The possibility of opportunistic behavior where partners pursue their self-interests with guile threatens relationships, disrupts work accomplishment, and frustrates future collaboration in the supply chain. This study hypothesizes that opportunism is not just the result of people’s pursuit of...

Conflict and trust have typically been considered if not opposites at least incompatible. However, recent studies have suggested that managing conflict cooperatively can strengthen trust. This paper argues that this research helps us understand and appreciate trust’s critical role and how it...

Although an emphasis on teams and an emphasis on individuals are often considered mutually exclusive, teams depend upon the skill and effort of individual team members. In addition, teams can support and encourage individuals to perform effectively. Team capability to help individual team...

Considerable research has suggested that because of persistent cognitive biases organizations often lack the ability and discipline to take risks effectively. However, group members who discuss their opposing views openly for mutual benefit (constructive controversy) may be able to manage risks...

Collectivist values have been thought to induce conflict avoidance but the evidence supporting this argument has been correlational. In an experiment with 80 participants in South China, protagonists with opposing views in organizations that valued collectivism, compared to individualism, were...

Top management teams may be critical for developing organizations that can keep abreast of marketplace changes and innovate. Several streams of strategy research have argued that conflict and diversity promote top management team effectiveness. This study proposes that how top management teams...

Researchers interested in the positive side of power and managers seeking to develop a competent, committed workforce want to understand the conditions when managers use their power to assist and aid employees. The interdependence in which power occurs in organizations was theorized to impact...

Although mistakes may have considerable potential for learning, previous research has emphasized that organizational members are often defensive when their mistakes are pointed out and will even continue with their present course of action despite growing costs. Recent research has shown that...

The open-minded discussion of opposing views may characterize effective inter-departmental relations. Working in diverse organizations in China, CEOs indicated their participation, people, and productivity values and Vice-Presidents indicated the constructive controversy of their departments and...

This experiment demonstrated that managers' structuring controversy, especially in a competitive context, encouraged greater exploration of the problem and higher quality decisions than concurrence seeking. However, this competitive approach to controversy disrupted the relationships among the...