Abstract
Managers can spot and target the common driving forces of conflicting employees to ensure their efficiency and productivity. The aim of this research is to provide evidence for the existence of a personal profile, named in this work Structured Personal Conflict, which is present in intragroup conflicts, traditionally studied based on the factoring of conflicts of processes, results and relationships. More than 400 questionnaires were distributed by mail among workers from different organizations and jobs in Mexico, the methodology used the information of 201 usable questionnaires. Various goodness-of-fit tests obtained were applied and rival models were compared using Confirmatory Factor Analysis (AFC). As a result, it was found that structured personal conflict can be estimated from the intragroup conflicts of processes, results and relationships, and that it has a greater explanatory power than either of them individually. The importance of structured personal conflict in the personnel selection and in the performance of teams should be emphasized.
Highlights
IntroductionAccording to some authors such as Greer et al (2008), De Witt et al (2012) and De Church et al (2013), intragroup conflict is a process that begins when an individual or group perceives differences and opposition between himself and others about incompatibilities of interests, resources, beliefs, values or practices. Pondy (1992) and Jehn (1994, 1997) identified the categories for the intragroup conflict: processes, tasks and relationships; De Witt et al (2013) proposed considering individual perceptions in future research, since this variable could affect the collective phenomenon.Ayub et al (2017) establish that the Big Five theory is one of the successful theories in predicting behavior at work
This study contributes to the discussion about individual perceptions by demonstrating the existence of a conflict named Structured personal conflict, which can be distinguished from exogenous conflicts to the person
According to Hypothesis 1, this study provides evidence on the existence of a personal profile, which is present in intragroup conflicts and can be distinguished from the conflicts of processes, task, and relationships, traditionally studied by Pondy (1992) and Jehn (1994 1997)
Summary
According to some authors such as Greer et al (2008), De Witt et al (2012) and De Church et al (2013), intragroup conflict is a process that begins when an individual or group perceives differences and opposition between himself and others about incompatibilities of interests, resources, beliefs, values or practices. Pondy (1992) and Jehn (1994, 1997) identified the categories for the intragroup conflict: processes, tasks and relationships; De Witt et al (2013) proposed considering individual perceptions in future research, since this variable could affect the collective phenomenon.Ayub et al (2017) establish that the Big Five theory is one of the successful theories in predicting behavior at work. According to some authors such as Greer et al (2008), De Witt et al (2012) and De Church et al (2013), intragroup conflict is a process that begins when an individual or group perceives differences and opposition between himself and others about incompatibilities of interests, resources, beliefs, values or practices. Pondy (1992) and Jehn (1994, 1997) identified the categories for the intragroup conflict: processes, tasks and relationships; De Witt et al (2013) proposed considering individual perceptions in future research, since this variable could affect the collective phenomenon. The study seeks to provide more evidence of how personal conflict stands out over any other type of conflict at work and requires consideration to define how to handle it and avoid group failure
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