Types of Conflict and Personal and Organizational Consequences

Abstract

The purposes of this study are (a) evaluate the relationships between task and relationships conflict, and its influence on different personal and organizational variables such as: satisfaction, well being, tension, commitment, organizational climate and propensity to leave a job, and (b) evaluate the mediated and moderated role of relationship conflict. The study was developed in tourism organizations. As hypothesized, relationship conflict hampered satisfaction, well-being, work group commitment and organizational climate while increasing tension level and propensity to leave a job. In order to assess the moderating effect of relationship conflict, hierarchical regression analysis was employed. Mediational effects were analyzed using a three-step regression procedure developed by Baron and Kenny (1986, Journal of Personality and Social Psychology, 51, 6), and structural equation models. Results show that (a) a positive link exists between task and relationship conflict, (b) the relation between task conflict and satisfaction, well-being and group commitment is mediated by relationship conflict. Practical implications for improving conflict management in tourism organizations are suggested.

Keywords: relationship conflict, task conflict, organizational consequences