Don't Take It Personally: Exploring Cognitive Conflict as a Mediator of Affective Conflict
研究发现认知冲突会引发情感冲突，解释了为何两种冲突常同时出现，并指出行为整合可缓解这一倾向，对团队管理有实际指导意义。
abstract Research has sought to explain the multi‐dimensionality of conflict and its paradoxical effects on decision making ( Amason, 1996 ; DeDreu and Weingart, 2003 ; Jehn, 1995 ). The primary prescription to emerge from this work has been for teams to seek the benefits of cognitive (task) conflict while simultaneously avoiding the costs of affective (emotional) conflict. The problem is that these two types of conflict often occur together and researchers have offered few explanations as to why this happens or guidance as to how it can be avoided. In this paper, we provide empirical evidence that cognitive conflict can contribute to affective conflict. As a result, by encouraging cognitive conflict, teams may inadvertently provoke affective conflict. We provide evidence that behavioural integration can mitigate this tendency.