Workplace Conflict Research Articles

The Measurement of Employee Performance Based on Work Stress and Workplace Conflict at BCA Finance Ltd Medan

Stress at work will cause various consequences for workers. Psychologically stress will cause a sense of job dissatisfaction with the emergence of emotional stress such as irritability, rudeness or anxiety (Warni, 2016). Conflict comes from the Latin verb "Configere" which means hitting each other. Sociologically, conflict is defined as a social process between two or more people in which one party tries to get rid of the other party by destroying it and making it powerless (Enny : 2018). Good employee performance always makes a positive contribution. In general, employee performance could be assessed from an increase in the rating or financial statements of the company. If the company experiences continuous profit, then the employee's performance is considered to make a positive contribution (Julvia: 2016). This research is at BCA Finance Ltd, Perintis Kemerdekaan street, Medan. The object of this research is all employees of BCA Finance Ltd Medan. This research was conducted from November 2021 to February 2022. Researchers get the results that work stress and workplace conflict have a significant negative effect simultaneously on employee performance. This means that if work stress and workplace conflict is reduced, employee performance would increase.

Is this workplace bullying? How ideas about conflict shape conflict management strategies

AbstractThe adoption of specific conflict management strategies has usually been linked to various factors, such as litigation avoidance, union substitution and the pursuit of strategic benefits. This study advances the hypothesis that actors’ different frames of reference impact how workplace conflicts are interpreted and managed by unions and employers. Drawing on original data from the Brazilian banking sector, this article shows that companies and unions have different interpretations of workplace bullying. Unions understand workplace bullying as an organizational or sectoral problem inherent to labour relations in the banking sector. In contrast, employers see workplace bullying as a problem caused by individual managers. These different understandings of the same type of conflict are shaped by each actor's frame of reference and influence their responses to workplace bullying. With a pluralist or critical frame of reference, unions favour conflict management tools that try to promote structural changes in the sector. With a unitarist frame of reference, employers try to transform individual behaviour or simply remove individual managers from the workplace. Therefore, organizations with a unitarist frame interpret and respond to conflicts in notably different ways from organizations holding a pluralist or critical frame of reference.

The other side of conflict: Examining the challenges of female orthopaedic surgeons in the workplace

BackgroundAs more women begin to enter the traditionally male-dominated field of orthopaedics, it is critical to examine their experiences in navigating gender-based conflicts in the workplace. MethodsAn anonymous survey was distributed via a web link to approximately 1,100 members of Ruth Jackson Orthopaedic Society (RJOS) and 1,600 members of Women in Orthopaedics (WIO) Facebook group, with an estimated response rate of 50% and 50% respectively and protocols to mitigate duplicate response. Questions included demographics and presented several workplace scenarios. ResultsOf the 373 respondents, 72% described experiencing some type of workplace conflict self-attributed to being female. Additionally, 8% reported either being forced out or leaving their previous job due to workplace conflict, leading to depression, anxiety, and burnout. 17% of respondents would not choose the same career again if given the opportunity. ConclusionsWorkplace conflict diminishes a surgeon's career satisfaction and may ultimately contribute to burnout. Understanding the relationship between gender bias and orthopaedic surgery is essential in moving towards change, and addressing these issues will create a more positive working environment for female surgeons.

Workplace Conflict On Productivity and Emotional Stability of Employee

Abstract Some recent observers noticed that employee productivity nearly on all kind of organizations is diminishing on a day-to-day basis, particularly in the field of education. The researcher found a number of factors that affected the productivity of employees. One of the major factor contributing to the productivity of employees is workplace conflicts. Therefore, the main goal of this study was to examine the workplace conflicts and its effect on the employee productivity and emotional stability. This research also examined a mediating role of workplace politics between the workplace conflicts and employee productivity among the members of the faculty of education Adekunle Ajasin university, Akungba-Akoko, Ondo State, Nigeria. Stratified sampling technique was used to collect the data from concerned population by using structured questionnaire. To achieve the goals of study different statistical techniques were used by using SPSS. Reliability test was used to check the data reliability. Furthermore, t-test analysis was used to investigate the relationship between workplace conflicts and employee productivity. The finding of this test showed that the relationship between workplace conflicts and employee productivity is negative. Macro process tool was used to investigate that whether workplace politics mediates the relationship between workplace conflicts and employee productivity. The finding of this test showed that workplace conflicts significantly predict emotional stability of employee and employee productivity.

Unexpected employee location is associated with injury during robberies

Millions of employees are victims of violent crimes at work every year, particularly those in the retail industry, who are frequent targets of robbery. Why are some employees injured while others escape from these incidents physically unharmed? Departing from prevailing models of workplace violence, which focus on the static characteristics of perpetrators, victims, and work environments, we examine why and when injuries during robberies occur. Our multimethod investigation of convenience-store robberies sought evidence from detailed coding of surveillance videos and matched archival data, preregistered experiments with formerly incarcerated individuals and customer service personnel, and a 3-y longitudinal intervention study in the field. While standard retail-industry safety protocols encourage employees to be out from behind the cash register area to be safer, we find that robbers are significantly more likely to injure or kill employees who are located there (versus behind the cash register area) when a robbery begins. A 3-y field study demonstrates that changing the safety training protocol-through providing employees with a behavioral script to follow should a robbery begin when they are on the sales floor-was associated with a significantly lower rate of injury during these robberies. Our research establishes the importance of understanding the interactive dynamics of workplace violence, crime, and conflict.

Factors affecting faculty conformity in South China universities.

Based on social contagion theory, this study examines the mediating role of formalization of organizational structure between organizational identification and faculty conformity. It also analyzes the moderating role of conflict management style between organizational identification and faculty conformity, and formalization of organizational structure and faculty conformity in universities in Hunan province, China. Convenience sampling was employed to select the subjects, and 1,024 Chinese faculty members including teaching staff and administrative staff were surveyed online with the questionnaire consist of organizational identification scale, organizational formalization scale, conflict management style scale, and faculty conformity scale. 1,000 valid respondents were collected and SPSS was used to analyze the data through descriptive analysis, analysis of variance, correlation analysis, and hierarchical multiple regression. The results showed that faculty members’ organizational identification had a positive effect on faculty conformity; formalization of organizational structure partially mediated the relationship between organizational identification and faculty conformity; and conflict management style positively moderated the relationship between organizational identification and faculty conformity and between formalization of organizational structure and faculty conformity. University administrators are often the initiators of conformity as they are responsible for formulating internal regulations. Therefore, they must monitor and coordinate workplace conflicts, resolve and guide faculty conformity, promote individual faculty members’ self-improvement, and foster steady organizational development.

Sickness Presenteeism among Employees Having Workplace Conflicts-Results from Pooled Analyses in Latvia.

The study’s objective was to investigate the associations between workplace conflicts and self-reported sickness presenteeism defined as going to work while being ill. Cross-sectional survey data pooled from four national surveys in years 2006, 2010, 2013 and 2018 with a study sample of 6368 employees (mean age 42.9 years and 52.9% females) were used. Respondents were randomly drawn from different regions and industries; therefore, the sample is representative of the working population of Latvia. The computer-assisted personal interviewing (CAPI) method was used to collect data at respondents’ places of residence. The associations between conflicts in the workplace and presenteeism were analyzed by using binomial logistic regression and calculated as odds ratios (ORs) with 95% confidence intervals (CIs) adjusted (aOR) for gender, age, education, and survey year. On average, 11% of respondents reported sickness presenteeism during the last year. The odds of presenteeism significantly increased for all types of workplace conflicts, but most for conflicts with managers (OR = 2.84). The odds of presenteeism doubled for those reporting conflicts with other employees (OR = 2.19) and conflicts with customers (OR = 1.85). The odds of sickness presenteeism were significantly higher if the workplace conflicts occurred often (seven times for conflicts between managers and employees, and four times for conflicts with customers) and with other employees. Presenteeism frequency increased more than three times if respondents had more than two types of conflict at work. The results of this study show that having any type of conflict in the workplace significantly increases the frequency of sickness presenteeism, especially when conflicts are frequent or an employee has more types of conflicts in the workplace. The study results justify the need to implement targeted and effective workplace conflict management measures at the organizational level to decrease sickness presenteeism.

HOW THE SUPREME COURT DISTORTED TEXT, IGNORED HISTORY, AND GASLIGHTED THE BOLD PROMISE OF THE CIVIL RIGHTS ACT OF 1866 A Comcast Case Study

HOW THE SUPREME COURT DISTORTED TEXT, IGNORED HISTORY, AND GASLIGHTED THE BOLD PROMISE OF THE CIVIL RIGHTS ACT OF 1866 A <i>Comcast</i> Case Study

Well-Being Among Respiratory Therapists in an Academic Medical Center During the COVID-19 Pandemic.

Recent studies have revealed high rates of burnout among respiratory therapists (RTs), which has implications for patient care and outcomes as well as for the health care workforce. We sought to better understand RT well-being during the COVID-19 pandemic. The purpose of this study was to determine rates and identify determinants of well-being, including burnout and professional fulfillment, among RTs in ICUs. We conducted a mixed-methods study comprised of a survey administered quarterly from July 2020-May 2021 to critical-care health care professionals and semi-structured interviews from April-May 2021 with 10 ICU RTs within a single health center. We performed multivariable analyses to compare RT well-being to other professional groups and to evaluate changes in well-being over time. We analyzed qualitative interview data using thematic analysis, followed by mapping themes to the Maslow needs hierarchy. One hundred eight RTs responded to at least one quarterly survey. Eighty-two (75%) experienced burnout; 39 (36%) experienced professional fulfillment, and 62 (58%) reported symptoms of depression. Compared to clinicians of other professions in multivariable analyses, RTs were significantly more likely to experience burnout (odds ratio 2.32 [95% CI 1.41-3.81]) and depression (odds ratio 2.73 [95% CI 1.65-4.51]) and less likely to experience fulfillment (odds ratio 0.51 [95% CI 0.31-0.85]). We found that staffing challenges, safety concerns, workplace conflict, and lack of work-life balance led to burnout. Patient care, use of specialized skills, appreciation and a sense of community at work, and purpose fostered professional fulfillment. Themes identified were mapped to Maslow's hierarchy of needs; met needs led to professional fulfillment, and unmet needs led to burnout. ICU RTs experienced burnout during the pandemic at rates higher than other professions. To address RT needs, institutions should design and implement strategies to reduce burnout across all levels.

The “Other Side” of Conflict: examining the challenges of female orthopaedic surgeons in the workplace.

Introduction Gender bias has not been studied extensively within orthopaedic surgery, where only 8% of practicing orthopaedic surgeons in the US identify as female. As more women enter the field, it is critical to examine female orthopaedic surgeons’ experiences in navigating conflict and its impact on their career and wellbeing. Methods An anonymous 54-question survey was distributed through the Ruth Jackson Orthopaedic Society membership roster (n=1.1K) and Women in Orthopaedics (n=1.6K), an online group exclusive to female orthopaedic surgeons in practice/training. Questions inquired about several workplace conflict scenarios. Results There were 373 female respondents. 55% were between 35 and 45 years old, 79% were White/Caucasian, 10% Asian/Asian American, 4% Black/African American, and 4% Hispanic/Latinx. Results showed that 73% had been described as “bossy, too assertive, pushy, demanding, or difficult”, 80% had to do more administrative work in clinic than their male counterparts, and 51% had been reported for behaviors that a male counterpart had not. Respondents who were reported noted depression (n=40), anxiety (n=69), burnout (n=85), and sleep disturbances (n=48) as emotional effects of the event. Additionally, 29 respondents reported being forced out or leaving their previous job due to workplace conflict. When asked if they would choose the same career again, 21% said no. Discussion Female orthopaedic surgeons encounter unique workplace challenges that diminish career satisfaction and contribute to burnout. Understanding and acknowledging this relationship between gender bias and orthopaedic surgery is essential to create a more positive working environment for female orthopaedic surgeons and encourage incoming trainees.

A Review of Workplace Conflicts and Employee Performance in Tamale Metropolitan Assembly of Northern Region, Ghana

The study investigated the effects of workplace conflict on employee performance at the Tamale Metropolitan Assembly from where a sample of 194 was drawn. The study adopted descriptive research design. Data was collected with questionnaires, analyzed with SPSS version 26 and the results presented in tables, interpreted and discussed. Results showed that workplace conflicts in TMA were largely interpersonal. Poor communication was rated the highest cause of the conflicts. Negative effects of the conflicts include: reduction of morale of workers, creation of tension and anxiety that weakens abilities of employees to work well, lack of essential information needed for effective job delivery, delayed delivery of assignments and project failures. Positive outcomes of the conflicts are that: they increase employees’ creativity and innovation towards doing things, strengthen bonds and improve relationships when well-managed, they bring on board effective and efficient utilization of scarce resources in the Assembly emanating from best decisions. The study concluded that the overall effect of conflicts in TMA on employees’ performance is negative; resulting in non-optimization of employees’ output. The study recommended that the Assembly should allow free flow of information by improving communication to establish problems facing employees and to promptly address them. Keywords: Organization, Workplace, Conflicts, Performance, Outcomes DOI: 10.7176/EJBM/14-16-01 Publication date: August 31 st 2022

Problem-solving style as blessing in extraversion personality and corporate entrepreneurship: evidence from automotive industry of Pakistan using Trait Activation Theory

PurposeEmployees’ personalities towards occupational outcomes have significantly gained academic attention. Personality traits (PTs) of employees as the determinant of corporate entrepreneurship (CE) outcomes research domain is emerging. This paper aims to assess extraversion PT activation for CE outcome under the problem-solving conflict handling style (CHS) situational cue.Design/methodology/approachThe survey was conducted in automotive manufacturing firms in Pakistan for cross-sectional data collection. Structural equation modelling was used to assess the hypothesised theoretical model from 376 employees.FindingsResults revealed a positive and significant impact of extraversion on CE. Also, employees with high extraversion traits were found to prefer the problem-solving style in managing workplace conflicts. The extraversion trait was also found to be activated under the situational cue of the problem-solving style.Practical implicationsThe present study draws implications on person-job fit conceptions at the workplace while hiring, promoting and appointing employees. Personality assessment at the workplace is still in infancy in developing countries. The benefits of employees’ personalities can positively impact organisational performance measures like CE.Originality/valueThe present study has proposed the theoretical model based on Trait Activation Theory (TAT) and contributed theoretically through empirically testing the theoretical model by investigating the employees’ CHS role in activating their PTs towards the CE outcomes. Theoretically, using TAT conceptualisations in entrepreneurship and CE is novel as previous knowledge on PTs activation towards CE outcomes is non-existent. CHS as situational cues will attract social science researchers towards studying its role in various predictor outcome links across multiple work settings.

Symmetry, inclusion and workplace conflicts: conflict management effects of two leadership strategies on employee advocacy and departure

PurposeThis research aims to examine how two management strategies (symmetrical communication and inclusive management) work in handling workplace conflicts (interpersonal/organizational levels), especially with regard to employee advocacy and job turnover intentions.Design/methodology/approachA total of three employee survey datasets were used to test hypotheses and research questions. Two secondary datasets were obtained in South Korea (N = 600 and N = 285), and one dataset was collected in the USA (N = 381). A series of hierarchical multiple regressions were performed for each dataset.FindingsAll three studies showed that interpersonal workplace conflict increased not only job turnover but also advocacy. In addition, in South Korean employees, both symmetrical communication and inclusive management increased employee advocacy and decreased job turnover intentions. However, in the US data, only symmetrical communication had such effects, enhancing employee advocacy and lowering job turnover intentions.Originality/valueThe study provides insights for practitioners into how to handle workplace conflicts from the perspective of communication (symmetrical communication) and/or behavioral strategies (inclusive management). Also, as an index to examine the effectiveness of management strategies, this study suggests advocacy behavior of employees given its effect of “rallying the troops.”

Ethical conflict: Conceptualization, measurement, and an examination of consequences.

Previous research on workplace conflict has focused on disagreements about work tasks, processes, and personal relationships. However, conflicts often involve matters of right and wrong; yet, ethical conflict is notably absent from the literature. Informed by moral convictions theory, we introduce the construct of ethical conflict, create and validate a measure of it, and explore its unique effects on workplace outcomes. Ultimately, we find that ethical conflict is a double-edged sword: It is negatively associated with team dynamics (i.e., decreased satisfaction with group, group viability, group cohesion, group psychological safety; increased negative emotions; and perceived goal difficulty) as well as group performance on a non-ethics-related task, but positively related to moral cognition (i.e., moral awareness and moral identity accessibility) and elaboration of information and perspectives during group ethical decision making. Overall, our studies provide a conceptual and empirical foundation for the future research on ethical conflict. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Moralizing the Strike: Nurses Associations and the Justification of Workplace Conflict in California Hospitals

Moralizing the Strike: Nurses Associations and the Justification of Workplace Conflict in California Hospitals

Workplace Conflict and Job-related Wellbeing Among Local Government Servants: The Role of Job Resources

Drawing on the job demands–resources model, this study examined the effect of workplace conflict as a work demand on job-related well-being (proxy by job satisfaction) while assessing the direct and buffering roles of job resources (employee development and supervisor support). The study employed a survey data from 130 employees of a major local government institution in Accra, Ghana, and the data were analysed using multiple regression and Hayes’ PROCESS macro moderation technique. The findings revealed that while workplace conflict has a significant negative effect on employee job-related well-being, employee development and supervisor support have significant positive effects but their interactions with workplace conflict show insignificant effects on employee job-related well-being. Our study provides new empirical evidence to extend the workplace conflict and employee well-being literature generally, and within the local government setting in particular. Furthermore, it contributes to the job demands–resources model by validating the dual pathways (job resources and job demands) of improving well-being while suggesting that a mismatch between the level of job demands and job resources may render their interactive effects ineffective.

Understanding the Role of Ethical Leadership and Workplace Conflicts a Mediation Moderation Model: A Time-Lagged Study

Drawing on Social Learning Theory and Conservation of Resource Concept this research mediation moderation model was supported by a study which is conducted from multiple sources and a study conducted in three-waves in Pakistan. Workplace Conflicts and Ethical Leadership ideas are developed and brought together by these results. This exploration inspected the character of Ethical leadership happening in workplace conflict circumstances. Explicitly, ethical leadership remained prophesied on the way to construct members’ resolution efficacy and consequently upsurge members’ capability to agreement through conflict state of affairs (i.e., relationship and task conflicts) concerning in the workplace political scenarios. We gathered information from a variety of sources, including employees and their direct managers in several Pakistani organizations. The current study employed the survey approach. This study shows a negative relationship between ethical leadership and relationship conflict and task conflicts. Moreover, this study also shows, resolution efficacy plays a role as a mediator between Ethical Leadership and relationship conflict as well as task conflicts. Furthermore, shows that Perception of Politics plays a role as a moderator in the relationship between Resolution Efficacy and Relationship Conflicts as well as task conflicts. Ethical leadership activities possibly will improve employee conflict resolution efficacy, implying that concluded the solicitation of ethical leadership social learning philosophies, leaders may be critical in creating a work environment that morally encourages and fosters employees' conflict resolution efficacy.

How Can We Resolve This? Two Classroom Exercises on Conflict Management

Workplace conflict, with its potential to be either highly beneficial or highly damaging, is best handled with thoughtful, deliberate care. This article presents two classroom exercises that demonstrate the value of carefully weighing both parties’ interests in a conflict, as suggested by the well-known “dual concern” model of conflict management. In the first exercise, students identify potential responses to a conflict over a “date night” restaurant choice. Discussion focuses on aligning these responses with the conflict management strategies inherent in the dual concern model and on identifying the potential for mutually beneficial outcomes. The second exercise then demonstrates how situational characteristics contribute to the choice of conflict management strategy. In it, student teams debate the importance of meeting their own, versus another party’s, interests in three realistic, hypothetical conflicts. Teaching tips, exercise variations, and summary information on the effective use of different conflict management strategies are provided.

Case Study on an Ethical Dilemma

AimsMr AB is a 58-year-old male with diagnosis of Schizoid Personality disorder. An articulate and intelligent man, AB derived happiness and contentment from his work. Due to workplace conflicts, he was asked to resign several years ago and has not worked since. Mr AB then found a sense of purpose in life by looking after his elderly parents. His parents sadly died a few years ago and since then he has been living on his own. He has never married. AB has one brother who helps him with shopping and groceries. Prior to this admission, AB was admitted once a few years ago when he was diagnosed with Depressive Disorder.MethodsMr AB was admitted last year with profound self-neglect. He was detained under Section 2MHA as he wasn't eating and drinking and wasn't engaging with services. With the initial diagnosis being Recurrent Depressive Disorder, AB was commenced on treatment for the same and eventually received ECT, for which he had strongly opposed. Following 6 sessions of ECT, AB bargained with the team that he would start eating and drinking if ECT was stopped and did so as well. He then requested a transfer to a different ward and consultant, with whom he shared that he doesn't agree with our diagnosis of depression or Schizoid personality disorder. AB expressed that he doesn't find his life worth living and wants to be left alone. He strongly believed that his liberty to take decisions about his life is being unfairly taken away by the NHS and accused professionals of trying to protect themselves. No evidence of SMI found at this stage. Following several discussions, AB was discharged home. He however was readmitted within a couple of days’ time by his brother following disengagement, self-neglect and again, no evidence of SMI.ResultsA capacitous patient, in the absence of Serious Mental Illness puts forth an argument that purely because his way of living and his opinions on life and death differ from that of the society, doesn't mean that his rights over his life can be taken away from him. He, however, struggles to acknowledge that as fellow humans we are strongly inclined to intervene and try to stop anyone from taking their own life.ConclusionA Challenging case that raises several questions surrounding Medical Ethics. The team is now looking into guardianship to ensure welfare of the patient.

Interethnic Workplace Conflict: Reciprocal Perception of Italian and Immigrant Blue-Collar Coworkers.

Past research has examined the beneficial effects of contact focusing mainly on the affective dimension of intergroup relationships. Limited research has examined cognitive dimensions, in particular considering at the same time minority and majority group perspectives. This study tested whether contact in a work context relates differentially to the perception of interethnic conflict in Italian (n = 67) and immigrant (n = 40, all male) blue-collar coworkers with the potential mediation of reciprocal stereotypical content (competence and warmth dimensions), interethnic attitudes, perceived discrimination, and whether organizational identification amplifies the effect of contact. Multigroup path analysis revealed that the two stereotype dimensions, warmth and competence, mediate the relationship between interethnic contact and perceived discrimination for Italians, and between organizational identification and perceived conflict for immigrants. Results highlighted an asymmetrical effect of contact on perceived conflict, detrimental and direct for immigrant workers, beneficial and mediate via the outgroup cognitive image for the Italian workers. Findings suggest that a superordinate identity, in terms of organizational identification, may be effective in reducing conflict at the workplace for majority members, whilst a personalized strategy seems to be more suitable for minority members. The theoretical and practical implications of these findings are discussed along with the acculturation perspective.