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The purpose of this paper is to introduce and test a model of group processes (e.g. conflict), emergent states (e.g. trust), and group context (e.g. connectedness) to better understand the mechanisms that underlie the traditionally negative effects of conflict.

A total of 27 workgroups of a Dutch telecommunications company participated in a survey. To assess trust as a mediator between conflict and performance bootstrapping analysis was used. In addition, the moderating role of the three connectedness types was investigated with hierarchical regressions.

The results suggest that trust partially mediates the effect of task conflict and fully mediates the effect of relationship conflict on performance. Furthermore, trust is less affected by task conflict when group members are highly cognitively connected and less affected by relationship conflict when group members are highly task connected.

This research implies that task and cognitive connectedness decrease the negative effect of conflict on trust, and hence, performance. Shortcomings include discussing the causality between conflict and trust, and the possibility of different perceptions among group members regarding group phenomena.

The findings suggest that managers can help to provide circumstances in which conflict is not necessarily destructive for intragroup trust and performance.

Provides one of the first empirical examinations of the mediating role of trust in the relationship between task and relationship conflict and perceived group performance. Additionally, examines if connectedness (the level of active involvement of group members with each other) buffers the negative effects of conflict on trust.

The purpose of this paper is to build theory and present a model of the development of conflicts in teams.

The paper develops a conceptual model based on past theory and research.

The model brings a multi-level perspective to the process of intragroup conflict by showing the mechanisms by which an interpersonal, dyadic conflict can spread to other team members over time through a process of conflict contagion.

This study provides a new model for conflict escalation and it sheds light on factors which can either ameliorate or exacerbate the speed and extent of conflict contagion. The repercussions of different degrees of conflict involvement within a team are discussed.

The purpose of this paper is to examine the effects of group conflict norms and task interdependence on individuals' willingness to help others under conditions of task conflict to better understand how group characteristics influence individual helping behavior.

A total of 81 university students participate in a scenario study. The scenario has a 2 (task interdependence: high vs low) ×2 (group conflict norm: open vs avoiding) design.

The results suggest that in groups characterized with open conflict norms and high‐task interdependence members are less willing to help than members in groups with avoiding conflict norms and high‐task interdependence.

This research implies that helping behavior in high‐task interdependent workgroups is highest when groups have an avoiding conflict norm. Limitations include amongst others discussing the explicit request for help coming from the group used in this study and the external validity of scenario studies.

The findings suggest that managers or supervisors can help to provide circumstances in which task conflict does not prohibit helping behavior.

The paper offers a first step to experimentally investigate how individuals react to intragroup task conflict and the consequence for constructive behavior.

The purpose of this paper is to examine the relationship between gender discrimination and the perceived job demands and job resources of women and men. This is important because it may provide insight into what factors contribute to women’s disadvantaged position at work.

Two cross-sectional studies were conducted, Study 1 in a male-dominated organization and Study 2 in a gender-balanced organization.

The results showed that in both organizations, gender discrimination was positively associated with women’s job demands and negatively associated with their job resources. Additionally, in the male-dominated organization the perceived gender discrimination was also negatively associated with men’s job resources. Overall, the results were more consistent across the two organizations for women’s job resources.

This paper links gender literature with the job demands-resources model to translate gender discrimination into quantifiable job characteristics and may provide alternative explanations for previous found gender differences in well-being and career success.