Crooked Conflicts: The Effects of Conflict Asymmetry in Mediation

Jehn, Karen A.; Rupert, Joyce; Nauta, A.; Bossche, S. van den

doi:10.2139/ssrn.1298620

Cited by 5 publications

(4 citation statements)

References 62 publications

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“…Although emergent states are thought to represent shared experiences, previous studies have asserted that the unique aspects of individual team members may lead to some degree of disagreement with respect to perceptions of these constructs. In particular, variability in perceptions of conflict (Jehn, Rispens, & Thatcher, 2010; Jehn et al, 2006; Jehn, Rupert, Nauta, & van den Bossche, 2010) and satisfaction (Dineen et al, 2007) have yielded unique predictive effects over and above shared perceptions. As mentioned previously, earlier studies employing dispersion models have failed to consider the potential effects of patterned forms of dispersion for these team-level constructs.…”

Section: Theoretical Foundations and Research-question Developmentmentioning

confidence: 99%

Elaborating on Team-Member Disagreement: Examining Patterned Dispersion in Team-Level Constructs

Loignon

Woehr

Loughry

et al. 2018

Group & Organization Management

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Emergent states are team-level attributes that reflect team members' collective attitudes, values, cognitions, and motivations and influence team effectiveness. When measuring emergent states (e.g., cohesion, conflict, satisfaction), researchers frequently collect ratings from individual group members and aggregate them to the team level. After aggregating to the team level, researchers typically focus on mean differences across teams and ignore variability within teams. Rather than focusing on the mean level of emergent states, this study draws on recent advances in multilevel theory and describes an approach for examining the specific patterns of dispersion (i.e., disagreement) across five emergent states. Our findings suggest that teams reliably demonstrate different patterns of rating dispersion that are consistent with existing theoretical frameworks and typologies of dispersion, yet have not previously been empirically demonstrated. We also present evidence that the different patterns of dispersion in emergent states are significantly related to key team outcomes, even after controlling

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Section: Theoretical Foundations and Research-question Developmentmentioning

confidence: 99%

Elaborating on Team-Member Disagreement: Examining Patterned Dispersion in Team-Level Constructs

Loignon

Woehr

Loughry

et al. 2018

Group & Organization Management

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“…Según la ripeness theory, las negociaciones desarrolladas antes de que los conflictos maduren no suelen ser exitosas. Jehn et al (2000Jehn et al ( , 2008Jehn et al ( , 2010 exploran en diversos trabajos la importancia de la asimetría en las percepciones del conflicto, así como su incidencia en el desarrollo del mismo. Jehn y Chatman (2000: 61) definieron la composición del conflicto perceptivo como «the degree to which each individual in a group perceives levels of conflict differently compared to other member perceptions' in the group».…”

Section: El Concepto De Asimetría En Conflictos Políticosunclassified

Asimetría del conflicto y mecanismos alternos de diálogo y negociación en Venezuela (2002-2019)

Meucci

Pareja

2020

Am. Lat. Hoy. Rev. Cienc. Soc.

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RESUMEN: Durante los últimos veinte años, la conflictividad política en Venezuela ha conllevado la implementación de al menos cinco mecanismos alternos de diálogo y negociación con participación internacional. Sus resultados han sido limitados y no han logrado la transformación positiva y sostenible de la conflictividad. En este artículo se argumenta que la asimetría presente entre las coaliciones enfrentadas ha sido un factor determinante en el conflicto y por lo general subestimado al implementar dichos mecanismos.

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“…First, the definition seems narrower than the situation of this construct would imply. For example, in asymmetric conflicts where one person experiences high levels of conflict yet the other perceives little or even no conflict (Jehn, Rupert, Nauta, & Van Den Bossche, ), the behaviors described above would not apply. Instead, actions such as trying to give emotional support to only one side of the conflicting parties could save both from a potential fight.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Peacemaking at the Workplace: A Systematic Review

Zhang

Bollen

Pei

et al. 2018

Negotiation Conflict Man Res

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Research on third party interventions in conflict has mostly focused on formal interventions by professional mediators or supervisors. Studies on informal and voluntary third party interventions by peers or someone else in a nonhierarchical position are very limited. The aim of this systematic review is to investigate empirical studies on peacemaking to (a) define the concept; (b) search for scales that measure peacemaking; (c) and identify outcomes of peacemaking. In total, our search led to 713 unique hits of which 12 were retained based on the predefined selection criteria. Based on the findings from the reviewed articles, we propose a definition of peacemaking and identify four components of peacemaking: relational, procedural, emotional, and content help. This study contributes to the current conflict management literature by focusing on informal and voluntary helping behavior in the context of conflicts (instead of formal interventions), while linking the literature on organizational citizenship behavior and research on third party interventions in the context of conflict. In practice, peacemakers play a crucial role in solving conflicts constructively and contribute as such to both individual and team functioning.

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Crooked Conflicts: The Effects of Conflict Asymmetry in Mediation

Cited by 5 publications

References 62 publications

Elaborating on Team-Member Disagreement: Examining Patterned Dispersion in Team-Level Constructs

Elaborating on Team-Member Disagreement: Examining Patterned Dispersion in Team-Level Constructs

Asimetría del conflicto y mecanismos alternos de diálogo y negociación en Venezuela (2002-2019)

Peacemaking at the Workplace: A Systematic Review

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