Karen A Jehn
Dados Biográficos
| ID | 174911 |
|---|---|
| NOME | Karen A Jehn |
| PRENOMES | Karen A |
| SOBRENOME | Jehn |
| ASSINATURA | JEHN K A |
| AFILIAÇÕES | University of Pennsylvania |
| ORCID | 0000-0002-6325-1347 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 26 |
| TOTAL DE CITAÇÕES | 168 |
| TOTAL COMO AUTOR | 25 |
| TOTAL COMO EDITOR | 1 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1991 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2022 |
| ÍNDICE H | 6 |
On alliance teams
With organizations working together more readily than ever before, it is becoming increasingly common to have teams of individuals from different organizations. These “alliance teams” bring together people across organizations to achieve collaborative outcomes. There is a lack of consensus among researchers on how to conceptualize an alliance team and fragmentation of the research across fields and theoretical perspectives has inhibited the devel…
A review of perceived diversity in teams
In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point …
A meta-analytical integration of over 40 years of research on diversity training evaluation
This meta-analysis of 260 independent samples assessed the effects of diversity training on 4 training outcomes over time and across characteristics of training context, design, and participants. Models from the training literature and psychological theory on diversity were used to generate theory-driven predictions. The results revealed an overall effect size (Hedges g) of .38 with the largest effect being for reactions to training and cognitive…
Handbook of Conflict Management Research
While various scholars have examined the multi-level properties of conflict and leadership, fewer studies have investigated the influence of leadership on differing forms of conflict across multiple levels and cultures. In this chapter, we discuss transformational leadership and its potential to trigger or minimize both cognitive and affective conflict across multiple organizational levels. Additionally, we also discuss how national culture might…
Understanding the physical environment of work and employee behavior
Despite the fact that so many employees in the modern industrialized world work in office settings, organizational behavior researchers to date have been slow to recognize how important it is to study the effects of the physical work environment on office workers. Consequently, we have yet to form a clear understanding of the connection between the workplace physical environment and office workers' behaviors and outcomes. In this essay, therefore…
The paradox of intragroup conflict
Since the meta-analysis by De Dreu and Weingart (2003b) on the effects of intragroup conflict on group outcomes, more than 80 new empirical studies of conflict have been conducted, often investigating more complex, moderated relationships between conflict and group outcomes, as well as new types of intragroup conflict, such as process conflict. To explore the trends in this new body of literature, we conducted a meta-analysis of 116 empirical stu…
A Multimethod Approach to the Study of Sensitive Organizational Issues
Sensitive organizational issues such as conflict, lying and deceit, and personal health issues are difficult to investigate because of their complex, elusive, and sometimes threatening nature as well as their potential consequences. In this article, an approach is presented that uses triangulation of multiple quantitative and qualitative methods to investigate sensitive organizational issues. This study of organizational conflict illustrates spec…
Believing shapes seeing
Previous research has suggested that diversity effects depend on how group members perceive their group’s composition. However, what determines how diversity is perceived is unclear. We argue that the way in which group members construe their group’s diversity is shaped by group members’ beliefs about the value in diversity. Focusing on groups with objective subgroups, we show in two studies that the more group members value diversity, the more l…
From the outside in
Contrary to much boundary spanning research, we examined the negative consequences of boundary spanning contact in multi‐organizational contexts. Results from a sample of 833 Dutch peacekeepers show that employees' boundary spanning contact with members of other organizations was associated with reports of negative relationships with external parties (e.g., work‐specific problems, culture‐specific problems). These negative relationships also had …
Using triangulation to validate themes in qualitative studies
Purpose The purpose of this paper is to provide instructional guidance on how to increase validity and reduce subjectivity in qualitative studies, such as grounded theory. The paper also demonstrates how different techniques can help management research by including informants/managers in a time efficient way. Design/methodology/approach This paper describes how three complementary triangulation methods can be used for validation and exploration …
The Effects of Conflict Types, Dimensions, and Emergent States on Group Outcomes
A field study of group diversity, workgroup context, and performance
We explore how the context of an organizational workgroup affects the relationship between group diversity and various performance outcomes. In particular, we theorize and empirically examine the moderating effects of three categories of workgroup context variables: cultures (people‐ and competition‐oriented), strategies (stability‐, growth‐ and customer‐oriented), and human resource practices (diversity‐ and training‐oriented). We perform analys…
Cracks in Diversity Research
Differential effects of strain on two forms of work performance
In this research, we develop and test a model of the links between psychological strain (subjective experiences of feeling conflict and tension) and work performance. Our model includes two types of strain (work strain and home strain) and two forms of work performance (quantity of individual sales performance and creativity). Thus we acknowledge the importance of work and non‐work sources of strain as well as the multidimensional nature of work …
The Influence of Proportional and Perceptual Conflict Composition on Team Performance
Past conflict research and theory has provided insight into the types of conflict and styles of conflict resolution in organizations and groups. A second generation of conflict research is now needed that recognizes that the type of conflict present in a group relative to the other types present (proportional conflict composition) and the amount of conflict perceived relative to the amount perceived by other members (perceptual conflict compositi…
Why Differences Make a Difference
A multimethod field study of 92 workgroups explored the influence of three types of workgroup diversity (social category diversity, value diversity, and informational diversity) and two moderators (task type and task interdependence) on workgroup outcomes. Informational diversity positively influenced group performance, mediated by task conflict. Value and social category diversity, task complexity, and task interdependence all moderated this eff…
To Agree or Not to Agree
In this quasi‐experimental study we investigate value congruence and demographic dissimilarity among group members as factors which influence various types of conflict within workgroups. We also examine whether it is beneficial for members to be different or alike, to agree or disagree, in order to foster work group productivity. Results indicate that visible individual demographic differences (i.e., sex, age) increase relationship conflict, whil…
A Qualitative Analysis of Conflict Types and Dimensions in Organizational Groups
I thank the interviewed organizational members for their assistance and patience and Jonathon Blake, Roxanne Jones-Toler, Keith Murnighan, and Keith Weigelt for their assistance on this paper. This paper presents a multifaceted qualitative investigation of everyday conflict in six organizational work teams. Repeated interviews and on-site observations provide data on participants' perceptions, behaviors, and their own analyses of their conflicts,…
Analyzing harsh words in a sensitive setting
This paper demonstrates the use of computer-aided text analysis to investigate a sensitive issue in organizations: hostile conflict. The context is American expatriate managers in the People's Republic of China. The text analyzed is from interviews of American expatriate managers describing conflicts with other Americans in the Sino–American joint venture and with their Chinese counterparts in the joint venture. We use interpretive categorization…
Interpersonal relationships and task performance
This study used multiple methods to examine group processes (information sharing, morale building, planning, critical evaluation, commitment, monitoring, and cooperation) that mediate the effect of relationship level on group performance. The study uses a 2 by 2 experimental design, crossing relationship (friendship vs. acquaintance) as a between-subjects variable and task type (decision making vs. motor) as a within-subject variable. Fifty-three…
Developing Categories for Interview Data
Developing Categories from Interview Data
A Multimethod Examination of the Benefits and Detriments of Intragroup Conflict
I would like to thank Jennifer A. Chatman, Margaret Neale, Elizabeth Weldon, Dawn lacobucci, and Oswald Werner for comments on earlier drafts. I would also like to thank Linda Pike for her tremendous help, as well as Robert I. Sutton and three anonymous reviewers. This study examines the structure of 105 work groups and management teams to address the question of whether conflict can be beneficial. Multiple methods were used to examine the effect…
Enhancing Effectiveness
This study investigates the benefits and detriments of emotional and task‐related conflict in work groups. Group value consensus (GVC), or the extent to which group members share values, and group value fit (GVF), or the degree to which the culture of the group matches the ideal culture envisioned by external parties with control over the group, are hypothesized to decrease conflict. In examining 88 workgroups performing comparable organizational…
Hapax Legomenon II
Using triangulation to validate themes in qualitative studies
Purpose The purpose of this paper is to provide instructional guidance on how to increase validity and reduce subjectivity in qualitative studies, such as grounded theory. The paper also demonstrates how different techniques can help management research by including informants/managers in a time efficient way. Design/methodology/approach This paper describes how three complementary triangulation methods can be used for validation and exploration …
A meta-analytical integration of over 40 years of research on diversity training evaluation
This meta-analysis of 260 independent samples assessed the effects of diversity training on 4 training outcomes over time and across characteristics of training context, design, and participants. Models from the training literature and psychological theory on diversity were used to generate theory-driven predictions. The results revealed an overall effect size (Hedges g) of .38 with the largest effect being for reactions to training and cognitive…
A field study of group diversity, workgroup context, and performance
We explore how the context of an organizational workgroup affects the relationship between group diversity and various performance outcomes. In particular, we theorize and empirically examine the moderating effects of three categories of workgroup context variables: cultures (people‐ and competition‐oriented), strategies (stability‐, growth‐ and customer‐oriented), and human resource practices (diversity‐ and training‐oriented). We perform analys…
Interpersonal relationships and task performance
This study used multiple methods to examine group processes (information sharing, morale building, planning, critical evaluation, commitment, monitoring, and cooperation) that mediate the effect of relationship level on group performance. The study uses a 2 by 2 experimental design, crossing relationship (friendship vs. acquaintance) as a between-subjects variable and task type (decision making vs. motor) as a within-subject variable. Fifty-three…
Differential effects of strain on two forms of work performance
In this research, we develop and test a model of the links between psychological strain (subjective experiences of feeling conflict and tension) and work performance. Our model includes two types of strain (work strain and home strain) and two forms of work performance (quantity of individual sales performance and creativity). Thus we acknowledge the importance of work and non‐work sources of strain as well as the multidimensional nature of work …
Believing shapes seeing
Previous research has suggested that diversity effects depend on how group members perceive their group’s composition. However, what determines how diversity is perceived is unclear. We argue that the way in which group members construe their group’s diversity is shaped by group members’ beliefs about the value in diversity. Focusing on groups with objective subgroups, we show in two studies that the more group members value diversity, the more l…
Understanding the physical environment of work and employee behavior
Despite the fact that so many employees in the modern industrialized world work in office settings, organizational behavior researchers to date have been slow to recognize how important it is to study the effects of the physical work environment on office workers. Consequently, we have yet to form a clear understanding of the connection between the workplace physical environment and office workers' behaviors and outcomes. In this essay, therefore…
A Multimethod Approach to the Study of Sensitive Organizational Issues
Sensitive organizational issues such as conflict, lying and deceit, and personal health issues are difficult to investigate because of their complex, elusive, and sometimes threatening nature as well as their potential consequences. In this article, an approach is presented that uses triangulation of multiple quantitative and qualitative methods to investigate sensitive organizational issues. This study of organizational conflict illustrates spec…
From the outside in
Contrary to much boundary spanning research, we examined the negative consequences of boundary spanning contact in multi‐organizational contexts. Results from a sample of 833 Dutch peacekeepers show that employees' boundary spanning contact with members of other organizations was associated with reports of negative relationships with external parties (e.g., work‐specific problems, culture‐specific problems). These negative relationships also had …
Developing Categories from Interview Data
Processes that mediate the relationship between a group goal and improved group performance
The relationships between the level of a group performance goal for quantity, group process, and group performance were assessed. Forty groups of 3 people performed 3 trials of a production task. One half of the groups were assigned a low goal for Sessions 2 and 3, and one half were assigned a high goal. To measure group process, videotapes of each group were analyzed and self-reports of behavior were collected. A significant difference in perfor…
On alliance teams
With organizations working together more readily than ever before, it is becoming increasingly common to have teams of individuals from different organizations. These “alliance teams” bring together people across organizations to achieve collaborative outcomes. There is a lack of consensus among researchers on how to conceptualize an alliance team and fragmentation of the research across fields and theoretical perspectives has inhibited the devel…
Developing Categories for Interview Data
Processes that mediate the relationship between a group goal and improved group performance
The relationships between the level of a group performance goal for quantity, group process, and group performance were assessed. Forty groups of 3 people performed 3 trials of a production task. One half of the groups were assigned a low goal for Sessions 2 and 3, and one half were assigned a high goal. To measure group process, videotapes of each group were analyzed and self-reports of behavior were collected. A significant difference in perfor…
Hapax Legomenon II
Enhancing Effectiveness
This study investigates the benefits and detriments of emotional and task‐related conflict in work groups. Group value consensus (GVC), or the extent to which group members share values, and group value fit (GVF), or the degree to which the culture of the group matches the ideal culture envisioned by external parties with control over the group, are hypothesized to decrease conflict. In examining 88 workgroups performing comparable organizational…
A Multimethod Examination of the Benefits and Detriments of Intragroup Conflict
I would like to thank Jennifer A. Chatman, Margaret Neale, Elizabeth Weldon, Dawn lacobucci, and Oswald Werner for comments on earlier drafts. I would also like to thank Linda Pike for her tremendous help, as well as Robert I. Sutton and three anonymous reviewers. This study examines the structure of 105 work groups and management teams to address the question of whether conflict can be beneficial. Multiple methods were used to examine the effect…
Developing Categories from Interview Data
To Agree or Not to Agree
In this quasi‐experimental study we investigate value congruence and demographic dissimilarity among group members as factors which influence various types of conflict within workgroups. We also examine whether it is beneficial for members to be different or alike, to agree or disagree, in order to foster work group productivity. Results indicate that visible individual demographic differences (i.e., sex, age) increase relationship conflict, whil…
A Qualitative Analysis of Conflict Types and Dimensions in Organizational Groups
I thank the interviewed organizational members for their assistance and patience and Jonathon Blake, Roxanne Jones-Toler, Keith Murnighan, and Keith Weigelt for their assistance on this paper. This paper presents a multifaceted qualitative investigation of everyday conflict in six organizational work teams. Repeated interviews and on-site observations provide data on participants' perceptions, behaviors, and their own analyses of their conflicts,…
Analyzing harsh words in a sensitive setting
This paper demonstrates the use of computer-aided text analysis to investigate a sensitive issue in organizations: hostile conflict. The context is American expatriate managers in the People's Republic of China. The text analyzed is from interviews of American expatriate managers describing conflicts with other Americans in the Sino–American joint venture and with their Chinese counterparts in the joint venture. We use interpretive categorization…
Interpersonal relationships and task performance
This study used multiple methods to examine group processes (information sharing, morale building, planning, critical evaluation, commitment, monitoring, and cooperation) that mediate the effect of relationship level on group performance. The study uses a 2 by 2 experimental design, crossing relationship (friendship vs. acquaintance) as a between-subjects variable and task type (decision making vs. motor) as a within-subject variable. Fifty-three…
Developing Categories for Interview Data
Why Differences Make a Difference
A multimethod field study of 92 workgroups explored the influence of three types of workgroup diversity (social category diversity, value diversity, and informational diversity) and two moderators (task type and task interdependence) on workgroup outcomes. Informational diversity positively influenced group performance, mediated by task conflict. Value and social category diversity, task complexity, and task interdependence all moderated this eff…
The Influence of Proportional and Perceptual Conflict Composition on Team Performance
Past conflict research and theory has provided insight into the types of conflict and styles of conflict resolution in organizations and groups. A second generation of conflict research is now needed that recognizes that the type of conflict present in a group relative to the other types present (proportional conflict composition) and the amount of conflict perceived relative to the amount perceived by other members (perceptual conflict compositi…
Differential effects of strain on two forms of work performance
In this research, we develop and test a model of the links between psychological strain (subjective experiences of feeling conflict and tension) and work performance. Our model includes two types of strain (work strain and home strain) and two forms of work performance (quantity of individual sales performance and creativity). Thus we acknowledge the importance of work and non‐work sources of strain as well as the multidimensional nature of work …
Cracks in Diversity Research
A field study of group diversity, workgroup context, and performance
We explore how the context of an organizational workgroup affects the relationship between group diversity and various performance outcomes. In particular, we theorize and empirically examine the moderating effects of three categories of workgroup context variables: cultures (people‐ and competition‐oriented), strategies (stability‐, growth‐ and customer‐oriented), and human resource practices (diversity‐ and training‐oriented). We perform analys…
The Effects of Conflict Types, Dimensions, and Emergent States on Group Outcomes
Using triangulation to validate themes in qualitative studies
Purpose The purpose of this paper is to provide instructional guidance on how to increase validity and reduce subjectivity in qualitative studies, such as grounded theory. The paper also demonstrates how different techniques can help management research by including informants/managers in a time efficient way. Design/methodology/approach This paper describes how three complementary triangulation methods can be used for validation and exploration …
A Multimethod Approach to the Study of Sensitive Organizational Issues
Sensitive organizational issues such as conflict, lying and deceit, and personal health issues are difficult to investigate because of their complex, elusive, and sometimes threatening nature as well as their potential consequences. In this article, an approach is presented that uses triangulation of multiple quantitative and qualitative methods to investigate sensitive organizational issues. This study of organizational conflict illustrates spec…
Believing shapes seeing
Previous research has suggested that diversity effects depend on how group members perceive their group’s composition. However, what determines how diversity is perceived is unclear. We argue that the way in which group members construe their group’s diversity is shaped by group members’ beliefs about the value in diversity. Focusing on groups with objective subgroups, we show in two studies that the more group members value diversity, the more l…
From the outside in
Contrary to much boundary spanning research, we examined the negative consequences of boundary spanning contact in multi‐organizational contexts. Results from a sample of 833 Dutch peacekeepers show that employees' boundary spanning contact with members of other organizations was associated with reports of negative relationships with external parties (e.g., work‐specific problems, culture‐specific problems). These negative relationships also had …
The paradox of intragroup conflict
Since the meta-analysis by De Dreu and Weingart (2003b) on the effects of intragroup conflict on group outcomes, more than 80 new empirical studies of conflict have been conducted, often investigating more complex, moderated relationships between conflict and group outcomes, as well as new types of intragroup conflict, such as process conflict. To explore the trends in this new body of literature, we conducted a meta-analysis of 116 empirical stu…
Handbook of Conflict Management Research
While various scholars have examined the multi-level properties of conflict and leadership, fewer studies have investigated the influence of leadership on differing forms of conflict across multiple levels and cultures. In this chapter, we discuss transformational leadership and its potential to trigger or minimize both cognitive and affective conflict across multiple organizational levels. Additionally, we also discuss how national culture might…
Understanding the physical environment of work and employee behavior
Despite the fact that so many employees in the modern industrialized world work in office settings, organizational behavior researchers to date have been slow to recognize how important it is to study the effects of the physical work environment on office workers. Consequently, we have yet to form a clear understanding of the connection between the workplace physical environment and office workers' behaviors and outcomes. In this essay, therefore…
A review of perceived diversity in teams
In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point …
A meta-analytical integration of over 40 years of research on diversity training evaluation
This meta-analysis of 260 independent samples assessed the effects of diversity training on 4 training outcomes over time and across characteristics of training context, design, and participants. Models from the training literature and psychological theory on diversity were used to generate theory-driven predictions. The results revealed an overall effect size (Hedges g) of .38 with the largest effect being for reactions to training and cognitive…
Psychology (24 obras) · Social Psychology (19 obras) · Conflict Management and Negotiation (14 obras) · Computer Science (13 obras) · Sociology (9 obras) · Gender Diversity and Inequality (8 obras) · Job Satisfaction and Organizational Behavior (8 obras) · Political science (8 obras) · Team Dynamics and Performance (8 obras) · Social Psychology (7 obras)