Can voice harm team performance?: The role of relationship conflict and trust

dc.contributor.advisorChen, Giladen_US
dc.contributor.authorBaker, Bradley Edwarden_US
dc.contributor.departmentBusiness and Management: Management & Organizationen_US
dc.contributor.publisherDigital Repository at the University of Marylanden_US
dc.contributor.publisherUniversity of Maryland (College Park, Md.)en_US
dc.date.accessioned2018-09-12T05:36:52Z
dc.date.available2018-09-12T05:36:52Z
dc.date.issued2018en_US
dc.description.abstractDespite research substantiating the idea that when team members voice ideas and suggestions their team can perform better, some scholars have warned that voice can also harm team performance. Yet, our understanding of when, why, and how voice can undermine team functioning is still limited. Attempting to address these research gaps, I integrate and build on threat rigidity theory and regulatory focus theory to propose that the reason why voice has the potential to undermine team performance is because it can trigger relationship conflict – and that prohibitive voice, as compared to promotive voice, has a greater potential to trigger relationship conflict, especially when team trust is low. I test this theory using a time-lagged, laboratory study with 87 teams, as well as a time-lagged, multi-source field study with 49 teams of U.S. Air Force officers. Across studies, I largely do not find support for my hypotheses. For example, opposite of my predictions, it appears that both promotive and prohibitive voice have either a non-significant or negative effect on relationship conflict; however, I find partial support for the hypothesis that trust moderates the relationship between prohibitive voice and relationship conflict. Despite these mixed findings, this research contributes to the voice, teams, relationship conflict, and trust literatures by empirically investigating whether voice can undermine team performance.en_US
dc.identifierhttps://doi.org/10.13016/M2M61BT2J
dc.identifier.urihttp://hdl.handle.net/1903/21218
dc.language.isoenen_US
dc.subject.pqcontrolledOrganizational behavioren_US
dc.subject.pquncontrolledrelationship conflicten_US
dc.subject.pquncontrolledteamsen_US
dc.subject.pquncontrolledtrusten_US
dc.subject.pquncontrolledvoiceen_US
dc.titleCan voice harm team performance?: The role of relationship conflict and trusten_US
dc.typeDissertationen_US

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