Örgütsel Çatışmaya Yönelik Bir Günlük Çalışması: Çatışmanın Olumsuz Etkilerini Artıran Unsurlar

Bu çalışmanın amacı bir günlük çalışması aracılığıyla çalışanların iş yerinde yaşadığı günlük çatışmalar, duygularve iş doyumu arasındaki ilişkilerin ve bu ilişkileri düzenleyen unsurların incelenmesidir. Bu amaçla bir devlet üniversitesinde görev yapmakta olan 140 akademik ve idari personelden 15 iş günü boyunca görev çatışması, ilişkiselçatışma, negatif duygulanım ve iş doyumuna yönelik veri toplanmıştır. Çatışmaya yönelik ruminasyon ve çatışmayıkişiselleştirme günlük düzeyde ölçülerek çatışma ve negatif duygu arasındaki ilişkinin kişi-içi düzenleyici değişkenleri olarak ele alınmışlardır. Problem-odaklı başa çıkma ve duygu-odaklı başa çıkma ise günlük çalışmasının öncesinde ölçülerek kişiler-arası düzenleyici değişkenler olarak test edilmişlerdir. Hiyerarşik Doğrusal Modelleme yöntemi kullanılarak yürütülen regresyon analizleri sonucunda çalışanların hissettiği günlük negatif duygu miktarınınçatışma yaşama ve günlük iş doyumu arasındaki ilişkiye tam aracılık ettiği tespit edilmiştir. Ruminasyon, çatışmayıkişiselleştirme ve problem-odaklı başa çıkmanın görev çatışması ve negatif duygu arasındaki ilişkiyi anlamlı düzeyde düzenlediği görülmüştür. Bulguların kuramsal ve pratik açıdan çıkarımları tartışılmaktadır. Örgütsel çatışmalarayönelik yaratıcı müdahale programları geliştirilmesinde dikkate alınması gerekenler ve bu programların etkililiğinisınayan görgül çalışmalara duyulan ihtiyaç vurgulanmaktadır.

Summary A Diary Study on Organizational Conflict: Augmenters of the Negative Effects of Conflict

The aim of this study was to examine the relationships between daily workplace conflict, negative affect and job satisfaction and the potential moderators of this process via a diary study. For that purpose data were collected from 140 academic and administrative employees of a public university in Turkey on task conflict, relationship conflict, negative emotion, and job satisfaction across 15 work days. Rumination about the conflict episode and taking conflict personally were also assessed daily (if any conflict occurred on that particular day) as potential within-person moderators of the conflict – negative emotion relationship. Problem-focused coping and emotion-focused coping were assessed as trait-like measures and were tested as potential cross-level moderators. The regression analysis using Hierarchical Linear Modeling revealed that workplace conflict was related with decreased levels of daily job satisfaction, and this relationship was fully mediated by the daily negative emotions individuals experienced. Rumination about the conflict episode and taking conflict personally were found to moderate the relationship between daily task conflict and daily negative emotion. Theoretical and practical implications of the findings are discussed and a call is made for designing creative conflict management intervention programs and conducting empirical studies to test the effectiveness of such interventions

___

  • Aiken, L. S. ve West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Sage, London.
  • Bauer, D. J., Preacher, K. J. ve Gil, K. M. (2006). Conceptualizing and testing random indirect effects and moderated mediation in multilevel models: New procedures and recommendations. Psychological Methods, 11, 142–163.
  • Baumeister, R. F., Dale, K. ve Sommer, K. L. (1998). Freudian defense mechanisms and empirical findings in modern social psychology: Reaction formation, projection, displacement, undoing, isolation, sublimation, and denial. Journal of Personality, 66, 1081–1124.
  • Bilgic, R. (1999). A different way of testing the interaction between core job dimensions and growth need strength (GNS). J. Axelsson, B. Bergmanve J. Eklund (Ed.), Proceedings of the International Conference on TQM and Human Factors içinde (210–215).
  • Brenner, A. (2014). How to stop taking things personally. Psychology Today. https://www.psychologytoday. com/blog/in-flux/201408/how-stop-taking-things-personally
  • Brown, K. W. ve Ryan, R. M. (2003). The benefits of being present: Mindfulness and its role in psychological well-being. Journal of Personality and Social Psychology, 84(4), 822–848.
  • Dallinger, J. M. ve Hample, D. (1989). Taking conflict personally: Conceptualization and scale development. Paper presented to the Speech Communication Association, San Francisco.
  • Dallinger, J. M. ve Hample, D. (1995). Personalizing and managing conflict. The International Journal of Conflict Management, 6, 273–289.
  • De Dreu, C. K. W. (2008). The virtue and vice of workplace conflict: Food for (pessimistic) thought. Journal of Organizational Behavior, 29, 5–18.
  • De Dreu, C. K. W. ve Beersma, B. (2005). Conflict in organizations: Beyond effectiveness and performance. European Journal of Work and Organizational Psychology, 14, 105–117.
  • De Dreu, C. K. W. van Dierendonck, D. ve Dijkstra, M. T. (2004). Conflict at work and individual well-being. International Journal of Conflict Management, 15, 6–26.
  • De Dreu, C. K. W. ve Weingart, L. R. (2003). Task versus relationship conflict and team effectiveness: A meta-analysis. Journal of Applied Psychology, 88, 741–749.
  • De Wit, F. R. C., Greer, L. L. ve Jehn, K. A. (2012). Theparadox of intragroup conflict: A meta-analysis. Journal of Applied Psychology, 97, 360–390.
  • Diener, E. (1984). Subjective well-being. Psychological Bullettin, 95, 542–75.
  • Dijkstra, M. T. M., Van Dierendonck, D. ve Evers, A. (2005). Responding to conflict at work and individual well-being: The mediating role of flight behaviour and feelings of helplessness. European Journal of Work and Organizational Psychology, 14, 119–135.
  • Ergin, C. (2000). Türkiye’deki Örgütlerde Çatışmaların Çözümlenmesine İlişkin Çalışmalar, Aycan Z. (ed.) Akademisyenler ve Profesyoneller Bakış Açısıyla Türkiye’de Yönetim, Liderlik ve İnsan Kaynakları Uygulamaları, Ankara, Türk Psikologlar Derneği Yayınları, 21, 243–259.
  • Folkman S. ve Lazarus R. S. (1980). An analysis of coping in a middle-aged community sample. Journal of Health and Social Behavior, 21, 219–239.
  • Follett, M. P. (1941). Dynamic administration. Henry C. Metcalf ve L. Urwick (ed.), London, Management Publications Trust.
  • Frijda, H. N. (2008). The psychologists’ point of view. Michael Lewis, Jeannette M. Haviland Jones, Lisa Barrett Feldman (Ed.), Handbook of emotion içinde (68–87). New York, London: The Guilford Press.
  • Fujiwara, K., Tsukishima, E., Tsutsumi, A., Kawakami, N. ve Kishi, R. (2003). Interpersonal conflict, social support, and burnout among home care workers in Japan. Journal of Occupational Health, 45(5), 313–320.
  • Gencoz, T. (2000). Positive and Negative Affect Schedule: A study of validity and reliability. Turkish Journal of Psychology, 15, 27–28.
  • Guetzkow, H. ve Gyr, J. (1954). An analysis of conflict in decision-making groups. Human Relations, 7, 367–381.
  • Hackman, J. R. ve Oldham, G. R. (1975). Development of Job Diagnostic Survey.Journal of Applied Psychology, 60, 159–170.
  • Hülsheger, U. R, Alberts, H. J. E. M., Feinholdt, A. ve Lang, J. W. B. (2013). Benefits of mindfulness at work: The role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied Psychology, 98(2), 310–325.
  • Ilies, R., Johnson, M. D., Judge, T. A., Keeney, J. (2011). A within-individual study of interpersonal conflict as a work stressor: Dispositional and situational moderators. Journal of Organizational Behavior, 32, 44–64.
  • Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40, 256–282.
  • Jehn, K. ve Bendersky, C. (2003). Intragroup conflict in organizations: A contingency perspective on the conflict-outcome relationship. Research in Organizational Behavior, 25, 187–242.
  • Jung, C. G. (1938). Psychological reflections: A Jung anthology. Psychological Aspects of the Modern Archetype, 9.
  • Kozan, M. K. (1989). Cultural influences on styles of handling interpersonal conflicts: Comparisons among Jordanian, Turkish, and U. S. managers. Human Relations, 42, 787–799.
  • Kozan, M. K. (1997). Culture and conflict management: A theoretical framework. The International Journal of Conflict Management, 8, 338–360.
  • Kozan, M. K. (2002). Subcultures and conflict management style. Management International Review, 42(1), 89–105.
  • Kozan, M. K. ve Ergin, C. (1998). Preference for third party help in conflict management in the United States and Turkey: An experimental study. Journal of Cross-Cultural Psychology, 29, 525–539.
  • Kozan, M. K., Ergin, C. ve Varoglu, D. (2007). Third party intervention strategies of managers in subordinates’ conflicts in Turkey. International Journal of Conflict Management, 18, pp. 128–147.
  • Kozan, M. K. ve Ilter, S. S. (1994). Third party roles played by Turkish managers in subordinates’ conflicts. Journal of Organizational Behavior, 15(5), 453–66.
  • Lazarus, R. S. (1993). From psychological stress to the emotions: A history of changing outlooks. Annual Review of Psychology, 44, 1–22.
  • Lazarus, R. S. ve Cohen, J. B. (1977). Environmental stress. Altman, I. ve Wohlwiu, J. F. (Ed.), Human behavior and the environment: Current theory and research içinde (89–127). New York: Plenum.
  • Lazarus, R. S. ve Folkman, S. (1984). Stress, appraisal, and coping. New York: Springer.
  • Leon-Perez, J. M., Notelaers, G. ve Leon-Rubio, J. M. (2016). Assessing the effectiveness of conflict management training in a health sector organization: Evidence from subjective and objective indicator. European Journal of Work and Organizational Psychology, 25(1), 1–12.
  • Martin, L. L. ve Tesser, A. (1996). Some ruminative thoughts. R. S. Wyer (Ed.), Advances in social cognition içinde Cilt. 9, 1–47.
  • Hillsdale, NJ:Erlbaum. Meier, L. L., Gross, S., Spector, P. E. ve Semmer, N. K. (2013). Relationship and task conflict at work: Interactive short-term effects on angry mood and somatic complaints. Journal of Occupational Health Psychology, 18, 144–156.
  • Miller, C. ve Roloff, M. E. (2014). When hurt continues: Taking conflict personally leads to rumination, residual hurt and negative motivations toward someone who hurt us. Communication Quarterly, 62(2), 193–213.
  • Myers, K. A. ve Bailey, C. L. (1991). Conflict and communication apprehension in campus ministries: A quantitative analysis. College Student Journal, 25, 537–543.
  • Nolen-Hoeksema, S. (1987). Sex differences in unipolar depression: Evidence and theory. Psychological Bulletin, 101(2), 259–282.
  • Nolen-Hoeksema, S. (1991). Responses to depression and their effects on the duration of depressive episodes. Journal of Abnormal Psychology, 100, 569–582.
  • Nolen-Hoeksema, S. (2000). The role of rumination in depressive disorders and mixed anxiety/depressive symptoms. Journal of Abnormal Psychology, 109, 504−511.
  • Nolen-Hoeksema, S., Morrow, J. ve Fredrickson, B. L. (1993). Response styles and the duration of episodes of depressed mood. Journal of Abnormal Psychology, 102(1), 20–28
  • Nolen-Hoeksema, S., Wisco, B. E. ve Lyubomirsky, S. (2008). Rethinking rumination. Perspectives on Psychological Science, 3, 400−424.
  • Pinkley, R. L. (1990). Dimensions of conflict frame: Disputant interpretations of conflict. Journal of Applied Psychology, 75, 117–126.
  • Preacher, K. J., Curran, P. J. ve Bauer, D. J. (2006). Computational tools for probing interactions in multiple linear regression, multilevel modeling, and latent curve analysis. Journal of Educational ve Behavioral Statistics, 31, 437–448.
  • Priem, R. ve Price, K. (1991). Process and outcome expectations for the dialectical inquiry, devil’s advocacy, and consensus techniques of strategic decision making. Group and Organization Studies, 16, 206–225.
  • Rahim, M. A. (1983). A measure of styles of handling interpersonal conflict. Academy of Management Journal, 26, 368–376.
  • Raudenbush, S. W. ve Bryk, A. S. (2002). Hierarchical linear models: Applications and data analysis methods. (2. baskı). Newbury Park, CA:Sage Publications.
  • Sonnentag, S., Unger, D. ve Nägel, I. J. (2013). Workplace conflict and employee well-being: The moderating role of detachment from work during offjob time. International Journal of Conflict Management, 24, 166–183.
  • Spector, P. E. (1998). A control theory of the job stress process. C. L. Cooper (Ed.), Theories of organizational stress içinde 153–169. Oxford, UK: Oxford Univ. Press.
  • Spector, P. E. (2003). Individual differences in health and well-being in organizations. D. A. Hofmann ve L. E. Tetrick (Ed.), Health and safety in organizations: A multilevel perspective içinde (29–55). San Francisco: Jossey-Bass.
  • Spector, P. E. ve Bruke - Lee, V. (2008). Conflict, health and well-being. C. K. W. De Dreu ve M. J. Gelfand (Ed.), The psychology of conflict and conflict management in organizations içinde (267–288). New York: Lawrence Erlbaum.
  • Spector, P. E., Chen, P. Y. ve O’Connell, B. J. (2000). A longitudinal study of relations between job stressors and job strains while controlling for prior negative affectivity and strains. Journal of Applied Psychology, 85, 211–218.
  • Spector, P. E. ve Jex, S. M. (1998). Development of four self-report measures of job stressors and strain: Interpersonal conflict at work scale, organizational constraints scale, quantitative workload inventory, and physical symptoms inventory. Journal of Occupational Health Psychology, 3, 356–367.
  • Spector, P. E. ve O’Connell, B. J. (1994). The contribution of personality traits, negative affectivity, locus of control and Type A to the subsequent reports of job stressors and job strains. Journal of Occupational and Organizational Psychology, 67(1), 1–12.
  • Smith, C. S. ve Sulsky, L. M. (1995). An investigation of job-related coping strategies across multiple stressors and samples. L. R. Murphy, J. J. Hurrell, S. L. Sauter ve G. P. Keita (Ed.), Job stress interventions içinde (109–123). Washington DC: APA.
  • Şahin, N. H. ve Durak, A. (1995). Stresle başa çıkma tarzları ölçeği: Üniversite öğrencileri için uyarlanması. Turkish Journal of Psychology, 10(34), 56–73.
  • Tjosvold, D. (2008). The conflict-positive organization: It depends upon us. Journal of Organizational Behavior, 29, 19–28.
  • Van Dierendonck, D., Schaufeli, W. B. ve Sixma, H. (1994). Burnout among general practitioners: A perspective from equity theory. Journal of Social and Clinical Psychology, 13, 86–100.
  • Wall, J. A. ve Callister, R. (1995). Conflict and its management. Journal of Management, 3, 515–558.
  • Wall, V. ve Nolan, L. (1986). Perceptions of inequity, satisfaction, and conflict in task- oriented groups. Human Relations, 39, 1033–1052.
  • Wallenfelsz, K. P. ve Hample, D. (2010). The role of taking conflict personally in imagined interactions about conflict. Southern Communication Journal, 75, 471–487.
  • Watson, D. ve Clarke, L. A. ve Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scale. Journal of Personality and Social Psychology, 54, 1063–1070.
  • Weiss, H. M. ve Cropanzano, R. (1996). Affective Events Theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. B. M. Staw ve L. L. Cummings (Ed.), Research in organization behavior: An annual series of analytical essays and critical reviews, 18 içinde (1–74). Greenwich: JAI.
  • Yang, J. ve Diefendorff, J. M. (2009). The relations of daily counterproductive workplace behavior with emotions, situational antecedents, and personality moderators: A diary study in Hong Kong. Personnel Psychology, 62, 259–295.
  • Zhao, X., Lynch, J. G. ve Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and truths about mediation analysis. Journal of Consumer Research, 37, 197–206.