The Experts below are selected from a list of 28485 Experts worldwide ranked by ideXlab platform

Paul E Spector - One of the best experts on this subject based on the ideXlab platform.

  • an expanded typology of Conflict at work task relationship and non task Organizational Conflict as social stressors
    Work & Stress, 2013
    Co-Authors: Valentina Bruklee, Ashley E Nixon, Paul E Spector
    Abstract:

    This study investigated the roles of three types of Conflict at work – task, relationship and non-task Organizational – in predicting employee strain. These Conflict types refer to disputes over issues that are, respectively, work-task specific, driven by emotionally charged interpersonal animosity or rooted in more broad Organizationally relevant issues. Findings from a sample of 260 working adults from various organizations in the United States supported the notion that the three types of Conflict function as social stressors and are related to a variety of psychological, behavioural and physical strains. They extend previous research based primarily on relationship Conflict. Non-task Organizational Conflict emerged as a key predictor across strain criteria, thus highlighting the importance of including a more complete conceptualization of the Conflict construct in social stress research. The results for task Conflict are at variance with findings that it can be beneficial, and suggest that its negative...

Ryan J Lamare - One of the best experts on this subject based on the ideXlab platform.

Idaya Husna Mohd - One of the best experts on this subject based on the ideXlab platform.

  • Organizational Conflicts: The Effects on Team Effectiveness in a Malaysian Statutory Body
    2016
    Co-Authors: Idaya Husna Mohd
    Abstract:

    Conflict has been suggested to be positive and useful for organizations. However, Conflict provide negative effects, interferes with team performance and reduces satisfaction because it triggers stress and negativity that steer team members away from performing task effectively. Therefore, the aim of the study is to investigate the effects of these Conflicts toward team effectiveness in a Malaysian statutory body. Three (3) types of Organizational Conflicts will be studied: task Conflict, relationship Conflict and process Conflict. It is also to explore which of the three (3) Conflicts have the most implication on the team effectiveness in the organization. A survey was conducted among the employees in the Malaysian Statutory Body to explore their response towards Organizational Conflict (task Conflict, relationship Conflict and process Conflict) and team effectiveness. The findings of this study highlighted the understanding of the Organizational Conflict, team effectiveness from the employees’ perspective. Based on the findings of this research, both task Conflict and process have a moderate positive relationship with team effectiveness while there are no relationship between relationship Conflict and team effectiveness .The findings of this study offers recommendations that would help the organization to improve the situation. © 2016 Published by Future Academy www.FutureAcademy.org.uk

  • The Effects of Organizational Conflicts on Team Effectiveness in a Malaysian Statutory Body Institutions
    International Review of Management and Marketing, 2016
    Co-Authors: Idaya Husna Mohd, Muhammad Khalil Omar, Tengku Nural Tengku Asri
    Abstract:

    Working in teams is usually expected to improve Organizational effectiveness; however, there are several challenges that would affect team effectiveness. While team members are usually empowered to find a solution to a problem, this raises the question of effectiveness of the team itself, especially in terms of Conflict that usually occurs when working in teams. Conflict was suggested to be positive and useful for organizations, but also provides negative effects, interferes with team performance, and reduces satisfaction because it triggers stress and causes team members to perform ineffectively. Therefore, this study investigated the effect of Conflicts on team effectiveness in a Malaysian Statutory Body. Three types of Organizational Conflicts, namely task, relationship, and process Conflicts, were studied, as well as which of the three has the most implication on team effectiveness. A survey was conducted among employees in the Malaysian Statutory Body regarding Organizational Conflict and team effectiveness. The results highlighted the understanding of Organizational Conflict and team effectiveness from the employees’ perspective, which showed both task and process Conflicts having moderate positive relationships with team effectiveness, while no relationship was observed between relationship Conflict and team effectiveness. This study offers recommendations that can help the organization to improve. Keywords: Organization Conflict, Team Effectiveness, Task Conflict JEL Classification: M1

Valentina Bruklee - One of the best experts on this subject based on the ideXlab platform.

  • an expanded typology of Conflict at work task relationship and non task Organizational Conflict as social stressors
    Work & Stress, 2013
    Co-Authors: Valentina Bruklee, Ashley E Nixon, Paul E Spector
    Abstract:

    This study investigated the roles of three types of Conflict at work – task, relationship and non-task Organizational – in predicting employee strain. These Conflict types refer to disputes over issues that are, respectively, work-task specific, driven by emotionally charged interpersonal animosity or rooted in more broad Organizationally relevant issues. Findings from a sample of 260 working adults from various organizations in the United States supported the notion that the three types of Conflict function as social stressors and are related to a variety of psychological, behavioural and physical strains. They extend previous research based primarily on relationship Conflict. Non-task Organizational Conflict emerged as a key predictor across strain criteria, thus highlighting the importance of including a more complete conceptualization of the Conflict construct in social stress research. The results for task Conflict are at variance with findings that it can be beneficial, and suggest that its negative...

Albert I Goldberg - One of the best experts on this subject based on the ideXlab platform.

  • resource allocation under uncertainty in a multi project matrix environment is Organizational Conflict inevitable
    International Journal of Project Management, 2008
    Co-Authors: Zohar Laslo, Albert I Goldberg
    Abstract:

    Abstract The matrix structure has become the primary Organizational means for maintaining an efficient flow of resources in multi-project environments. Critics of the matrix, however, describe an inherent propensity for Conflict among managers that substantially limits its effectiveness. Conflicts occur not only between the divergent interests of project and functional managers, but also among different project managers in a multi-project setting. A system dynamics simulation was developed for a such complex high-tech environment, a milieu with high uncertainty in meeting project deadlines and with intensive competition over “scarce” resources. Expected net benefits were calculated for each of the Organizational groups under different work profiles. Findings from the simulation suggest that not all Conflict is realistic. For some project objectives, higher Organizational performance can be achieved when managers learn that they have no basic differences in real interests and they can agree upon a resource allocation policy.