Relationship and task conflict at work: Interactive short-term effects on angry mood and somatic complaints.

Abstract

Our research examined short-term within-person effects of relationship and task conflict on angry mood and somatic complaints. We assumed that conflicts of both kinds would be prospectively related to both indicators of impaired well-being, that the effect of relationship conflict would be stronger than the effect of task conflict, and that the effect of relationship conflict would be stronger when task conflict is low than when it is high. We tested our hypotheses with a daily diary study with ratings made 3 times/day for 2 weeks, involving 131 participants. We found a prospective main effect of relationship conflict on angry mood, but not on somatic complaints. In contrast, controlling for relationship conflict, task conflict was unrelated to both angry mood and somatic complaints. Supporting our assumption, task conflict moderated the effect of relationship conflict. Relationship conflict had a prospective effect on angry mood and somatic complaints that lasted until the next day if, and only if, task conflict was low.

The mediating role of interpersonal conflict at work in the relationship between negative affectivity and biomarkers of stress

“…Additionally, Oliver et al (2010) found in a longitudinal study that NA predicts work stressors over time, but work stressors do not predict NA over time. Finally, interpersonal conflict at work has been associated with both negative affective reactions in diary studies (Ilies et al, 2011;Meier et al, 2013) and with psychophysical strain in longitudinal studies (Falco et al, 2013b;Nixon et al, 2011). Overall, although more research is needed in order to examine the relationship between NA, ICW, and pro-inflammatory cytokines, the complete mediation model seems therefore consistent with current theories and evidence.…”

“…Managers and supervisors should prevent ICW by creating a climate of trust and cooperation, in which employees can disagree about the content of the task being performed (i.e., task conflict) without disagreement over personal issues that are not task-related (i.e., relationship conflict; Meier et al, 2013). Indeed, task conflict may have less negative consequences on a worker's well-being than relationship conflict (Meier et al, 2013). In this perspective, once people disagree, supervisors may promote confrontation aimed at resolving a specific problem and discourage attacks related to the person.…”

“…The experience of interpersonal conflict at work may threaten the fundamental need of belonging to significant groups, thus triggering negative emotions (e.g., anger, anxiety, irritation, fear, and frustration; Ilies et al, 2011;Meier et al, 2013;Spector & BrukLee, 2008), and perseverative cognitions (i.e., repeated or chronic activation of the cognitive representation of a psychological stressor, Brosschot et al, 2006), such as worry and rumination. Negative emotions and perseverative cognitions may spill over into the private life of the worker and impair the recovery process (Ilies et al, 2011;Geurts & Sonnentag, 2006;Sonnentag et al, 2008).…”

Swim or Sink Together

“…In support of the assumption of both misattribution processes and inadequate behaviors, research has found task conflicts to foster negative emotionality, which in turn engenders relationship conflicts (Meier, Gross, Spector, & Semmer, 2013;Rispens, 2012).…”

Organisational Conflict: A Review of the Literature

“…Group projects, like creating an advertisement for an item usually suffers from such conflicts, as one is dependent on the creative team for the main design and layout, the photographer for the visual effects and so on and so forth. Lack of efficiency in one sector holds the potential to disrupt the entire workflow into conflicts (Meier et al, 2013).…”