Reducing Relationship Conflict in Virtual Teams With Diversity Faultlines: The Effect of an Online Affect Management Intervention on the Rate of Growth of Team Resilience
The aim of this study was to analyze the effect of an online affect management intervention on relationship conflict through the rate of growth of team resilience in virtual teams with diversity faultlines. Fifty-two 4-person teams participated in a randomized controlled trial design with repeated m...
| Authors: | ; ; ; ; |
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| Format: | Article |
| Status: | Accepted version |
| Publication date: | 2020 |
| Country: | España |
| Institution: | Universitat Oberta de Catalunya (UOC) |
| Repository: | O2, repositorio institucional de la UOC |
| OAI Identifier: | oai:openaccess.uoc.edu:10609/146989 |
| Online Access: | https://hdl.handle.net/10609/146989 http://doi.org/10.1177/0894439320907575 |
| Access Level: | Open access |
| Keyword: | affect management intervention team faultlines team resilience relationship conflict virtual teams afectar la intervenció de la direcció falles de l'equip resiliència de l'equip conflicte de relació equips virtuals afectar la intervención de gestión fallas del equipo resiliencia del equipo conflicto de relaciones equipos virtuales teams in the workplace treball en equip grupos de trabajo |
| Summary: | The aim of this study was to analyze the effect of an online affect management intervention on relationship conflict through the rate of growth of team resilience in virtual teams with diversity faultlines. Fifty-two 4-person teams participated in a randomized controlled trial design with repeated measures (i.e., three measurement occasions). Teams were randomly assigned to either an intervention designed to help them manage emotions in virtual teams or a control condition. Our findings showed that affect management can reduce the level of relationship conflict in virtual teams with diversity faultlines and that this effect can be explained by the pattern of change in team resilience in response to the intervention. This study contributes to past research on identifying ways to prevent or mitigate team conflicts arising from diversity faultlines. |
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