Вивчення впливу стратегій управління конфліктами на утримання працівників: концептуальний підхід
DOI:
https://doi.org/10.26661/2522-1566/2025-2/32-06Ключові слова:
конфлікт, управління, працівник, утримання, стратегіїАнотація
У сучасному висококонкурентному бізнес-середовищі утримання працівників стало стратегічним імперативом, особливо коли організації борються з високою плинністю кадрів, частково зумовленою неефективними системами управління конфліктами. Це дослідження вивчає вплив стилів управління конфліктами на утримання працівників, спираючись на Інструмент конфліктних режимів Томаса-Кілманна та теорію соціального обміну, щоб пояснити, як напористість, співпраця та взаємні стосунки на робочому місці формують відданість працівників та організаційну стабільність. Використовуючи мета-аналітичний підхід, це дослідження синтезує результати рецензованих досліджень, опублікованих у 2010-2023 роках, з акцентом на приватний сектор. Воно об'єднує результати якісних і кількісних досліджень для оцінки взаємозв'язку між конкретними стилями управління конфліктами - інтеграцією, компромісом, домінуванням, уникненням і пристосуванням - та утриманням працівників. Було проведено аналіз підгруп і тести на чутливість для оцінки узгодженості результатів у різних галузях і організаційних умовах. Результати вказують на те, що інтеграція та пристосування до конфлікту послідовно пов'язані з вищим рівнем утримання працівників та задоволеності роботою, причому розмір ефекту варіюється від r = 0,38 до β = 0,52. На противагу цьому, уникнення та домінування слабко або негативно корелюють з утриманням персоналу через їхню нездатність ефективно вирішувати основні конфлікти. Ці висновки підкреслюють критичну роль спільного та емпатійного вирішення конфліктів у забезпеченні довгострокової стабільності робочої сили. У дослідженні робиться висновок, що ефективне управління конфліктами має важливе значення для підтримки лояльності працівників та організаційної стійкості. Автори дослідження рекомендують керівникам проактивно виявляти потенційні конфліктні зони та застосовувати стратегії, що відповідають контексту. Майбутні дослідження повинні використовувати змішані методи, щоб заповнити методологічні прогалини та підтримати науково обґрунтовані практики управління персоналом.
JEL Classification: О1, О2, О3, І31
Посилання
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Hakkola L., Dyer S. J. V. (2022). Role Conflict: How Search Committee Chairs Negotiate Faculty Status, Diversity, and Equity in Faculty Searches. J. Divers. High. Educ. 15, 583–595.
Hattab S., Wirawan H., Salam R., Daswati D., Niswaty R. (2022). The effect of toxic leadership on turnover intention and counterproductive work behaviour in Indonesia public organisations. Int. J. Public Sect. Manag. 35, 317–333.
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Jabeen F., Al Hashmi M., Mishra V. (2020). Should I stay or should I go? The antecedents of turnover intention among police personnel. Safer Communities 19, 1–14.
Jeong S., Lee Y. (2022). Is turnover intention static or dynamic? The impacts of inter-role conflicts and psychological workplace strain on turnover intention trajectories. Hum. Resour. Dev. Q.
Karuna C., Palmer V., Scott A., Gunn J. (2022). Prevalence of burnout among GPs: a systematic review and meta-analysis. Br. J. Gen. Pract. 72, e316–e324.
Krajcsák Z. (2022). Modelling organizational conflict processes: the organizational value of employee commitment and the moderating role of transformational leadership. J. Model. Manag. 17, 746–763.
Krueger K. L., Diabes M. A., Weingart L. R. (2022). The psychological experience of intragroup conflict. Res. Organ. Behav. 42:100165.
Kundi Y. M., Badar K. (2021). Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender. Int. J. Confl. Manag. 32, 514–534.
Kundi Y. M., Badar K., Sarfraz M., Ashraf N. (2022). Interpersonal conflict as a barrier to task performance: the mediating role of workplace deviance and the moderating role of emotional intelligence. Int J. Confl. Manage.
Lakshman C., Rai S., Lakshman S. (2022). Knowledge sharing, organizational commitment and turnover intention among knowledge workers: a knowledge-based perspective. J. Asia Bus. Stud. 16, 768–785.
Lee, A., Willis, S., & Tian, A. W. (2018). Empowering Leadership: A Meta-Analytic Examination of Incremental Contribution, Mediation, and Moderation. Journal of Organizational Behavior, 39, 306-325.
Li R., Yao M. (2022). What promotes teachers’ turnover intention? Evidence from a meta-analysis. Educ. Res. Rev. 37:100477.
Li Y., Li Y., Castaño G. (2020). The impact of teaching-research conflict on job burnout among university teachers: an integrated model. Int. J. Confl. Manag. 31, 76–90.
Liborius P., Kiewitz C. (2022). When leader humility meets follower competitiveness: relationships with follower affective trust, intended and voluntary turnover. J. Vocat. Behav. 135:103719.
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Sabagh Z., Hall N. C., Saroyan A. (2018). Antecedents, correlates and consequences of faculty burnout. Educ. Res. 60, 131–156.
Shawa L. B. (2019). The public mission of universities in South Africa: community engagement and the teaching and researching roles of faculty members. Tertiary Educ. Manage. 26, 105–116.
Stamolampros, P., Korfiatis, N., Chalvatzis, K., & Buhalis, D. (2019). Job Satisfaction and Employee Turnover Determinants in High Contact Services: Insights from Employees’ Online Reviews. Tourism Management, 75, 130-147.
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Tahir M., Arul D. P., Tummala D. M. (2022). Investigation of work-LIFE balance practices as moderator between the relationship of work-family conflict and satisfaction among faculty staff of OMAN. Int. J. Manage. Entrep. Res. 4, 183–191.
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Thompson M. J., Carlson D. S., Kacmar K. M., Vogel R. M. (2020). The cost of being ignored: emotional exhaustion in the work and family domains. J. Appl. Psychol. 105, 186–195.
Yusuf Ismail, Ayobami P. Abolade (2022). Impact of Government Policy on SME’s Performance: Evidence from Selected Agric Farmers in Ilorin Metropolis, Yobe Journal of Economics, 7(2) 46-57, 2022.
Vui-Yee K., Yen-Hwa T. (2020). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Manag. Rev. 32, 238–248.
Wang I. A., Lin H. C., Lin S. Y., Chen P. C. (2022). Are employee assistance programs helpful? A look at the consequences of abusive supervision on employee affective organizational commitment and general health. Int. J. Contemp. Hosp. Manag. 34, 1543–1565.
Wen B., Zhou X., Hu Y., Zhang X. (2020). Role stress and turnover intention of front-line hotel employees: the roles of burnout and service climate. Front. Psychol. 11:36.
Wray S., Kinman G. (2022). The psychosocial hazards of academic work: an analysis of trends. Stud. High. Educ. 47, 771–782.
Wright R. R., Larson T. (2022). Workplace Interpersonal Conflict. Abingdon-on-Thames: Taylor and Francis Group.
Xu L. (2017). Teacher–researcher role conflict and burnout among Chinese university teachers: a job demand-resources model perspective. Stud. High. Educ. 44, 903–919.
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Almstrom, P., & Kinnander, A. (2011). The Productivity Potential Assessment Method Assessing and Benchmarking the Improvement. International Journal of Productivity and Performance Management, 60, 758-770.
Ayachit M., Chitta S. (2021). A systematic review of burnout studies from the hospitality literature. J. Hosp. Market. Manage. 31, 125–144.
Abolade, A.P, Aisha, Darboe. (2022). Comparative analysis of Nigeria – Gambia eco-innovation drivers and challenges on agri-business performance. African-Asian Journal of Rural Development, 55(2) 38-55.
Azzari M., Alvarez J. M., Ruggieri S. (2022). Predicting and explaining employee turnover intention. Int. J. Data Sci. Anal. 14, 279–292.
Bakker A. B., Xanthopoulou D., Demerouti E. (2022). How does chronic burnout affect dealing with weekly job demands? A test of central propositions in JD-R and COR-theories. Appl. Psychol. 72, 389–410.
Belias D., Rossidis I., Papademetriou C., Lamprinoudis N. (2021). The Greek hotel sector: an analysis of job satisfaction, role conflict and autonomy of Greek employees. J. Hum. Resour. Hosp. Tour. 21, 156–174.
Blau, P. M. (2009). Interaction: Social Exchange. 452-58 in International Encyclopedia of the Social Sciences. New York: Macmillan
Boamah S. A., Hamadi H. Y., Havaei F., Smith H., Webb F. (2022). Striking a balance between work and play: the effects of work-life interference and burnout on faculty turnover intentions and career satisfaction. Int. J. Environ. Res. Public Health 19:809.
Burrows D. N., Porter C. O. L. H., Amber B. (2022). Beyond choosing to leave: the interactive effects of on and off-the-job embeddedness on involuntary turnover. J. Appl. Psychol. 107, 130–141.
Chen H., Green Y., Williams K. (2021). Does perceived manager support reduce hotel supervisors’ emotional exhaustion? The mediating role of control over time and negative emotions. Int. Hosp. Rev.
Cho, N.H., Shaw, J.E., Karuranga, S., Huang,Y., da Rocha Fernandes, J.D., Ohlrogge, A.W. and Malanda B. (2017) IDF Diabetes Atlas: Global Estimates of Diabetes Prevalence for 2017 and Projections for 2045. Diabetes Research and Clinical Practice, 138, 271-281.
Chun Y., Sagas M., Wendling E. (2022). The intervening effects of perceived organizational support on COVID-19 pandemic stress, job burnout and occupational turnover intentions of collegiate sport athlete-facing professionals. Sustainability 14:6807.
Cole, H, (2012). The Great Depression in the United States from a Neoclassical Perspective, Federal Reserve Bank of Minneapolis Quarterly Review, 23(1), 25-31.
Counts D., Dodd C., Wallace J. D., Cardot J. (2021). Tumult in higher education: an open systems perspective of faculty reactions to organizational change at Christian universities. Christ. High. Educ. 21, 244–263.
Degbey, W.Y., Eriksson, T., Rodgers, P., Oguji, N., (2021). Understanding cross-border mergers and acquisitions of African firms: the role of dynamic capabilities in enabling competitiveness amidst contextual constraints. Thunderbird Int. Bus. Rev. 63 (1), 77–93.
Dhar B. K., Harymawan I., Sarkar S. M. (2022). Impact of corporate social responsibility on financial expert CEOs’ turnover in heavily polluting companies in Bangladesh. Corp. Soc. Responsib. Environ. Manag. 29, 701–711.
Dinc M. S., Super J. F., Kuzey C., Youssef D. (2022). Perceived organizational support in reducing emotional exhaustion and increasing citizenship behaviors of faculties: the multiple mediating effects of affective commitment. Int. J. Leadersh. Educ.
Edú-valsania S., Laguía A., Moriano J. A. (2022). Burnout: a review of theory and measurement. Int. J. Environ. Res. Public Health 19:1780
Eisenhardt, K.M., Kahwajy, J.L., and Bourgeois, L.J. (1997). Conflict and strategic choice: How top management teams disagree. California Management Rev. 39 (2), 42–62.
Esbati Z., Korunka C. (2021). Does intragroup conflict intensity matter? The moderating effects of conflict management on emotional exhaustion and work engagement. Front. Psychol. 12:1700.
Friedman J. L., Neutze D. (2020). The financial cost of medical assistant turnover in an academic family medicine center. J. Am. Board Fam. Med. 33, 426–430.
Ghasemi F., Herman K. C., Reinke W. M. (2022). A cognitive-behavioral approach to teacher burnout: a randomized controlled trial of a group therapy program. Anxiety Stress Coping, 1–9.
Giao H. N. K., Vuong B. N., Huan D. D., Tushar H., Quan T. N. (2020). The effect of emotional intelligence on turnover intention and the moderating role of perceived organizational support: evidence from the banking industry of Vietnam. Sustainability 12:1857.
Golu F., Cotel A., Sava N. I., Oprea B., Condrea S. (2022). The link between job demands, burnout, and the self-undermining of healthcare employees during the COVID-19 pandemic: an underestimated threat? Healthcare 10:1408.
Gottardello D., Karabag S. F. (2020). Ideal and actual roles of university professors in academic integrity management: a comparative study. Stud. High. Educ. 47, 526–544
Gyensare, M. A., Olivia Anku-Tsede, O., Sanda, M., & Okpoti, C. A. (2016). Transformational Leadership and Employee Turnover Intention: The Mediating Role of Affective Commitment. World Journal of Entrepreneurship, Management and Sustainable Development, 12, 243-266.
Hakkola L., Dyer S. J. V. (2022). Role Conflict: How Search Committee Chairs Negotiate Faculty Status, Diversity, and Equity in Faculty Searches. J. Divers. High. Educ. 15, 583–595.
Hattab S., Wirawan H., Salam R., Daswati D., Niswaty R. (2022). The effect of toxic leadership on turnover intention and counterproductive work behaviour in Indonesia public organisations. Int. J. Public Sect. Manag. 35, 317–333.
Hsieh C. C., Ho S. S. H., Li H. C., Liang J. K. (2021). Mindfulness as moderator against emotional exhaustion due to online teaching during COVID-19 pandemic: an investigation using job demands-resources model and conservation of resource theory. Front. Psychol. 12:781804.
Jabeen F., Al Hashmi M., Mishra V. (2020). Should I stay or should I go? The antecedents of turnover intention among police personnel. Safer Communities 19, 1–14.
Jeong S., Lee Y. (2022). Is turnover intention static or dynamic? The impacts of inter-role conflicts and psychological workplace strain on turnover intention trajectories. Hum. Resour. Dev. Q.
Karuna C., Palmer V., Scott A., Gunn J. (2022). Prevalence of burnout among GPs: a systematic review and meta-analysis. Br. J. Gen. Pract. 72, e316–e324.
Krajcsák Z. (2022). Modelling organizational conflict processes: the organizational value of employee commitment and the moderating role of transformational leadership. J. Model. Manag. 17, 746–763.
Krueger K. L., Diabes M. A., Weingart L. R. (2022). The psychological experience of intragroup conflict. Res. Organ. Behav. 42:100165.
Kundi Y. M., Badar K. (2021). Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender. Int. J. Confl. Manag. 32, 514–534.
Kundi Y. M., Badar K., Sarfraz M., Ashraf N. (2022). Interpersonal conflict as a barrier to task performance: the mediating role of workplace deviance and the moderating role of emotional intelligence. Int J. Confl. Manage.
Lakshman C., Rai S., Lakshman S. (2022). Knowledge sharing, organizational commitment and turnover intention among knowledge workers: a knowledge-based perspective. J. Asia Bus. Stud. 16, 768–785.
Lee, A., Willis, S., & Tian, A. W. (2018). Empowering Leadership: A Meta-Analytic Examination of Incremental Contribution, Mediation, and Moderation. Journal of Organizational Behavior, 39, 306-325.
Li R., Yao M. (2022). What promotes teachers’ turnover intention? Evidence from a meta-analysis. Educ. Res. Rev. 37:100477.
Li Y., Li Y., Castaño G. (2020). The impact of teaching-research conflict on job burnout among university teachers: an integrated model. Int. J. Confl. Manag. 31, 76–90.
Liborius P., Kiewitz C. (2022). When leader humility meets follower competitiveness: relationships with follower affective trust, intended and voluntary turnover. J. Vocat. Behav. 135:103719.
Mbithe, M. J. (2013). Influence of administrators conflict management styles on teaching staff job satisfaction: A case study of Pan Africa Christian University, Kenya.
Nassar A. K., Waheed A., Tuma F. (2019). Academic clinicians’ workload challenges and burnout analysis. Cureus 11:e6108.
Rusi Sun & Weijie Wang, 2017. "Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations," Public Management Review, Taylor & Francis Journals, vol. 19(8), pages 1124-1141, September.
Sabagh Z., Hall N. C., Saroyan A. (2018). Antecedents, correlates and consequences of faculty burnout. Educ. Res. 60, 131–156.
Shawa L. B. (2019). The public mission of universities in South Africa: community engagement and the teaching and researching roles of faculty members. Tertiary Educ. Manage. 26, 105–116.
Stamolampros, P., Korfiatis, N., Chalvatzis, K., & Buhalis, D. (2019). Job Satisfaction and Employee Turnover Determinants in High Contact Services: Insights from Employees’ Online Reviews. Tourism Management, 75, 130-147.
Strouse M. C., Reed F. D. D. (2021). “Employee turnover and workforce stability” in Organizational Behavior Management Approaches for Intellectual and Developmental Disabilities. eds. Luiselli J. K., Gardner R. M., Bird F. L., Maguire H. (Abingdon-on-Thames: Routledge;).
Swann K., Sanzo K. L., Scribner J. P., Cromartie M. (2021). Cultivating a “Community of Practice” in an educational leadership preparation program: experiences and roles of adjunct faculty. Int. J. Educ. Leadersh. Prep. 16, 74–87.
Tahir M., Arul D. P., Tummala D. M. (2022). Investigation of work-LIFE balance practices as moderator between the relationship of work-family conflict and satisfaction among faculty staff of OMAN. Int. J. Manage. Entrep. Res. 4, 183–191.
Tetteh, E. N., &Obuobisa-darko, T. (2016). Analysing the conflict management stylrs on public sector employees in Ghana, (August), 518–528.
Thompson M. J., Carlson D. S., Kacmar K. M., Vogel R. M. (2020). The cost of being ignored: emotional exhaustion in the work and family domains. J. Appl. Psychol. 105, 186–195.
Yusuf Ismail, Ayobami P. Abolade (2022). Impact of Government Policy on SME’s Performance: Evidence from Selected Agric Farmers in Ilorin Metropolis, Yobe Journal of Economics, 7(2) 46-57, 2022.
Vui-Yee K., Yen-Hwa T. (2020). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Manag. Rev. 32, 238–248.
Wang I. A., Lin H. C., Lin S. Y., Chen P. C. (2022). Are employee assistance programs helpful? A look at the consequences of abusive supervision on employee affective organizational commitment and general health. Int. J. Contemp. Hosp. Manag. 34, 1543–1565.
Wen B., Zhou X., Hu Y., Zhang X. (2020). Role stress and turnover intention of front-line hotel employees: the roles of burnout and service climate. Front. Psychol. 11:36.
Wray S., Kinman G. (2022). The psychosocial hazards of academic work: an analysis of trends. Stud. High. Educ. 47, 771–782.
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Опубліковано
2025-06-20
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Як цитувати
Yusuf, I. and Abolade, A.P. (2025) “Вивчення впливу стратегій управління конфліктами на утримання працівників: концептуальний підхід”, Менеджмент та підприємництво: тренди розвитку, 2(32), pp. 83–95. doi:10.26661/2522-1566/2025-2/32-06.
