What Moderates the Relation Between Intragroup Conflict, Emotional Exhaustion, and Work Engagement?

Esbati, Zinat; Korunka, Christian

doi:10.16993/sjwop.91

Cited by 4 publications

(10 citation statements)

References 66 publications

(127 reference statements)

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“…Such findings suggest that the effectiveness and appropriateness of a cooperative style (vs. competitive) in moderating the effects of RC could depend upon the intensity of RC and type of workgroup outcomes. Concerning our additional analysis, our results show that distraction moderates the link between RC and emotional exhaustion, which is consistent with past research (Griffith et al, 2014;Esbati and Korunka, 2020). As previously discussed, one reason is that distraction requires relatively simple processes and blocks emotional involvement before it accumulates.…”

Section: Discussionsupporting

confidence: 91%

“…Accordingly, workgroup members feel chronic fatigue and drained of energy. Consistent with this reasoning, there is a positive correlation between RC and emotional exhaustion (Benitez et al, 2018;Esbati and Korunka, 2020). Conversely, when RC is low, group members are less likely to question the motives underlying personal disagreements.…”

Section: Conflict and Emotional Exhaustionmentioning

confidence: 74%

“…Prior research suggests that emotion regulation potentially influences work engagement and emotional exhaustion (e.g., Griffith et al, 2014;Costa et al, 2015;Esbati and Korunka, 2020). To control for this potential effect, we assessed the participants' emotion regulation, including cognitive reappraisal (Revised Emotion Regulation Questionnaire, Spaapen et al, 2014) and distraction (Esbati and Korunka, 2020). Cronbach's alpha for cognitive reappraisal and distraction were 0.81 and 0.85, respectively.…”

Section: Covariatementioning

confidence: 99%

“…Research implies that RC is dysfunctional (Benitez et al, 2018;Esbati and Korunka, 2020) and TC is beneficial for desirable workgroup outcomes (Jehn, 1995;Tjosvold et al, 2003). RC is associated with affective responses (Jehn, 1995).…”

Section: Introductionmentioning

confidence: 99%

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Does Intragroup Conflict Intensity Matter? The Moderating Effects of Conflict Management on Emotional Exhaustion and Work Engagement

Esbati

Korunka

2021

Front. Psychol.

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To elucidate the distinct effects of relationship conflict (RC) and task conflict (TC), we investigated the intensity (low vs. high) of the two types of conflict on emotional exhaustion and work engagement. Furthermore, we examined how cooperative vs. competitive conflict-handling styles moderate the relationship between the two types of conflict and emotional exhaustion and work engagement. We also examined the role of emotion regulation (cognitive reappraisal and distraction) as a covariate to control its effects on the study variables. Utilizing two separate 2 × 2 between-subject experimental designs, we recruited 120 employees from several companies in Austria. The results suggest that higher levels of both RC and TC are positively related to emotional exhaustion and negatively to work engagement. A cooperative conflict management style moderated the effects of both RC and TC on work engagement. The results suggest decoupling RC and TC and examining the interplay between the intensity of intragroup conflict types and conflict management styles provides insights into the connection between the levels of conflict, conflict management, emotional exhaustion, and work engagement. Additionally, it supports the usage of distraction as a viable regulation strategy for managing the effects of high levels of RC on emotional exhaustion.

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Section: Discussionsupporting

confidence: 91%

Section: Conflict and Emotional Exhaustionmentioning

confidence: 74%

Section: Covariatementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Does Intragroup Conflict Intensity Matter? The Moderating Effects of Conflict Management on Emotional Exhaustion and Work Engagement

Esbati

Korunka

2021

Front. Psychol.

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“…This proves that the differences of opinion among employees at work in any form reduce employee well-being. This reiterates the previous study findings which have established the detrimental effect of workplace conflicts (Esbati & Korunka, 2020;Hagemeister & Volmer, 2018;Sonnentag et al, 2013). Besides the study differentiated process conflict and task conflict and established the distinct nature of process conflict.…”

Section: Theoretical Implicationssupporting

confidence: 89%

Examining the Mechanisms Linking Work-Related Conflicts and Employee Well-Being: A Mediation Model

Kuriakose

Sreejesh

Jose

2020

ABR

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This study examines the role of negative affect state and relationship conflict in explaining the association between two types of work-related conflicts namely, task and process conflicts; and employee well-being. Drawing from affective events theory and social attribution theory, the study hypothesizes a mediation model in which task and process conflicts are negatively associated with employee well-being through negative affect state and relationship conflict. While examining this model, the study establishes the inter-linkage between task, process conflicts and employee well-being and identifies two pathways to explain these relationships. Based on a sample of 554 IT employees from India, the study found support for the mediation model in which negative affect state and relationship conflict mediates the relationship between two types of conflict and employee well-being. Findings of the present study contribute to the theory by extending our understanding of the effect of task and process conflicts on employee well-being and also explains how it impairs well-being. The current insights will help managers and practitioners to design interventions to mitigate the detrimental effect of task and process conflicts on employee well-being.

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A scoping review on effective measurements of emotional responses in teamwork contexts

Huang,

Lajoie

2024

Curr Psychol

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What Moderates the Relation Between Intragroup Conflict, Emotional Exhaustion, and Work Engagement?

Cited by 4 publications

References 66 publications

Does Intragroup Conflict Intensity Matter? The Moderating Effects of Conflict Management on Emotional Exhaustion and Work Engagement

Does Intragroup Conflict Intensity Matter? The Moderating Effects of Conflict Management on Emotional Exhaustion and Work Engagement

Examining the Mechanisms Linking Work-Related Conflicts and Employee Well-Being: A Mediation Model

A scoping review on effective measurements of emotional responses in teamwork contexts

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