Constructive Controversy for Team Support and Productivity in China

Emotions affect relationships and organizations (Gooty, Gavin, & Ashkanasy, 2009; Seo, Bartunek, & Barrett, 2010). Developing strong feelings of support can be very beneficial for team members (Ferris et al., 2009). However, team members also frustrate each other and feel angry toward each other when conflict arises (Doucet, 2004). However, anger and support may not be as incompatible as they might appear (Gibson & Callister, 2010; Suinn, 2001). Team members may be able to discuss and manage their anger in ways that promote feelings of support (Gibson et al., 2009). Such discussions would seem to be very useful for maintaining feelings of social support in teams, despite inevitable frustrations and irritations. Like conflict, anger is not invariably an obstacle but can be managed constructively to strengthen relationships and productivity (Deutsch, 1973). Therefore, this study proposes that constructive controversy, the open-minded discussion of opposing ideas, of anger incidents helps team members experience a high level of team support that in turn results in team productivity.