doi: 10.1111/j.1744-6570.2007.00083.x, Luthans, F., Youssef, C. M., Sweetman, D. S., and Harms, P. D. (2013). 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). This can be good or bad depending on the type of conflict. Market. Emotion regulation and intragroup conflict: when more distracted minds prevail. 26, 329347. 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). However, we did not find any empirical support for H5a, H5b and H5c. This questionnaire measures a composite higher-order construct termed as psychological capital (PsyCap), consisting of four positive psychological states: efficacy (confidence in one's own abilities to successfully perform tasks), hope (positive subjective appraisals of goal-related capabilities), resiliency (positive coping and bouncing back from adversity), and optimism (mental attitude to interpret situations and events in a positive way). A similar data analysis strategy was used for testing hypotheses 2, 4, and 6, which included quality of service as dependent variable or outcome. Copyright 2023 Cactus Communications. J. Psychol. Assessing the effectiveness of conflict management training in a health sector organisation: evidence from objective indicators. (2008). HLM results to test main and cross-level effects on burnout (H1, H3). Descriptive statistics and bivariate correlations among the level 1 variables of the study (N = 798). doi: 10.1177/0149206313495411, Behfar, K. J., Peterson, R. S., Mannix, E. A., and Trochim, W. M. (2008). Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate. (2013), in a daily diary study involving more than 4300 observations from 131 participants, found that daily relationship conflict predicted anger and well-being until the next day when task conflict was low, whereas task conflict was not related to anger and well-being. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). doi: 10.1002/job.71, De Dreu, C. K., and Weingart, L. R. (2003). Adaptation of the short version of the Psychological Capital Questionnaire (PCQ-12) into Spanish. de Wit F. R., Greer L. L., Jehn K. A. For example, Meier et al. The psychological experience of intragroup conflict. Soc. PHO at individual level. No use, distribution or reproduction is permitted which does not comply with these terms. Organ. 32, 385410. Psychol. 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). Psychological Capital Intervention (PCI): a replication and extension. In face of the covid-19 pandemic which has lasted for more than 2 years affecting all aspects of our lives across the world, psychological resilience has become an especially important trait in everyone one of us for better adaptation in such a difficult time. Manag. Mark. 44, 4870. When groups experience conflict: intersection among undergraduates' individual and group motivational goals, project commitment, and emotions . (2009). (Regul. J. Additionally, we propose that the conflict resolution mechanism of the group (i.e., conflict management climate) buffers the positive association between intragroup conflict and burnout (H5: relationship conflict H5a; process conflict H5b; task conflict H5c) as well as the negative association between intragroup conflict and quality of service (H6: relationship conflict H6a and process conflict H6b; whereas conflict management climate enhances the positive association between task intragroup conflict and quality of service: H6c). Reducing conflict-related employee strain: the benefits of an internal locus of control and a problem-solving conflict management strategy. Stressful events, stressors and psychological strains in young professional engineers. The Role of Psychological Capital and Intragroup Conflict on Employees The psychological experience of intragroup conflict Krueger, K. L., Diabes, M. A., & Weingart, L. R. (2022). Status Conflict in Groups | Organization Science - PubsOnLine KL Krueger, MA Diabes, LR Weingart. 12, 93104. Psychol. B., Avolio, B. J., and Peterson, S. J. Commun. 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). Dev. doi: 10.1037/0003-066X.56.3.218, Gamero, N., Gonzlez-Rom, V., and Peir, J. Frontiers | Does Intragroup Conflict Intensity Matter? The Moderating Additionally, our results revealed that the conflict management climate of the unit did not moderate the relationship between intragroup conflict and burnout (H5), whereas the units' conflict management climate buffers the negative association between both relationship (H6a) and process conflict (H6b) and quality of service. Resour. Acad. Previous studies have found a negative association between intragroup conflict and both employees' health and performance, including the quality of service that employees provide. Consequently, the existing conflict management climate did not show any moderation effect. Research in Organizational Behavior 42, 100186, 2022. Behav. Reaping the benefits of task conflict in teams: the critical role of team psychological safety climate. doi: 10.2307/2393737, Jehn, K. A., Greer, L., Levine, S., and Szulanski, G. (2008). doi: 10.2307/3069453, Joseph, D. L., and Newman, D. A. JMLP participated in the study design and wrote the first draft. Q. (2013). Burnout was measured with the Shirom-Melamed Burnout Measure (SMBM: Shirom and Melamed, 2006) in its Spanish version available from Shirom's personal website (http://www.shirom.org/arie/index.html). A plausible explanation for these results is that such types of conflicts are usually associated with lower levels of tension and anxiety (i.e., are less stressful) compared to relationship conflicts, and therefore have non-significant associations with burnout, which can be considered as a long-term stress response. doi: 10.1037/1076-8998.3.4.356, Stajkovic, A. D., and Luthans, F. (1998). doi: 10.1037/0033-2909.131.6.803, Meier, L. L., Gross, S., Spector, P. E., and Semmer, N. K. (2013). Peterson S. J., Luthans F., Avolio B. J., Walumbwa F. O., Zhang Z. Impact of psychological capital and emotions on relevant attitudes and behaviors. The moderating effect of Conflict Management Climate on the relationship between relationship, process, and task conflict on quality of service. J. This paper aims to add to the current knowledge about conflict management by examining the relationships between conflict type, conflict expression intensity and the use of the conflict, Egocentrism, which has traditionally been studied within a developmental cognitive perspective, has been somewhat overlooked in the personality literature. (2015). doi: 10.1037/a0024200, Carver, C. S., and Scheier, M. F. (2014). Different types of intragroup conflict (i.e., relationship, task, and process conflict) co-exist in team environments yet how this co-existence is expressed is poorly understood, particularly in sports teams. (PDF) The Role of Psychological Capital and Intragroup Conflict on Table 4. Day, A., and Randell, K. D. (2014). In contrast, neither task nor process conflict at team level was associated with burnout at individual level. Leon-Perez J. M., Medina F. J., Arenas A., Munduate L. (2015). 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). Descriptive statistics and bivariate correlations among the level 1 variables of the study (N = 798). 88, 741749. Among the control variables, we did not find significant effects for sex, age and role within the organization. INTRAGROUP CONFLICT IN ORGANIZATIONS: A CONTINGENCY - ScienceDirect Stud. A comparison of the construct validity of two burnout measures in two groups of professionals. Reliability estimated through Cronbach's Alpha was satisfactory ( = 0.85). A longitudinal examination of the association between psychological capital, perception of organizational virtues and work happiness in school staff. A., Connelly, S., and Thiel, C. E. (2014). Workplace bullying and interpersonal conflicts: the moderation effect of supervisor's power. 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). 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). Psychological capital and employee performance: a latent growth modeling approach. In this study, Cronbach's Alphas were satisfactory for both dimensions: 0.74 for positive affect, and 0.70 for negative affect, respectively. In support of hypothesis 1, which stated a negative relationship between psychological capital and burnout, we found a significant and negative relationship (r = 0.50; p < 0.01). 2012, Journal of Applied Psychology. 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). Manag. J. Appl. Psychol. HLM results to test main and cross-level effects on burnout (H1, H3). B., Wernsing, T. S., and Luthans, F. (2008). Indeed, there was no association between task conflict and quality of service. APA Dictionary of Psychology Dev. In fact, intergroup conflict has even been named the "problem of the century" in social psychology (Fiske, 2002). 55, 647654. doi: 10.1037/0022-3514.91.4.730, Peterson, S. J., Luthans, F., Avolio, B. J., Walumbwa, F. O., and Zhang, Z. Regarding the role of intragroup conflict, results revealed that only conflict about personal issues or relationship conflict is positively associated to burnout. Further research may benefit from including objective performance indicators that combined with those perceptual will offer a more robust view of our findings. Indeed, recent trends in organizational behavior focus on the concept of positive and healthy organizations (PHO), which refers to such organizations that emphasize the importance of achieving positive organizational outcomes (i.e., financial success, high quality service, and organizational survival) by promoting employees' flourishing in a healthy work environment over time (e.g., Cooper and Cartwright, 1994; Grawitch et al., 2006; Day and Randell, 2014). The mediating role of psychological capital on the association between occupational stress and job burnout among bank employees in china. In doing so, we first focus on psychological capital (i.e., positive psychological resources) as a relevant factor contributing to workers' well-being and performance at individual level, particularly we assume that workers' psychological capital is an essential resource at individual level both to cope with job demands or work stressors and to trigger positive experiences at work, which are key features of positive and healthy organizations. North Little Rock Permit Portal, Thank You Note To In Laws For Vacation, What Is Sweet 16 For A Girl Birthday, Articles T
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the psychological experience of intragroup conflict

the psychological experience of intragroup conflict

Soc. 22, 309328. Article on The psychological experience of intragroup conflict, published in Research in Organizational Behavior 42 on 2022-02-01 by Laurie R. Weingart+2. Teams Sense-making Individuals regularly experience conflict when working in teams. Building on these rationales and findings, we propose that PsyCap is negatively associated to burnout (H1) and positively associated to perceived quality of service (H2). Luthans F., Youssef-Morgan C. M., Avolio B. J. doi: 10.1111/j.1744-6570.2007.00083.x, Luthans, F., Youssef, C. M., Sweetman, D. S., and Harms, P. D. (2013). 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). This can be good or bad depending on the type of conflict. Market. Emotion regulation and intragroup conflict: when more distracted minds prevail. 26, 329347. 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). However, we did not find any empirical support for H5a, H5b and H5c. This questionnaire measures a composite higher-order construct termed as psychological capital (PsyCap), consisting of four positive psychological states: efficacy (confidence in one's own abilities to successfully perform tasks), hope (positive subjective appraisals of goal-related capabilities), resiliency (positive coping and bouncing back from adversity), and optimism (mental attitude to interpret situations and events in a positive way). A similar data analysis strategy was used for testing hypotheses 2, 4, and 6, which included quality of service as dependent variable or outcome. Copyright 2023 Cactus Communications. J. Psychol. Assessing the effectiveness of conflict management training in a health sector organisation: evidence from objective indicators. (2008). HLM results to test main and cross-level effects on burnout (H1, H3). Descriptive statistics and bivariate correlations among the level 1 variables of the study (N = 798). doi: 10.1177/0149206313495411, Behfar, K. J., Peterson, R. S., Mannix, E. A., and Trochim, W. M. (2008). Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate. (2013), in a daily diary study involving more than 4300 observations from 131 participants, found that daily relationship conflict predicted anger and well-being until the next day when task conflict was low, whereas task conflict was not related to anger and well-being. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). doi: 10.1002/job.71, De Dreu, C. K., and Weingart, L. R. (2003). Adaptation of the short version of the Psychological Capital Questionnaire (PCQ-12) into Spanish. de Wit F. R., Greer L. L., Jehn K. A. For example, Meier et al. The psychological experience of intragroup conflict. Soc. PHO at individual level. No use, distribution or reproduction is permitted which does not comply with these terms. Organ. 32, 385410. Psychol. 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). Psychological Capital Intervention (PCI): a replication and extension. In face of the covid-19 pandemic which has lasted for more than 2 years affecting all aspects of our lives across the world, psychological resilience has become an especially important trait in everyone one of us for better adaptation in such a difficult time. Manag. Mark. 44, 4870. When groups experience conflict: intersection among undergraduates' individual and group motivational goals, project commitment, and emotions . (2009). (Regul. J. Additionally, we propose that the conflict resolution mechanism of the group (i.e., conflict management climate) buffers the positive association between intragroup conflict and burnout (H5: relationship conflict H5a; process conflict H5b; task conflict H5c) as well as the negative association between intragroup conflict and quality of service (H6: relationship conflict H6a and process conflict H6b; whereas conflict management climate enhances the positive association between task intragroup conflict and quality of service: H6c). Reducing conflict-related employee strain: the benefits of an internal locus of control and a problem-solving conflict management strategy. Stressful events, stressors and psychological strains in young professional engineers. The Role of Psychological Capital and Intragroup Conflict on Employees The psychological experience of intragroup conflict Krueger, K. L., Diabes, M. A., & Weingart, L. R. (2022). Status Conflict in Groups | Organization Science - PubsOnLine KL Krueger, MA Diabes, LR Weingart. 12, 93104. Psychol. B., Avolio, B. J., and Peterson, S. J. Commun. 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). Dev. doi: 10.1037/0003-066X.56.3.218, Gamero, N., Gonzlez-Rom, V., and Peir, J. Frontiers | Does Intragroup Conflict Intensity Matter? The Moderating Additionally, our results revealed that the conflict management climate of the unit did not moderate the relationship between intragroup conflict and burnout (H5), whereas the units' conflict management climate buffers the negative association between both relationship (H6a) and process conflict (H6b) and quality of service. Resour. Acad. Previous studies have found a negative association between intragroup conflict and both employees' health and performance, including the quality of service that employees provide. Consequently, the existing conflict management climate did not show any moderation effect. Research in Organizational Behavior 42, 100186, 2022. Behav. Reaping the benefits of task conflict in teams: the critical role of team psychological safety climate. doi: 10.2307/2393737, Jehn, K. A., Greer, L., Levine, S., and Szulanski, G. (2008). doi: 10.2307/3069453, Joseph, D. L., and Newman, D. A. JMLP participated in the study design and wrote the first draft. Q. (2013). Burnout was measured with the Shirom-Melamed Burnout Measure (SMBM: Shirom and Melamed, 2006) in its Spanish version available from Shirom's personal website (http://www.shirom.org/arie/index.html). A plausible explanation for these results is that such types of conflicts are usually associated with lower levels of tension and anxiety (i.e., are less stressful) compared to relationship conflicts, and therefore have non-significant associations with burnout, which can be considered as a long-term stress response. doi: 10.1037/1076-8998.3.4.356, Stajkovic, A. D., and Luthans, F. (1998). doi: 10.1037/0033-2909.131.6.803, Meier, L. L., Gross, S., Spector, P. E., and Semmer, N. K. (2013). Peterson S. J., Luthans F., Avolio B. J., Walumbwa F. O., Zhang Z. Impact of psychological capital and emotions on relevant attitudes and behaviors. The moderating effect of Conflict Management Climate on the relationship between relationship, process, and task conflict on quality of service. J. This paper aims to add to the current knowledge about conflict management by examining the relationships between conflict type, conflict expression intensity and the use of the conflict, Egocentrism, which has traditionally been studied within a developmental cognitive perspective, has been somewhat overlooked in the personality literature. (2015). doi: 10.1037/a0024200, Carver, C. S., and Scheier, M. F. (2014). Different types of intragroup conflict (i.e., relationship, task, and process conflict) co-exist in team environments yet how this co-existence is expressed is poorly understood, particularly in sports teams. (PDF) The Role of Psychological Capital and Intragroup Conflict on Table 4. Day, A., and Randell, K. D. (2014). In contrast, neither task nor process conflict at team level was associated with burnout at individual level. Leon-Perez J. M., Medina F. J., Arenas A., Munduate L. (2015). 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). Descriptive statistics and bivariate correlations among the level 1 variables of the study (N = 798). 88, 741749. Among the control variables, we did not find significant effects for sex, age and role within the organization. INTRAGROUP CONFLICT IN ORGANIZATIONS: A CONTINGENCY - ScienceDirect Stud. A comparison of the construct validity of two burnout measures in two groups of professionals. Reliability estimated through Cronbach's Alpha was satisfactory ( = 0.85). A longitudinal examination of the association between psychological capital, perception of organizational virtues and work happiness in school staff. A., Connelly, S., and Thiel, C. E. (2014). Workplace bullying and interpersonal conflicts: the moderation effect of supervisor's power. 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). 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). Psychological capital and employee performance: a latent growth modeling approach. In this study, Cronbach's Alphas were satisfactory for both dimensions: 0.74 for positive affect, and 0.70 for negative affect, respectively. In support of hypothesis 1, which stated a negative relationship between psychological capital and burnout, we found a significant and negative relationship (r = 0.50; p < 0.01). 2012, Journal of Applied Psychology. 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). Manag. J. Appl. Psychol. HLM results to test main and cross-level effects on burnout (H1, H3). B., Wernsing, T. S., and Luthans, F. (2008). Indeed, there was no association between task conflict and quality of service. APA Dictionary of Psychology Dev. In fact, intergroup conflict has even been named the "problem of the century" in social psychology (Fiske, 2002). 55, 647654. doi: 10.1037/0022-3514.91.4.730, Peterson, S. J., Luthans, F., Avolio, B. J., Walumbwa, F. O., and Zhang, Z. Regarding the role of intragroup conflict, results revealed that only conflict about personal issues or relationship conflict is positively associated to burnout. Further research may benefit from including objective performance indicators that combined with those perceptual will offer a more robust view of our findings. Indeed, recent trends in organizational behavior focus on the concept of positive and healthy organizations (PHO), which refers to such organizations that emphasize the importance of achieving positive organizational outcomes (i.e., financial success, high quality service, and organizational survival) by promoting employees' flourishing in a healthy work environment over time (e.g., Cooper and Cartwright, 1994; Grawitch et al., 2006; Day and Randell, 2014). The mediating role of psychological capital on the association between occupational stress and job burnout among bank employees in china. In doing so, we first focus on psychological capital (i.e., positive psychological resources) as a relevant factor contributing to workers' well-being and performance at individual level, particularly we assume that workers' psychological capital is an essential resource at individual level both to cope with job demands or work stressors and to trigger positive experiences at work, which are key features of positive and healthy organizations.

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