Individual and Organizational Well-being when Workplace Conflicts are on the Agenda: A Mixed-methods Study

Enehaug, Heidi; Helmersen, Migle; Mamelund, Svenn-Erik

doi:10.19154/njwls.v6i1.4911

Cited by 12 publications

(7 citation statements)

References 21 publications

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“…When analysing individual effects of workplace conflicts, research mainly focuses on mental health, job satisfaction, stress, psychosomatic symptoms, burnout, etc., as an outcome, but sickness absence, which is the focus of our study, has been less studied [34]. Our study tries to address the research gap by assessing the association between different types of workplace conflict and self-reported medically certified sickness absence by adjusting for socio-demographic factors and survey year among employees in Latvia.…”

Section: Introductionmentioning

confidence: 99%

Impact of Workplace Conflicts on Self-Reported Medically Certified Sickness Absence in Latvia

Lakiša

Matisāne

Gobiņa

et al. 2021

IJERPH

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Sickness absence is one of the most important working population health indicators. It is a complex phenomenon that is investigated by health care and occupational health specialists, economists, and work psychologists. Sickness absence is used as a predictor for morbidity and mortality, but besides the health status of an individual, sickness absence is influenced by demographic, socio-economic factors, and work environment factors. Conflicts at work are a common psychosocial risk factor that can affect sickness absence. The aim of the study was to investigate the association between different types of workplace conflict and self-reported medically certified sickness absence using cross-sectional survey data pooled from four periodic national surveys—Work conditions and risks in Latvia (2006–2018). The sample is representative of the working population of Latvia, as respondents were randomly drawn from different regions and industries. In total, the study sample (n = 8557) consisted of employees between 16 and 80 years old (average 42.8 +/− 12.6) of which 46.2% were males and 53.8% were females. Researchers used the computer-assisted personal interviewing (CAPI) method for collecting data. The association between workplace conflicts and sickness absence was analysed by using binomial logistic regression and calculated as odds ratios (OR) with 95% confidence intervals (CI), with adjustment for gender, age, education and survey year. The risk of sickness absence was higher among women (OR = 1.24, CI 1.13–1.35), employees aged 25–44 years old and employees with higher income. Controlling for socio-demographic factors and survey year, the odds of sickness absence increased significantly for all types of workplace conflict analysed. The strongest association with sickness absence was related to conflicts between managers and employees (OR = 1.51, CI 1.37–1.66) and conflicts between groups of employees (OR = 1.45, CI 1.31–1.61). Conflicts between employees and with customers also increased the odds of sickness absence (OR = 1.39, CI 1.27–1.52 and OR = 1.11, CI 1.01–1.23, respectively). Our findings suggest that tailored interventions at a company level for reducing workplace conflicts as risk factors of sickness absence are required. Those should focus on the improvement of managers’ leadership and human resource management skills.

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Section: Introductionmentioning

confidence: 99%

Impact of Workplace Conflicts on Self-Reported Medically Certified Sickness Absence in Latvia

Lakiša

Matisāne

Gobiņa

et al. 2021

IJERPH

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“…In their study Enehaug, Helmersen, Mamelund (2016) found that employees who had directly involved with a conflict showed symptoms of mental health problems. As Choi (2013) mentioned conflict and style of conflict management have important influences on individual, group, and organizational effectiveness in workplaces.…”

Section: Recommendations and Limitationsmentioning

confidence: 98%

A Case Study: Do Misconceptions Lead to Intergroup Conflicts at Workplaces?

Suklun

2019

bmij

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This study's purpose was to investigate if misconceptions lead to conflicts and increase attention among scholars for further research as well. Although misconception is one of the roots of conflicts is somehow accepted, especially by the practitioners, there are not many empirical studies conducted to investigate if there is a relationship between misconception and conflicts. This study is prepared on a small scale as a starting point. To explore the subject better case study methodology is used. Two different studies conducted to be able to compare and analyze the situation among the groups. One group is taken as in-group and the other group is taken as out-group. This study's findings revealed that misconception leads to conflict at workplaces and to a hostile work environment. "We vs. them" situation among the groups and intergroup conflicts are observed. Conclusion and limitation are discussed.

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“…Workplace conflicts and their resolution are the key questions for the entire human activity, personal value systems, work activities, as well as the society in which the process is going on. Both direct and indirect involvement in workplace conflicts have influence on individual well-being (Enehaug, Helmersen & Mamelund, 2016). They are also one of the most intriguing and interesting subjects of the organizational behaviour and human resource management.…”

Section: Workplace Conflictsmentioning

confidence: 99%

The Relationship between Workplace Conflicts and Job Satisfaction in the Public Sector in Serbia

Pavlović¹,

Stojanović-Višić

Ristic

2021

Manage: J. Sustainable Bus. Manage, Solutions Emerging Econ.

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Research Question: This paper starts with the research question regarding the relationship between workplace conflicts and job satisfaction in the public sector in Serbia. Motivation: The main motivation for this research study was: to examine a compromising conflict resolution in the public sector in Serbia; to examine the frequency, causes, conflict resolution strategies and methods for their reduction and for improving work climate in the public sector in Serbia; to examine the job satisfaction in the public sector in Serbia; and to examine the relationship between workplace conflicts and job satisfaction in the public sector in Serbia. Idea: This research started with the intention to study job satisfaction or dissatisfaction and workplace conflicts in the public sector in Serbia in order to reach a more efficient and effective human resource management. Data: The research study was conducted from the beginning of March 2019 until the end of April 2019. The total sample size amounted to 300 respondents employed in the public sector in Serbia. Tools: Two scales have been used to gather data and conduct the research: the compromising conflict resolution scale and the job satisfaction survey scale. Findings: More than half of the respondents employed in the public sector in Serbia believe that conflicts in their workplace are not frequent, while less than half of them finds them frequent. This finding shows that opinions are divided regarding conflicts. As the main reason for conflicts, the respondents reported personal conflicts, organizational conflicts and communication conflicts. The best strategies to handle conflicts, according to the employees in the public sector in Serbia, are cooperation, competition and avoiding. At the same time, compromise occupies the bottom place according to its frequency occurrence. As regards the methods to lower the levels of conflict frequency and to improve the organizational climate, the employees in the public sector in Serbia emphasized better planning and division of work and more resources that a company has at its disposal. Regarding job satisfaction, these findings put employees in the category of ambivalent emotions. Contribution: The primary contribution of this paper is in its effort to lead to better human resource management in the public sector in Serbia due to the research study results.

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Individual and Organizational Well-being when Workplace Conflicts are on the Agenda: A Mixed-methods Study

Cited by 12 publications

References 21 publications

Impact of Workplace Conflicts on Self-Reported Medically Certified Sickness Absence in Latvia

Impact of Workplace Conflicts on Self-Reported Medically Certified Sickness Absence in Latvia

A Case Study: Do Misconceptions Lead to Intergroup Conflicts at Workplaces?

The Relationship between Workplace Conflicts and Job Satisfaction in the Public Sector in Serbia

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