An evaluation of the nature of workplace conflict and how it affects the well-being of employees within the Malta public service

Abstract

The purpose of this dissertation is to investigate the nature of three different types of workplace conflicts (relationship, task, and process conflict) and how these affect the well-being of employees working in the Malta Public Service. Specifically, this research sets out to measure the level of workplace conflict and employee well-being and to determine whether differences exist between groups based on a number of demographic variables. It also seeks out to identify group level dynamics and personal factors of employees to gain better insights of the workplace environment. Data were collected from 215 public service employees through an internet-based self-administered questionnaire using purposive sampling technique and a cross-sectional quantitative design. Parametric and non-parametric statistical procedures were used to test whether differences exist between subgroups in terms of experienced workplace conflicts and well-being. Furthermore, hierarchical regression analysis was carried out to determine the impact of each type of workplace conflict on employee well-being. Descriptive statistics suggest that employees in general, experience below average levels of workplace conflict and above average levels of well-being. Furthermore, the findings suggest that relationship, task, and process conflict are each negatively associated with employee well-being. Female employees experience lower levels of well-being than males, while those who are not making use of family friendly measures experience higher levels of well-being than those who are making use of such measures. Also, those aged over 55 years seem to enjoy higher levels of well-being compared to those aged between 26 and 35 years. Similarly, age was a significant differentiating factor for task and process conflict, but not for relationship conflict. No statistical difference was found between gender, use of family friendly measures, in terms of relationship, task, and process conflict. Also, no statistical difference was found between salary scale and job tenure in terms of experienced workplace conflicts and employee well-being. The multiple regression analysis revealed that relationship conflict has the greatest negative impact on employee well-being while no significant impact was observed in the case of task and process conflict. Also, relationship conflict was found to act as a moderator between task and employee well-being, but not between process conflict and employee well-being. This study provides some helpful insights for management to act by providing a clear empirical understanding of the types of conflicts found at the workplace and their association with employee well-being. Also, the study highlights the need to create work environments that are encouraging and supportive while pursuing relationships base on trust to minimise the incidence of conflictful relationships and safeguard the well-being of employees.