Productive conflict in group decision making: genuine and contrived dissent as strategies to counteract biased information seeking☆

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Task versus relationship conflict, team performance, and team member satisfaction: a meta-analysis. (2003, result): “…studies on the distinction between task and relationship conflict could be integrated with experimental research on conflict in decision-making groups, which tend to show positive effects of conflict on the quality of group decision making (e.g., Hollenbeck et al., 1995; Schulz-Hardt et al., 2002).”
The Effects of Group Conflict and Work Stress on Employee Performance (2013, background): “Researchers have posited that certain forms of conflict would be positively related to work outcomes, for example, when teams make better decisions after airing disagreements about their preferences in advance (Schulz-Hardt, Jochims, and Frey 2002).”
Resistance to Change: The Rest of the Story (2008, background): “This is particularly likely where resistance is authentic rather than contrived or artificially generated through the use of such strategies as dialectical inquiry or devil’s advocacy (Nemeth, Brown, & Rogers, 2001; Nemeth, Connell, Rogers, & Brown, 2001; Schulz-Hardt et al., 2002).”
Motivated Information Processing in Group Judgment and Decision Making (2008, background): “, group members hold, a priori, different rather than the same preferences) may decrease the confidence of individual members and therefore increase epistemic motivation (Baker & Petty, 1994; Schulz-Hardt et al., 2002).”