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The relationship between the work unit’s conflict management styles and bullying at work: Moderation by conflict frequency

Author

Listed:
  • Elfi Baillien

    (KULeuven, Belgium, Elfi.Baillien@psy.kuleuven.be)

  • Guy Notelaers

    (KULeuven, Belgium and University of Bergen, Norway)

  • Hans De Witte

    (KULeuven, Belgium)

  • Stig Berge Matthiesen

    (University of Bergen, Norway)

Abstract

This study investigates the relationship between the work unit’s conflict management styles and bullying at work. Inspired by the Dual Concern framework, the authors assume a positive relationship between avoiding, forcing and yielding and bullying and a negative relationship between problem-solving and bullying. Moreover, they expected these relationships to be intensified by conflict frequency. The results ( N = 5062) reveal an unsatisfactory fit when not taking into account conflict frequency as a moderator. A multigroup SEM accounting for the moderating role of conflict frequency (five groups) does yield an acceptable fit: the ‘very rarely’ and ‘yearly’ group, and the ‘monthly’ and ‘weekly’ group show equal path coefficients. The ‘daily’ conflict group has its own parameters. Forcing and avoiding associate positively and problem-solving associates negatively with bullying; and these relationships intensify as a function of conflict frequency. There is no relationship between yielding and bullying at work within the various conflict frequency groups.

Suggested Citation

  • Elfi Baillien & Guy Notelaers & Hans De Witte & Stig Berge Matthiesen, 2011. "The relationship between the work unit’s conflict management styles and bullying at work: Moderation by conflict frequency," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 32(3), pages 401-419, August.
    • Handle: RePEc:sae:ecoind:v:32:y:2011:i:3:p:401-419
    DOI: 10.1177/0143831X10377929
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