Positive effects of conflict: a cognitive perspective
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The motivation or pressure to maintain a consistently positive group emotion discourages dissent and constructive conflict, thereby hindering the robust information exchange and critical evaluation vital for high-quality decisions.
“This pressure discourages dissent and constructive conflict, thereby hindering the robust information exchange and critical evaluation vital for high-quality decisions (Baron, 1991, 1997; Cosier and Dalton, 1990).”
From The Groupfeel syndrome: a theory of a counterproductive group emotion (2026) · cites this paper as Baron, 1991
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What Goes Around Comes Around: How Perpetrators of Workplace Bullying Become Targets Themselves
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- Authors
- Baron, R. A.
- Affiliations
- Rensselaer Polytechnic Institute (US)
- Corresponding author
- Baron, Robert A.
- ORCID
- Baron, Robert A.
- Venue
- Employee Responsibilities and Rights Journal
- Published
- 1991-03
- Volume
- 4
- Issue
- 1
- Pages
- 25-36
- ISSN
- 0892-7545 (ISSN-L)
- 1573-3378
- OpenAlex
- W2002182719
- Cited by
- 224
- References
- 38
- Citations by year
- 2026: 4 · 2025: 3 · 2024: 7 · 2023: 6 · 2022: 5 · 2021: 10 · 2020: 10 · 2019: 26 · 2018: 10 · 2017: 7 · 2016: 11 · 2015: 2 · 2014: 8 · 2013: 16 · 2012: 12
- FWCI
- 0.00
- Type
- journal article
- Language
- en
- Open access
- closed
- Licence
- www.springer.com/tdm (tdm)
- Locations
- Employee Responsibilities and Rights Journal (publishedVersion)
- Topics
- Social Sciences › Sociology and Political Science › Conflict Management and Negotiation
- Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Keywords
- workplace conflict, managers' perceptions, human cognition, negative emotions, stereotypes, attribution, conflict management
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