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Year 2018, Volume: 2 Issue: 2, 534 - 540, 03.01.2019

Abstract

References

  • Amabile, T.M., Conti, R., Coon, H., Lazenby, J., Herron, M. (1996). Assessing The Work Environment For Creativity. Academey Of Management Journal, 5, 1154-1184.
  • Scott, S.G. & Bruce, R.A. (1994). Determinants of innovative behaviour: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3); p 580-607.
  • Beehr, T. A., Jex, S. M., Stacy, B. A., & Murray, M. A. (2000). Work stressors and coworker support as predictors of individual strain and job performance. Journal of Organizational Behavior, 21(4), 391-405.
  • Brass, D., Galaskiewicz, J., Greve, H., and Tsai, W. (2004), ‘Taking Stock of Networks and Organizations: A Multilevel Perspective,’ Academy of Management Journal, 47, 6, 795– 819.
  • Ladd, D., & Henry, R. (2000). Helping coworkers and helping the organization: The role of support of perceptions, exchange ideology, and conscientiousness. Journal of Applied Social Psychology, 30, 2028 – 2049.
  • Ferris, D. L., Brown, D. J., Berry, J. W. & Lian, H. (2008). The development and validation of the workplace ostracism scale, Journal of Applied Psychology, 93, 1348–66.
  • Williams, K. D. (2001). Emotions and social behavior. Ostracism: The power of silence. New York, NY, US: Guilford Press.
  • Sommer, K.L., Williams, K.D., Ciarocco, N.J., & Baumeister, R.F. 2001. When silence speaks louder than words: Explorations into the intrapsychic and interpersonal consequences of social ostracism. Basic and Applied Social Psychology, 23: 225-243.
  • Robinson S, O’Reilly J, Wang W. (2013). Invisible at work: an integrated model of workplace ostracism. J Management, 39: 203–31.
  • Yaakobi Erez and Williams Kipling D. (2016). Ostracism and attachment orientation: Avoidants are less affected in both individualistic and collectivistic cultures, British Journal of Social Psychology, 55, 162–181.
  • Hitlan R.T., Cliffton Rebecca J.& DeSoto M. Catherine (2006). Perceived Exclusion in the Workplace: The Moderating Effects of Gender on Work Related Attitudes and Psychological Health North American Journal of Psychology, Vol. 8, No. 2, 217-236.
  • Zhao, H., Peng, Z., Sheard, G. (2013). Workplace ostracism and hospitality employees’ counterproductive work behaviors: the joint moderating effects of proactive personality and political skill, IJHM 33 (June), 219–227.
  • Hitlan, R.T., Noel, J., (2009). The influence of workplace exclusion and personality on counterproductive work behaviors: an interactionist perspective, European Journal of Work and Organizational Psychology, 18 (4), 477–502.
  • Wu, L.Z., Yim, F.H., Kwan, H.K., Zhang, X.M. (2012). Coping with workplace ostracism: the roles of ingratiation and political skill in employee psychological distress. Journal of Management Studies 49 (1), 178–199.
  • Liu, J., Kwan, H. K., Lee, C., & Hui, C. (2013). Work-to-family spillover effects of workplace ostracism: The role of work home segmentation preferences. Human Resource Management, 52, 75–93.
  • Jameson, J.K. (1999). Toward a Comprehensive Model for the Assessment and Management of Intraorganizational Conflict: Developing the Framework, International Journal of Conflict Management 10(3):268-294.
  • Roloff, M. E. (1987). Communication and conflict. In C. R. Berger & S. H. Chaffee (Eds.), Handbook of communication science (pp. 484-534). Thousand Oaks, CA, US: Sage Publications, Inc.
  • Kabanoff, B. (1985). Potential influence structures as sources of interpersonal conflict in groups and organizations. Organizational Behavior and Human Decision Processes, 36(1), 113-141.
  • Wall, V. & Nolan, L. (1986) ‘Perceptions of inequity, satisfaction, and conflict in task-oriented groups’, Human Relations, Vol. 39, No, 4, pp. 1033-1052.
  • Priem, R. and Price, K. (1991). Process and outcome expectations for the dialectical inquiry, devil’s advocacy, and consensus techniques of strategic decision making. Group and Organization Studies, 16: 206-225.
  • Wall, J.A. Jr. and Callister, R.R. “Conflict and Its Management,” Journal of Management, 21 (3), 1995, 515-558.
  • Jehn, K.(1995). A multimethod examination of the benefits and detriments of intragroup conflict Administrative Science Quarterly; 40(2), 256–282.
  • Jehn, K. A. (1997). A qualitative analysis of conflict types and dimensions in organizational groups. Administrative Science Quarterly, 42, 530 – 557.
  • Van de Vliert, E., & De Dreu, C. K. W. (1994). Optimizing performance by stimulating conflict. International Journal of Conflict Management, 5, 211–222.
  • Schweiger, D.M., Sandberg, W.R., & Rechner, P.L. (1989). Experiential effects of dialectical inquiry, devil‘s advocacy, and consensus approaches to strategic decision making. Academy of Management Journal, 32(4), 745-772.
  • Janssen, O., Van de Vliert, E., & Veenstra, C. (1999). How task and person conflict shape the role of positive interdependence in management teams. Journal of Management, 25, 117-142.
  • Saavedra, R., Earley, P. C., & Van Dyne, L. (1993). Complex interdependence in task-performing groups. Journal of Applied Psychology, 78(1), 61-72.
  • Lovelace, K., Shapiro, D. L., & Weingart, L. R. (2001). Maximizing crossfunctional new product teams’ innovativeness and constraint adherence: A conflict communications perspective. Academy of Management Journal, 44, 779-793. doi:10.2307/3069415.
  • Pelled Lisa Hope, Eisenhardt Kathleen M. and Xin Katherine R (1999). Exploring the Black Box: An Analysis of Work Group Diversity, Conflict, and Performance March Administrative Science Quarterly, 44(1):1-28.
  • Thomas, K. W. (1992). Conflict and Conflict Management: Reflections and Update, Journal of Organizational Behavior, 13, 265-274.
  • Ambrose M. L., M. A. Seabright and M. Schminke (2002) “Sabotage in the Workplace: the Role of Organizational Injustice”, Organizational Behavior and Human Decision Processes, 89(1), 947–965. Analoui F. (1995 “Workplace Sabotage: Its Styles, Motives and Management”, Journal of Management Development, 14(7), 48–65.
  • Spector PE and Jex SM.(1998). Development of four self-report measures of job stressors and strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory, J Occup Health Psychol., Oct;3(4): 356-67.
  • Nunnally, J.C. (1978) Psychometric theory. 2nd Edition, McGraw-Hill, New York.
  • Lee Fiona and Tiedens Larissa Z. (2001). Who’s Being Served? “Self-Serving” Attributions in Social Hierarchies, Organizational Behavior and Human Decision Processes, 84 ( 2), 254-287.

THE IMPACT OF TASK CONFLICT, COWORKER CONFLICT AND SUPERVISOR CONFLICT ON WORKPLACE OSTRACISM

Year 2018, Volume: 2 Issue: 2, 534 - 540, 03.01.2019

Abstract

Researchers agree that workplace ostracism has a negative impact on employees’

psychological wellbeing which in turn can reduce one’s ability to effectively contribute to the

organization. Therefore, it is important to determine the factors that lead to ostracism. The

current paper proposes that three sources of conflict in a workplace such as task conflict,

coworker conflict and supervisor conflict will positively influence workplace ostracism. The

results provide empirical evidence in support of the positive relationship among supervisor

conflict and workplace ostracism. On the other hand, the results provide no empirical result for

the support of the positive relationship among task conflict, coworker conflict and workplace

ostracism.

References

  • Amabile, T.M., Conti, R., Coon, H., Lazenby, J., Herron, M. (1996). Assessing The Work Environment For Creativity. Academey Of Management Journal, 5, 1154-1184.
  • Scott, S.G. & Bruce, R.A. (1994). Determinants of innovative behaviour: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3); p 580-607.
  • Beehr, T. A., Jex, S. M., Stacy, B. A., & Murray, M. A. (2000). Work stressors and coworker support as predictors of individual strain and job performance. Journal of Organizational Behavior, 21(4), 391-405.
  • Brass, D., Galaskiewicz, J., Greve, H., and Tsai, W. (2004), ‘Taking Stock of Networks and Organizations: A Multilevel Perspective,’ Academy of Management Journal, 47, 6, 795– 819.
  • Ladd, D., & Henry, R. (2000). Helping coworkers and helping the organization: The role of support of perceptions, exchange ideology, and conscientiousness. Journal of Applied Social Psychology, 30, 2028 – 2049.
  • Ferris, D. L., Brown, D. J., Berry, J. W. & Lian, H. (2008). The development and validation of the workplace ostracism scale, Journal of Applied Psychology, 93, 1348–66.
  • Williams, K. D. (2001). Emotions and social behavior. Ostracism: The power of silence. New York, NY, US: Guilford Press.
  • Sommer, K.L., Williams, K.D., Ciarocco, N.J., & Baumeister, R.F. 2001. When silence speaks louder than words: Explorations into the intrapsychic and interpersonal consequences of social ostracism. Basic and Applied Social Psychology, 23: 225-243.
  • Robinson S, O’Reilly J, Wang W. (2013). Invisible at work: an integrated model of workplace ostracism. J Management, 39: 203–31.
  • Yaakobi Erez and Williams Kipling D. (2016). Ostracism and attachment orientation: Avoidants are less affected in both individualistic and collectivistic cultures, British Journal of Social Psychology, 55, 162–181.
  • Hitlan R.T., Cliffton Rebecca J.& DeSoto M. Catherine (2006). Perceived Exclusion in the Workplace: The Moderating Effects of Gender on Work Related Attitudes and Psychological Health North American Journal of Psychology, Vol. 8, No. 2, 217-236.
  • Zhao, H., Peng, Z., Sheard, G. (2013). Workplace ostracism and hospitality employees’ counterproductive work behaviors: the joint moderating effects of proactive personality and political skill, IJHM 33 (June), 219–227.
  • Hitlan, R.T., Noel, J., (2009). The influence of workplace exclusion and personality on counterproductive work behaviors: an interactionist perspective, European Journal of Work and Organizational Psychology, 18 (4), 477–502.
  • Wu, L.Z., Yim, F.H., Kwan, H.K., Zhang, X.M. (2012). Coping with workplace ostracism: the roles of ingratiation and political skill in employee psychological distress. Journal of Management Studies 49 (1), 178–199.
  • Liu, J., Kwan, H. K., Lee, C., & Hui, C. (2013). Work-to-family spillover effects of workplace ostracism: The role of work home segmentation preferences. Human Resource Management, 52, 75–93.
  • Jameson, J.K. (1999). Toward a Comprehensive Model for the Assessment and Management of Intraorganizational Conflict: Developing the Framework, International Journal of Conflict Management 10(3):268-294.
  • Roloff, M. E. (1987). Communication and conflict. In C. R. Berger & S. H. Chaffee (Eds.), Handbook of communication science (pp. 484-534). Thousand Oaks, CA, US: Sage Publications, Inc.
  • Kabanoff, B. (1985). Potential influence structures as sources of interpersonal conflict in groups and organizations. Organizational Behavior and Human Decision Processes, 36(1), 113-141.
  • Wall, V. & Nolan, L. (1986) ‘Perceptions of inequity, satisfaction, and conflict in task-oriented groups’, Human Relations, Vol. 39, No, 4, pp. 1033-1052.
  • Priem, R. and Price, K. (1991). Process and outcome expectations for the dialectical inquiry, devil’s advocacy, and consensus techniques of strategic decision making. Group and Organization Studies, 16: 206-225.
  • Wall, J.A. Jr. and Callister, R.R. “Conflict and Its Management,” Journal of Management, 21 (3), 1995, 515-558.
  • Jehn, K.(1995). A multimethod examination of the benefits and detriments of intragroup conflict Administrative Science Quarterly; 40(2), 256–282.
  • Jehn, K. A. (1997). A qualitative analysis of conflict types and dimensions in organizational groups. Administrative Science Quarterly, 42, 530 – 557.
  • Van de Vliert, E., & De Dreu, C. K. W. (1994). Optimizing performance by stimulating conflict. International Journal of Conflict Management, 5, 211–222.
  • Schweiger, D.M., Sandberg, W.R., & Rechner, P.L. (1989). Experiential effects of dialectical inquiry, devil‘s advocacy, and consensus approaches to strategic decision making. Academy of Management Journal, 32(4), 745-772.
  • Janssen, O., Van de Vliert, E., & Veenstra, C. (1999). How task and person conflict shape the role of positive interdependence in management teams. Journal of Management, 25, 117-142.
  • Saavedra, R., Earley, P. C., & Van Dyne, L. (1993). Complex interdependence in task-performing groups. Journal of Applied Psychology, 78(1), 61-72.
  • Lovelace, K., Shapiro, D. L., & Weingart, L. R. (2001). Maximizing crossfunctional new product teams’ innovativeness and constraint adherence: A conflict communications perspective. Academy of Management Journal, 44, 779-793. doi:10.2307/3069415.
  • Pelled Lisa Hope, Eisenhardt Kathleen M. and Xin Katherine R (1999). Exploring the Black Box: An Analysis of Work Group Diversity, Conflict, and Performance March Administrative Science Quarterly, 44(1):1-28.
  • Thomas, K. W. (1992). Conflict and Conflict Management: Reflections and Update, Journal of Organizational Behavior, 13, 265-274.
  • Ambrose M. L., M. A. Seabright and M. Schminke (2002) “Sabotage in the Workplace: the Role of Organizational Injustice”, Organizational Behavior and Human Decision Processes, 89(1), 947–965. Analoui F. (1995 “Workplace Sabotage: Its Styles, Motives and Management”, Journal of Management Development, 14(7), 48–65.
  • Spector PE and Jex SM.(1998). Development of four self-report measures of job stressors and strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory, J Occup Health Psychol., Oct;3(4): 356-67.
  • Nunnally, J.C. (1978) Psychometric theory. 2nd Edition, McGraw-Hill, New York.
  • Lee Fiona and Tiedens Larissa Z. (2001). Who’s Being Served? “Self-Serving” Attributions in Social Hierarchies, Organizational Behavior and Human Decision Processes, 84 ( 2), 254-287.
There are 34 citations in total.

Details

Primary Language English
Subjects Business Administration
Journal Section Articles
Authors

Gönül Kaya Özbağ This is me

Tülay Polat Üzümcü

Publication Date January 3, 2019
Published in Issue Year 2018 Volume: 2 Issue: 2

Cite

APA Kaya Özbağ, G., & Polat Üzümcü, T. (2019). THE IMPACT OF TASK CONFLICT, COWORKER CONFLICT AND SUPERVISOR CONFLICT ON WORKPLACE OSTRACISM. Uluslararası Turizm Ekonomi Ve İşletme Bilimleri Dergisi, 2(2), 534-540.
AMA Kaya Özbağ G, Polat Üzümcü T. THE IMPACT OF TASK CONFLICT, COWORKER CONFLICT AND SUPERVISOR CONFLICT ON WORKPLACE OSTRACISM. IJTEBS. January 2019;2(2):534-540.
Chicago Kaya Özbağ, Gönül, and Tülay Polat Üzümcü. “THE IMPACT OF TASK CONFLICT, COWORKER CONFLICT AND SUPERVISOR CONFLICT ON WORKPLACE OSTRACISM”. Uluslararası Turizm Ekonomi Ve İşletme Bilimleri Dergisi 2, no. 2 (January 2019): 534-40.
EndNote Kaya Özbağ G, Polat Üzümcü T (January 1, 2019) THE IMPACT OF TASK CONFLICT, COWORKER CONFLICT AND SUPERVISOR CONFLICT ON WORKPLACE OSTRACISM. Uluslararası Turizm Ekonomi ve İşletme Bilimleri Dergisi 2 2 534–540.
IEEE G. Kaya Özbağ and T. Polat Üzümcü, “THE IMPACT OF TASK CONFLICT, COWORKER CONFLICT AND SUPERVISOR CONFLICT ON WORKPLACE OSTRACISM”, IJTEBS, vol. 2, no. 2, pp. 534–540, 2019.
ISNAD Kaya Özbağ, Gönül - Polat Üzümcü, Tülay. “THE IMPACT OF TASK CONFLICT, COWORKER CONFLICT AND SUPERVISOR CONFLICT ON WORKPLACE OSTRACISM”. Uluslararası Turizm Ekonomi ve İşletme Bilimleri Dergisi 2/2 (January 2019), 534-540.
JAMA Kaya Özbağ G, Polat Üzümcü T. THE IMPACT OF TASK CONFLICT, COWORKER CONFLICT AND SUPERVISOR CONFLICT ON WORKPLACE OSTRACISM. IJTEBS. 2019;2:534–540.
MLA Kaya Özbağ, Gönül and Tülay Polat Üzümcü. “THE IMPACT OF TASK CONFLICT, COWORKER CONFLICT AND SUPERVISOR CONFLICT ON WORKPLACE OSTRACISM”. Uluslararası Turizm Ekonomi Ve İşletme Bilimleri Dergisi, vol. 2, no. 2, 2019, pp. 534-40.
Vancouver Kaya Özbağ G, Polat Üzümcü T. THE IMPACT OF TASK CONFLICT, COWORKER CONFLICT AND SUPERVISOR CONFLICT ON WORKPLACE OSTRACISM. IJTEBS. 2019;2(2):534-40.