DIVERSITY AND INTRAGROUP CONFLICT AT WORK: AN EMPIRICAL STUDY IN PORTUGAL
Autor(a) principal: | |
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Data de Publicação: | 2010 |
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Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | RAM. Revista de Administração Mackenzie |
Texto Completo: | https://editorarevistas.mackenzie.br/index.php/RAM/article/view/1757 |
Resumo: | Facing a constantly changing environment, nowadays’ organizations are looking for innovative ways of organizing and managing work, in which workgroups represent a source of competitive advantage. In this context, group diversity has received increasingly attention by researchers. Jackson, May and Whitney (1995) define diversity in terms of characteristics classified as observable or underlying, as either task-related or relational-oriented. Although there are no conclusive results on this subject, researches relating diversity and the main types of conflict (affective and task-related) suggest that relational-oriented diversity (e.g., age, gender) influences the emergence of affective conflict, while task-oriented diversity (e.g., education, organizational tenure) contributes to task conflict (PELLED, 1996; JEHN; NORTHCRAFT; NEALE, 1999; PELLED; EISENHARDT; XIN, 1999). Following Jackson et al. (1995), we analyzed the effects of observable attributes of diversity (educational level, gender and age), on the emergence of intragroup conflict in 231 Portuguese workgroups, whose members perceived themselves as a group, and interacted with interdependence to achieve common goals. The Intragroup Conflict Assessment Scale (DIMAS; MIGUEZ; LOURENÇO, 2007) and a sociodemographic questionnaire were used. In contrast with the literature, but congruent with recent Portuguese researches (PASSOS, 2005; SILVESTRE, 2008), our results revealed no association between the studied diversity variables and intragroup conflict, indicating new directions in this field, and highlighting the importance of considering different contexts and variables in diversity’s studies. |
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DIVERSITY AND INTRAGROUP CONFLICT AT WORK: AN EMPIRICAL STUDY IN PORTUGALDiversity and intragroup conflict at work: an empirical study in PortugalWorkgroupsDiversityIntragroup ConflictTask-conflictAffective Conflit.Grupos de TrabalhoDiversidadeConflito IntragrupalConflito de tarefaConflito Afetivo.Facing a constantly changing environment, nowadays’ organizations are looking for innovative ways of organizing and managing work, in which workgroups represent a source of competitive advantage. In this context, group diversity has received increasingly attention by researchers. Jackson, May and Whitney (1995) define diversity in terms of characteristics classified as observable or underlying, as either task-related or relational-oriented. Although there are no conclusive results on this subject, researches relating diversity and the main types of conflict (affective and task-related) suggest that relational-oriented diversity (e.g., age, gender) influences the emergence of affective conflict, while task-oriented diversity (e.g., education, organizational tenure) contributes to task conflict (PELLED, 1996; JEHN; NORTHCRAFT; NEALE, 1999; PELLED; EISENHARDT; XIN, 1999). Following Jackson et al. (1995), we analyzed the effects of observable attributes of diversity (educational level, gender and age), on the emergence of intragroup conflict in 231 Portuguese workgroups, whose members perceived themselves as a group, and interacted with interdependence to achieve common goals. The Intragroup Conflict Assessment Scale (DIMAS; MIGUEZ; LOURENÇO, 2007) and a sociodemographic questionnaire were used. In contrast with the literature, but congruent with recent Portuguese researches (PASSOS, 2005; SILVESTRE, 2008), our results revealed no association between the studied diversity variables and intragroup conflict, indicating new directions in this field, and highlighting the importance of considering different contexts and variables in diversity’s studies.Num ambiente de constantes mudanças, as organizações buscam novas formas inovativas de organizar e gerir o trabalho, nas quais os grupos de trabalho representam uma fonte de vantagem competitiva. Nesse contexto, a diversidade dos grupos tem recebido crescente atenção por parte dos pesquisadores. Jackson, May e Whitney (1995) definem diversidade em termos de características classificadas como observáveis ou subjacentes, bem como orientadas para a tarefa ou para a relação. Embora não haja resultados conclusivos nesse assunto, pesquisas relacionando diversidade e tipos de conflito (afetivo e orientado para a tarefa) sugerem que a diversidade orientada a relação (e.g., idade, gênero) influencia a emergência de conflitos afetivos, enquanto a diversidade orientada para a tarefa (e.g., escolaridade, antiguidade na empresa) contribui para conflitos de tarefa (PELLED, 1996; JEHN; NORTHCRAFT; NEALE, 1999; PELLED; EISENHARDT; XIN, 1999). Seguindo Jackson et al. (1995), analisamos os efeitos de atributos observáveis da diversidade (escolaridade, gênero e idade) na emergência do conflito intragrupal em 231 grupos de trabalho Portugueses, cujos membros se percebiam como um grupo, e interagiam com interdependencia para o atingimento de metas comuns. A Escala de Avaliação do Conflito Intragrupal (DIMAS; MIGUEZ; LOURENÇO, 2007) e um questionário sóciodemográfico foram utilizados. Em contraste com a literatura, mas congruente com pesquisas recentes em Portugal (PASSOS, 2005; SILVESTRE, 2008), os resultados demonstraram não haver associação entre as variáveis estudadas de diversidade e o conflito intragrupal, apontando novas direções para a área, e salientando a importância da consideração de diferentes contextos e variáveis no estudo da diversidade.Editora Mackenzie2010-02-27info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionAvaliado por paresPesquisa empírica de campoapplication/pdfhttps://editorarevistas.mackenzie.br/index.php/RAM/article/view/1757Revista de Administração Mackenzie; Vol. 11 No. 3 (2010): Thematic Special Edition on Diversity and Inclusion in OrganizationsRevista de Administração Mackenzie; Vol. 11 Núm. 3 (2010): Edición Especial Temática en Diversidad y Inclusión en OrganizacionesRevista de Administração Mackenzie (Mackenzie Management Review); v. 11 n. 3 (2010): Edição Especial Temática sobre Diversidade e Inclusão nas Organizações1678-69711518-6776reponame:RAM. Revista de Administração Mackenzieinstname:Universidade Presbiteriana Mackenzie (MACKENZIE)instacron:MACKENZIEenghttps://editorarevistas.mackenzie.br/index.php/RAM/article/view/1757/2311Copyright (c) 2015 Revista de Administração Mackenzieinfo:eu-repo/semantics/openAccessda França, Carine BastosLourenço, Paulo Renato2011-01-18T17:45:21Zoai:ojs.editorarevistas.mackenzie.br:article/1757Revistahttps://editorarevistas.mackenzie.br/index.php/RAM/PUBhttps://editorarevistas.mackenzie.br/index.php/RAM/oairevista.adm@mackenzie.br1678-69711518-6776opendoar:2024-04-19T17:00:39.454782RAM. Revista de Administração Mackenzie - Universidade Presbiteriana Mackenzie (MACKENZIE)false |
dc.title.none.fl_str_mv |
DIVERSITY AND INTRAGROUP CONFLICT AT WORK: AN EMPIRICAL STUDY IN PORTUGAL Diversity and intragroup conflict at work: an empirical study in Portugal |
title |
DIVERSITY AND INTRAGROUP CONFLICT AT WORK: AN EMPIRICAL STUDY IN PORTUGAL |
spellingShingle |
DIVERSITY AND INTRAGROUP CONFLICT AT WORK: AN EMPIRICAL STUDY IN PORTUGAL da França, Carine Bastos Workgroups Diversity Intragroup Conflict Task-conflict Affective Conflit. Grupos de Trabalho Diversidade Conflito Intragrupal Conflito de tarefa Conflito Afetivo. |
title_short |
DIVERSITY AND INTRAGROUP CONFLICT AT WORK: AN EMPIRICAL STUDY IN PORTUGAL |
title_full |
DIVERSITY AND INTRAGROUP CONFLICT AT WORK: AN EMPIRICAL STUDY IN PORTUGAL |
title_fullStr |
DIVERSITY AND INTRAGROUP CONFLICT AT WORK: AN EMPIRICAL STUDY IN PORTUGAL |
title_full_unstemmed |
DIVERSITY AND INTRAGROUP CONFLICT AT WORK: AN EMPIRICAL STUDY IN PORTUGAL |
title_sort |
DIVERSITY AND INTRAGROUP CONFLICT AT WORK: AN EMPIRICAL STUDY IN PORTUGAL |
author |
da França, Carine Bastos |
author_facet |
da França, Carine Bastos Lourenço, Paulo Renato |
author_role |
author |
author2 |
Lourenço, Paulo Renato |
author2_role |
author |
dc.contributor.author.fl_str_mv |
da França, Carine Bastos Lourenço, Paulo Renato |
dc.subject.por.fl_str_mv |
Workgroups Diversity Intragroup Conflict Task-conflict Affective Conflit. Grupos de Trabalho Diversidade Conflito Intragrupal Conflito de tarefa Conflito Afetivo. |
topic |
Workgroups Diversity Intragroup Conflict Task-conflict Affective Conflit. Grupos de Trabalho Diversidade Conflito Intragrupal Conflito de tarefa Conflito Afetivo. |
description |
Facing a constantly changing environment, nowadays’ organizations are looking for innovative ways of organizing and managing work, in which workgroups represent a source of competitive advantage. In this context, group diversity has received increasingly attention by researchers. Jackson, May and Whitney (1995) define diversity in terms of characteristics classified as observable or underlying, as either task-related or relational-oriented. Although there are no conclusive results on this subject, researches relating diversity and the main types of conflict (affective and task-related) suggest that relational-oriented diversity (e.g., age, gender) influences the emergence of affective conflict, while task-oriented diversity (e.g., education, organizational tenure) contributes to task conflict (PELLED, 1996; JEHN; NORTHCRAFT; NEALE, 1999; PELLED; EISENHARDT; XIN, 1999). Following Jackson et al. (1995), we analyzed the effects of observable attributes of diversity (educational level, gender and age), on the emergence of intragroup conflict in 231 Portuguese workgroups, whose members perceived themselves as a group, and interacted with interdependence to achieve common goals. The Intragroup Conflict Assessment Scale (DIMAS; MIGUEZ; LOURENÇO, 2007) and a sociodemographic questionnaire were used. In contrast with the literature, but congruent with recent Portuguese researches (PASSOS, 2005; SILVESTRE, 2008), our results revealed no association between the studied diversity variables and intragroup conflict, indicating new directions in this field, and highlighting the importance of considering different contexts and variables in diversity’s studies. |
publishDate |
2010 |
dc.date.none.fl_str_mv |
2010-02-27 |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion Avaliado por pares Pesquisa empírica de campo |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
https://editorarevistas.mackenzie.br/index.php/RAM/article/view/1757 |
url |
https://editorarevistas.mackenzie.br/index.php/RAM/article/view/1757 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
https://editorarevistas.mackenzie.br/index.php/RAM/article/view/1757/2311 |
dc.rights.driver.fl_str_mv |
Copyright (c) 2015 Revista de Administração Mackenzie info:eu-repo/semantics/openAccess |
rights_invalid_str_mv |
Copyright (c) 2015 Revista de Administração Mackenzie |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.publisher.none.fl_str_mv |
Editora Mackenzie |
publisher.none.fl_str_mv |
Editora Mackenzie |
dc.source.none.fl_str_mv |
Revista de Administração Mackenzie; Vol. 11 No. 3 (2010): Thematic Special Edition on Diversity and Inclusion in Organizations Revista de Administração Mackenzie; Vol. 11 Núm. 3 (2010): Edición Especial Temática en Diversidad y Inclusión en Organizaciones Revista de Administração Mackenzie (Mackenzie Management Review); v. 11 n. 3 (2010): Edição Especial Temática sobre Diversidade e Inclusão nas Organizações 1678-6971 1518-6776 reponame:RAM. Revista de Administração Mackenzie instname:Universidade Presbiteriana Mackenzie (MACKENZIE) instacron:MACKENZIE |
instname_str |
Universidade Presbiteriana Mackenzie (MACKENZIE) |
instacron_str |
MACKENZIE |
institution |
MACKENZIE |
reponame_str |
RAM. Revista de Administração Mackenzie |
collection |
RAM. Revista de Administração Mackenzie |
repository.name.fl_str_mv |
RAM. Revista de Administração Mackenzie - Universidade Presbiteriana Mackenzie (MACKENZIE) |
repository.mail.fl_str_mv |
revista.adm@mackenzie.br |
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1796794717296394240 |