Seeing differently from others: the impact of relationship conflict asymmetry and realization on team performance

Abstract

Purpose Past research on team conflict has often conceptualized it as a collective phenomenon whereby members of the same team perceive similar levels of conflict. However, similarity in perspectives can more often be the exception than the norm. As such, the purpose of this paper is to examine the effects of relationship conflict (RC) asymmetry on information elaboration and team performance. Additionally, I introduce a new construct: perception of team RC asymmetry and propose that it strengthens the positive effects of RC asymmetry. Design/methodology/approach A total of 181 MBA students comprising 52 teams participated in the research. Students worked together for the duration of the semester to complete a team project that comprised 45% of their final grade. Surveys were administered at three points in time with performance measured at the end and other focal variables measured at the midpoint. Regression analyses and the PROCESS macro were used to examine a first stage moderated mediation model. Findings Results showed that RC asymmetry increased elaboration, which, in turn, improved team performance. The link between RC asymmetry and elaboration was moderated by the perception of team RC asymmetry. Originality/value The present research shows that to have a fuller understanding of RC one must consider the level of dispersion experienced by team members. Taking this approach has uncovered a way in which RC can actually benefit teams instead of lead to destructive outcomes.

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“…Because our participants were nested in groups engaged in intergroup interactions, and because perceptions of conflict are sometimes asymmetrical in groups (Jehn et al , 2010; Wang, 2021), we have used multilevel mediation analyses to test our hypotheses (Rockwood and Hayes, 2022; Hayes and Rockwood, 2020). To test our moderated mediation multilevel model, we have used the MLmed macro (Beta 2 version) developed for SPSS by Rockwood (2017).…”

Unfair rewards, poorly performing organizations and perceptions of deservingness as explanations of diminished job performance

“…The statistical tests of the hypotheses relied on the well-established Process macro (Hayes and Rockwood, 2020), as has been used widely in empirical assessments of moderated mediation frameworks that contain first-stage moderation, as in our framework (e.g. Dong and Zhong, 2022; Majeed and Naseer, 2021; Wang, 2022; Yang and Yang, 2020). In contrast with a traditional, piecemeal, regression-based approach (Muller et al.…”

“…The statistical tests of the hypotheses relied on the well-established Process macro (Hayes and Rockwood, 2020), as has been used widely in empirical assessments of moderated mediation frameworks that contain first-stage moderation, as in our framework (e.g. Dong and Zhong, 2022;Majeed and Naseer, 2021;Wang, 2022;Yang and Yang, 2020). In contrast with a traditional, piecemeal, regression-based approach (Muller et al, 2005; see also Bouckenooghe et al, 2014), the Process macro enables a simultaneous calculation of individual paths in combination with a comprehensive assessment of mediation and moderated mediation effects (Hayes, 2018).…”

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