The Role of Relationship Conflict and Mindfulness in the Consequences of Task Conflict

Abstract

To date, there is a lack of research that explains the linkages between relationship conflict, task conflict, team mindfulness, perceived stress, and social undermining. In particular, little attention has been paid to these constructions in the context of the virtual workplace. The present study attempts to fill this research gap. The aim of this research is to examine the mediating role of team mindfulness between task conflict and perceived stress. Additionally, it also investigates the moderating role of relationship conflict on task conflict and outcomes including perceived stress and social undermining. Using a structured questionnaire, data were collected from 230 respondents working in virtual work teams of different information and communication technology organizations in Pakistan. The results have shown a significant indirect effect of task conflict on perceived stress through team awareness. Although relationship conflict moderates the relationship between task conflict and perceived stress, it has no impact on the relationship between task conflict and social undermining. The findings of this study have a number of implications for research and human resource managers.

Can conflict cultivate collaboration? The positive impact of mild versus intense task conflict via perceived openness rather than emotions.

“…Previous research used a contingency approach. For instance, task conflict was more positively associated with stress when relationship conflict was higher (Shahzad et al, 2019). Relationship conflict also determined the effect of task conflict on performance; task conflict without relationship conflict achieved higher daily productivity than did task conflict with relationship conflict (Mauersberger et al, 2020).…”

Intimate Co-Creation: An Explanation Through the Lens of Interpretive Phenomenological Analysis

“…It is also important to consider different elements related to human psychology for a peaceful co-existence and for avoiding the relationship conflict. For avoiding such conflicting situations, team mindfulness and essence of intimate co-creation is the key (Underhill, 2006;Shahzad et al, 2019). These kinds of findings provide us a platform to understand how social interactions can become a source of creativity and performance (Rouse, 2020).…”

“…Better performance of individuals means better performance for the organizations. Individuals can also learn that how the perspective of thinking and work attitude changes when you establish personal intimacies at the workplace rather than working separately (Shahzad et al, 2019). Studies related to intimate co-creation can guide not just managerial but individual behavior.…”

Impact of Flexible Work Arrangements on Work Engagement in Post COVID 19 Scenario: A Case of Technology Focused Entrepreneurial Firms

“…If a correlation value of a variable comes as negative, then shows the negative direction of the variable where it may get its relationship with other variables in a negative direction. However, a positive correlation shows that the values of the variable are tilted in positive direction (Shahzad et al, 2019).…”

“…Researchers maintain the null hypothesis if the value of zero falls inside the upper and lower bounds of the confidence range. Alternatively, it is accepted that the serial mediators' indirect effect on the model significantly exists (Hayes, 2017, Shahzad et al, 2019. The first hypothesis, that team mindfulness modulates the association between task conflict and felt stress, is correct in this situation because 0 falls outside of that key zone.…”