Abstract
This study examines the role of negative affect state and relationship conflict in explaining the association between two types of work-related conflicts namely, task and process conflicts; and employee well-being. Drawing from affective events theory and social attribution theory, the study hypothesizes a mediation model in which task and process conflicts are negatively associated with employee well-being through negative affect state and relationship conflict. While examining this model, the study establishes the inter-linkage between task, process conflicts and employee well-being and identifies two pathways to explain these relationships. Based on a sample of 554 IT employees from India, the study found support for the mediation model in which negative affect state and relationship conflict mediates the relationship between two types of conflict and employee well-being. Findings of the present study contribute to the theory by extending our understanding of the effect of task and process conflicts on employee well-being and also explains how it impairs well-being. The current insights will help managers and practitioners to design interventions to mitigate the detrimental effect of task and process conflicts on employee well-being.
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License
Recommended Citation
Kuriakose, Vijay; S, Sreejesh; and Jose, Heerah
(2020)
"Examining the Mechanisms Linking Work-Related Conflicts and Employee Well-Being: A Mediation Model,"
American Business Review: Vol. 23:
No.
2, Article 4.
DOI: 10.37625/abr.23.2.260-282
Available at:
https://digitalcommons.newhaven.edu/americanbusinessreview/vol23/iss2/4
DOI
10.37625/abr.23.2.260-282
