Testing activity reduces conflict associated strain (ARCAS) model

Abstract

Purpose The purpose of this paper is to test the activity reduces conflict associated strain (ARCAS) model with the aid of AET examining the direct effect of relationship conflict on employee well-being and also discussing the mechanism through which relationship conflict influences employee well-being, and also to test the ARCAS model examining whether passive and active conflict management styles influence this relationship. Design/methodology/approach Responses were collected from 554 software engineers using structured questionnaire and postulated relationships were tested using Process Macros. Findings The study established that relationship conflicts are detrimental to employee well-being. It also established the indirect effect of relationship conflict on employee well-being through negative affect state. Negative affect state is an intra-personal mechanism linking relationship conflict and employee well-being. The study also extended the ARCAS model by establishing that passive ways of handling conflict amplify and problem-solving conflict management style mitigates the adverse impact of relationship conflict. Contrary to the prediction, forcing conflict management style was found to amplify the adverse effect of relationship conflict on well-being through negative affect state. Practical implications The findings of the study highlight the detrimental effect of relationship conflict on well-being and highlight the vital role of individual affective states in the conflict process. Furthermore, the study provides valuable insights for managers on how individuals’ conflict management styles influence the effect of relationship conflict on well-being. Originality/value The study specifically examined the effect of relationship conflict on employee well-being and explored the psychological process through which relationship conflict diminishes well-being. Moreover, the study tested and extended ARCAS model with the aid of Affective Events Theory.

Examining the Mechanisms Linking Work-Related Conflicts and Employee Well-Being: A Mediation Model

“…Experience of process conflict, that is, the disagreement regarding who does what and disagreements about the allocation of resources, decreases satisfaction and increases uncertainty regarding task progress (Greer & Jehn, 2007) and misdirects the discussion to irrelevant matters such as members' skills and ability (Jehn, 1997;Jehn & Mannix, 2001). In a recent study, it was found that process conflicts are negatively related to employee's self-reported perceptions of their well-being (Kuriakose et al, 2019b). Process conflict has been found to diminish various individual-level outcomes such as morale, intention to remain, commitment and perceived individual performance (Jehn & Mannix, 2001;Jehn, Northcraft & Neale, 1999;Thatcher, Jehn & Chadwick, 1998).…”

“…Employees consider process conflicts as a negative work event (Kuriakose et al, 2019b), adversely assessing their skills and abilities. Process conflicts are likely to result in negative emotions within the individual, as it is related to the perception of justice and equity about the allocation of resources and responsibilities among employees at work (Greer & Jehn, 2007).…”

“…Process conflicts are related to the undesired allocation of resources and unwanted assignments (Jehn, 1997) and when events take place inconsistent with what one is needed and desired, negative affect is likely to result (Roseman, Antoniou, & Jose, 1996). Employees consider process conflict as a negative work event (Kuriakose et al, 2019b). Building on Affective events theory it can be assumed that process conflict evokes negative affect state.…”

“…Process conflict at the workplace which is related to logistical and delegation issues are often associated with arguments and interpersonal tensions among employees (Kuriakose et al, 2019b). Process conflicts are adverse work events threatening individual needs, social harmony and smooth functioning of human resource.…”

“…Interestingly, the relationship between process conflict and negative affect and well-being have been found stronger than task conflict which indicates that process conflicts are more detrimental to individuals. This adds to the growing number of studies which advocate for process conflict to be considered as a distinct type of conflict (Behfar et al, 2011;Greer and Dannals, 2017;Kuriakose et al, 2019b).…”