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J Appl Psychol. 2011 Mar;96(2):391-400. doi: 10.1037/a0021340.

A contingency model of conflict and team effectiveness.

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  • 1Carlson School of Management, University of Minnesota, 321 19th Avenue South, Minneapolis, MN 55410, USA. shawx218@umn.edu

Abstract

The authors develop and test theoretical extensions of the relationships of task conflict, relationship conflict, and 2 dimensions of team effectiveness (performance and team-member satisfaction) among 2 samples of work teams in Taiwan and Indonesia. Findings show that relationship conflict moderates the task conflict-team performance relationship. Specifically, the relationship is curvilinear in the shape of an inverted U when relationship conflict is low, but the relationship is linear and negative when relationship conflict is high. The results for team-member satisfaction are more equivocal, but the findings provide some evidence that relationship conflict exacerbates the negative relationship between task conflict and team-member satisfaction.

PsycINFO Database Record (c) 2011 APA, all rights reserved.

PMID:
20939655
[PubMed - indexed for MEDLINE]
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