The purpose of this study is to examine the relationships between diversity, conflicts, and performance. Practically, it first indicates that organizations should start to consider the gender composition a variable as it affects conflict, satisfaction, and performance. Second, the emotional conflict variable explains attitude toward turnover. Third, task conflict is helpful for increasing organizational performance; therefore, organizations should try to maintain the appropriate level of task conflict in workgroups of mixed function experience and tenure in public service.
Abstract
Introduction
Theoretical Background and Hypotheses
Task and Emotional Conflict as Mediators: Links to Performance
Methodology
Findings
Implications and Conclusion
References
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