When Too Little or Too Much Hurts: Evidence for a Curvilinear Relationship Between Task Conflict and Innovation in Teams

By Carsten K. W. De Dreu. 2006

723 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7b4d999a32a387eb776d796cd316e6adbafa826b

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In Organizational Behavior and Human Resource Management

In Social Psychology

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Citations in the corpus

The Effects of Conflict Types, Dimensions, and Emergent States on Group Outcomes (2008, background): “In contrast, high levels of respect have been shown to increase group members’ commitment and feelings of belongingness to the group as well as their willingness to work cooperatively ( De Cremer 2002, 2003; Simon and Sturmer 2003).”
On Cultural and Macroeconomic Contingencies of the Entrepreneurial Orientation–Performance Relationship (2014, background): “Assertiveness does not moderate the EO-performance relationship, perhaps because internal conflict strengthens the implementation of EO since conflicts can also be a source of creativity and innovation (De Dreu, 2006).”
Team-level predictors of innovation at work: a comprehensive meta-analysis spanning three decades of research. (2009, background): “In recent years, innovation researchers have referred to social– psychological theories of intragroup conflict to investigate how task and relationship conflict contributes to team innovation (e.g., De Dreu, 2006; Jehn, 1995; Pelled et al., 1999).”
Innovation in top management teams: Minority dissent, transformational leadership, and radical innovations (2014, background): “…research among lower level teams has shown positive effects of internal communication (Hülsheger et al., 2009), collaborative problem solving (De Dreu, 2006), and knowledge sharing (Zhang, Tsui, & Wang, 2011), and research among TMTs has demonstrated the importance of participation (West &…”
The Personality Composition of Teams and Creativity: The Moderating Role of Team Creative Confidence (2008, background): “…the nature of the task) may serve to enhance creative problem solving in groups by stimulating the production of divergent opinions and viewpoints, especially if this conflict occurs during the middle and latter stages of a team’s life cycle (De Dreu, 2006; Jehn, 1995; Jehn & Bendersky, 2003).”
Constructively managing conflicts in organizations (2014, background): “The more that protagonists understand that they have a long-term relationship, the more they can be expected to resolve the conflict in such a way that the others believe they have gained from working together (De Dreu 2006, 2008).”
The relationships between team learning activities and team performance (2009, background): “On the other hand, learning costs time, effort and energy (de Dreu, 2006) and timeliness is an important element of efficiency.”
When Voice Matters (2015, background): “The presence of dissenters in a group is disruptive and can lead to conflict that undermines group harmony and performance (De Dreu, 2006).”
Transformational leadership and team innovation: integrating team climate principles. (2008, background): “For instance, Atwater and Bass (1994) attempted to link transformational leadership to team factors like cohesion and conflict management, whereas innovation research has examined the role that cohesion (Nystro¨m, 1979) and conflict ( De Dreu, 2006 ) play for team innovation.”
Are Bullying Behaviors Tolerated in Some Cultures? Evidence for a Curvilinear Relationship Between Workplace Bullying and Job Satisfaction Among Italian Workers (2015, methodology): “For example, Djurkovic et al. (2008), in a sample of 335 schoolteachers, found that workplace bullying was more strongly related to employees’ intention to leave the organization among participants who perceived low organizational support than among participants who perceived high organizational sup”
A Dialectic Perspective on Innovation: Conflicting Demands, Multiple Pathways, and Ambidexterity (2009, background): “There is, however, some support for a curvilinear relationship of task conflict with innovation, such that moderate levels of task conflict are optimal (De Dreu, 2006).”