The purpose of this study is to examine the differential association of three different workplace conflicts on employee-related outcomes, such as loneliness and well-being. Further, the study pursues to explore the perceived social support at the workplace as a conditional factor in the relation between different conflict types and employee loneliness.,The data were collected using a self-administered survey from 554 IT employees. Structural equation modelling (SEM) was used to test the study postulations.,The findings indicated that all three types of conflicts differently associate on both loneliness and well-being. Besides, it found that loneliness works as a mediator between conflict types and employee well-being. Further, perceived social support at the workplace moderates the relationship between different types of conflict, such as relationship, process, task conflicts and employee loneliness at work.,The study provides helpful directions to HR managers by providing a clear empirical understanding of the types of conflicts and its association on employee-related outcomes. Further, the study highlights the need for developing social support in an organisation during conflict episodes, to manage the adverse association of these conflicts on employee well-being and to restore employee well-being.,To the best of the authors’ knowledge, for the first time, a study has been conducted highlighting the differential association of workplace conflict and employee outcome and indicating its intervening mechanisms and conflict management conditions.

中文翻译：

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工作场所冲突对员工福祉的不同关联

这项研究的目的是研究三种不同的工作场所冲突对与员工相关的结果（如孤独感和幸福感）的不同关联。此外，该研究旨在探索在工作场所感知到的社会支持，将其作为不同冲突类型与员工孤独感之间关系的条件因素。该数据是使用来自554名IT员工的自我管理调查收集的。结构方程模型（SEM）用于检验研究假设。研究结果表明，三种冲突类型在孤独感和幸福感上都有不同的关联。此外，研究发现孤独感是冲突类型与员工福祉之间的中介。此外，在工作场所获得的社会支持会缓和不同类型冲突之间的关系，该研究通过对冲突的类型及其与员工相关结果之间的关联提供清晰的实证理解，从而为人力资源经理提供了有益的指导。此外，该研究还强调了在冲突期间需要在组织中发展社会支持，管理这些冲突对员工幸福感的不利影响并恢复员工幸福感的必要性。首次进行了一项研究，强调了工作场所冲突与员工成果之间的差异关联，并指出了其干预机制和冲突管理条件。该研究通过对冲突的类型及其与员工相关结果的关联提供清晰的经验理解，从而为人力资源经理提供了有用的指导。此外，研究还强调了在冲突期间需要在组织中发展社会支持，管理这些冲突对员工幸福感的不利影响并恢复员工幸福感的必要性。据作者所知，对于首次进行了一项研究，强调了工作场所冲突与员工成果之间的差异关联，并指出了其干预机制和冲突管理条件。该研究通过对冲突的类型及其与员工相关结果的关联提供清晰的经验理解，从而为人力资源经理提供了有用的指导。此外，研究还强调了在冲突期间需要在组织中发展社会支持，管理这些冲突对员工幸福感的不利影响并恢复员工幸福感的必要性。据作者所知，对于首次进行了一项研究，强调了工作场所冲突与员工成果之间的差异关联，并指出了其干预机制和冲突管理条件。