PAP0190 - Intragroup conflict and effectiveness: the moderate role of group emotional intelligence

Conflict plays a part in every group dynamic and it is a phenomenon inherent to any organization (Dimas, Lourenço & Miguez, 2005). A lot of research has been done about the impact of intragroup conflict on team effectiveness (e.g., Dimas, 2007; Jehn, 1995, 1997; Jehn & Mannix, 2001; Passos & Caetano, 2005), however the results have been inconsistent. With our study we intended to contribute for a better understanding of the relationship between intragroup conflict (task and relationship conflict) and team effectiveness (team performance and satisfaction) by adopting a contigencial approach with the main purpose of testing the role of group emotional intelligence (GEI) as a moderating variable in that relationship. GEI is already seen as a key feature in a successful team (c.f., Druskat & Wolff, 2001a; Goleman, Boyatzis & McKee, 2002) and is linked to group conflict (Ayoko, Callan & Hartel, 2008). Druskat and Wolff (2001a, 2001b) highlight that GEI concerns the group's ability to develop rules to manage their emotional processes and they presented a Model of GIE with six dimensions divided through three levels of analysis. Each one of the dimensions includes several GEI norms that allow the team to achieve a higher effectiveness (Druskat & Wolff, 2001a). As for conflict, Dimas et al. (2005) defined it as "(...) a divergence of perspectives, perceived as generating tension at least by one of the parties involved in the interaction" (p. 106). Intragroup conflict is usually divided in task conflict – awareness of disagreements about the tasks (Jehn, 1997) and relationship conflict – interpersonal incompatibilities (Jehn & Bendersky, 2003). Despite of the new vision of task conflict as having a positive impact on team effectiveness, the empirical results on the relationship between intragroup conflict and effectiveness are not conclusive (De Dreu & Weingart, 2003). Therefore we conducted a non-experimental research with a sample of 72 working teams from different functions and organizational contexts. Our results showed that task conflict had a negative impact on both team outcomes, but our findings also suggest that this impact may be changed when we take into account group regulation of members (dimension of GEI), specifically if the team has high levels on that dimension. In that case when task conflict increases, team performance also increases. We found some support for the positive impact of GEI on team outcomes, since the dimensions of group social awareness/skills and group self-regulation had a positive impact in team satisfaction, whereas group self-awareness had a positive impact on team performance. However, we found an unexpected negative impact of group regulation of members on team performance. Our findings provide some insights into the role played by GEI in working teams suggesting that it is an important variable for improving team effectiveness. More research is needed in this area.

TERESA COELHO ANTUNES
teresa.c.antunes@gmail.com
Faculdade de Psicologia e Ciências da Educação
Universidade de Coimbra
Rua do Colégio Novo
Apartado 6153
3001-802 Coimbra PORTUGAL

Teresa Coelho Antunes is a master student of the European Master of Work, Organizational and Personnel Psychology – Erasmus Mundus Programme at the University of Coimbra. Her current research interests include workgroups, intragroup conflict, emotions in the group and creativity in groups.

ISABEL DÓRDIO DIMAS
idimas@ua.pt
Escola Superior de Tecnologia e Gestão de Águeda
Universidade de Aveiro
Apartado 473
3754 – 909 Águeda PORTUGAL
Phone: (+351) 234 611 500
Fax: (+351) 234 611 540

Isabel Dórdio Dimas is an Assistant Professor of Organizational Psychology at University of Aveiro (Portugal) and a collaborator and researcher at University of Coimbra. She earned her PhD in Organizational Psychology from the University of Coimbra. Her current research interests include workgroups, intragroup conflict, conflict management, diversity and emotions in the group. She has written several academic papers within these fields. She is also a member of the team of the Tordesillas Doctoral College in Work, Organizational, and Personnel Psychology.

PAULO RENATO LOURENÇO
Faculdade de Psicologia e Ciências da Educação
Universidade de Coimbra
Rua do Colégio Novo
Apartado 6153
3001-802 Coimbra PORTUGAL

Paulo Renato Lourenço is an Assistant Professor of Work, Organizational and Personnel Psychology at the Coimbra University (Portugal). He earned his PhD in Work and Organizational Psychology from the University of Coimbra. His current research interests include work teams, effectiveness, conflict management and leadership. He has written several academic papers about these topics (Leadership and effectiveness: a revisited relationship, Conflict and group/team development: an integrated approach, From plurality to bi-dimensionality of group effectiveness) and he is a member of the Coordination Team of the European Master on Work, Organizational, and Personnel Psychology (WOP-P) - Erasmus Mundus Programme, in Coimbra, and also a member of the Coordination Team of the College Doctoral Tordesillas (CDT) in Work, Organizational, and Personnel Psychology.