The purpose of this study is to analyze the connections between centrality within conflict networks, individual performance, and job satisfaction from the perspective of social networks. The intervening effects of task interdependency on these connections are also examined.
Using the social network survey approach, the empirical data from 310 engineers of a large R&D Institute affiliated with the Ministry of National Defense in Taiwan were collected.
The results show that centrality within relationship conflict networks was negatively related to individual performance and job satisfaction. However, centrality within task conflict networks was positively related to individual performance and job satisfaction Task interdependency mitigates the negative influence of relationship conflicts on individual performance and job satisfaction, and the positive influence of task conflict on job satisfaction.
As the evidence in this study came from the employees of one organization, future studies should corroborate findings by surveying more organizations.
The findings have important implications for individual social networks. Within the conflict network, people who occupy the central position of relationship conflict have a negative impact on performance and job satisfaction.
This study contributes to the literature on social networks and conflicts theory by demonstrating the concept of centrality within conflict networks. In addition, it also demonstrates that the centrality of conflict network is an important factor in influencing individual performance and job satisfaction.
Tsung Jen, C. (2013), "The influence of conflict centrality and task interdependency on individual performance and job satisfaction", International Journal of Conflict Management, Vol. 24 No. 2, pp. 126-147. https://doi.org/10.1108/10444061311316762Download as .RIS
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