In this study, we examine three types of conflict (task, relationship, and process) and four dimensions of conflict (emotions, norms, resolution efficacy, and importance) in decision making groups. We also investigate emergent states (e.g., trust, respect, cohesiveness; Marks et al. 2001; Acad Manag...

As individuals, we have an enduring interest and concern with how we are perceived and evaluated by others. However, there is often misalignment – what we define as internal identity asymmetry – between our self-perceptions and our perceptions of how others view us. These identity processes...

We review and reconceptualize faultline activation, defined as the process by which members of a team come to perceive subgroups, and add the notion of faultline deactivation, the process of minimizing the salience of perceived subgroups in teams. We develop a typology for faultline activators...

Person-organization fit is often measured by the congruence of a person's values and the values that he or she ascribes to the organization. A popular instrument used in this context is the Organizational Culture Profile (O'Reilly, Chatman, amp; Caldwell, 1991). The OCP scales its 54 items on...

Fifteen years ago, Jehn’s (1995; 1997) investigations of conflict types (task, relationship and process conflict) attempted to resolve the paradox of intra-group conflict by examining the distinct effects of each conflict type. Although this work has greatly enhanced the field’s understanding of...