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dc.contributor.authorZhou, Lulu
dc.contributor.authorXi, Meng
dc.contributor.authorZhang, Xufan
dc.contributor.authorZhao, Shuming
dc.description.abstractBecause the goals of employers and employees are often incompatible, conflicts are inevitable and an essential part of organizational life. The three studies reported in this paper addressed the issues of identifying the dimensions of workplace conflicts within organizations, exploring the consequences of conflicts, and finding appropriate methods of conflict resolution. The first study identified and developed three dimensions of labor relations conflict, including interest-based, rights-based, and emotion-based conflicts. The second study explored two sets of individual outcomes of labor relations conflicts and found labor relations conflicts had a negative effect on employee job satisfaction and affective commitment and positive effects on employee turnover intention and counterproductive work behavior. The third study tested the effectiveness of partnership practices as an alternative method of resolving labor relations conflicts. Suggestions are offered for future research on the labor relations conflict dimensions as well as its outcomes and solutions introduced in these studies.
dc.rightsRequired Publisher Statement: Copyright held by the authors.
dc.subjectlabor relations conflicts
dc.subjectemotions-based conflict
dc.subjectpartnership practices
dc.subjectconflict resolution
dc.subjectChina context
dc.titleLabor Relations Conflict in the Workplace: Scale Development, Consequences and Solutions
dc.typeconference papers and proceedings
dc.description.legacydownloadsLabor_Relations_Conflict_in_the_Workplace_Meng_XI_Nanjing_University_China.pdf: 4121 downloads, before Oct. 1, 2020.
local.authorAffiliationZhou, Lulu: Southeast University, China
local.authorAffiliationXi, Meng: Nanjing University, China
local.authorAffiliationZhang, Xufan: Nanjing Normal University
local.authorAffiliationZhao, Shuming: Nanjing University, China

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