The differential association of workplace conflicts on employee well-being

• Published in: The International journal of conflict management Vol. 30; no. 5; pp. 680 - 705
• Main Authors: Kuriakose, Vijay, S, Sreejesh, Wilson, P.R, MR, Anusree
• Format: Journal Article
• Language: English
• Published: Emerald Publishing Limited 08.10.2019
• Subjects: Process conflict; Task conflict; Well-being; Perceived social support; Relationship conflict
• DOI: 10.1108/IJCMA-05-2018-0063
• ISSN: 1044-4068

Purpose The purpose of this study is to examine the differential association of three different workplace conflicts on employee-related outcomes, such as loneliness and well-being. Further, the study pursues to explore the perceived social support at the workplace as a conditional factor in the relation between different conflict types and employee loneliness. Design/methodology/approach The data were collected using a self-administered survey from 554 IT employees. Structural equation modelling (SEM) was used to test the study postulations. Findings The findings indicated that all three types of conflicts differently associate on both loneliness and well-being. Besides, it found that loneliness works as a mediator between conflict types and employee well-being. Further, perceived social support at the workplace moderates the relationship between different types of conflict, such as relationship, process, task conflicts and employee loneliness at work. Practical implications The study provides helpful directions to HR managers by providing a clear empirical understanding of the types of conflicts and its association on employee-related outcomes. Further, the study highlights the need for developing social support in an organisation during conflict episodes, to manage the adverse association of these conflicts on employee well-being and to restore employee well-being. Originality/value To the best of the authors’ knowledge, for the first time, a study has been conducted highlighting the differential association of workplace conflict and employee outcome and indicating its intervening mechanisms and conflict management conditions.