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Spillover of Interpersonal Conflicts From Work into Nonwork: A Daily Diary Study

Published on Jul 1, 2015in Journal of Occupational Health Psychology 3.77
· DOI :10.1037/a0038661
Inés Martínez-Corts3
Estimated H-index: 3
,
Evangelia Demerouti60
Estimated H-index: 60
+ 1 AuthorsMarina Boz3
Estimated H-index: 3
Abstract
This study among a heterogeneous sample of employees expands the Job-Demands (JD-R) theory by examining how interpersonal conflicts at work–task and relationship conflict–spillover into the nonwork domain on a daily basis. We hypothesized that daily personal resources can buffer the daily negative spillover of interpersonal conflicts from work into the nonwork domain. A total of 113 employees (n 565 occasions) filled in a daily diary questionnaire in the evening before bedtime over 5 consecutive working days. Results of multilevel analysis showed that the presence of daily personal resources is essential to buffer the spillover of interpersonal conflict at work to the nonwork domain. Specifically, on days that employees were not very optimistic or resilient, interpersonal conflicts resulted in higher strain-based work–life conflict experiences. These findings contribute to the JD-R theory and show how the unfavorable effects of daily interpersonal conflicts in the work domain may be avoided in the nonwork domain through enhancing personal resources. We discuss the implications for theory and practice.
  • References (84)
  • Citations (17)
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References84
Newest
Published on Feb 11, 2014
Arnold B. Bakker97
Estimated H-index: 97
(Lingnan University),
Evangelia Demerouti60
Estimated H-index: 60
(TU/e: Eindhoven University of Technology)
This chapter outlines the building blocks of the job demands–resources (JD-R) theory, a theory that has been inspired by job design and job stress theories. Whereas job design theories have often ignored the role of job stressors or demands, job stress models have largely ignored the motivating potential of job resources. JD-R theory combines the two research traditions, and explains how job demands and (job and personal) resources have unique and multiplicative effects on job stress and motivat...
221 Citations Source Cite
Published on Dec 1, 2013in Journal of Vocational Behavior 3.05
Arnold B. Bakker97
Estimated H-index: 97
(Lingnan University),
Ana Isabel Sanz-Vergel14
Estimated H-index: 14
(UAM: Autonomous University of Madrid)
Abstract Two studies were conducted to examine how home healthcare nurses stay engaged in their work and maintain their psychological well-being. In Study 1, we hypothesized that nurses would perceive work pressure more as a hindrance demand than as a challenge demand, and that the reverse would be true for emotional demands. We approached 120 home healthcare nurses who filled in a survey. Results of a series of paired sample t-tests supported our hypotheses. In Study 2, we used the JD-R model t...
93 Citations Source Cite
Published on Jan 1, 2013in Journal of Personnel Psychology 1.15
Matthew J. W. McLarnon9
Estimated H-index: 9
,
Mitchell G. Rothstein19
Estimated H-index: 19
This study sought to provide the initial psychometric evidence supporting a new measure of resiliency. In consideration of the shortcomings of previous measures, a more comprehensive measure was developed based on the theoretical model of King and Rothstein (2010). The resulting measure, the Workplace Resilience Inventory (WRI), encompasses an individual’s personal characteristics, social support network, initial responses to a significant and life changing event, and self-regulatory processes. ...
33 Citations Source Cite
Published on Jan 1, 2013in Journal of Occupational Health Psychology 3.77
Laurenz L. Meier27
Estimated H-index: 27
(USF: University of South Florida),
Sven Gross5
Estimated H-index: 5
(University of Bern)
+ 1 AuthorsNorbert K. Semmer41
Estimated H-index: 41
(University of Bern)
Our research examined short-term within-person effects of relationship and task conflict on angry mood and somatic complaints. We assumed that conflicts of both kinds would be prospectively related to both indicators of impaired well-being, that the effect of relationship conflict would be stronger than the effect of task conflict, and that the effect of relationship conflict would be stronger when task conflict is low than when it is high. We tested our hypotheses with a daily diary study with ...
41 Citations Source Cite
Published on Jan 1, 2013
Kim van Erp4
Estimated H-index: 4
(TU/e: Eindhoven University of Technology),
Josette Gevers7
Estimated H-index: 7
(TU/e: Eindhoven University of Technology)
+ 1 AuthorsEvangelia Demerouti60
Estimated H-index: 60
(TU/e: Eindhoven University of Technology)
Werknemers in de dienst- en hulpverlenend e sector krijgen vaak te maken met omstanders die hen in hun werkzaamheden belemmeren. In de wetenschappelijke literatuur is het specifieke fenomeen omstanderconflict echter nog onderbelicht. In dit artikel positioneren we omstanderconf lict in de bestaande conflictliteratuur. Door literatuur op het gebied van conflict, interrupties, en agressie op de werkvloer te integreren, ontstaat een categorisering waaruit verschillende typen omstanderconflict naar ...
1 Citations
Published on Sep 14, 2012in Career Development International 1.73
Jack K. Ito9
Estimated H-index: 9
(University of Regina),
Céleste M. Brotheridge20
Estimated H-index: 20
Purpose – This article seeks to apply the challenge–hindrance conceptualization of demands to a model that relates stressors to emotional exhaustion and job satisfaction. Supervisory support, a resource, is posited as a precursor to demands, and work–family conflict (WFC) and interpersonal conflict (IPC) at work are expected to mediate the demand–strain and job satisfaction relationships.Design/methodology/approach – This cross‐sectional self‐report survey included a sample of 600 government emp...
11 Citations Source Cite
Despoina Xanthopoulou21
Estimated H-index: 21
(UoC: University of Crete),
Arnold B. Bakker97
Estimated H-index: 97
(EUR: Erasmus University Rotterdam)
+ 1 AuthorsWilmar B. Schaufeli103
Estimated H-index: 103
(UU: Utrecht University)
This diary study tests the broaden-and-build theory in the work context and expands it by examining job resources as potential antecedents of positive emotions on a daily basis. We hypothesized that general perceptions of job resources (autonomy, supervisory coaching, and the psychological climate of cooperation and warmth) relate indirectly to employees' daily personal resources (self-efficacy, self-esteem, and optimism) through daily manifestations of the job resources and daily positive emoti...
55 Citations Source Cite
Published on Jan 1, 2012in Journal of Organizational Behavior 4.23
Paraskevas Petrou10
Estimated H-index: 10
(UU: Utrecht University),
Evangelia Demerouti60
Estimated H-index: 60
(TU/e: Eindhoven University of Technology)
+ 2 AuthorsJørn Hetland28
Estimated H-index: 28
(University of Bergen)
Summary This study focused on daily job crafting and explored its contextual determinants and one motivational outcome (i.e., work engagement). Job crafting was conceptualized as “seeking resources, ”“ seeking challenges,” and “reducing demands.” Participants were 95 employees from several organizations who completed a 5-day diary survey. As hypothesized, we found a 3-factor structure for the job crafting instrument, both at the general and day levels. We hypothesized and found that the combinat...
211 Citations Source Cite
Published on Jan 1, 2012in Journal of Applied Psychology 4.64
Frank de Wit6
Estimated H-index: 6
(LEI: Leiden University),
Lindred L. Greer22
Estimated H-index: 22
(UvA: University of Amsterdam),
Karen A. Jehn38
Estimated H-index: 38
(Melbourne Business School)
Since the meta-analysis by De Dreu and Weingart (2003a) on the effects of intragroup conflict on group outcomes, more than 70 new empirical studies of conflict have been conducted, often investigating more complex, moderated relationships between conflict and group outcomes, as well as new types of intragroup conflict, such as process conflict. To explore the trends in this new body of literature, we conducted a meta-analysis of 116 empirical studies of intragroup conflict (n = 8870 groups) and ...
417 Citations Source Cite
Published on Dec 22, 2011in Journal of Managerial Issues
Michael B. Hargis11
Estimated H-index: 11
(UCA: University of Central Arkansas),
Lindsey M. Kotrba3
Estimated H-index: 3
+ 1 AuthorsBoris B. Baltes25
Estimated H-index: 25
Recent demographic changes in the workplace have led to substantial increases in the number of dual-income earning households, adults caring for aging parents and children, single parent families, and the average number of hours worked per week (Clark and Weismantle, 2003). These trends have fueled interest from researchers and practitioners who seek to understand the antecedents that influence how individuals experience and respond to the challenges of balancing work and family demands (Eby et ...
17 Citations
Cited By17
Newest
Published on Apr 4, 2019in Applied Psychology 2.49
Silja Hartmann1
Estimated H-index: 1
(LMU: Ludwig Maximilian University of Munich),
Matthias Weiss1
Estimated H-index: 1
(RUB: Ruhr University Bochum)
+ 1 AuthorsMartin Hoegl34
Estimated H-index: 34
(LMU: Ludwig Maximilian University of Munich)
1 Citations Source Cite
Øystein Løvik Hoprekstad (University of Bergen), Jørn Hetland28
Estimated H-index: 28
(University of Bergen)
+ 4 AuthorsStåle Einarsen51
Estimated H-index: 51
(University of Bergen)
ABSTRACTThe aim of the present study was to examine the relationships between daily exposure to negative acts and depressed mood on the same day and on the days following the exposure, and to test the hypothesis that these relationships would be stronger among those who have recently gone through a process of victimization from workplace bullying. The sample comprised 110 naval cadets participating in two different eleven-week tall ship voyages from Northern Europe to North America. Victimizatio...
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Published on Dec 1, 2018in Journal of Vocational Behavior 3.05
Franziska Baumeler2
Estimated H-index: 2
(University of Bern),
Claire S. Johnston7
Estimated H-index: 7
(University of Bern)
+ 1 AuthorsDaniel Spurk7
Estimated H-index: 7
(University of Bern)
Abstract A positive work–nonwork interface is an important aspect of successful career development because it is associated with satisfaction, positive health, and positive work outcomes. However, the role of proactive behaviors at work for work–nonwork enrichment mechanisms has thus far not received much attention. Based on the conservation of resource theory (Hobfoll, 1989) and work–family enrichment theory (Greenhaus & Powell, 2006), we investigated the instrumental (i.e., coworker support) a...
1 Citations Source Cite
Published on Oct 23, 2018in Applied Psychology 2.49
Lilian Gombert (Technical University of Dortmund), Wladislaw Rivkin5
Estimated H-index: 5
(Aston University),
Klaus-Helmut Schmidt23
Estimated H-index: 23
(Technical University of Dortmund)
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Published on Aug 23, 2018in Applied Psychology 2.49
David M. Fisher6
Estimated H-index: 6
(TU: University of Tulsa),
Jennifer M. Ragsdale4
Estimated H-index: 4
(TU: University of Tulsa),
Emily C.S. Fisher1
Estimated H-index: 1
(OU: University of Oklahoma)
2 Citations Source Cite
Published on May 1, 2018
Carsten C. Schermuly13
Estimated H-index: 13
(SRH University Berlin),
Franziska Schölmerich2
Estimated H-index: 2
(Lüneburg University)
Executive training is an important part of leadership development, but little is known about interpersonal conflicts that can occur in leadership training. We conducted a qualitative (N = 85) and quantitative (N = 214) study to explore this new research field. With the help of these studies, we aim to identify typical interpersonal conflict types during executive training as well as their antecedents and consequences. The results of Study 1 show that the classic trichotomy of interpersonal confl...
1 Citations Source Cite