Individual and organizational factors promoting successful responses to workplace conflict.

Abstract

Although conflict at work is a fairly common and often distressing occurrence, it is arguably a vital and necessary element of human interaction. Relevant to this special issue on positive psychology, we propose that the necessary short-term intensity of interpersonal conflict can bring about positive longer term consequences, including insight, connection, and strength. We synthesize research from organisational, family, social, and personality psychology identifying factors that support successful conflict responses. Individual factors of cognitive flexibility, an appropriate balance of self–other focus, emotion regulation, and fit of the person to the conflict situation show promise for conflict success and appear to be trainable. Organisational interventions, including individual training, work group conflict training, and mediation, also demonstrate efficacy in building conflict skills. We conclude by proposing implications for conflict resolution interventions and critical directions for future research.

Towards Understanding of Workplace Conflict: An Examination Into Causes and Conflict Management Strategies

“…These findings are in line with the study by Slabbert (2019) who found that managers prefer styles based on authority. Some other studies (Mohammed et al 2008;Gilin Oore et al, 2015) also confirmed that high power individuals differ from low power individuals in handling interpersonal conflict. Furthermore, similarities as well differences were found in the use of conflict management styles as regards gender.…”

Gender Patterns in Mobbing Victims: Differences in Negative Act Perceptions, MMPI Personality Profile, Perceived Quality of Life, and Suicide Risk

“…As far as mobbing is concerned, some studies have pointed out that mobbing can have strong negative effects on the victim’s personality and, more specifically, on their tendency to be conscientious, friendly, and open-minded [ 60 ]. Some scholars suggest that victim personality traits, therefore, could be the outcomes of negative actions perceived at work rather than the causes of the harassment suffered [ 61 , 62 , 63 ]. Although some studies have focused on the contribution and role of personality factors in relation to mobbing action effects on health consequences, very few scholars have examined the effects of mobbing on workers through personality.…”

Straining at Work and Its Relationship with Personality Profiles and Individual Consequences in Healthcare Workers (HCWs)

“…Numerous papers have sought to investigate organizational and role factors that are related to adverse health outcomes and other occupational outcomes [27][28][29][30]. Part of the literature has focused instead on individual variables and personality traits in order to understand if and how the worker's personality could affect the perceived negative actions and the impact these have on well-being [31][32][33][34][35][36][37][38].…”