Workplace Interpersonal Conflict Research Articles

The effects of interpersonal conflict on employee satisfaction and productivity in the workplace

This study investigates the impact of interpersonal conflicts on employee satisfaction and workplace productivity. The review of relevant literature revealed significant relationships betweenthese variables, forming the basis for the current investigation. The research aimed to analyze the connection between interpersonal conflicts in the workplace and employee satisfaction, concurrently evaluating the consequences of these conflicts on organizational productivity. Hypothesis 1 assumeda negative correlation, indicating that an increase in interpersonal conflicts is associated with a decrease in employee satisfaction. Hypothesis 2 anticipated a positive correlation, suggesting that interpersonal conflicts among employees lead to an intensification of the reduction in organizational productivity.The Workplace Interpersonal Conflict Scale, Workplace Productivity and Disruption Questionnaire, as well as the Job Satisfaction Subscale from the Michigan Organizational Assessment Questionnaire, were utilized in a sample of 81 participants from Romania. Data collection took place online through the Google Forms questionnaire, adhering to ethical research principles and ensuring participant confidentiality. Statistical analysis confirmed Hypothesis 1, highlighting a significant and negative correlation between interpersonal conflicts and employee satisfaction. Participants reported a moderate level of interpersonal conflicts (mean 1.74) and relatively consistent satisfaction (mean 2.45), supported by distribution tests. Additionally, Hypothesis 2 was validated, indicating a significant and positive correlation between interpersonal conflicts and reduced workplace productivity.

The Impact of Workplace Interpersonal Conflict on Job Performance, Job Depression and Turnover Intention

The objective of the current study is to check the impact of workplace interpersonal conflict’s impact on job performance, job depression and turnover intention. The current study is been set to make cross sectional analysis of employees working in both public and private organizations. A pre-planned and well-structured questioner is been designed and provided to 350 respondents. 215 respondents returned the fill questioners. Simple statistical tools are been used to find the demographic features and average behavior of the respondents. Regression technique is been used for hypothesis testing and inferential statistics. The findings of regression analysis showed the interpersonal conflicts reduces job performance. Increase in interpersonal conflict increase the job depression. The impact of interpersonal conflict on turnover intention is been observed positive and statistically significant at 1%. All three-null hypotheses are been rejected while alternative hypotheses are been accepted. The moderating and mediating factors i.e. organizational maturity and supervisor behavior help reducing the interpersonal conflicts. It is been suggested that the organization need to promote employees frankly strategies and policies.

The Effect of Sleep on Workplace Interpersonal Conflict: The Mediating Role of Ego Depletion

This study aimed to investigate the relationship between sleep and workplace interpersonal conflict and the role of ego depletion as the mediating mechanism. A survey was conducted daily for two weeks using an experience sampling method. A sample of 79 employees from the East Coast of China was collected. A multilevel regression analysis was conducted to test the proposed hypotheses. Results indicated that higher sleep quantity was associated with lower daily ego depletion at noon and lower workplace interpersonal conflict. Moreover, ego depletion mediated the effects of sleep quantity on workplace interpersonal conflict. The findings identified the adverse effects of insufficient sleep on daily interpersonal interactions and provided a valuable perspective on workplace interpersonal conflict management. Furthermore, the study broadened the scope of antecedents that impact how employees experience daily workplace interpersonal conflict and assessed the mediating role of ego depletion in this relationship.

Workplace interpersonal conflict in prehospital emergency: Concept analysis.

BACKGROUND:In the turbulent and stressful work environment of prehospital emergencies, the conflict among emergency medical technicians (EMT) and other health-care providers is inevitable. This study aims to examine the concept of workplace interpersonal conflict (WIC) in prehospital emergencies.MATERIALS AND METHODS:The eight-step Walker and Avant's concept analysis approach was adopted to define the concept. Iranmedex, SID, Magiran, ISC, PubMed, Scopus, Embase, and Web of Science searched with keywords such as WIC and hospital emergencies. After an extensive review of online national and international databases, one dictionary, nine books, and 25 articles in English and Persian were retrieved for the purposes of the study.RESULTS:The antecedents, attributes, and consequences of the concept identified. EMT must learn how to eliminate their destructive effects while enhancing constructive effects.CONCLUSION:Conflict is an inevitable part of life, and EMT must learn how to reduce their destructive effects while increasing constructive results.

Workplace interpersonal conflicts among the healthcare workers: Retrospective exploration from the institutional incident reporting system of a university-affiliated medical center.

ObjectiveThere have been concerns about the workplace interpersonal conflict (WIC) among healthcare workers. As healthcare organizations have applied the incident reporting system (IRS) widely for safety-related incidents, we proposed that this system might provide a channel to explore the WICs.MethodsWe retrospectively reviewed the reports to the IRS from July 2010 to June 2013 in a medical center. We identified the WICs and typed these conflicts according to the two foci (task content/process and interpersonal relationship) and the three properties (disagreement, interference, and negative emotion), and analyzed relevant data.ResultsOf the 147 incidents with WIC, the most common related processes were patient transfer (20%), laboratory tests (17%), surgery (16%) and medical imaging (16%). All of the 147 incidents with WIC focused on task content or task process, but 41 (27.9%) also focused on the interpersonal relationship. We found disagreement, interference, and negative emotion in 91.2%, 88.4%, and 55.8% of the cases, respectively. Nurses (57%) were most often the reporting workers, while the most common encounter was the nurse-doctor interaction (33%), and the majority (67%) of the conflicts were experienced concurrently with the incidents. There was a significant difference in the distribution of worker job types between cases focused on the interpersonal relationship and those without (p = 0.0064). The doctors were more frequently as the reporter when the conflicts focused on the interpersonal relationship (34.1%) than not on it (17.0%). The distributions of worker job types were similar between those with and without negative emotion (p = 0.125).ConclusionsThe institutional IRS is a useful place to report the workplace interpersonal conflicts actively. The healthcare systems need to improve the channels to communicate, manage and resolve these conflicts.

The Workplace Interpersonal Conflict Scale: An Alternative in Conflict Assessment

The Workplace Interpersonal Conflict Scale: An Alternative in Conflict Assessment

Interpersonal Conflict Management styles on Conflict Sources in Services Settings

Interpersonal conflict in work place is a potential problem that organizations can neither avoid nor encourage. It's a potential problem faced by the managers cited in literature, observed in practice as well. While eliminating interpersonal conflict from the work place which is a tough task, managing such conflict could be beneficial to organizations such as services enterprises. Hence, the present work is aimed at developing the scheme of things that can be beneficial to the services enterprises in terms of organizational conflict sources and its inadvertent resolution styles. Based on the survey data generated from 550 employees working in various service firms, the outcome of three independent multiple regression model conceived in the present work confirms the existence of dependency relationship between the conflict sources such as Perceived organizational politics, Perceived uncivil behavior, Perceived organizational injustice and the conflict resolution strategies such as integrating style, obliging style, dominating style, avoiding style and compromising style in services settings. The corresponding findings and implications constitute the outcome associated with this work.

Work-family conflict, emotional exhaustion, and displaced aggression toward others: the moderating roles of workplace interpersonal conflict and perceived managerial family support.

Taking a resource-based self-regulation perspective, this study examined afternoon emotional exhaustion as a mediator linking the within-person relations between morning work-family conflict and later employee displaced aggression in the work and family domains. In addition, it examined resource-related contextual factors as moderators of these relations. The theoretical model was tested using daily diary data from 125 employees. Data were collected at 4 time points during each workday for 3 consecutive weeks. Multilevel modeling analysis showed that morning family-to-work conflict was positively related to afternoon emotional exhaustion, which in turn predicted displaced aggression toward supervisors and coworkers in the afternoon and displaced aggression toward family members in the evening. In addition, morning workplace interpersonal conflict exacerbated the impact of morning work-to-family conflict on afternoon emotional exhaustion, whereas perceived managerial family support alleviated the impact of morning family-to-work conflict on afternoon emotional exhaustion. These findings indicate the importance of adopting a self-regulation perspective to understand work-family conflict at work and its consequences (i.e., displaced aggression) in both work and family domains.

Employment Type, Workplace Interpersonal Conflict, and Insomnia: A Cross-sectional Study of 37,646 Employees in Japan

ABSTRACT. This study explored whether workplace interpersonal conflict (WIC) is associated with insomnia, and whether the relationship between WIC and insomnia differs across different employment groups. A total of 37,646 Japanese full-time employees participated in a cross-sectional survey. Employment types included permanent employment and 2 forms of temporary employment: direct-hire and temporary work agent (TWA). Insomnia symptoms, including difficulty initiating sleep, difficulty maintaining sleep, and early morning awakening were measured. Insomnia was defined as having experienced 1 or more of these symptoms on ≥3 nights per week over the past 12 months. Results showed that WIC was significantly associated with an increased risk of insomnia (odds ratio OR = 1.63; 95% confidence interval CI = 1.55–1.71), controlling for confounders. However, the relationship between WIC and the risk of insomnia was significantly stronger for TWAs than for permanent employees (OR = 1.97; 95% CI = 1.13–3.45). A frequent exposure to WIC may increase the risk of insomnia, particularly for TWAs.

Employee Popularity Mediates the Relationship Between Political Skill and Workplace Interpersonal Mistreatment

Interpersonal mistreatment is a common and often devastating occurrence in the workplace. Although victim characteristics are an important determinant of who is targeted, research examining the link between target characteristics and interpersonal mistreatment is limited. Researchers have not considered employees’ interpersonal style as an antecedent of the mistreatment they experience from others. Further, very few studies have attempted to understand the mediating processes underlying the relationships between victim characteristics and workplace interpersonal mistreatment. The current study addresses these needs by examining employee popularity as a mediator of the relationship between political skill and two forms of interpersonal mistreatment: workplace interpersonal conflict and workplace ostracism. Results indicate that the political skill–interpersonal mistreatment relationships were mediated by employee popularity.

Target personality and workplace victimization: A prospective analysis

Workplace victimization has recently emerged as an important topic in occupational health psychology. One of the major limitations of this research is that it generally employs cross-sectional designs. The current study, however, used a 13-month two-wave prospective design to examine the relationship between target personality and workplace interpersonal conflict in a sample of 166 non-faculty employees at a Midwestern university in the United States. Results suggested that victims' positive affectivity, negative affectivity, and core self-evaluations were associated with interpersonal conflict. Furthermore, employee personality was related to subsequent interpersonal conflict from supervisors even after initial levels of interpersonal conflict were controlled. Analyses further suggested that target negative affectivity might be an especially strong predictor of interpersonal conflict. Consistent with past theorizing, we found evidence that initial interpersonal conflict with co-workers can result in subsequent interpersonal conflict with supervisors. We conclude with a discussion of the practical and theoretical implications of our findings.