A field sample of 60 teams with 307 team members was collected in order to investigate the relationship between intragroup conflict and team effectiveness, specifically team performance and team job satisfaction. We used a novel four-dimensional model of intragroup conflict to analyze the data (4IC model, Hjertø & Kuvaas, 2009). The model distinguishes between cognitive task conflict and emotional task conflict, and between cognitive relationship conflict and emotional relationship conflict. We found that cognitive task conflict was negatively related to supervisor-assessed team performance, whereas emotional task conflict had a positive relation to that performance. Further, as expected from extant literature, emotional relationship conflict was negatively related to job satisfaction. We recommend further investigations of the possible productive force inherent in the combination of emotional but task-oriented conflicts.