Status Conflict in Groups

By Corinne Bendersky, Nicholas A. Hays. Organ. Sci., 2012

391 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5906d040148eb827fa27893505bd27f4446dc3ed

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Citations in the corpus

The dysfunctions of power in teams: A review and emergent conflict perspective (2017, background): “Team power struggles have been assessed by surveys of team-members (e.g., Bendersky & Hays, 2012; Van Bunderen, Van Knippenberg et al., 2017) as well as via video-coding of team interactions (e.g., Greer & Van Kleef, 2010; Van Bunderen, Greer et al., 2017).”
Language Matters: Status Loss and Achieved Status Distinctions in Global Organizations (2013, background): “…by an explicit socialization plan, one that actively involves the organization, nonnative speakers, and even native lingua franca speakers to avoid the kind of performance detriments known to accompany conflict around symbolic hierarchies (Bendersky and Hays 2012, Bunderson and Reagans 2011).”
When Interteam Conflict Spirals into Intrateam Power Struggles: The Pivotal Role of Team Power Structures (2017, background): “Also, power struggles between a subset of members are likely to impact all members (also members that are not part of the power struggle), as power relations with nonparticipatingmembers may change due to the power struggle they are not part of (cf., Bendersky & Hays, 2012).”
Does gender diversity help teams constructively manage status conflict? An evolutionary perspective of status conflict, team psychological safety, and team creativity (2018, background): “Bendersky and Hays (2012) outlined three distinctive properties of status conflict that make this type of conflict particularly damaging for team psychological safety.1 First, status is a fixed social resource, which means that status conflict “represents zero-sum exchanges in which individuals…”
Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures (2017, background): “At the team level, such dynamics may best be captured by status conflict, i.e. disputes over people’s relative positions in their team’s social hierarchy (Bendersky & Hays, 2012: 323), which is detrimental to team performance.”
Diabolical dictators or capable commanders? An investigation of the differential effects of autocratic leadership on team performance (2015, background): “A growing line of research suggests that individuals in teams may at times strategically compete to improve or protect their power positions and challenge those of others (e.g., Bendersky & Hayes, 2012; Owens & Sutton, 2001; Porath, Overbeck, & Pearson, 2008).”
Master of Puppets: How Narcissistic CEOs Construct Their Professional Worlds (2017, background): “…contributions receive more attention, they will want to claim the credit for their contributions and achievements, and they are more able to get other group members to concur with their ideas (Bendersky & Hays, 2012; Berger, Cohen, & Zelditch, 1972; Groysberg et al., 2011; Magee &Galinsky, 2008).”