Validación del Cuestionario de Conflicto Interpersonal en el Trabajo (CIT) en empleados españoles

Benítez, Míriam Cotes; León-Pérez, Jose M.; Ramirez‐Marin, Jimena Y.; Medina, Francisco J.; Munduate, Lourdes

doi:10.1174/021093912803758228

Cited by 9 publications

(12 citation statements)

References 34 publications

(47 reference statements)

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“…Consequently, our results represent a contribution to intragroup conflict literature as no previous versions and validations of the ICS have both validated the updated conflict typology (task-, relationship- and process-oriented conflicts with items free of emotional connotations) and demonstrated its multi-level applicability (Benítez et al , 2012; Lehmann-Willenbrock et al , 2011; Pearson et al , 2002). Thus, our findings show that theoretical individual-level structure can be applied to a nested data structure.…”

Section: Discussionsupporting

confidence: 55%

“…First, our results revealed that a bi-dimensional model of conflict types at work (i.e. task-oriented conflict vs relationship-oriented conflict) could apply to perceptions of conflict at the individual level (Benítez et al , 2012; González-Navarro et al , 2017; Pearson et al , 2002). However, adopting an individual-level approach neglects the nested nature of the phenomena and brings to the wrong assumption of independence of the measures (i.e.…”

Section: Discussionmentioning

confidence: 84%

“…According to some authors, the combination of the task-oriented conflicts dimension in Jehn’s scale together with the relationship-oriented conflicts dimension in Cox’s scale better captures the difference between both types of conflicts (Friedman et al , 2000). Moreover, Benítez et al (2012) followed this approach and validated this mixed scale into Spanish. However, the similarity between Cox’s relationship conflict dimension and other negative interactions in the workplace such as social undermining (e.g.…”

Section: Intragroup Conflict Scale: Historical Development and The Current Studymentioning

confidence: 99%

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Validation of the Spanish version of the intragroup conflict scale (ICS-14)

Nieto-Guerrero

Antino

Pérez

2019

IJCMA

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Purpose There is increasing evidence about the key role that intragroup conflicts have for teams’ performance and its members’ well-being. However, the existing measures in the Spanish-speaking context to address intragroup conflicts suffer from important theoretical and methodological flaws. In response, this study aims to provide a valid and reliable scale to measure intragroup conflicts in organizational settings: the Intragroup Conflict Scale in its 14-item version (ICS-14: Jehn et al., 2008). Design/methodology/approach In a cross-sectional survey design, the authors analyze the ICS’s internal consistency and reliability, factor solution and external validity by using a multilevel approach in a sample consisting of 588 workers nested in 55 production teams from a Spanish company. Findings Results indicated that the ICS-14 exhibited good Cronbach’s alpha (0.62-0.95), omega (0.63-0.95) and multilevel alpha coefficient (0.82-0.98). In addition, in line with the theoretical conception of three types of intragroup conflicts, results from a multilevel confirmatory factor analysis revealed that a three multilevel-factor solution presented the best fit to the data. Finally, multilevel analyses also showed that intragroup conflicts are associated to burnout, engagement at work and perceived team’s quality of service, which provided additional support for using the ICS-14 in the Spanish context. Practical implications This study offers a reliable and valid measurement of intragroup conflict, considering the whole instrument and its different dimensions, which can be used to develop team strategies and evaluate the effect of specific interventions on conflict. Originality/value The authors validate the most recent 14-item version of the ICS-14 by applying a multilevel approach to a group-level construct that overcomes previous methodological flaws.

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Section: Discussionsupporting

confidence: 55%

Section: Discussionmentioning

confidence: 84%

Section: Intragroup Conflict Scale: Historical Development and The Current Studymentioning

confidence: 99%

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Validation of the Spanish version of the intragroup conflict scale (ICS-14)

Nieto-Guerrero

Antino

Pérez

2019

IJCMA

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“…Interpersonal Conflicts. This variable was measured through the interpersonal conflict at work questionnaire (CIT), in its Spanish version [46], that comprised both task-oriented conflicts (e.g., "How often do people in your team disagree about opinions regarding the work being done?") and relationship-oriented conflicts (e.g., "How much plotting takes place behind the scenes?").…”

Section: Instruments and Measuresmentioning

confidence: 99%

Interpersonal Conflicts in the Unit Impact the Service Quality Rated by Customers: The Mediating Role of Work-Unit Well-Being

Benítez

Pérez

Orgambídez-Ramos

et al. 2021

IJERPH

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Social dynamics at work are crucial for understanding how internal processes in an organization are related to their performance and productivity. Following the Service-Profit Chain (SPC) theory, this study analyses, at the work-unit level, how interpersonal conflicts are related to service quality in the hospitality and tourism industry through the shared experience of well-being in the work unit. In other words, we examine the mediating role of two main aspects of work-related well-being in the unit (job satisfaction and burnout) on the relationship between interpersonal conflicts in the unit and customers’ perceptions of service quality. To do so, we conducted a cross-sectional survey study that collected data from 398 service employees (91 work units) and 1233 customers from three and four-star hotels with restaurant in Spain. Using path analysis in Structural Equation Models, our results supported a full mediation model at the work-unit level: interpersonal conflicts in the work unit are related to customers’ service quality perceptions through the work-unit’s well-being (job satisfaction and burnout). Therefore, our findings extend the SPC theory by integrating group dynamics and employees’ experiences, which should be enhanced through occupational health-oriented policies and practices to increase service quality. In this sense, this study has implications for the development of intervention programs aiming at improving the occupational well-being and quality of service in hospitality and tourism settings.

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“…En el manejo de los conflictos laborales es menester promover iniciativas basadas en el consenso que proporcionen servicios de conciliación o mediación, con el fin de que estas diferencias no se transformen en conflictos de mayor magnitud. Cuando existe un ambiente laboral conflictivo, las relaciones en el trabajo se transforman en generadores de estrés que afectan el entorno psicosocial del trabajador y alteran la productividad, la eficacia y la eficiencia de la organización (10).…”

Section: Introductionunclassified

Afrontamiento de conflictos por médicos de segundo nivel:

Lugo-Machado

Villa²

2023

Univ. Med.

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Objetivo: Identificar los estilos de afrontamiento de conflictos en médicos de un hospital de segundo nivel y la asociación con su grado académico. Material y métodos: Estudio observacional, analítico, prospectivo, transversal con la aplicación del instrumento Thomas-Kilmann en un hospital de segundo nivel. Las variables fueron edad, sexo, nivel académico, estilo de resolver conflictos y antigüedad laboral. Se utilizó estadística descriptiva con frecuencias y porcentajes, y análisis inferencial con χ² de Pearson considerando un valor de p ≤ 0,05. Resultados: Se encuestaron a 63 de 200 médicos, 36 mujeres (31,5%), edades de 21 a 67 años, con una media de 44 años; 24 médicos generales (37,5%) y 39 especialistas (60,9%). Con una antigüedad laboral de 1 a 40 años, con una media de 12 años. Los estilos encontrados para gestionar conflictos fueron: compromiso (41; 32,5%), colaborador (38; 30,1%), evasivo (25; 19,9%), competitivo (11; 8,75%) y complaciente (11; 8,75%). Al realizar el análisis inferencial con χ² de Pearson entre estilo de manejo de conflictos y médicos con especialidad y sin especialidad, el valor de p fue 0,1303; entre el sexo, p = 0,629, y entre edades en ≤39 años y ≥40 años, p = 0,578, sin encontrar diferencias significativas. Conclusiones: Los médicos mostraron predominio del estilo comprometido para afrontar conflictos, seguido del colaborador, evasivo, competitivo y complaciente, sin asociación entre género, edad, grado académico ni antigüedad.

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Validación del Cuestionario de Conflicto Interpersonal en el Trabajo (CIT) en empleados españoles

Cited by 9 publications

References 34 publications

Validation of the Spanish version of the intragroup conflict scale (ICS-14)

Validation of the Spanish version of the intragroup conflict scale (ICS-14)

Interpersonal Conflicts in the Unit Impact the Service Quality Rated by Customers: The Mediating Role of Work-Unit Well-Being

Afrontamiento de conflictos por médicos de segundo nivel:

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