Best-practice recommendations for estimating cross-level interaction effects using multilevel modeling, Conflict management, efficacy, and performance in organizational teams. As shown in Table Table4,4, among the control variables, we did not find significant effects for sex, age, and role within the organization. 530557. Regarding hypothesis H3a, which stated a positive effect of relationship conflict on burnout, we found a weak but worthy to be mentioned relationship (r = 0.33, p < 0.10); however, we did not found a significant relationship either between process conflict and burnout (H3b, r = 0.01, p = ns) nor between task conflict and burnout (H3c, r = 0.14, p = ns). J. Confl. Meeting the leadership challenge of employee well-being through relationship PsyCap and Health PsyCap. J. Manag. Rev. Psychological capital: measurement and relationship with performance and satisfaction. Moreover, the role of PsyCap can go beyond reducing stress at work to increasing the positive experience of work and improving work engagement and performance. According to such typology and considering conflict at group level, recent meta-analyses have highlighted that such types of intragroup conflict have different consequences (see De Dreu and Weingart, 2003; de Wit et al., 2012): while relationship and process conflict have negative relationships with personal and group outcomes (i.e., well-being and performance), task conflict can be productive under certain circumstances depending on how the group conceive conflict and deal with it (i.e., conflict management climate or employees' shared beliefs that disagreement can be discussed and intragroup conflicts are generally managed well and fairly in their unit: Einarsen et al., 2016). doi: 10.2307/2393737, Jehn, K. A., Greer, L., Levine, S., and Szulanski, G. (2008). Indeed, surveys were administered to groups of workers in company time with a research assistant present to answer any questions. Moreover, a recent meta-analysis concluded that Conflict processes, that is, how teams interact regarding their differences, are at least as important as conflict states, that is, the source and intensity of their perceived incompatibilities (DeChurch et al., 2013, p. 559). (2012). 30, 250263. The Role of Psychological Capital and Intragroup Conflict on Employees Table Table33 reports the parameters of interest of the different models used to test Hypothesis 1 and 3. Using survey data from 1299 nurses, teachers, and social workers, we found that task conflict was the most common type of conflict but it was unrelated to well-being. Given that both the effect of relationship conflict on quality of service as well as the interaction were significant only at p < 0.10, we can only affirm that we found a weak moderating effect and consequently a poor empirical support for H6a, but still worthy to be described as a tendency. doi: 10.1007/s10726-008-9107-0, Jehn, K. A., and Mannix, E. A. Psychological capital and employee performance: a latent growth modeling approach. Reducing conflict-related employee strain: the benefits of an internal locus of control and a problem-solving conflict management strategy. Organ. Psychological Capital and Beyond. Relationship conflict was negatively associated with vigor and positively . Several scholars have suggested distinguishing between different types of conflict. By clicking accept or continuing to use the site, you agree to the terms outlined in our. Soc. Read the article The psychological experience of intragroup conflict on R Discovery, your go-to avenue for effective literature search. First, we computed the internal consistency of each measure as well as Means, standard deviations and correlations among the main variables in this study, as shown in Table 1 for the variables at the first level of analysis (worker) and in Table 2 for the variables aggregated at the second level (units or facilities); in this second table we also include the aggregation indexes. J. The 12 items of this questionnaire (e.g., I feel confident analyzing a long-term problem to find a solution; If I should find myself in a jam at work, I could think of many ways to get out of it) were presented with a 6-point Likert-type scale (1 = completely disagree, 6 = completely agree). (Regul. Psychol. Frontiers | The Role of Psychological Capital and Intragroup Conflict In May 2023, Frontiers adopted a new reporting platform to be Counter 5 compliant, in line with industry standards. Moreover, a recent meta-analysis concluded that Conflict processes, that is, how teams interact regarding their differences, are at least as important as conflict states, that is, the source and intensity of their perceived incompatibilities (DeChurch et al., 2013, p. 559). La gestin de conflictos relacionales en las organizaciones de servicios [The management of relationship conflicts in service organizations]. Stress Manag. J. 6, 151156. Li X., Kan D., Liu L., Shi M., Wang Y., Wu H. (2015). Indeed, there is consensus about the negative effects of relationship conflict on employees' health and well-being since it usually implies more negative emotions such as anxiety, irritability, frustration, or tension compare to process and task-related conflict (for a meta-analysis see De Dreu and Weingart, 2003; de Wit et al., 2012). Psychol. Manag. Past research on team conflict has often conceptualized it as a collective phenomenon whereby members of the same team perceive similar levels of conflict. The moderating effect of Conflict Management Climate on the relationship between relationship, process, and task conflict on quality of service. No use, distribution or reproduction is permitted which does not comply with these terms. (2010). Dispositional optimism. doi: 10.1348/096317907X180441. A Multilevel View of Intragroup Conflict - SAGE Journals The system can't perform the operation now. The paradox of intragroup conflict: a meta-analysis. Consequently, several authors have highlighted that the way how conflict is managed determines its outcomes rather than the kind of conflict (e.g., Behfar et al., 2008; Tekleab et al., 2009). Acad. 22, 309328. doi: 10.1177/1059601108331218, Tjosvold, D. (2008). Moreover, we tested the hypothesis that the relationship between these two types of intra-team conflict would be moderated by team members' interaction. Seligman, M. E. P., and Csikszentmihalyi, M. (2000). FOIA The critical role of conflict resolution in teams: a close look at the links between conflict type, conflict management strategies, and team outcomes. J. Occup. Reducing conflict-related employee strain: the benefits of an internal locus of control and a problem-solving conflict management strategy. Leon-Perez J. M., Antino M., Leon-Rubio J. M. (in press). Impact of positive psychological capital on employee well-being over time. The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. doi: 10.1016/j.tics.2014.02.003, Chen, G., Liu, C., and Tjosvold, D. (2005). Consequently, the existing conflict management climate did not show any moderation effect. For example, relationship and process intragroup conflict can be detrimental to the quality of service that employees provide because it deteriorates the group's affective climate (Gamero et al., 2008) and service climate (Bentez et al., 2012). 18, 293299. Small Group Res. On the other hand, task conflict can improve performance when teams have open discussion norms (Jehn and Mannix, 2001) and a climate of psychological safety exists (Bradley et al., 2012). A qualitative analysis of conflict types and dimensions in organizational groups. Results revealed a main effect of psychological capital on both burnout (r = 0.50) and quality of service (r = 0.28). 8600 Rockville Pike According to this positive approach, Luthans et al. Try again later. The following sections examine the literature on identity development, identity and co-national group conflict. Also, Leon-Perez et al. In response, we used a single item that captures employees' shared beliefs that disagreement can be discussed and intragroup conflicts are generally managed well and fairly in their unit (i.e., In my team/unit conflict arises as in all teams everywhere; however, my team openly discusses disagreements and conflicts are effectively managed and solved). The psychological experience of intragroup conflict For example, employees working in a call center who were trained for cooperative conflict management improved their performance (i.e., fewer turnover rates, more calls answered, fewer customer complaints, and better quality examination scores) after the training compared to their non-trained colleagues (Tjosvold et al., 2014). J. Leadersh. Thus, employees with high PsyCap may deliver a higher quality of service because they experience more positive emotions, are more motivated and may expend more effort to perform well, which is in line with previous findings on the relationship between PsyCap and job performance at individual level (Avey et al., 2011). Rust R. T., Moorman C., Dickson P. R. (2002). Int. First, before estimating the 3 mentioned models in an HLM analysis using SPSS, we checked for the amount of variance of quality of service that is attributable to the between units/facilities differences and found a similar value as for burnout: 11.6%. It is assumed that test takers possess some degree of underlying ability, and that for each individual at each ability level item characteristic curve ADVERTISEMENT Also of Interest Exploring Psychology Meta-analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Pers. 88, 741749. JMLR designed the study and collected the data. Among these are the aggressor-defender, conflict-spiral, and structural change models. Laschinger, H. K. S. Fida R. (2014). A comparison of the construct validity of two burnout measures in two groups of professionals. Future studies should use validated scales for measuring both conflict resolution and openness to discuss disagreements at team level. To test hypothesis H6, we allowed the slope to vary for each type of conflict and we introduced the Conflict Management Climate first as a predictor (Step 1) and then (Step 2) its interaction with the different type of conflicts (relationship conflict for H6a, process conflict for H6b, and task conflict for H6c). Workplace bullying and interpersonal conflicts: the moderation effect of supervisor's power. First, before estimating the 3 mentioned models in an HLM analysis using SPSS, we checked for the amount of variance of quality of service that is attributable to the between units/facilities differences and found a similar value as for burnout: 11.6%. (2010). Given that both the effect of relationship conflict on quality of service as well as the interaction were significant only at p < 0.10, we can only affirm that we found a weak moderating effect and consequently a poor empirical support for H6a, but still worthy to be described as a tendency. Nicholas A. Hays Published Online: 22 Dec 2011 https://doi.org/10.1287/orsc.1110.0734 Abstract We introduce status conflictsdefined as disputes over people's relative status (i.e., respect) positions in their group's social hierarchyas a key group process that affects task group performance. , Roi Zultan b Add to Mendeley https://doi.org/10.1016/j.euroecorev.2016.01.004 Get rights and content Abstract We experimentally test the social motives behind individual participation in intergroup conflict by manipulating the perceived target of threatgroups or individualsand the symmetry of conflict. de Wit, F. R., Greer, L. L., and Jehn, K. A. Work Organ. doi: 10.1002/hrdq.21212. doi: 10.5465/AMR.2006.20208680, Folkman, S., and Moskowitz, J. T. (2000). B., and Norman, S. M. (2007). doi: 10.1002/job.515, Baron, R. A., Franklin, R. J., and Hmieleski, K. M. (2016). doi: 10.1037/1076-8998.3.4.356, Stajkovic, A. D., and Luthans, F. (1998). This is a particularly encouraging result given the fact that PsyCap can be trained (e.g., Luthans et al., 2010; Dello Russo and Stoykova, 2015), and has therefore the potential to further overcome limitations associated to other potential interventions focusing on cognitive resources such as self-regulation mechanisms, which are considered a limited resource and a weak predictor of performance (for a meta-analysis see Sitzmann and Yeo, 2013). Reliability estimated through Cronbach's Alpha was satisfactory ( = 0.89). However, regarding hypothesis H4c, which stated a positive effect of task conflict on the quality of service, we did not found a significant relationship (r = 0.09, p = ns). In organizational contexts, according to Hobfoll's (1989, 2001, 2002) Conservation of Resource (COR) theory, several authors have considered PsyCap as cumulative resource gains that increase well-being over time (gain spirals: Avey et al., 2010; Culbertson et al., 2010). Ed). It comprises two mood scales, one measuring positive affect and the other measuring negative affect. Work Organ. (2006). The psychology of intergroup conflict: A review of theories and Psychological capital and employee performance: a latent growth modeling approach, Shifting the lens on organizational life: the added value of positive scholarship. Consequently, the existing conflict management climate did not show any moderation effect. Psychol. Revista de Psicol. N = 798 operators nested in 55 groups/facilities. In this study, Cronbach's Alphas were satisfactory for both dimensions: 0.74 for positive affect, and 0.70 for negative affect, respectively. Then, considering the pivotal role of teams in nowadays organizations, we turn to a group level of analysis and emphasize how positive group dynamics, such as the capacity of the team to openly discuss disagreements and constructively manage conflict, can both prevent negative environments and foster positive social interactions in order to enhance employees' well-being and performance. This measure consists of 14 items that are measured on a 7-point Likert scale (ranging from 1 = never to 7 = always) that comprise the physical (6 items: e.g., I feel tired), cognitive (5 items: e.g., I have difficulty concentrating), and emotional (3 items: e.g., I feel I am not capable of investing emotionally in coworkers and customers) dimensions of being burned-out. doi: 10.1037/a0024200, Carver, C. S., and Scheier, M. F. (2014). Psychol. Salanova M., Agut S., Peiro J. M. (2005). The moderating role of employee positive well being on the relation between job satisfaction and job performance. have proposed the concept of psychological capital (PsyCap), which is a . The prevalence and consequences of intragroup conflicts for employee As shown in Table 5, regarding H6a the interaction was close to be significant (r = 0.07, p < 0.10) and its inclusion in the model (Step 2) reduced the negative impact of relationship conflict on quality of service (Step 1: r = 0.20, p < 0.10; Step 2: r = 0.16, p = ns). and (Luthans et al. Similarly, some studies have confirmed the negative association between PsyCap and burnout in various professions such as school teachers (Cheung et al., 2011), bank employees (Li et al., 2015), or nurses (Ding et al., 2015); which suggests that having these psychological resources can help workers tolerating stressful situations or confront their demands at work without suffering chronic stress or burnout. Thus, hypotheses were tested in a sample of 798 workers nested in 55 units/facilities (M = 35.87 years old; SD = 8.49; 81.8% male; 94.5% permanent full-time contracts), who reported job tenure of 9.77 years (SD = 6.37). This result can be related to the previous one: PsyCap is associated to reduced burnout. doi: 10.1037/0033-2909.131.6.803, Meier, L. L., Gross, S., Spector, P. E., and Semmer, N. K. (2013). Behav. doi: 10.1037/0021-9010.93.1.170. doi: 10.1037/a0017286, Keenan, A., and Newton, T. J. B., and Nielsen, M. B. Psychol. In sum, results supported the proposed main effects of psychological capital (PsyCap) on burnout (H1) and quality of service (H2) as well as cross-level main effects of intragroup conflict on burnout (H3, only for relationship conflict: H3a) and quality of service (H4, for both relationship conflict and process conflict: H4a and H4b). J. Since the meta-analysis by De Dreu and Weingart (2003b) on the effects of intragroup conflict on group outcomes, more than 80 new empirical studies of conflict have been conducted, often investigating more complex, moderated relationships . Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis. This scale includes three types of intragroup conflicts: task conflict or disagreements related to the content of the tasks that workers have to perform (e.g., How much did this team have to work through disagreements about varying opinions?), relationship conflict or disagreements about personal issues [e.g., We disagreed about non-work (social or personality things,)] and process conflict or disagreements regarding the planning and delegation issues of task accomplishment (e.g., How much disagreement was there about task responsibilities within this team?). Similarly, regarding H6b, the interaction was significant (r = 0.09, p < 0.05) and reduced the negative impact of process conflict on quality of service (Step 1: r = 0.27, p < 0.05; Step 2: r = 0.18, p = ns), so we can conclude that we found empirical support for H6b. However, Hackman (2009) cautioned that this positive approach, when applied to organizational context, has too much emphasis on individual-level interventions and ignores problems in organizations that need attention prior to introducing positive interventions. The Prevalence and Consequences of Intragroup Conflicts for Employee Third, like most survey-based study, our performance (quality of service) measure is perceptual in its nature and may be affected by social desirability. Dijkstra M. T., Beersma B., Evers A. Examine a social psychology experiment and show how it relates to current literature and research on inter-and/or intra-group dynamics Intergroup conflict One determinant of intergroup conflict is the desire on the part of group member to gain positive outcomes for themselves and for their group Competition can increase intergroup conflict Intergroup conflict exaggerated * results of in-group . In Brief. Thus, this research addresses both a main effect at individual level (psychological capital on burnout/quality of service) and a moderated cross-level model (2-2-1: intragroup conflict, conflict management climate and burnout/quality of service) in a cross-sectional survey study (N = 798 workers nested in 55 units/facilities). Acad. Authors would like to thank Mind Garden and Dr. Fred Luthans for their permission to use the PsyCap questionnaire, which is copyrighted material (see www.mindgarden.com). J. Team members may experience differences of opinion, interpersonal spats, struggles over power and leadership, as well as other tensions that give way to episodes of conflict. Individ. The ones marked, Personality and Social Psychology Bulletin 46 (7), 1059-1073, Social and Personality Psychology Compass 15 (6), e12600, Research in Organizational Behavior 42, 100165, KR Chandler, KL Krueger, AL Forest, E Orehek, Personality and Social Psychology Bulletin 49 (2), 197-214, Research in Organizational Behavior 42, 100186, Academy of Management Proceedings 2022 (1), 17721, K Chandler, K Krueger, A Forest, E Orehek, New articles related to this author's research, PhD Student at Carnegie Mellon University, Tepper School of Business, Carnegie Mellon University, University of North Carolina at Chapel Hill, Communicating commitment: A relationship-protection account of dyadic displays on social media, Facilitating and motivating support: How supportseekers can affect the support they receive in times of distress, Honest feedback: Barriers to receptivity and discerning the truth in feedback, The impact of another persons responses to opinion communication: Shared reality, epistemic trust, and belief certainty, Putting responsiveness in context: How a partner's responsiveness baseline shapes perceived responsiveness, The psychological experience of intragroup conflict, Interested and Instrumental: An Examination of Instrumentality Regulation With Potential Romantic Partners, Reprint of: The psychological experience of intragroup conflict, New Frontiers in Mentorship Research: Communicating Feedback and Advice, Replication of Chandler, Krueger, Forest, & Orehek (under revision), Is Listening to a Partner's Negative Expressivity Always Detrimental? The benefits of frequent positive affect: does happiness lead to success? It comprises two mood scales, one measuring positive affect and the other measuring negative affect. Frontiers | Does Intragroup Conflict Intensity Matter? The Moderating Intra group conflict . Drawing on such theory, PsyCap can help employees to perceive their working demands as challenging instead of potentially harmful (primary appraisal guided by their optimism and hope) as well as their self-efficacy and resilience may lead them to consider that they can effectively cope with such demands at work, experiencing more positive than negative emotions such as anxiety or fear and therefore reducing psychological distress. Table 3 reports the parameters of interest of the different models used to test Hypothesis 1 and 3. 66, 724. Development of four self-report measures of job stressors and strain: interpersonal conflict at work scale, organizational constraints scale, quantitative workload inventory, and physical symptoms inventory. Positive psychology and the healthy workplace, in Workplace Well-being: How to Build Psychologically Healthy Workplaces, eds A. When groups experience conflict: intersection among undergraduates No use, distribution or reproduction is permitted which does not comply with these terms. (2010). Federal government websites often end in .gov or .mil. This article examines the effects of intra-group conflict in a small co-national group of students taking part in a short-term study abroad program. According to the American Psychological Association's (APA) Ethical Principles of Psychologists and Code of Conduct, participants were informed about the aim of the study and requisites for participation, and all participants gave their written informed consent. 3, 356367. Thus, developing employees PsyCap may lead them to a positive psychological state of development that is not only positively related to well-being and health-related outcomes (e.g., lower levels of cholesterol: Luthans et al., 2013) but can also prevent distress at work (i.e., reduced burnout). Nathan Hyungsok Choe Department of Educational Psychology, University of Texas, Austin, TX, USA & . Developing cooperative teams to support individual performance and well-being in a call center in China. The paradox of intragroup conflict: A meta-analysis - Academia.edu Further research may benefit from including objective performance indicators that combined with those perceptual will offer a more robust view of our findings. Similarly, Tjosvold (2008) argued that teams need to rely on cooperative management of conflict for their successfully internal functioning, which can have significant benefits for both individuals and organizations, including increased performance as recent follow-up training studies have suggested. Ong A. D., Bergeman C. S., Bisconti T. L., Wallace K. A. Behfar K. J., Peterson R. S., Mannix E. A., Trochim W. M. (2008). J. Appl. Second, regarding the measurement of conflict management climate (although we have several validity pieces of evidence; for example the bivariate correlations with the three types of conflict) we just employed a single item measure, which can explain the weak (or non-existing) moderation effect of conflict management climate. Regarding hypothesis H3a, which stated a positive effect of relationship conflict on burnout, we found a weak but worthy to be mentioned relationship (r = 0.33, p < 0.10); however, we did not found a significant relationship either between process conflict and burnout (H3b, r = 0.01, p = ns) nor between task conflict and burnout (H3c, r = 0.14, p = ns). This study examines the impact of emotional exhaustion on faculty role conflict as a source of stress that leads to turnover intention, which is considered to be an undesirable organizational, Standard definitions of social psychology, such as "the study of the way in which people's thoughts, feelings, and behaviors are influenced by the real or imagined presence of other people" (Aronson, Although subjective construal (i.e., our personal understanding of situations and the people and objects within them) has been an enduring topic in social psychology, its underlying mechanisms have, International Journal of Conflict Management, Purpose Group Organ. Second, regarding the measurement of conflict management climate (although we have several validity pieces of evidence; for example the bivariate correlations with the three types of conflict) we just employed a single item measure, which can explain the weak (or non-existing) moderation effect of conflict management climate. J. In doing so, a multilevel approach is taken into consideration because represents better the integration between traditional approaches focusing on working conditions and group processes (unit level) and the positive psychology framework which emphasizes personal strengths and resources (individual level). The psychological experience of intragroup conflict Similarly, Tjosvold (2008) argued that teams need to rely on cooperative management of conflict for their successfully internal functioning, which can have significant benefits for both individuals and organizations, including increased performance as recent follow-up training studies have suggested. Hum. Hum. 55, 514. Int. 22 Articles, This article is part of the Research Topic, Creative Commons Attribution License (CC BY). 7:1755. doi: 10.3389/fpsyg.2016.01755. All rights reserved. In Model 2 we added our first level predictor psychological capital. Traditionally, the absence of distress at work together with the development of health promotion initiatives has been considered pivotal indicators of healthy organizations. Karen Jehn. Manag. Resour. J. Occup. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). However, recent developments in the field of psychology have led to a shift in the ultimate goal of occupational health research: from reducing negative events at work and their concomitant psychological, physical, and economic costs to facilitate positive experiences that promote health and well-being (e.g., Bono et al., 2013). Aguinis, H., Gottfredson, R. K., and Culpepper, S. A. There are numerous models that attempt to explain the emergence and persistence of intergroup conflict. Third, like most survey-based study, our performance (quality of service) measure is perceptual in its nature and may be affected by social desirability. Intragroup conflict is often about how problems should be solved and how scarce resources should be allocated. (1997). Received 2016 Jun 1; Accepted 2016 Oct 25. Passive responses to interpersonal conflict at work amplify employee strain. doi: 10.1002/job.537, Song, M., Dyer, B., and Thieme, R. J. Most Cited Articles - Research in Organizational Behavior - Elsevier

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