How Employee Conflict Behavior Affects Work Engagement: Transformational Leadership as Mediator and Moderating role of Pro-Social Motivation

Abstract

The objective of this study is to assess the effects of a follower’s conflict behavior (FCB) on work engagement (WE), as well as how transformational leadership (TL) governs the link between dimensions of FCB problem-solving behavior (PSB), dominating conflict behavior (DCB) with WE and moderating impact of prosocial motivation on the relationship between dimensions of followers’ conflict behavior (PSB & DCB) with TL. Data was collected using a quantitative technique and a cross-sectional survey method for hypothesis testing. The data was gathered from 307 individuals in Karachi's various service sectors. Smart Pls 4 was used to analyze the data in this investigation. The study indicated that followers’ problem-solving behavior is positively related to work engagement but dominating conflict behavior found a negative impact on work engagement. Moreover, transformational leadership found no mediating impact between problem-solving behavior, dominating conflict behavior, and work engagement. Prosocial motivation shows the moderating impact on the relationship between followers’ Problem-solving behavior. Dominating conflict behavior towards Transformational leadership leads to work engagement.

Leadership Styles and their impact on Conflicts; Mediatory Roles of Problem-Solving Behaviors and Dominating Conflict Behaviors among Employees in Pakistan

“…This research also makes an addition by examining the conflict behaviors of followers as mediators between the conflict and the leadership styles (transformational leadership, transactional leadership, and laissez-faire leadership), it is found that dominating conflict behavior act as a mediator in the relationship between laissez-faire leadership styles and both relationship and task conflict. However, in a manner with relationship conflict, it governs the relationship due to considering own perspective and ignoring other as the theory of conflict handling styles (Rahim, 1983) also support the argument and validate the results, however, no research has been found in using dominating conflict behavior as a mediator but this term is also used as a novel approach in conflicting researches and exhibited negative outcomes (Asim & Siddiqui, 2023a;Aw & Ayoko, 2017). As far as the mediation with task conflict is concerned, it has been found in contributing as a mediator, it is important to note that dominating behavior is generally not considered an effective or constructive approach for enhancing task conflict.…”

Stress Management in The Banking Industry of Pakistan: Emotion Regulation as A Moderator in Employee Conflict Behavior

“…Recent research has taken steps to categorize different styles of conflict resolution, most notably integrating, compromising, competing, avoiding, and obliging styles (Rahim, 1983). However, existing literature often examines these conflict-handling styles in isolation, leaving a gap in understanding how combinations of these styles, or what we term as 'problem-solving behavior,' 'dominating conflict behavior,' and 'non-confronting conflict behavior' (Mubashir & Siddiqui, 2023a;Aw & Ayoko, 2017a) might differentially impact work stress. Our novel categorizations aim to encapsulate more realistic, nuanced ways individuals may approach conflict.…”