Download PDF by Elizabeth Mannix, Margaret A. Neale, Cameron Anderson: Affect and Groups (Research on Managing Groups and Teams)

By Elizabeth Mannix, Margaret A. Neale, Cameron Anderson

ISBN-10: 0080548903

ISBN-13: 9780080548906

ISBN-10: 0762314133

ISBN-13: 9780762314133

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Procedural justice: A psychological analysis. Hillsdale, NJ: Lawrence Erlbaum. Thomas, K. W. (1992). Conflict and negotiation processes in organizations. In: M. D. Dunnette & L. Hough (Eds), Handbook of industrial and organizational psychology (pp. 889–935). Palo Alto, CA: Consulting Psychologists Press. Thomas, K. , & Pondy, L. R. (1977). Toward an ‘‘intent’’ model of conflict management among principal parties. Human Relations, 30, 1089–1102. Trope, Y. (1986). Identification and inferential processes in dispositional attribution.

Findings and Discussion Our findings revealed that process conflict during the simulation was, as expected, positively related to negative affect, and negative affect was negatively related to group performance (in terms of both efficiency on the simulation and video ratings of group performance). Process conflict was found to negatively impact both performance measures, and this effect was fully mediated by negative affect. These findings show that negative affect does play an important and central role in the relationship between process conflict and performance.

American Psychologist, 37, 1019–1024. Lazarus, R. S. (1991). Emotion and adaptation. New York: Oxford University Press. , & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87(1), 131–142. , & Hambrick, D. C. (2005). Factional groups: A new vantage on demographic faultlines, conflict, and disintegration in work teams. Academy of Management Journal, 48, 794–813. Process Conflict and Negative Affect 41 Lind, E.

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Affect and Groups (Research on Managing Groups and Teams) by Elizabeth Mannix, Margaret A. Neale, Cameron Anderson


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