A multilevel perspective on faultlines: Differentiating the

J Appl Psychol · Jan 2016

A multilevel perspective on faultlines: Differentiating the effects between group- and organizational-level faultlines.

Integrating the literature on faultlines, conflict, and pay, we drew on the basic principles of multilevel theory and differentiated between group- and organizational-level faultlines to introduce a novel multilevel perspective on faultlines. Using multisource, multilevel data on 30 Major League Baseball (MLB) teams, we found that group-level faultlines were negatively associated with group performance, and that internally focused conflict exacerbated but externally focused conflict mitigated this effect. Organizational-level faultlines were negatively related to organizational performance, and were most harmful in organizations with high levels of compensation. Implications for groups and teams in the sports/entertainment and other industries are discussed.

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- Katerina Bezrukova, Chester S Spell, David Caldwell, and Jerry M Burger.
- Psychology Department, Santa Clara University.
- J Appl Psychol. 2016 Jan 1; 101 (1): 86-107.
AbstractIntegrating the literature on faultlines, conflict, and pay, we drew on the basic principles of multilevel theory and differentiated between group- and organizational-level faultlines to introduce a novel multilevel perspective on faultlines. Using multisource, multilevel data on 30 Major League Baseball (MLB) teams, we found that group-level faultlines were negatively associated with group performance, and that internally focused conflict exacerbated but externally focused conflict mitigated this effect. Organizational-level faultlines were negatively related to organizational performance, and were most harmful in organizations with high levels of compensation. Implications for groups and teams in the sports/entertainment and other industries are discussed.(c) 2016 APA, all rights reserved).

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A multilevel perspective on faultlines: Differentiating the effects between group- and organizational-level faultlines.

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