Conflict literature reveals that team diversity influences team member satisfaction mediated through affective conflict. This research proposal argues that the team diversity and affective conflict reduction (TDACR) model can moderate the negative influence of affective conflict by introducing a moderating variable, team ontology, which measures team functionality and member role comprehension. This proposal recommends collecting data from a culturally diverse airplane manufacturing plant, which utilizing teams that perform routine and non—routine tasks to test the hypotheses. The leadership implications of the TDACR model suggest increasing team ontology or decreasing team diversity to maintain positive levels of team member satisfaction.
"GETTING THE JOB DONE: MODERATING CONFLICT IN CULTURALLY DIVERSE TEAMS,"
Journal of Business & Leadership (2005-2012): Vol. 3
, Article 9.
Available at: http://scholars.fhsu.edu/jbl/vol3/iss1/9