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Supervisor conflict management climate and emotion recognition skills
International Journal of Conflict Management ( IF 2.551 ) Pub Date : 2019-12-02 , DOI: 10.1108/ijcma-03-2019-0054
Kirsten A. Way , Nerina J. Jimmieson , Prashant Bordia

Purpose Groups’ perceptions of their supervisors’ conflict management styles (CMSs) can have important implications for well-being. Rather than being examined in isolation, supervisor CMSs need to be considered in the context of supervisors’ emotional ability and the amount of conflict in workgroups. This paper aims to investigate the three-way interactions between group-level perceptions of supervisor CMSs (collaborating, yielding, forcing), supervisor emotion recognition skills and group relationship conflict in predicting collective employee burnout. Design/methodology/approach Group-level hierarchical multiple regressions were conducted with 972 teaching professionals nested in 109 groups. Findings The positive association between supervisor yielding climate and collective employee burnout was evident when supervisor emotion recognition was low but absent when supervisor emotion recognition was high. Groups with high supervisor forcing climate and high supervisor emotion recognition experienced lower group burnout, an effect evident at high but not low relationship conflict. Practical implications Supervisors have a critical – and challenging – role to play in managing conflict among group members. The detrimental effects of supervisor yielding and forcing climates on collective employee burnout are moderated by personal (supervisor emotion recognition) and situational (the level of relationship conflict) variables. These findings have practical implications for how supervisors could be trained to handle conflict. Originality/value This research challenges traditional notions that supervisor yielding and forcing CMSs are universally detrimental to well-being.

中文翻译:

主管冲突管理氛围和情绪识别技能

目的群体对主管的冲突管理方式(CMS)的理解可能对幸福感产生重要影响。而不是孤立地检查主管CMS,而应根据主管的情绪能力和工作组中的冲突量来考虑。本文旨在研究主管CMS的团队层面感知(协作,屈服,强迫),主管情感识别技能和团队关系冲突之间的三种交互作用,以预测集体员工的倦怠。设计/方法论/方法对109个组中的972名教学专业人员进行了组级别的层次多元回归。研究结果当主管情感识别度低时,主管产生气氛和集体员工倦怠之间的正相关关系就很明显,而在主管情感识别度高时则不存在。具有较高上司强迫性气氛和较高上司情绪识别能力的群体经历的群体倦怠较低,这种关系在关系冲突高但不低的情况下显而易见。实际含义主管在管理小组成员之间的冲突中扮演着至关重要的角色,并且具有挑战性。上司屈服和强迫气候对集体员工倦怠的有害影响由个人(上司情感识别)和情境(关系冲突的程度)变量减轻。这些发现对如何培训主管人员处理冲突具有实际意义。
更新日期:2019-12-02
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