The Impact of Power and Achievement Values on Perceived Relational Conflict at Work, Using a Contingency Approach

Abstract

Purpose: The deep level psychological differences in people may provoke constructive and/or destructive effects on team outcomes. Few studies in literature of human values have studied the individual effects of values on cognitive relationship conflict. This paper aims to study the effect of Power and achievement values on perceived relationship conflict with gender as a moderating variable. Research Questions: This dissertation examined whether or not people high on power and achievement values perceived relationship conflict at workplace. This study also hypothesized gender as a moderator between independent variables; power and achievement values and dependent variable, perceived relationship conflict. Method & Analysis: To answer the hypothesized research questions, this study adopts a quantitative research strategy using a positivistic approach. For data collection survey questionnaires were used. Convenience sampling was used. Sample population is employees working in software development houses. The data collected was used to analyze the measurement model statistically using the confirmatory factor analysis (CFA), a path analysis was used to test the hypotheses stated using structural equation modeling (SEM) technique on statistical software AMOS. For moderation analysis, PROCESS macro model 1 was used as suggested by Hayes (2013). A total of 430 questionnaires were distributed, out of which 370 were useable for data analysis purpose, giving us a response rate of 86%. Results: Results of CFA confirmed the reliability and validity of the constructs. SEM analysis shows that power values have a positive effect on perceived relationship conflict. Also, achievement values were found to have a negative effect on perceived relationship conflict. Furthermore, the moderation analysis shows that gender was a significant moderator in the relationship between power values and perceived relational conflict. However, it did CONFLICT IN VALUE DIVERSITY 5 not act as a moderator in the relationship between achievement values and perceived relationship conflict.