Constructive Controversy
Abstract
Structural equation results of interviews of specific incidents collected from 129 business people in China support the model that cooperative, but not competitive goals between departments induce constructive controversy dynamics among employees from different departments that in turn result in organizational task accomplishment, commitment to the organization, and confidence in working together in the future. Results further indicate that organizational identification moderated the association of competitive goal interdependence with constructive controversy such that the negative association was weaker with higher organizational identification. These results underline the positive role of organizational identification in conflict …show more content…
Correlational and structural equation results support the hypothesized model that interdepartmental goal interdependence is a significant predictor to employees between different departments engaging in constructive controversy and that constructive controversy in turn influences conflict outcomes. Results further support the theorizing that an employee’s identification with the organization moderates the association of competitive interdepartmental goal interdependence with constructive controversy.
Previous studies have documented that constructive controversy can facilitate solving problems within teams and departments (Amason, 1996; De Dreu & Gelfand, 2008; Johnson et al., 2006; Tjosvold, 2008). This study contributes to our understanding of conflict management by supporting the contribution of constructive controversy to effective collaboration between departments within …show more content…
P., & Smith, K. K. (1982). Studying intergroup relations embedded in organizations. Administrative Science Quarterly, 27, 35-65.
Alper, S., Tjosvold, D., & Law, K. S. (1998). Interdependence and controversy in group decision making: Antecedents to effective self-managing teams. Organizational Behavior and Human Decision Processes, 74, 33-52.
Amason, A. C. (1996). Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams. Academy of Management Journal, 39, 123-148.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103, 411-423.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20-39.
Ashmore, R. D., Deaux, K., & McLaughlin-Volpe, T. (2004). An organizing framework for collective identity: articulation and significance of multidimensionality. Psychological Bulletin, 130, 80-114.
Aust, P. J. (2004). Communicated values as indicators of organizational identity: A method for organizational assessment and its application in a case study. Communication Studies, 55,
Structural equation results of interviews of specific incidents collected from 129 business people in China support the model that cooperative, but not competitive goals between departments induce constructive controversy dynamics among employees from different departments that in turn result in organizational task accomplishment, commitment to the organization, and confidence in working together in the future. Results further indicate that organizational identification moderated the association of competitive goal interdependence with constructive controversy such that the negative association was weaker with higher organizational identification. These results underline the positive role of organizational identification in conflict …show more content…
Correlational and structural equation results support the hypothesized model that interdepartmental goal interdependence is a significant predictor to employees between different departments engaging in constructive controversy and that constructive controversy in turn influences conflict outcomes. Results further support the theorizing that an employee’s identification with the organization moderates the association of competitive interdepartmental goal interdependence with constructive controversy.
Previous studies have documented that constructive controversy can facilitate solving problems within teams and departments (Amason, 1996; De Dreu & Gelfand, 2008; Johnson et al., 2006; Tjosvold, 2008). This study contributes to our understanding of conflict management by supporting the contribution of constructive controversy to effective collaboration between departments within …show more content…
P., & Smith, K. K. (1982). Studying intergroup relations embedded in organizations. Administrative Science Quarterly, 27, 35-65.
Alper, S., Tjosvold, D., & Law, K. S. (1998). Interdependence and controversy in group decision making: Antecedents to effective self-managing teams. Organizational Behavior and Human Decision Processes, 74, 33-52.
Amason, A. C. (1996). Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams. Academy of Management Journal, 39, 123-148.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103, 411-423.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20-39.
Ashmore, R. D., Deaux, K., & McLaughlin-Volpe, T. (2004). An organizing framework for collective identity: articulation and significance of multidimensionality. Psychological Bulletin, 130, 80-114.
Aust, P. J. (2004). Communicated values as indicators of organizational identity: A method for organizational assessment and its application in a case study. Communication Studies, 55,