Solving intra-group conflicts by supporting employees’ identification and commitment

Abstract

Purpose

The purpose of this study is to demonstrate how employee commitment and identification affect the intra-group conflicts and to demonstrate the moderator role of some dimensions of core self-evaluation (CSE) on the relationship between commitment and conflict. Exploring relationships can provide a better understanding of the nature of intra-group conflicts and the development of prevention and conflict management strategies.

Design/methodology/approach

This study uses case studies to illustrate the factors that amplify and weaken conflicts. Case studies describe conflicts within a single multinational company.

Findings

According to the results, the high levels of affective commitment and the degree of group identification reduce the relationship conflict, and the impact of affective commitment on the relationship conflict is moderated by the degree of self-esteem. The high levels of normative commitment and the degree of organizational identification reduce the process conflict, and the impact of normative commitment on process conflict is moderated by the degree of self-control. The high levels of professional commitment and the degree of occupational identification reduce the task conflict and that the impact of professional commitment on the task conflict is moderated by the degree of self-efficacy.

Research limitations/implications

The results should also be confirmed by research using a quantitative method.

Practical implications

Managers need to increase employees’ commitment in a targeted way to increase their performance and to prevent conflicts. An important lesson for recruitment professionals is that in jobs where conflict prevention is particularly important, CSE levels that determine personality traits should also be tested.

Originality/value

The degree of commitment and identification also largely depends on organizational circumstances and the support of the manager. The factors brought into play by the employees, including the personality of the staff involved in the conflict, also play a role in conflicts. While these do not trigger it, some personality variables influence the outcome of conflicts. The study demonstrates that targeted enhancement of employee commitment and identification can address intra-group conflicts and that CSE is able to prevent certain types of intra-group conflicts through its moderating effect.

Citation

Krajcsák, Z. (2021), "Solving intra-group conflicts by supporting employees’ identification and commitment", International Journal of Organizational Analysis, Vol. 29 No. 4, pp. 1030-1043. https://doi.org/10.1108/IJOA-04-2020-2138