Conflicts in the workplace, negative acts and health consequences: evidence from a clinical evaluation

Abstract

Interpersonal conflicts at workplace are increasing in relation to high competitiveness and pressures at work, mainly connected with labor market globalization. Their manifestation is multifaceted in relation to different working conditions and they not only hinder health, performance, and job satisfaction, but can also harm people's rights and dignity. The study analyses issues related to work conflicts and adverse health consequences in 1,493 workers who approached a hospital service for work-related stress and harassment over a 3-year period. The subjects were examined according to a broad protocol covering working conditions, sources of conflict and negative actions suffered, and resulting impact on health status. Many critical conditions were reported in all occupational sectors with some differentiation in relation to gender (women more at risk) and employment status. Higher qualified levels were more exposed to experiencing severe personal adversities aimed at their progressive expulsion or resignation, with consequent higher risk of chronic adjustment disorders, while lower levels reported more stressful conditions in terms of interpersonal disputes and greater interference in the home-work interface. The study can provide useful indications for a better understanding of workplace conflicts in order to set up the most appropriate actions to manage and prevent them.

Prospects for modernization of social and labor relations and reduction of conflicts and social tensions in the workplace

“…Conflicts stemming from discrimination, harassment, or unequal treatment in the workplace (Castellini et al, 2023). It's essential for any organizations to address conflicts proactively through open communication, conflict resolution strategies, and creating a positive work environment.…”

“…Understanding and managing these conflicts are crucial for maintaining a healthy work environment and promoting positive social and labor relations. We found that key aspects of the place of conflicts and social tensions in the workplace within the context of social and labor relations include sources of conflicts (differences in goals and values, power imbalances, poor communication) (Hyatt & Gruenglas, 2023); productivity and well-being (reduces productivity, employee well-being) (Castellini et al, 2023); conflict resolution mechanisms (mediation, communication channels, conflict resolution training) (Brummans et al, 2022); legal and ethical considerations (Hyatt & Gruenglas, 2023); diversity and inclusuion (Randel, 2023); organizational culture (Ferine et al, 2021); and leadership role (Babalola et al, 2018).…”

Conflict Management in Healthcare Leadership; A Narrative Review

“…The instances of conflicts in the clinical settings severely compromise the care processes and well-being of patients, which drastically reduces their confidence in the healthcare system. A real-world study by Castellini provides the incidence rates of significant sources of conflicts in the occupational sector [21].…”

“…Potential conflicts barricade the professional communication between the healthcare teams, thereby leading to the avoidance of important patient concerns and sensitive treatment requirements. Conflicts eventually challenge care continuity, hinder diagnostic assessment, induce the frequency of unnecessary evaluations, add to the iatrogenic complications and increase the incidence of safety events [21]. The healthcare professionals engaged in workplace disagreements tend to deviate from their responsibilities, while their misunderstandings impact their patient management decisions [23].…”

“…The explanation of the organizational policies and disciplinary actions against the violators is also necessary to convince the professionals to settle their disputes. Another way of dealing with professional conflicts between employees is to intervene with objectivity and set alarms or issue memos/warnings to the troublemakers [21]. This approach has no room for negotiation and it rather prefers to track and question the instigators and make them accountable for impacting the workflow.…”