TO AGREE OR NOT TO AGREE - THE EFFECTS OF VALUE CONGRUENCE, INDIVIDUAL DEMOGRAPHIC DISSIMILARITY, AND CONFLICT ON WORKGROUP OUTCOMES

In this quasi-experimental study we investigate value congruence and d emographic dissimilarity among group members as factors which influenc e various types of conflict with workgroups. We also examine whether i t is beneficial for members to be different or alike, to agree or disa gree, in order to foster work group productivity. Results indicate tha t visible individual demographic differences (i.e., sex, age) increase relationship conflict, while informational demographic differences (i .e., education) increase task-focused conflict. Value congruence of me mbers decreased both relationship and task conflict, and the specific content of the values held by members influenced performance. Specific ally, both detail and outcome group value orientations increased objec tive performance; outcome, decisiveness, and stability orientations in creased perceptions of high performance; and both decisiveness and sup portiveness orientations increased the satisfaction level of group mem bers while a ream orientation decreased individual member satisfaction in this sample.