Effects Of Relationship Conflict Research Articles

The influence of relationship and task conflict on the knowledge-sharing intention in knowledge-intensive organisations

Purpose: It is well known that knowledge sharing amongst employees contributes positively to an organisation’s competitive advantage, but that individuals are sometimes, for various reasons, reluctant to share knowledge. Although various types of conflict may influence employees’ knowledge-sharing intention, there is a dearth of empirical research in this regard. The purpose of this study was to investigate the influence of relationship and task conflict on the knowledge-sharing intention of individual employees and to establish whether extrinsic or intrinsic motivation moderates the negative effect that relationship conflict, if any, may have on knowledge-sharing intention.Design/methodology/approach: Data were collected from 597 respondents employed at knowledge-intensive organisations. The hypothesised relationships in this study were assessed by means of general linear modelling.Findings/results: The results of the study reveal that ‘relationship conflict’ is significantly and negatively related to the dependent variable ‘knowledge-sharing intention’ and that this negative relationship is moderated by employees’ ‘intrinsic motivation’.Practical implications: The results imply that by intrinsically motivating employees, the negative effect of relationship conflict on knowledge sharing can be alleviated.Originality/value: Given the importance of managing conflict in the workplace in general and its potential negative influence on knowledge sharing, as well as the dearth of recent empirical research on the relationship between conflict and employees’ knowledge-sharing intention, this study addresses this gap in knowledge-sharing research. In addition, this makes a practical contribution by providing recommendations on how to manage conflict in the workplace. Understanding and managing different types of conflict in the workplace could increase knowledge sharing amongst employees and subsequently enhance organisational and employee performance.

직무요구가 직무탈진에 미치는 영향에 관한 연구 : 유머리더십 및 LMX 질의 조절효과와 관계갈등의 매개효과

직무요구가 직무탈진에 미치는 영향에 관한 연구 : 유머리더십 및 LMX 질의 조절효과와 관계갈등의 매개효과

Relationship between Team Conflict and Performance in Green Enterprises: A Cross-Level Model Moderated by Leaders’ Political Skills

It is evident that, being a member of the organization, the team has to cue the influx of the green management concepts. This study focuses on the aspect of team management in green enterprises. Applying leadership theory to sample green enterprises, this paper proposes that political skills of team leadership have moderating effects on the relationship between team conflict (relationship conflict and task conflict) and performance at both the individual and team levels. Empirical data were collected from 85 dyads of leaders and team members in 36 green enterprises in China. It was found that the leaders’ political skills weakened the negative effects of relationship conflict on individual performance and team performance. Further, leaders’ political skills strengthened the positive effects of task conflict on individual and team performance. The results of this study deepen the cognition of two types of team conflict in theory and provide theoretical guidance for green enterprises in carrying out effective team conflict management and practical political skills training for leaders.

The Effect of Relationship Conflict in Units on Burnout Among Military Junior Officers

The Effect of Relationship Conflict in Units on Burnout Among Military Junior Officers

호텔종사원의 관계갈등이 이직의도에 미치는 영향: 리더십 유형별 조절효과

본 연구에서는 업무외적 갈등으로 관계갈등이 발생하면서 조직사회에서의 스트레스 증가와 이직이 증가하고 있으며, 특히 호텔기업은 각 부서간의 관계가 복잡하고 다양하여 종사원들의 업무 외적인 관계로 인한 영향이 클 것으로 판단되어 호텔종사원을 대상으로 관계갈등이 이직의도에 미치는 영향을 보고자하며 그 과정에서 리더십 유형별로 조절효과의 영향을 검증하고자 한다. 지금까지는 관계갈등을 개인적 차원에서 감소 할 수 있는 방안이 주를 이루어 논의되어왔으나 조직구성원 스스로 관계갈등을 해결하기 위한 노력을 해야 하고 또 다른 역할을 하는 것으로 호텔종사원 개인의 입장에서는 스스로의 감정조절을 해야 하는 상황이 초래할 수 있다고 판단되어 조직적 차원에서의 관계갈등의 감소방안을 연구해 보고자 하다. 이를 위해 다음과 같은 두 가지의 가설을 설정하였다. 가설1. 호텔종사원의 관계갈등은 이직의도에 정(+)의 영향을 미칠 것이다. 가설2. 호텔종사원의 관계갈등이 이직의도에 미치는 영향은 리더십 유형별 조절효과가 있을 것이다. 가설 2-1는 변혁적 리더십, 가설2-2는 거래적 리더십, 가설2-3 서번트 리더십, 마지막으로 2-4는 윤리적 리더십의 조절효과를 하위가설로 정하여 연구하였다. 실증분석 결과 다음과 같은 결과가 도출되었다. 첫째, 다른 선행연구의 결과를 뒷받침하는 결과로 호텔종사원의 관계갈등은 이직의도에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 관계갈등이 이직의도에 미치는 영향에 있어 변혁적 리더십은 조절효과를 보이는 것으로 나타났다. 조직내에서 관계갈등이 발생하더라도 조직차원에서 변혁적 리더십의 상사와의 관계는 이직의도를 낮추는 것으로 알 수 있다. 거래적 리더십, 서번트 리더십, 윤리적 리더십은 조절효과를 미치지 않는 것으로 도출되었다. 하지만 서번트 리더십과 윤리적 리더십은 독립변수로써 이직의도에 영향을 미치는 것으로 나타났다. 비록 서번트 리더십과 윤리적 리더십이 조절효과를 나타내지는 못하였으나 이직의도에 직접적으로 영향을 미침으로써 호텔조직에서는 다양한 리더십 교육을 통해 믿고 따를 수 있는 상사를 육성해야 할 것이다. 이러한 연구결과를 통해 개인적 관점과 조직적 관점에서의 관계갈등 지각 시 관리의 필요성을 이론적, 실무적 시사점으로 제시하였다.

중독 관련 NGO 내부구성원 간의 직무갈등이 이직의도에 미치는 영향 - 관계갈등의 매개 및 갈등관리 전략의 조절효과

NGO 내부구성원들은 대부분 공익을 위해 헌신하겠다는 일념으로 입직하지만, 빈약한 재 정과 과도한 업무량 등의 열악한 직무환경으로 인해 많은 구성원들이 이직을 고려하고 있다. 그럼에도 우리 사회와 학계는 그동안 NGO 내부구성원들의 이직의도 감소에 대한 관심이 부 족했던 것이 사실이다. 본 연구는 중독관련 NGO 내부구성원들의 이직의도 감소에 관한 정책 적 시사점을 모색하고자 NGO 내부구성원들의 직무갈등이 이직의도에 미치는 영향과 관계갈 등의 매개효과, 통합 및 회피 갈등관리전략의 조절효과를 검증하였다. 분석결과 NGO 내부구 성원들의 직무갈등은 이직의도에 정(+)의 영향을 미치는 것으로 나타났고 직무갈등과 이직의 도의 영향 관계에서 관계갈등이 매개역할을 하고 있음이 밝혀졌다. 또 직무갈등과 이직의도 의 영향 관계에서 통합 갈등관리전략의 조절효과는 나타났지만, 회피 갈등관리전략의 조절효 과는 나타나지 않았다. NGO 내부구성원들의 이직의도를 감소시키기 위해서는 직무갈등과 관 계갈등의 감소에 관심을 기울여야 하며, 내부구성원들이 통합 갈등관리전략을 취하도록 교육 및 제도적 강화가 필요함을 시사해주고 있다.

Antecedents and Consequents of Organizational Politics: Mediating Role of Relationship Conflict

The purpose of this study is to investigate the direct relationship of perception of organizational politics (POP) with multi-level antecedents and its consequents. It further aims at exploring the mediation effect of relationship conflict on the relationship between the three levels of antecedents and POP. Primary data was collected through a structured questionnaire from 294 faculty members working in Aligarh Muslim University and Banaras Hindu University. Hypotheses were tested using partial least square-structural equations modelling (PLS-SEM). Out of the five proposed antecedents, only relationship conflict was found to be significantly related to POP. Therefore, the structural model was re-specified. Results indicated that relationship conflict mediated the relationship between three of the remaining four predictors (scarcity of resources, workforce diversity and role conflict) and POP. It does not mediate POP's relationship with the need for power. Among consequences, POP was positively related to job anxiety and intention to turnover and negatively related to organisational commitment.

대학 팀 프로젝트 학습에서 다양성 수용도, 과업갈등과 팀 몰입 및 인지된 성취도의 관계에서 관계갈등의 매개효과

대학 팀 프로젝트 학습에서 다양성 수용도, 과업갈등과 팀 몰입 및 인지된 성취도의 관계에서 관계갈등의 매개효과

The effect of organizational companionship on team effectiveness

The present study verified that organizational companionship reduces the effect of task conflict on relationship conflict, which leads to positive effect on team effectiveness indicators - teamwork and team performance. Data were collected from 304 employees using survey questionnaires. The result indicated that relationship conflict mediated the relationship between task conflict and teamwork. Also, the results showed that a moderated mediation effect of organizational companionship was significant. Specifically, the higher organizational companionship, the less mediation effect of relationship conflict. Results of structural equation modeling signified that the moderated mediation effect leads to positive effect on team performance. Lastly, implications and limitations of the results are discussed.

The effect of Organizational Companionship on team effectiveness

The present study verified that organizational companionship reduces the effect of task conflict on relationship conflict, which leads to positive effect on team effectiveness indicators - teamwork and team performance. Data were collected from 304 employees using survey questionnaires. The result indicated that relationship conflict mediated the relationship between task conflict and teamwork. Also, the results showed that a moderated mediation effect of organizational companionship was significant. Specifically, the higher organizational companionship, the less mediation effect of relationship conflict. Results of structural equation modeling signified that the moderated mediation effect leads to positive effect on team performance. Lastly, implications and limitations of the results are discussed.

The effects of personality and leader consideration behavior on team cohesiveness

The purpose of this study was to investigate the effects of personality (openness, neuroticism) and leader consideration behavior on team cohesiveness. The present study tests the mediating effect of psychological safety in the relationship between personality (openness, neuroticism) and team cohesiveness. While openness and neuroticism were examined as individual-level variables, leader consideration behavior, relationship conflict, psychological safety, and team cohesiveness were analyzed in team-level. Sequential mediation effects of relationship conflict and psychological safety on the relationship between leader consideration behavior and team cohesiveness were also examined. Data were collected from a total of 35 teams comprised of 194 students using survey. The results showed that psychological safety mediated the relationship between neuroticism and team cohesiveness. However, the mediating effect of openness was not significant. Moreover, relationship conflict and psychological safety sequentially mediated the relationship between leader consideration behavior and team cohesiveness. Based on these results, implications, limitations of research, and suggestions for the future research are discussed.

Relationship Conflict, Conflict Management, and Performance of Information Technology Teams

ABSTRACTThis study examines how team collaboration and goal setting mediate the effects of team relationship conflict and conflict management on team performance. Primary data were collected from students who worked in teams to design functional information systems (IS). The data were then analyzed using structural equations modeling (SEM). The mediators – team collaboration and goal setting – positively affected each other and performance. Full results support a partial mediation model in which 60% of the total effect of relationship conflict and 80% of the total effect of conflict management on team performance are carried through team collaboration and goal setting. This work is the first of its kind that theoretically posits and empirically tests a mechanism through which team conflict and its management relate to team performance.

Personality, relationship conflict, and teamwork-related mental models.

This study seeks to explore whether neuroticism, agreeableness, and conscientiousness moderate the influence of relationship conflict experienced in groups on changes in group members' evaluative cognitions related to teamwork quality (teamwork-related mental models). Data from 216 students, nested in 48 groups were analyzed using a multilevel modeling approach. Our results show that the experience of relationship conflict leads to a negative shift from the pre-task to the post-task teamwork-related mental models. Moreover, the results indicate that conscientiousness buffered the negative association between relationship conflict and the change in teamwork-related mental models. Our results did not support the hypothesized moderating effect of agreeableness and show that the detrimental effect of relationship conflict on the shift in teamwork-related mental models is accentuated for group members scoring low rather than high on neuroticism. These findings open new research venues for exploring the association between personality, coping styles and change in teamwork-related mental models.

When Should We Disagree? The Effect of Relationship Conflict on Team Identity in East Asian and North American Teams

Along with recent research uncovering distinctly Asian approaches to conflict management, we examine the experience and effect of relationship conflict on team identity in culturally homogeneous North American versus East Asian teams. In a longitudinal field experiment with student teams, we found that East Asian teams, compared to North American teams, experienced more relationship conflict at later stages of team tenure. We further found that, while relationship conflict undermined team identity in North American teams, relationship conflict did not influence team identity in East Asian teams. Our study counterintuitively finds that East Asian teams may be less influenced by relationship conflict than North American teams, despite their relationship maintenance orientation. We present several possible future avenues to unpack the psychological mechanisms underlying the distinct temporal patterns and outcome effects of relationship conflict in East Asian teams and implications for cross-cultural East Asian and North American teams.

Conflict Mindset

Previous research found that task conflict and relationship conflict are highly correlated and calls for research on factors that buffer the detrimental effects of relationship conflict for the beneficial effects of task conflict on team performance. With the cognitive approach to conflict construal processes, the present research argues that conflict mindset, a mental frame that people adopt in making sense of conflict situations, plays an important role in shaping responses to relationship conflict, which affects the destructive outcomes of relationship conflict such as diminished feeling of relationship closeness with the other party. Survey data were collected from 272 college students. This research identified two different types of conflict mindset, and found that learning mindset has a positve relation with relationship closeness and this relation is partially mediated by a chain of cooperative resolution strategy, perceived fairness of the other's behavior, and residual emotion, while judgmental mindset has an indirect relation with relationship closeness via the path between avoidance strategy and residual emotion. The results indicate that conflict mindset is important in explaining conflict responses and different conflict outcomes in terms of relationship maintenance, and furthermore learning mindset can be effective in buffering the damaging effects of relationship conflict. Finally, theoretical and practical implications, limitation and suggestion for future research are discussed.

Conflict Mindset: Cognitive Analysis of The Effects of Relationship Conflict on Relationship Closeness

갈등에 대한 최근 연구들은 팀 수행에 대한 과업갈등의 긍정적 효과를 보장하기 위해 관계갈등의 부정적 효과를 완화시키는 조건의 필요성을 강조하였다. 본 연구는 갈등 상황에 대한 의미해석에 작용하는 마인드셋이 관계갈등에 대한 반응에 영향을 미치고, 더 나아가 특정 마인드셋이 관계갈등이 갈등에서 대립한 상대방과의 관계에 미치는 부정적 효과에 대한 완충요인으로 작용할 수 있다고 제안한다. 대학생 272명을 대상으로 설문조사를 실시하여 분석한 결과, 갈등해석 과정에서 갈등의 기능에 따라 학습적 마인드셋과 평가적 마인드셋이 확인되었다. 학습적 마인드셋은 갈등에서 대립한 상대방과의 관계친밀도와 정적 상관이 있었으며, 이 관계를 협력적 갈등해소 책략과 상대방 공정성 그리고 잔여감정이 순차적으로 매개하는 것으로 나타났다. 반면에 평가적 마인드셋은 회피적 책략과 강한 잔여감정을 통해 낮은 관계친밀도를 초래하는 것으로 나타났다. 이러한 연구결과는 갈등해석 마인드셋이 관계갈등에 대한 반응과 관계갈등의 관계손상적 효과를 설명하는데 중요한 역할을 하고, 학습적 마인드셋이 관계갈등의 부정적 효과를 완화시키는데 효과적일 수 있음을 시사한다. 마지막으로, 조직에서 팀 효과성과 팀 수행을 향상시키는 과업갈등의 긍정적 효과와 관련하여 본연구의 학문적, 응용적 시사점 및 제한점과 향후 연구과제를 논의하였다.

Relationship Conflict and Affective Commitment over Time: The Moderating Influence of Team Diversity

Using social categorization and social comparison theory, we investigate how demographic diversity in teams (i.e., age and gender diversity) moderates the effects of relationship conflict on affect...

Folk Wisdom About the Effects of Relationship Conflict

AbstractThree experiments examined cultural differences and similarities in folk wisdom about the effects of perceived conflict. In Study 1, Americans exhibited an optimistic bias relative to East Asians in their beliefs about perceived relationship conflict, but not conflict in general. Study 2 suggests that these findings cannot be accounted for by cultural differences in perceptions about the distinction, or lack thereof, between relationship and task‐focused forms of conflict. Furthermore, the results demonstrated an interaction effect such that both groups prefer to address and resolve perceived task conflict proactively, whereas only European Americans perceive that it is relatively unnecessary to address relationship conflict to achieve task performance. Study 3 suggests that these cultural patterns have behavioral implications, such that Americans were more likely than East Asians to join a talented group likely to experience relationship conflict. Together, these results suggest novel implications for intragroup dynamics in intercultural contexts.

Folk Wisdom About the Effects of Relationship Conflict

Three experiments examined cultural differences and similarities in folk wisdom about the effects of perceived conflict. In Study 1, Americans exhibited an optimistic bias relative to East Asians in their beliefs about perceived relationship conflict, but not conflict in general. Study 2 suggests that these findings cannot be alternatively accounted for by cultural differences in perceptions about the distinction, or lack thereof, between relationship and task-focused forms of conflict. Furthermore, the results demonstrated an interaction effect such that both groups prefer to proactively address and resolve perceived task conflict, whereas only European Americans perceive that it is relatively unnecessary to address relationship conflict to achieve task performance. Study 3 suggests that these cultural patterns have behavioral implications, such that Americans were more likely than East Asians to join a talented group likely to experience relationship conflict. Together, these results suggest novel implications for intra-group dynamics in intercultural contexts.

Types of Conflict and Personal and Organizational Consequences

The purposes of this study are (a) evaluate the relationships between task and relationships conflict, and its influence on different personal and organizational variables such as: satisfaction, well being, tension, commitment, organizational climate and propensity to leave a job, and (b) evaluate the mediated and moderated role of relationship conflict. The study was developed in tourism organizations. As hypothesized, relationship conflict hampered satisfaction, well-being, work group commitment and organizational climate while increasing tension level and propensity to leave a job. In order to assess the moderating effect of relationship conflict, hierarchical regression analysis was employed. Mediational effects were analyzed using a three-step regression procedure developed by Baron and Kenny (1986, Journal of Personality and Social Psychology, 51, 6), and structural equation models. Results show that (a) a positive link exists between task and relationship conflict, (b) the relation between task conflict and satisfaction, well-being and group commitment is mediated by relationship conflict. Practical implications for improving conflict management in tourism organizations are suggested.