Summary of:
Wei, W., Fang, Y., Li, J., Shi, J., and Shenjiang, M., “The impact of conflict on performance: The moderating effects of individual and team agreeableness” (2020). Acta Psychological Sinica 2020, Vol. 52. 345-356.
Background & Theory:
Out of all of the traits of the Five Factor (Big Five) model test, the trait “agreeableness” includes elements that relate directly to how one handles conflict. Often naturally empathetic and altruistic, an agreeable employee is often motivated to maintain harmony and positive interpersonal relationships among peers. In the world of conflict resolution, having a higher level of agreeableness can lead to adopting a more collaborative approach to resolving conflict by being able to integrate the ideas of all involved to come to a mutually acceptable solution.
Question(s):
Research was completed to answer the following questions:
- How does the trait of individual agreeableness affect workplace relationship conflict, task conflict, and job performance?
- How does team agreeableness affect workplace relationship conflict, task conflict, and job performance?
Methods:
Data were collected from 403 employees of client-service teams at a state-owned bank in southern China. Questionnaire data were gathered from these employees over the course of four months. The questionnaires included questions on demographics, levels of agreeableness, and perceptions of relationship and task conflict. At the end of the study, the supervisors of the employees contributed reports on individual job satisfaction.
Results:
Results indicated a negative relationship between relationship conflict and job performance. However, the trait of agreeableness acted as a buffer between relationship conflict and job performance, reducing relationship conflict’s negative effects while enhancing the positive effects of task conflict. When individual agreeableness was high, a significant positive relationship with task conflict and job performance was found. Additionally, when team agreeableness was found to be high, the effects of individual agreeableness on task and relationship conflict were found to be stronger.
What We Can Learn:
Looking over this research, we can take away this key insight:
- The trait of agreeableness can be significantly beneficial in work environments filled with unhealthy and unproductive relationship and task conflict. Employees who naturally hold higher levels of agreeableness are more apt to approach conflict in a collaborative way, which is likely why agreeableness buffers the negative consequences of relationship conflict on job performance.
Final Takeaways
For Consultants: Teams who experience relationship conflict to no end may require the help of an agreeable employee (or an agreeable consultant) who can help build interpersonal relationships and foster a collaborative approach to handling conflict.
For Everyone: Taking personality tests like the Five Factor model test can help ascertain how you approach workplace relationships and conflict. This being said, understanding your level of agreeableness may explain natural reactions to conflict and can help guide you towards a collaborative approach of resolving conflict.
