Karen Jehn

Karen Jehn
University of Melbourne | MSD

About

176
Publications
191,636
Reads
How we measure 'reads'
A 'read' is counted each time someone views a publication summary (such as the title, abstract, and list of authors), clicks on a figure, or views or downloads the full-text. Learn more
21,724
Citations

Publications

Publications (176)
Article
Full-text available
Relatively little is known about how the composition of individual conflict management styles affects group functioning. This is unfortunate because, specifically in short-term project groups, this conflict management style composition may be pivotal given the strong task focus rather than establishing norms to guide or manage conflict. Therefore,...
Article
The present article explores the effects of individual task conflict asymmetry—a member’s task conflict perception relative to others on the team—on peer ratings of that member’s effectiveness. In two studies of student teams, we find that individuals who perceive more conflict than their teammates are rated as more effective team members. This eff...
Article
Full-text available
Although there are many potential benefits to diverse teams, the way in which diversity characteristics are aligned in teams may influence whether teams exploit this potential. In this experimental study, we examined the relationship between diversity composition and the process and outcome of team learning by comparing faultline teams (in which di...
Article
Full-text available
We present an integrative review and synthesis of the literature on the ways leaders become involved in conflict. Studies have investigated the effect of leaders on some aspect of group conflict but there is no compilation of research that gives us a clear understanding of when, why, and how leaders influence group conflict. An integrative review a...
Article
The types of conflict that emerge in nationally diverse teams may depend on the number and types of nationalities present in the team. We investigate the possibility that when teams have individuals from multiple different nationalities (i.e., Dutch, Swiss and Indonesian), rather than just two different nationalities (Dutch and Indonesian), perform...
Article
Third parties often react to an interpersonal conflict by taking sides. However, under the assumption that third parties are to help disputants resolve their problems, the topic of side-taking has been overlooked in the literature of conflict management. In this theoretical paper, we propose self-interest, moral, and relationship motives to explain...
Article
Purpose Personality differences may be a major reason of conflict, as well as the perception of conflict and preference for handling that conflict. This study aims to explore the role of personality traits in determining conflict and performance. The authors also studied the moderated mediated relationship between personality and performance throug...
Article
The identities of women leaders can fall under intense scrutiny; they are often confronted with other's perceptions of them—perceptions that may not be wholly accurate. Through in-depth qualitative interviews of senior women leaders working in male-dominated industries, we explore how they experience and respond to feeling misidentified (internal i...
Article
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...
Article
Although work-group diversity may have potential positive impact on team learning and performance, the way diversity characteristics are distributed, influences whether teams exploit this potential. In this quantitative field study on 52 teams in two health-care organizations, we examined the relationship between informational faultlines (the demog...
Article
Full-text available
Past research on conflict often makes the assumption that all members involved in a conflict experience the same amount of conflict. In this experimental study, we challenge this assumption and examine asymmetrical conflict perceptions; that is, the degree to which individuals involved in conflict perceive different levels of conflict. We predict a...
Chapter
Many organizations rely on teams made up of people of different nationalities, so-called global teams. While recent studies have identified that the outcomes of global teams are often hampered by team conflicts, few effective ways to prevent conflicts have been proposed. One of the main causes of conflicts in global teams are team faultlines, which...
Chapter
The basic principle outlined in this chapter is that intra-team conflict can be managed using collaboration. Intra-team conflict occurs when team members hold discrepant views or have interpersonal incompatibilities. There has been a debate in organizational research regarding whether agreement or disagreement within teams is advantageous for overa...
Article
Purpose – The purpose of this paper is to examine the effects of asymmetric perceptions of task conflict (i.e. one person experiencing more conflict than the other) on the anticipated relationship with the partner, as well as subjective and objective performance. Design/methodology/approach – In a 2 × 2 between-participants experimental design, we...
Article
Full-text available
Conflicts in the workplace have been characterized by their type (task, process, relationship), but little attention has been paid to how conflicts are expressed. We present a conceptual framework of conflict expression and argue that understanding how conflicts are expressed can help us gain new insights about the effects of conflict. We propose t...
Article
Conventional wisdom suggests that dishonesty on the part of an organization's employees has a negative effect on the organization's reputation. However, many organizations condone (or even require) dishonesty under certain circumstances. In this research of 128 airline passengers, we examine situations in which employees are perceived to be dishone...
Article
Full-text available
The development of a team situation model (TSM), a shared understanding of the current situation developed by team members moment by moment, and its impact on team effectiveness have received minor attention in team research. This study investigates a moderated mediation model including the relationship between the team learning processes of co-con...
Article
Identity asymmetry, the experience of being misidentified by others, has been theorized to have important implications for individuals at work. While the concept has been introduced and explored theoretically, it has yet to be examined empirically. Through qualitative research, we investigate if and how women leaders in male dominated organizations...
Article
Extant research on the ‘dark’ side of workplace behaviors, traits, processes (e.g. abusive supervision, aggression, narcissism, Lean) and disparity between individuals has shown that they are detrimental to productivity and general well-being. In this symposium, we examine the under explored area of the potential bright side and ameliorators of the...
Article
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...
Article
This meta-analysis of 255 independent samples (1,344 effect sizes and 28,556 participants) assessed the effects of diversity training on four training outcomes over time and across characteristics of training context, design, and participants. The results revealed an overall effect size (Hedges’s g) of .36 with the largest effect for reactions (g=....
Article
Leaders can be positive and influential, motivating people in the organization to perform at their best. Leaders can also be controlling and abusive, using their elevated status as a way to misuse power. These different leadership styles can have relative effects on the individuals that report to the leader as well as to the organization as a whole...
Article
Purpose – The aim of this paper is to present a framework that can be used to identify detrimental team processes in high reliability teams (HRTs), such as conflict, asymmetric perceptions and stress and coping appraisals, and develop interventions that eliminate these detrimental team processes. In addition, this paper suggests new directions for...
Article
Full-text available
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...
Article
Full-text available
At work, individuals have an enduring interest in how others perceive them and a fundamental desire for others to affirm and verify their salient work-related identities. Internal identity asymmetry is experienced when individuals feel misidentified— when they believe their colleagues do not recognize their work-related identities. Linking the iden...
Article
Full-text available
In a study of 32 real-life on-scene-command teams, we investigated how the early development of team situation models (TSMs, i.e., a shared understanding in teams of which actions to take) influences final team effectiveness. We used both an inter-team longitudinal approach that examines TSM development at the sample level and an intra-team longitu...
Article
Purpose – The aim of this paper is to explore whether national diversity in the form of national variety (differences in kind, e.g. number of nationalities) has a positive effect on group processes and performance whereas national separation (differences in attitudes and beliefs; i.e. social distance and national stereotypes) has a negative effect....
Book
This unique book draws together current thoughts and research in conflict management. Specifically, it brings a wealth of knowledge from authorities in the field on emerging issues such as power in conflict, cognition and emotions in conflict, leading conflict from multiple perspectives and cultural orientations, the role of context in conflict and...
Chapter
Conflicts are typically considered stressful and therefore can elicit strong physiological reactions such as increases in heart rate or blood pressure. Thus far, surprisingly little research attention has been paid to how psychophysiological stress responses affect the way conflicts are managed. In this chapter we address this issue and focus speci...
Chapter
The conflict literature has been greatly influenced by the work published by Jehn 15 years ago that introduced a task-relationship-process conflict taxonomy of intra-group conflict. However, recent work suggests limitations of this conceptualization and its accompanying measures of conflict. In this chapter, we identify five areas crucial to improv...
Article
Full-text available
Existing review studies on team learning present integrated models, suggesting general applicability to any team. However, such models neglect the influence of the team type and its developmental stages. These context-specific characteristics may create variety in team learning processes and outcomes among teams. In this theoretical contribution, w...
Article
Research on leadership has typically focused on the positive side of the phenomenon and its beneficial implications for organizations and followers. However, history and recent events, such as the collapses of Enron and Lehman Brothers, have illustrated that there are undeniably plenty of ‘dark’ leaders and that their behaviors can be disastrous fo...
Article
As individuals, we have an enduring interest and concern with how we are perceived by others. However, there is often misalignment – what we define as internal identity asymmetry – between our self-perceptions and our beliefs of how others view us. This misalignment may significantly influence an individual’s affect, cognition, perceptions of confl...
Article
Full-text available
Purpose – The purpose of this paper is to build theory and present a model of the development of conflicts in teams. Design/methodology/approach – The paper develops a conceptual model based on past theory and research. Findings – The model brings a multi-level perspective to the process of intragroup conflict by showing the mechanisms by which a...
Article
Full-text available
In this paper we argue that reciprocal expertise affirmationi.e. the mutual recognition by team members that they respect, value, and affirm each other's expertiseis positively related to team performance, but only in teams with high levels of shared expertise perceptions. Moreover, we propose that the joint effects of teams' reciprocal expertise a...
Article
Do strong demographic faultlines breed opinion polarization in work teams? We integrate two theories that have been used to explain faultline effects. The first, the approach of Lau and Murnighan [Lau DC, Murnighan JK 1998 Demographic diversity and faultlines: The compositional dynamics of organizational groups. Acad. Management Rev. 232:325–340],...
Article
Full-text available
This paper is about the development and validity testing of a context-sensitive measure of the effectiveness of multidisciplinary emergency management teams that coordinate the multidisciplinary assistance on an incident scene. The scale can assist in future research, and serve as an instrument to evaluate team effectiveness during not only actual...
Article
In this symposium we address how faultlines and team boundaries affect team processes and outcomes in multi-team systems – networks of interconnected teams. Multi-team systems (MTS) are part of business practices such as strategic alliances and mergers and acquisitions, however more research is needed to unravel the drivers of performance in MTS. T...
Article
This study examined how the outcomes of joint decision making relate to cardiovascular reactions when group members disagree about the decision to be taken. A conflict was experimentally induced during a joint decision-making task, while cardiovascular markers of challenge/threat motivational states were assessed following the biopsychosocial model...
Article
The effect of teamwork on team performance is broadly recognised in the medical field. This recognition is manifested in educational programmes in which attention to interpersonal behaviours during teamwork is growing. Conflict and power differences influence interpersonal behaviours and are marked topics in studies of group functioning in the soci...
Article
As individuals, we have an enduring interest and concern with how we are perceived and evaluated by others. However, there is often misalignment – what we define as internal identity asymmetry – between our self-perceptions and our perceptions of how others view us. These identity processes may significantly influence social behaviour and relations...
Article
We review and reconceptualize faultline activation, defined as the process by which members of a team come to perceive subgroups, and add the notion of faultline deactivation, the process of minimizing the salience of perceived subgroups in teams. We develop a typology for faultline activators and deactivators and relate this to subgroup formation,...
Article
We review and critically examine 178 articles whose authors have investigated numerous aspects of diversity training programs on campuses and in the workplace. We first examine the characteristics of the research, including sample, study method, and theoretical framework. Consistent with the training framework of Baldwin and Ford (1988) and Blume a...
Article
Conflicts occur frequently within teams. These conflicts may deal with different issues such as disagreements about the task (task conflict), disagreements about personal issues (relationship conflict), and about the distribution of responsibilities (process conflict). In this study, we present the Dutch translation and test of an instrument that a...
Article
The versatility of intrateam conflict. Construction and test of a Dutch instrument for measuring team conflict types and conflict dimensions The versatility of intrateam conflict. Construction and test of a Dutch instrument for measuring team conflict types and conflict dimensions Conflicts occur frequently within teams. These conflicts may deal wi...
Article
Full-text available
Many organizations offer their employees the opportunity to voice their opinions about work-related issues because of the positive consequences associated with offering such an opportunity. However, little attention has been given to the possibility that offering voice may have negative effects as well. We propose that negative consequences are par...
Chapter
Purpose – There are a number of ongoing debates in the organizational literature about conflict in groups and teams. We investigate two “conflicts about conflict” (i.e., two meta-conflicts) in the literature: we examine whether and under what conditions conflict in workgroups might be beneficial and we also explore the idea that group members may n...
Article
Full-text available
Past research has left unanswered the question of how to reduce the negative effects of relationship conflict in work groups. This study investigates whether relational closeness in work groups buffers the negative association between relationship conflict and two important group behaviors that are often overlooked in conflict research: group-level...
Article
Full-text available
Across two field studies, we investigate the impact of team power on team conflict and performance. Team power is based on the control of resources that enables a team to influence others in the company. We find across both studies that low-power teams outperform high-power teams. In both studies, higher levels of process conflict present in high-p...
Article
Full-text available
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...
Article
Full-text available
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 parti...
Article
Full-text available
By integrating literature on group faultlines, organizational cultures, and value congruence, this research presents a framework that explains how cultural alignment across organizational levels may influence the relationship between faultlines and performance. The hypotheses were tested using representatively sampled multisource qualitative and qu...
Article
We examine the antecedents and consequences of an often ignored aspect of workgroup conflict – asymmetric conflict perceptions – on the effectiveness of individuals in workgroups and the workgroups themselves. We tested our hypotheses on 89 workgroups. We found that conflict asymmetry (a member perceiving more or less conflict than other group memb...
Article
In this study we present a multilevel cultural faultline model depicting the effect of faultlines in terms of national and organizational culture and personality on team conflict in offshore outsourcing teams. Some studies have addressed faultline activation, the process of triggering social categorization based on the salience of faultlines. Howev...
Article
Purpose – Negotiations can be stressful, yet are unavoidable in many organizations. Members of organizational workgroups for instance need to negotiate about issues such as task division and different ideas on how to complete a project. Until recently little research effort has been directed to understanding negotiators' stress responses. Similarly...
Article
Full-text available
The purpose of this research is to develop a conceptually and methodologically sound measure of group faultlines (demographic alignment of members along multiple attributes within a group). This measure takes into account the concept of faultline strength (the extent of a demographic alignment across members within a group) and, thus far neglected...
Article
Full-text available
Person-organization fit (P-O fit) is often measured by the congruence of a person’s values and the values that he or she ascribes to the organization. A popular instrument used in this context is the Organizational Culture Profile (OCP; O’Reilly, Chatman, & Caldwell, 1991). The OCP uses 54 items that form eight factors in exploratory factor analysi...
Article
Our main research question is how will the asymmetry of conflict between two parties involved in mediation affect the outcomes of the mediation? Conflict asymmetry is the difference in perceptions of conflict among the parties; that is, one person experiences high levels of conflict whereas the other person perceives that there is little or no conf...
Article
Full-text available
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...
Article
To understand the relationship between national diversity and conflict types (relationship and task conflict) in multinational workgroups, we examined group members’ nationalistic attitudes regarding outgroup derogation and ingroup preference. A sample of 131 employees in multinational workgroups was used to examine our hypotheses. A moderating eff...
Article
Full-text available
The article examines how different factors affect the development of perceived expertise affirmation for individual team members and for teams as a whole. A multilevel model is developed and tested to provide insights into the development and effects of positive identities at work by focusing on the affirmation of expertise as a key component of th...
Article
Full-text available
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...
Article
We examine the consequences of an often ignored aspect of work group conflict— asymmetric conflict perceptions—for the effectiveness of individuals and groups. Tests of our multilevel hypotheses using data on 51 work groups showed that group conflict asymmetry (the degree to which members differ in perceptions of the level of conflict in their grou...
Article
One main goal of this study is to investigate the differences in the types and consequences of conflicts that couples in dual career and commuting situations experience. We investigate how the differences in conflict perceptions between relationship partners (i.e., conflict asymmetry) affects family and workrelated outcomes in different manners in...
Article
Fifteen years ago, Jehn’s (1995; 1997) investigations of conflict types (task, relationship and process conflict) attempted to resolve the paradox of intra-group conflict by examining the distinct effects of each conflict type. Although this work has greatly enhanced the field’s understanding of the role of conflict in groups, the body of subsequen...
Article
We examined the moderating roles of similarity preference and respect in the relationship between racioethnic diversity and efficiency. Cross-cultural data from 3 samples was used to examine our set of hypotheses. Racioethnic diversity interacted with similarity preference and respect such that similarity preference decreased efficiency and perceiv...
Article
This research examines the effects of group faultline activation on coalition formation, conflict, and group outcomes. We distinguish between dormant faultlines (potential faultlines based on demographic characteristics) and activated group faultlines (members actually perceive subgroups based on the demographic characteristics) and hypothesize tha...
Article
Full-text available
Purpose In this study, we investigated the commitment of cultural minorities and majorities in organizations. We examined how contextual factors, such as pressure to conform and leadership styles, affect the commitment of minority and majority members. Design/Methodology/Approach A field study was conducted on 107 employees in a large multinational...
Article
In this article, we demonstrate that physiological reactions to a conflict affect the way individuals manage their conflicts and, in effect, how the conflict affects decision making. Instead of a uniform positive or negative conflict-performance relationship, we show that a task-related team conflict can be functional when it is perceived, and phys...