Linkages between group level task conflict and individual level outcomes in non-routine technical jobs

Abstract

PurposeThis study aims to build on the existing research regarding workplace conflict by arguing that task conflict (TC) leads to resource gains for individuals with non-routine technical jobs, which increases individuals’ work engagement (WE) and leads to positive individual-level outcomes. Specifically, this study uses a resource investment/acquisition approach with the aim of offering insight into the consequences of group-level TC on individual-level outcomes, including task performance (TP), contextual performance and turnover intention.Design/methodology/approachMulti-rater data was collected from 508 telecom engineers and 35 supervisors working in Pakistan’s telecom sector. The engineers were divided into 31 teams and the data were analysed using confirmatory factor analyses and structural equation modelling to test the interrelationships among study constructs.FindingsAs expected, TC was positively correlated with both TP and contextual performance, while it was negatively correlated with turnover intention; these relationships were mediated by WE. The results reveal that TC in technical jobs leads to resource gains and, through WE, facilitates task and contextual performances at the individual level. Similarly, TC mitigates individual-level turnover intention through the mediation of WE.Originality/valueThe current study contributes to the literature on the conflict by delineating a resource investment/acquisition process within the conservation of resources theory, whereby TC (an exchange and acquisition of cognitive resources) leads to resource investment (in the form of WE), which, in turn, leads to positive individual-level outcomes.