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Intergroup conflict and intergroup effectiveness in organizations: theory and scale development

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Intergroup conflict and intergroup effectiveness in organizations : theory and scale development. / Richter, Andreas W.; Scully, Judy; West, Michael.

In: European Journal of Work and Organizational Psychology, Vol. 14, No. 2, 2005, p. 177-203.

Research output: Contribution to journalJournal articlepeer-review

Harvard

Richter, AW, Scully, J & West, M 2005, 'Intergroup conflict and intergroup effectiveness in organizations: theory and scale development', European Journal of Work and Organizational Psychology, vol. 14, no. 2, pp. 177-203. https://doi.org/10.1080/13594320444000263

APA

Richter, A. W., Scully, J., & West, M. (2005). Intergroup conflict and intergroup effectiveness in organizations: theory and scale development. European Journal of Work and Organizational Psychology, 14(2), 177-203. https://doi.org/10.1080/13594320444000263

Vancouver

Richter AW, Scully J, West M. Intergroup conflict and intergroup effectiveness in organizations: theory and scale development. European Journal of Work and Organizational Psychology. 2005;14(2):177-203. https://doi.org/10.1080/13594320444000263

Author

Richter, Andreas W. ; Scully, Judy ; West, Michael. / Intergroup conflict and intergroup effectiveness in organizations : theory and scale development. In: European Journal of Work and Organizational Psychology. 2005 ; Vol. 14, No. 2. pp. 177-203.

Bibtex

@article{9423b21224e248ccbf41fb6c28efd6ef,
title = "Intergroup conflict and intergroup effectiveness in organizations: theory and scale development",
abstract = "Many see the absence of conflict between groups as indicative of effective intergroup relations. Others consider its management a suitable effectiveness criterion. In this article we demarcate a different approach and propose that these views are deficient in describing effective intergroup relations. The article theorizes alternative criteria of intergroup effectiveness rooted in team representatives' subjective value judgements and assesses the psychometric characteristics of a short measure based on these criteria. Results on empirical validity suggest the measure to be a potential alternative outcome of organizational conflict. Implications for both the study of intergroup relations and conflict theory are discussed.",
author = "Richter, {Andreas W.} and Judy Scully and Michael West",
year = "2005",
doi = "10.1080/13594320444000263",
language = "English",
volume = "14",
pages = "177--203",
journal = "European Journal of Work and Organizational Psychology",
issn = "1359-432X",
publisher = "Taylor and Francis Ltd.",
number = "2",

}

RIS

TY - JOUR

T1 - Intergroup conflict and intergroup effectiveness in organizations

T2 - theory and scale development

AU - Richter, Andreas W.

AU - Scully, Judy

AU - West, Michael

PY - 2005

Y1 - 2005

N2 - Many see the absence of conflict between groups as indicative of effective intergroup relations. Others consider its management a suitable effectiveness criterion. In this article we demarcate a different approach and propose that these views are deficient in describing effective intergroup relations. The article theorizes alternative criteria of intergroup effectiveness rooted in team representatives' subjective value judgements and assesses the psychometric characteristics of a short measure based on these criteria. Results on empirical validity suggest the measure to be a potential alternative outcome of organizational conflict. Implications for both the study of intergroup relations and conflict theory are discussed.

AB - Many see the absence of conflict between groups as indicative of effective intergroup relations. Others consider its management a suitable effectiveness criterion. In this article we demarcate a different approach and propose that these views are deficient in describing effective intergroup relations. The article theorizes alternative criteria of intergroup effectiveness rooted in team representatives' subjective value judgements and assesses the psychometric characteristics of a short measure based on these criteria. Results on empirical validity suggest the measure to be a potential alternative outcome of organizational conflict. Implications for both the study of intergroup relations and conflict theory are discussed.

U2 - 10.1080/13594320444000263

DO - 10.1080/13594320444000263

M3 - Journal article

VL - 14

SP - 177

EP - 203

JO - European Journal of Work and Organizational Psychology

JF - European Journal of Work and Organizational Psychology

SN - 1359-432X

IS - 2

ER -