Abstract
There are few studies in the literature addressing the interaction between conflict and interpersonal relationship dynamics. Studying this interaction can contribute to the discussion of the outcomes of the conflict. A random sample was drawn from 234 Turkish citizen white collar non-manager employees belonging to nine different professions from SME companies. Consistent with social exchange theory, it has been supposed that when a conflict emerges between co-workers, the norms of social exchange may be undermined, thus the close relationship may be affected negatively. According to the results of multiple linear regression analysis, both of the conflict types affect relational capital. Unexpectedly, analysis revealed that task conflict’s effect on relational capital is higher than the relationship conflict’s. The moderation analysis revealed that task type doesn’t have a moderation role on conflict’s effect on relational capital.
Highlights
Until the beginning of the 1990s, there was a consensus among researchers that conflict was a negative process related to aggression, violence, war potential (Jehn & Bendersky, 2003), and low performance (Jehn, 1995, 1994)
Researchers provide evidence that task type may have an impact on task conflict outcomes (De Dreu & Weingard, 2003; Jehn & Bendersky, 2003; Jehn, 1995), but the findings obtained in this study suggest the opposite
Previous research has shown that relational capital affects various business outcomes at individual, organization and inter-organization levels
Summary
Until the beginning of the 1990s, there was a consensus among researchers that conflict was a negative process related to aggression, violence, war potential (Jehn & Bendersky, 2003), and low performance (Jehn, 1995, 1994). There is evidence that conflicts in organizations have negative effects on performance, organizational commitment, physical problems, depression, job satisfaction, stress, turnover intentions, and general well-being (De Dreu & Weingart, 2003; Dijkstra et al, 2005; Frone, 2000; Jehn & Mannix, 2001; Pelled, Eisenhardt & Xin, 1999). Today it is still too early to say that the debate about, the conflict has positive or negative organizational outcomes, is ended (De Dreu, 2007; Jehn et al, 2008; Jiang, Zhang & Tjosvold, 2012; Shaw et al, 2011)
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