LFP Geteilte relationale Modelle im Team und Auswirkungen auf Konflikte, Teamklima und Wohlbefinden: Ergebnisse einer Multi-Level-Studie.
Semester: SoSe 2015 & WiSe 2015/2016
Dozenten: Dr. Katharina Kugler & Mag. rer. nat. Johannes Arendt
Past research has identified different kinds of output for conflict within teams. While some studies indicate the benefits of conflict within teams, there is a growing amount of research on the disadvantages of conflict causing high amounts of costs for organizations on the one hand and dissatisfaction for the employees on the other hand. We predict that a possible antecedent of conflict occurring in the work place could be a misfit of relational models within a team. Relational models theory presumes that people use four elementary models in order to organize their social relationships. Our assumption is that the interaction of relational models within teams affects the well-being of the team members mediated by conflict as well as perceptions of justice in two possible ways: well-being experienced on the team level as well as individual well-being. Survey data collected from 40 teams (114 participants) indicate that the fit of relational models within teams influences the well-being of team members on the team level. However, these findings were not confirmed for their individual well-being. Furthermore, the relationship between fit of relational models in teams and well-being on team level is mediated by justice and relationship conflict. Practical implications and limitations of the current study as well as suggestions for future research are discussed.
Arendt, J. F. W., & Kugler, K. G. (2016). Geteilte relationale Modelle im Team und Auswirkungen auf Konflikte, Teamklima und Wohlbefinden: Ergebnisse einer Multi-Level-Studie. Präsentiert auf der Konferenz der Deutschen Gesellschaft für Psychologie. Leipzig, Deutschland.