Shared perceptions of supervisor conflict management style: a cross-level moderator of relationship conflict and employee outcomes

Way, Kirsten A., Jimmieson, Nerina L. and Bordia, Prashant (2016) Shared perceptions of supervisor conflict management style: a cross-level moderator of relationship conflict and employee outcomes. International Journal of Conflict Management, 27 1: 25-49. doi:10.1108/IJCMA-07-2014-0046


Author Way, Kirsten A.
Jimmieson, Nerina L.
Bordia, Prashant
Title Shared perceptions of supervisor conflict management style: a cross-level moderator of relationship conflict and employee outcomes
Journal name International Journal of Conflict Management   Check publisher's open access policy
ISSN 1044-4068
1758-8545
Publication date 2016-02-08
Sub-type Article (original research)
DOI 10.1108/IJCMA-07-2014-0046
Open Access Status Not Open Access
Volume 27
Issue 1
Start page 25
End page 49
Total pages 25
Place of publication Bingley, United Kingdom
Publisher Emerald Group Publishing
Collection year 2017
Language eng
Formatted abstract
Purpose – This study aims to investigate the extent to which employee outcomes (anxiety/depression, bullying and workers’ compensation claims thoughts) are affected by shared perceptions of supervisor conflict management style (CMS). Further, this study aims to assess cross-level moderating effects of supervisor CMS climate on the positive association between relationship conflict and these outcomes.

Design/methodology/approach – Multilevel modeling was conducted using a sample of 401 employees nested in 69 workgroups.

Findings – High collaborating, low yielding and low forcing climates (positive supervisor climates) were associated with lower anxiety/depression, bullying and claim thoughts. Unexpectedly, the direction of moderation showed that the positive association between relationship conflict and anxiety/depression and bullying was stronger for positive supervisor CMS climates than for negative supervisor CMS climates (low collaborating, high yielding and high forcing). Nevertheless, these interactions revealed that positive supervisor climates were the most effective at reducing anxiety/depression and bullying when relationship conflict was low. For claim thoughts, positive supervisor CMS climates had the predicted stress-buffering effects.

Research limitations/implications – Employees benefit from supervisors creating positive CMS climates when dealing with conflict as a third party, and intervening when conflict is low, when their intervention is more likely to minimize anxiety/depression and bullying.

Originality/value – By considering the unique perspective of employees’ shared perceptions of supervisor CMS, important implications for the span of influence of supervisor behavior on employee well-being have been indicated.
Keyword Claims
Climate
Conflict management
Employee strain
Multilevel
Supervisors
Q-Index Code C1
Q-Index Status Provisional Code
Institutional Status UQ

Document type: Journal Article
Sub-type: Article (original research)
Collections: HERDC Pre-Audit
School of Psychology Publications
 
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