Although personal resources support adjustment during hard times at work, social resources can have comparable influence in preventing the negative impact of adverse circumstances (Hobfoll 2001, 2002). This study investigates the contribution of both individual and group level positivity, a personal resource, in perceived intragroup conflict. Data on positivity and perceived intragroup conflict were collected from 140 employees belonging to 14 different groups at two different organizations and were analyzed using the Group Actor-Partner Interdependence Model (Kenny et al. 2012). Results showed that, in the case of low others’ positivity, high (vs. low) individual positivity led to lower intragroup conflict. However, when others’ positivity was high, there was no difference in reported intragroup conflict for high and low positive individuals. Findings highlighted the importance of a positive social environment in determining individual adjustment at work. Future research can address how the beneficial effect of positivity on intragroup conflict may transport on important organizational outcomes. Ultimately, this study suggests that organizations should sustain positivity, at both the individual and the group levels.

Theodorou, A., Livi, S., Alessandri, G., Pierro, A., Caprara, G.V. (2021). I don’t feel positive, but you are: every issue can be settled! The role of self and others’ positivity in the perception of intragroup conflict at work. CURRENT PSYCHOLOGY [10.1007/s12144-019-00502-8].

I don’t feel positive, but you are: every issue can be settled! The role of self and others’ positivity in the perception of intragroup conflict at work

Theodorou A.;Livi S.;
2021-01-01

Abstract

Although personal resources support adjustment during hard times at work, social resources can have comparable influence in preventing the negative impact of adverse circumstances (Hobfoll 2001, 2002). This study investigates the contribution of both individual and group level positivity, a personal resource, in perceived intragroup conflict. Data on positivity and perceived intragroup conflict were collected from 140 employees belonging to 14 different groups at two different organizations and were analyzed using the Group Actor-Partner Interdependence Model (Kenny et al. 2012). Results showed that, in the case of low others’ positivity, high (vs. low) individual positivity led to lower intragroup conflict. However, when others’ positivity was high, there was no difference in reported intragroup conflict for high and low positive individuals. Findings highlighted the importance of a positive social environment in determining individual adjustment at work. Future research can address how the beneficial effect of positivity on intragroup conflict may transport on important organizational outcomes. Ultimately, this study suggests that organizations should sustain positivity, at both the individual and the group levels.
Theodorou, A., Livi, S., Alessandri, G., Pierro, A., Caprara, G.V. (2021). I don’t feel positive, but you are: every issue can be settled! The role of self and others’ positivity in the perception of intragroup conflict at work. CURRENT PSYCHOLOGY [10.1007/s12144-019-00502-8].
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11590/399697
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