Variation in Conflict Behaviours at Departments and Levels of Management

Authors

  •   Brajaballav Kar Associate Professor, School of Management, KIIT Deemed to be University, Bhubaneswar - 751 024, Odisha
  •   Aishwarya Tripathy Student, School of Management, KIIT Deemed to be University, Bhubaneswar - 751 024, Odisha

DOI:

https://doi.org/10.17010/pijom/2021/v14i1/157062

Keywords:

Conflict

, Emotions, Bullying Behaviour, Resolution Strategy, Public Sector, Steel.

JEL Classification

, J5, J53, L61, M51, M14.

Paper Submission Date

, March 15, 2020, Paper Sent Back for Revision, August 28, Paper Acceptance Date, November 18, 2020.

Abstract

Conflict within an organization is ubiquitous. Usually, an organization as a whole is taken as the unit of observation in conflict research. However, the task, processes, and relationship as conflict-sources are more likely to be homogeneous within but heterogeneous across functions. We proposed and studied differences of conflict sources, bullying behaviour, emotions and resolution methods, different business functions, and management levels in a stable public sector steel manufacturing organization. The study found the overall level of conflict and bullying behaviour to be low and stress level to be high. Confrontation and negotiation were more used as a conflict-resolution strategy. Age and experience did not have a significant influence on conflict behaviour. However, task, process, and relationship conflicts were significantly different among departments. Significant differences were observed in bullying behaviours and associated emotions. Confrontation was found to be a major conflict resolution strategy that varied across departments. Process conflict varied significantly among different levels of management. The higher level of management experienced greater process conflict. Middle-level managers reported significantly higher withholding of information, unrealistic targets, belittling, criticism, and excessive monitoring. Middle-level managers extensively used confrontation to resolve conflicts.

Downloads

Download data is not yet available.

Author Biographies

Brajaballav Kar, Associate Professor, School of Management, KIIT Deemed to be University, Bhubaneswar - 751 024, Odisha

ORCID iD : 0000-0002-2127-1147

Aishwarya Tripathy, Student, School of Management, KIIT Deemed to be University, Bhubaneswar - 751 024, Odisha

ORCID iD : 0000-0003-2129-7504

Downloads

Published

2021-01-31

How to Cite

Kar, B., & Tripathy, A. (2021). Variation in Conflict Behaviours at Departments and Levels of Management. Prabandhan: Indian Journal of Management, 14(1), 25–43. https://doi.org/10.17010/pijom/2021/v14i1/157062

Issue

Volume 14, Issue 1, January 2021

Section

Articles
Crossref
Scopus
Google Scholar
Europe PMC

References

Agervold, M., & Mikkelsen, E. G. (2004). Relationships between bullying, psychosocial work environment and individual stress reactions. Work & Stress, 18(4), 336–351. https://doi.org/10.1080/02678370412331319794

Ayoko, O. B., Callan, V. J., & Härtel, C. E. J. (2003). Workplace conflict, bullying, and counterproductive behaviors. The International Journal of Organizational Analysis, 11(4), 283–301. https://doi.org/10.1108/eb028976

Ayoko, O. B., Callan, V. J., & Härtel, C. E. J. (2008). The influence of team emotional intelligence climate on conflict and team members’ reactions to conflict. Small Group Research, 39(2), 121–149. https://doi.org/10.1177/1046496407304921

Baillien, E., & De Witte, H. (2009). Why is organizational change related to workplace bullying ? Role conflict and job insecurity as mediators. Economic and Industrial Democracy, 30(3), 348–371. https://doi.org/10.1177/0143831X09336557

Baillien, E., Neyens, I., De Witte, H., & De Cuyper, N. (2009). A qualitative study on the development of workplace bullying: Towards a three way model. Journal of Community & Applied Social Psychology, 19(1), 1–16. https://doi.org/10.1002/casp.977

Bartlett, J. E., & Bartlett, M. E. (2011). Workplace bullying : An integrative literature review. Advances in Developing Human Resources, 13(1), 69–84. https://doi.org/10.1177/1523422311410651

Bartlett, J. E., Kotrlik, J. E., & Higgins, C. C. (2001). Organizational research : Determining appropriate sample size in survey research. Information Technology, Learning, and Performance Journal, 19(1), 43–50.

Biswas, W., & Chakraborty, D. (2019). Impact of organizational values, compassion, and well-being on industrial disputes: An empirical study. Prabandhan: Indian Journal of Management, 12(1), 36–51. https://doi.org/10.17010/pijom/2019/v12i1/141427

Boddy, C. R. (2014). Corporate psychopaths, conflict, employee affective well-being and counterproductive work behaviour. Journal of Business Ethics, 121(1), 107–121. https://doi.org/10.1007/s10551-013-1688-0

Caputo, A., Marzi, G., Maley, J., & Silic, M. (2019). Ten years of conflict management research 2007–2017: An update on themes, concepts and relationships. International Journal of Conflict Management, 30(1), 87–110. https://doi.org/10.1108/IJCMA-06-2018-0078

Chan, J. C. Y., Sit, E. N. M., & Lau, W. M. (2014). Conflict management styles, emotional intelligence and implicit theories of personality of nursing students : A cross-sectional study. Nurse Education Today, 34(6), 934–939. https://doi.org/10.1016/J.NEDT.2013.10.012

Cheung, C. C., & Chuah, K. B. (1999). Conflict management styles in Hong Kong industries. International Journal of Project Management, 17(6), 393–399. https://doi.org/10.1016/S0263-7863(98)00059-3

Datta, S., & Madhavi, N. B. (2018). The professional dilemma – To wield the stick for once or to yield yet again: A case analysis. Prabandhan: Indian Journal of Management, 11(5), 7–14. https://doi.org/10.17010/pijom/2018/v11i5/123800

De Church, L. A., & Marks, M. A. (2001). Maximizing the benefits of task conflict : The role of conflict management. International Journal of Conflict Management, 12(1), 4–22. https://doi.org/10.1108/eb022847

De Clercq, D., & Belausteguigoitia, I. (2017). Overcoming the dark side of task conflict : Buffering roles of transformational leadership, tenacity, and passion for work. European Management Journal, 35(1), 78–90. https://doi.org/10.1016/J.EMJ.2016.06.008

Einarsen, S., & Skogstad, A. (1996). Bullying at work : Epidemiological findings in public and private organizations. European Journal of Work and Organizational Psychology, 5(2), 185–201. https://doi.org/10.1080/13594329608414854

Farrastama, D. N., Asmony, T., & Hermanto, H. (2019). Effect of emotional intelligence on counter productive work behavior with job stress as an intervening variable : Study on civil servants in Mataram City. International Journal of Social Sciences and Humanities, 3(1), 14–25. https://doi.org/10.29332/ijssh.v3n1.248

Flink, C. M. (2015). Multidimensional conflict and organizational performance. The American Review of Public Administration, 45(2), 182–200. https://doi.org/10.1177/0275074013490825

Ford, D. P., Myrden, S. E., & Kelloway, E. K. (2016). Workplace aggression targets’ vulnerability factor : Job engagement. International Journal of Workplace Health Management, 9(2), 202–220. https://doi.org/10.1108/IJWHM-11-2015-0065

González-Navarro, P., Llinares-Insa, L., Zurriaga-Llorens, R., & Lloret-Segura, S. (2017). Development and validation of the work conflict appraisal scale (WCAS). Psicothema, 29(2), 268–274. https://doi.org/10.7334/psicothema2016.174

Hoel, H., & Cooper, C. (2000). Destructive conflict and bullying at work Extracts of study report compiled for Launch of the Civil Service Race Equality Network. Retrieved from https://pdfs.semanticscholar.org/8321/ffcc35416b266ccd84e0da63fb3348bfb5ac.pdf

Hopkins, M. M., & Yonker, R. D. (2015). Managing conflict with emotional intelligence : Abilities that make a difference. Journal of Management Development, 34(2), 226–244. https://doi.org/10.1108/JMD-04 2013-0051

Jimmieson, N. L., Tucker, M. K., & Campbell, J. L. (2017). Task conflict leads to relationship conflict when employees are low in trait self-control : Implications for employee strain. Personality and Individual Differences, 113, 209–218. https://doi.org/10.1016/J.PAID.2017.03.035

Kumari, K. T. (2020). Effect of professional attributes on professional – life conflict: Gender as a moderator in the Indian IT industry. Prabandhan: Indian Journal of Management, 13(1), 33–44. https://doi.org/10.17010/pijom/2020/v13i1/149946

Lee, H. O., & Rogan, R. G. (1991). A cross - cultural comparison of organizational conflict management behaviors. International Journal of Conflict Management, 2(3), 181–199. https://doi.org/10.1108/eb022698

Lewis, D. (2004). Bullying at work : The impact of shame among university and college lecturers. British Journal of Guidance & Counselling, 32(3), 281–299. https://doi.org/10.1080/03069880410001723521

Lu, W., & Wang, J. (2017). The influence of conflict management styles on relationship quality: The moderating effect of the level of task conflict. International Journal of Project Management, 35(8), 1483–1494. https://doi.org/10.1016/J.IJPROMAN.2017.08.012

McCormack, D., Casimir, G., Djurkovic, N., & Yang, L. (2006). The concurrent effects of workplace bullying, satisfaction with supervisor, and satisfaction with co - workers on affective commitment among schoolteachers in China. International Journal of Conflict Management, 17(4), 316–331. https://doi.org/10.1108/10444060610749473

Mitra, D., & Chatterjee, I. (2016). Interpersonal relationship needs of employees of private and public sector organizations : A FIRO perspective. Prabandhan: Indian Journal of Management, 9(7), 5–22. https://doi.org/10.17010/pijom/2016/v9i7/97783

Morton, S. M. B., Bandara, D. K., Robinson, E. M., & Carr, P. E. A. (2012). In the 21st century, what is an acceptable response rate ? Australian and New Zealand Journal of Public Health, 36(2), 106–108. https://doi.org/10.1111/j.1753-6405.2012.00854.x

Nulty, D. D. (2008). The adequacy of response rates to online and paper surveys : What can be done? Assessment & Evaluation in Higher Education, 33(3), 301–314. https://doi.org/10.1080/02602930701293231

Randeree, K., & El Faramawy, A. T. (2011). Islamic perspectives on conflict management within project managed environments. International Journal of Project Management, 29(1), 26–32. https://doi.org/10.1016/J.IJPROMAN.2010.01.013

Rispens, S. (2012). The influence of conflict issue importance on the co-occurrence of task and relationship conflict in teams. Applied Psychology, 61(3), 349–367. https://doi.org/10.1111/j.1464-0597.2011.00473.x

Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human Relations, 56(10), 1213–1232. https://doi.org/10.1177/00187267035610003

Saunders, P., Huynh, A., & Goodman-Delahunty, J. (2007). Defining workplace bullying behaviour professional lay definitions of workplace bullying. International Journal of Law and Psychiatry, 30(4–5), 340–354. https://doi.org/10.1016/J.IJLP.2007.06.007

Shaukat, R., Yousaf, A., & Sanders, K. (2017). Examining the linkages between relationship conflict, performance and turnover intentions : Role of job burnout as a mediator. International Journal of Conflict Management, 28(1), 4–23. https://doi.org/10.1108/IJCMA-08-2015-0051

Thomas, K. W., Fann Thomas, G., & Schaubhut, N. (2008). Conflict styles of men and women at six organization levels. International Journal of Conflict Management, 19(2), 148–166. https://doi.org/10.1108/10444060810856085

Van den Brande, W., Baillien, E., De Witte, H., Vander Elst, T., & Godderis, L. (2016). The role of work stressors, coping strategies and coping resources in the process of workplace bullying : A systematic review and development of a comprehensive model. Aggression and Violent Behavior, 29, 61–71. https://doi.org/10.1016/J.AVB.2016.06.004

Weingart, L. R., Behfar, K. J., Bendersky, C., Todorova, G., & Jehn, K. A. (2015). The directness and oppositional intensity of conflict expression. Academy of Management Review, 40(2), 235–262. https://doi.org/10.5465/amr.2013.0124