Supervisor–subordinate conflict and perceptions of leadership behavior: a field study

By Katherine Xin, L. H. Pelled. 2003

101 citations recorded by the source corpus.

Abstract Although management scholars have generated a significant stream of research on workplace conflict, there has been a lack of attention to the specific features of conflict between persons at different hierarchical levels. The current study addresses this gap by examining the structure and correlates of conflict in vertical dyads. An analysis of data from 72 supervisor–subordinate pairs reveals that such conflict has a two-factor structure: one factor is pure emotional conflict, and the second factor is mixed conflict, a combination of emotional and task conflict. Both kinds of conflict have negative associations with perceptions of supervisors' leadership behaviors, but pure emotional conflict has stronger negative associations than mixed conflict.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/f5e02660362c04c67c03cf775c487df9d124ad44

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

7 Emotion in Organizations: A Review and Theoretical Integration (2007, background): “Often, the designation of an attitude as emotional appears synonymous for intense—such as emotional commitment ( Huy, 2002 )—or synonymous for having other people as the target—such as task versus emotional conflict ( Xin & Pelled, 2003 ).”
The relationship between nursing leadership and patient outcomes: a systematic review update. (2007, background): “…leadership behaviours assessed by a leader’s followers contributes to the construct validity of the measurement of leadership more effectively than leader self-report (Dunham 2000, Xin & Pelled 2003), because self-report measures are subject to social desirability response bias (Polit & Beck 2011).”
A Multilevel View of Intragroup Conflict (2008, background): “However, research on the effects of gender, tenure, age, and national origin dissimilarity have produced mixed results (Pelled, 1996a, 1996b; Pelled, Xin, & Weiss, 2001; Polzer, Crisp, Jarvenpaa, & Kim, 2006; Xin & Pelled, 2003).”