The effects of interpersonal conflict on employee satisfaction and productivity in the workplace

Abstract

This study investigates the impact of interpersonal conflicts on employee satisfaction and workplace productivity. The review of relevant literature revealed significant relationships between
these variables, forming the basis for the current investigation. The research aimed to analyze the connection between interpersonal conflicts in the workplace and employee satisfaction, concurrently evaluating the consequences of these conflicts on organizational productivity. Hypothesis 1 assumed
a negative correlation, indicating that an increase in interpersonal conflicts is associated with a decrease in employee satisfaction. Hypothesis 2 anticipated a positive correlation, suggesting that interpersonal conflicts among employees lead to an intensification of the reduction in organizational productivity.
The Workplace Interpersonal Conflict Scale, Workplace Productivity and Disruption Questionnaire, as well as the Job Satisfaction Subscale from the Michigan Organizational Assessment Questionnaire, were utilized in a sample of 81 participants from Romania. Data collection took place online through the Google Forms questionnaire, adhering to ethical research principles and ensuring participant confidentiality. Statistical analysis confirmed Hypothesis 1, highlighting a significant and negative correlation between interpersonal conflicts and employee satisfaction. Participants reported a moderate level of interpersonal conflicts (mean 1.74) and relatively consistent satisfaction (mean 2.45), supported by distribution tests. Additionally, Hypothesis 2 was validated, indicating a significant and positive correlation between interpersonal conflicts and reduced workplace productivity.