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Krueger KL, Diabes MA, Weingart LR. Reprint of: The psychological experience of intragroup conflict. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2023. [DOI: 10.1016/j.riob.2023.100186] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/08/2023]
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Krueger KL, Diabes MA, Weingart LR. The psychological experience of intragroup conflict. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.riob.2022.100165] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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Abstract
Why do people take revenge? This question can be difficult to answer. Vengeance seems interpersonally destructive and antithetical to many of the most basic human instincts. However, an emerging body of social scientific research has begun to illustrate a logic to revenge, demonstrating why revenge evolved in humans and when and how people take revenge. We review this evidence and suggest that future studies on revenge would benefit from a multilevel perspective in which individual acts of revenge exist within higher-level cultural systems, with the potential to instigate change in these systems over time. With this framework, we can better understand the interplay between revenge's psychological properties and its role in cultural evolution.
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Affiliation(s)
- Joshua Conrad Jackson
- Department of Psychology, University of North Carolina, Chapel Hill, North Carolina 27599, USA
| | - Virginia K. Choi
- Department of Psychology, University of Maryland, College Park, Maryland 20742, USA
| | - Michele J. Gelfand
- Department of Psychology, University of Maryland, College Park, Maryland 20742, USA
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Yip JA, Schweitzer ME, Nurmohamed S. Trash-talking: Competitive incivility motivates rivalry, performance, and unethical behavior. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2018. [DOI: 10.1016/j.obhdp.2017.06.002] [Citation(s) in RCA: 27] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Lee HW, Choi JN, Kim S. Does gender diversity help teams constructively manage status conflict? An evolutionary perspective of status conflict, team psychological safety, and team creativity. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2018. [DOI: 10.1016/j.obhdp.2017.09.005] [Citation(s) in RCA: 38] [Impact Index Per Article: 6.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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Giorgi S, Bartunek JM, King BG. A Saul Alinsky primer for the 21st century: The roles of cultural competence and cultural brokerage in fostering mobilization in support of change. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2017. [DOI: 10.1016/j.riob.2017.09.002] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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The role of leader emotion management in leader–member exchange and follower outcomes. LEADERSHIP QUARTERLY 2016. [DOI: 10.1016/j.leaqua.2015.08.007] [Citation(s) in RCA: 91] [Impact Index Per Article: 11.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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Tsai MH, Bendersky C. The Pursuit of Information Sharing: Expressing Task Conflicts as Debates vs. Disagreements Increases Perceived Receptivity to Dissenting Opinions in Groups. ORGANIZATION SCIENCE 2015. [DOI: 10.1287/orsc.2015.1025] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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MacKenzie C, Garavan TN, Carbery R. Understanding and Preventing Dysfunctional Behavior in Organizations. HUMAN RESOURCE DEVELOPMENT REVIEW 2012. [DOI: 10.1177/1534484311417549] [Citation(s) in RCA: 23] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
We review the literature on dysfunctional behavior in organizations and illuminate the potential contribution of human resource development (HRD) to manage such behavior and contribute to strong governance and compliance. The impetus for this article comes from evidence of dysfunctional behavior in banking and financial organizations in many countries in recent times. We define dysfunctional behavior at individual, organizational, and institutional levels of analysis and propose a model of HRD to address dysfunctional behavior at these levels. HRD potentially plays four key roles in the context of managing and/or preventing dysfunctional behavior: development of employee awareness and skills; effective governance of HRD practices, structures, and delivery mechanisms; development of an ethical governance culture and climate and a more far-reaching role than that of organizational governance and agency mediation that minimizes the possibility of dysfunctional organizational behavior. We conclude with a discussion of HRD research and practice implications.
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Rispens S, Greer L, Jehn KA, Thatcher SMB. Not So Bad After All: How Relational Closeness Buffers the Association Between Relationship Conflict and Helpful and Deviant Group Behaviors. NEGOTIATION AND CONFLICT MANAGEMENT RESEARCH 2011. [DOI: 10.1111/j.1750-4716.2011.00083.x] [Citation(s) in RCA: 34] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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Dijkstra MTM, Beersma B, Evers A. Reducing conflict-related employee strain: The benefits of an internal locus of control and a problem-solving conflict management strategy. WORK AND STRESS 2011. [DOI: 10.1080/02678373.2011.593344] [Citation(s) in RCA: 27] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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Isaksen SG, Ekvall G. Managing for Innovation: The Two Faces of Tension in Creative Climates. CREATIVITY AND INNOVATION MANAGEMENT 2010. [DOI: 10.1111/j.1467-8691.2010.00558.x] [Citation(s) in RCA: 101] [Impact Index Per Article: 7.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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