Individual and Organizational Well-being when Workplace Conflicts are on the Agenda: A Mixed-methods Study
Keywords:Health, working environment & wellbeing, Organization & management
AbstractPrevious studies have shown that direct involvement in workplace conflicts may have a significant impact on individual well-being. We used survey and interview data from a large nongovernmental organization (NGO) to analyze both the relationships between direct and indirect involvement in workplace conflicts and individual and organizational well-being. Results show that unaddressed conflicts and nonresponsive or conflict-involved managers are problematic because they fuel already existing conflicts, and also pave the way for new ones. If conflicts are not handled at an early enough stage, they seem to “paralyze” the organization and serve as an interlocking mechanism that contributes to hindering the necessary action from management. In our case, one-fifth of the employees were directly involved in the conflicts, and two-thirds felt that their local working environment had been influenced negatively by the conflicts. The prevalence of mental health problems in the NGO was almost twice as high as in the general Norwegian population, and slightly more than one out of 10 reported reduced work ability. We conclude that individuals directly involved in the conflicts experience negative health consequences, and that this fact, in combination with organizational issues and a very high share of employees indirectly involved in the conflicts, affected the well-being of the whole organization.
How to Cite
The Copyright Holder of this Journal is the authors and the Journal. This Journal gives Open Access with CreativeCommons license CC-BY-NC-ND 4.0.
You can download all the content of the Journal and share it with others as long as you credit the authors and the journal, but you can’t change it in any way or use it commercially.
More specifically this license means that you – authors and users – may:
Share — copy and redistribute the material in any medium or form as long as you follow the license terms. The freedom to share includes parallel publishing on authors’ own website and in institutional repositories or in ResearchGate after publication in NJWLS, or if you want to reprint your article as part of publication of a PhD-thesis or a dissertation
You may share under these terms:
Attribution — You must give appropriate credit and provide a link to the license. Appropriate credit implies that you provide the name of the creator and attribution parties, a copyright notice, a license notice, a disclaimer notice, and a link to the material. The link used should be its DOI.
NonCommercial — You may not use the material for commercial purposes. A commercial use is one primarily intended for commercial advantage or monetary compensation.
NoDerivatives — If you remix, transform, or build upon the material, you may not distribute the modified material. Merely changing the format never creates a derivative.
Exceptions to the license terms may be granted
If you want to use content in the Journal in another way then described by this license, you must contact the licensor and ask for permission. Contact Bo Carstens at firstname.lastname@example.org. Exceptions are always given for specific purposes and specific content only.
The Journal is listed as a blue journal in Sherpa/Romeo, meaning that the author can archive post-print ((ie final draft post-refereeing) and author can archive publisher's version/PDF.
Copyright of others
Authors are responsible for obtaining permission from copyright holders for reproducing any illustrations, tables, figures or lengthy quotations previously published elsewhere.
All published material is archived at Roskilde University Library, Denmark, and transmitted to the Danish Royal Library in conformity with the Danish rules of legal deposit.
We do not screen articles for plagiarism. It is the responsibility of the authors to make sure they do not plagiate.