and diverse avenues for sourcing markets for their products, among others. &nbsp; Key words:&nbsp;Adamawa, agro-processing, Fadama, Fadama User Groups (FUGs), projects, value-addition.

The Roles and Interplay of Intragroup Conflict and Team Emotion Management on Information Seeking Behaviors in Team Contexts

This study developed a cross-level model to study the effects of contextual factors, including team-level conflict and team-level emotion management (EM), on how individual team members seek information. Cross-level analysis using data collected from 175 individuals in 30 teams showed that team-level relationship conflict (TRC) had a negative effect on individual information seeking (IS) behavior, whereas team-level task conflict (TTC) did not have a significant effect. EM at both team and individual levels had positive effects on individual IS behavior. The same set of analyses conducted using a subset of 22 of these teams at an earlier time point confirmed the same pattern of relationships. In addition, team-level EM interacted with TRC in influencing individual IS behavior, although the patterns varied for the two time points of data collection. Theoretical implications are discussed.

Intragroup Conflict: Unique Perspectives and New Questions

Intragroup conflict has received an immense amount of research attention in the past few decades (De Dreu & Weingart, 2003; De Wit, Greer & Jehn, 2012). However, many questions and inconsistencies remain (cf. De Wit et al., 2012). To better understand the phenomenon of intragroup conflict, scholars have called for researchers to explore alternate ways of capturing the multi-level dynamic nature of intragroup conflict (Korsgaard et al., 2008), to better understand how conflicts transforms (e.g., De Wit et al., 2012), and to explore other types of conflicts within teams beyond task, relationship and process (e.g., Bendersky & Hays, 2012). Together, these different perspectives can provide valuable insight for understanding the effects, and management, of intragroup conflict. In this symposium, we present four papers that address these important new research directions. The first two papers respond to the call for more multi-level studies of intragroup conflict, and show how social network analysis can be applied to enable a more comprehensive understanding of the multi-level nature of intragroup conflict. The third paper responds to calls to better understand the inter-relationships among the conflict types by exploring when and how task conflict can be misinterpreted as relationship conflict. Finally, the fourth paper responds to calls for investigations of new and emerging types of intragroup conflict by providing rich qualitative and quantitative data to support the existence of three distinct types of hierarchical conflicts within teams. Following the presentations, Laurie Weingart, a prolific contributor to the conflict literature will lead an interactive group discussion. Misinterpreting Task conflict as Relationship Conflict:Damaging Effects on Group Decision Making Presenter: Frank De Wit; Leiden U. A Social Network Approach to Measuring Intragroup Conflict: Involvement vs. Perceptions Presenter: Ruchi Sinha; Indian School of Business Impact of Task Conflict Network Density on Team Performance:The Role of Transactive Memory Systems Presenter: Anthony C. Hood; U. of Alabama at Birmingham Presenter: Daniel Gregory Bachrach; U. of Alabama Presenter: Elliot Bendoly; Emory U. A Multi-method Investigation of the Types and Consequences of Hierarchical Conflicts in Teams Presenter: Maartje E. Schouten; Erasmus U. Rotterdam Presenter: Lindred L. Greer; Erasmus U. Rotterdam Presenter: Daan van Knippenberg; Erasmus U. Rotterdam