Conceptualizing the Construct of Interpersonal Conflict

Abstract

The lack of a clear conceptualization and operationalization of the construct of interpersonal conflict makes it difficult to compare the results of different studies and hinders the accumulation of knowledge in the conflict domain. Defining interpersonal conflict as a dynamic process that occurs between interdependent parties as they experience negative emotional reactions to perceived disagreements and interference with the attainment of their goals, the present paper presents a two‐dimensional framework and a typology of interpersonal conflict that incorporates previous conceptualizations of the construct. The first dimension of the framework identifies three properties generally associated with conflict situations: disagreement, negative emotion, and interference. The framework's second dimension identifies two targets of interpersonal conflict encountered in organizational settings: task and interpersonal relationship. Based on this framework, the paper highlights several shortcomings of current conceptualizations and operationalizations of interpersonal conflict in the organizational literature, and provides suggestions for their remedy.

Conflict among athletes and their coaches: what is the theory and research so far?

“…125 A more in-depth description of the nature and content of conflict was offered by Holt, 126 Knight, and Zukiwski (2012) and Paradis et al (2014aParadis et al ( , 2014b who focused on athletes' 127 perceptions of intra-team conflict. Drawing on the work of Barki and Hartwick (2004), 128…”

“…125 A more in-depth description of the nature and content of conflict was offered by Holt, 126 Knight, and Zukiwski (2012) and Paradis et al (2014aParadis et al ( , 2014b who focused on athletes' 127 perceptions of intra-team conflict. Drawing on the work of Barki and Hartwick (2004), 128Paradis et al (2014a) defined conflict based on the co-occurrence of its three dimensions: 129 cognitive, affective and behavioural responses. The interviewed athletes described cognitive 130 conflict as a disagreement about goals, strategies, opinions or a "clash of personalities" and 131 considered it to be the "heart of conflict" (Paradis et al, 2014a, p. 12 relationship conflict was associated with negative relations outside the sport, long-term 137 isolation of athletes, severe interference of one's behaviour and a spread of negative emotions 138 within the team.…”

Conflict, styles of conflict resolution, stress and job satisfaction amongst veterinary healthcare workers in clinical settings

“…Intragroup conflict has been defined as "the actual or perceived opposition of needs, values and interests between people resulting in unwanted stress or tension and negative feelings between disputants" (Bishop, 1997 This definition appears to fit the current consensus for a general definition of conflict. Most definitions involve three or four themes: interdependence between the parties thereby each has the potential to interfere with the other, perception of incompatibility among the parties' concerns, negative emotions and some form of interaction (Thomas, 1992) (Barki H. a., 2001) (Barki H. a., 2004 ). This multiple theme view is defined by the inclusion of all components; disagreement, negative emotion, and interference.…”

“…Debate, argument, competition, political maneuvering, back-stabbing, aggression, hostility, and destruction are some examples of the behaviours commonly cited. (Barki H. a., 2004). There is also a situational element to conflict which is the interdependence of the parties involved.…”

“…This may be better considered as an antecedent for conflict rather than a requirement. (Barki H. a., 2004) However it is defined , conflict is an accepted part of daily and work life. Kunaviktikul et al (2000) describe conflict as "natural and inevitable", but if we can reduce any of the three perceived properties, interference, negative emotion or disagreement, we can decrease overall conflict in that setting.…”