Syed Muhammad Zahid Hamdani

Roll Number

TitleThe relationship between interpersonal conflict and

workplace bullying
Introduction
it refers to “a social interaction
through which one individual (seldom more) is attacked by one or
more (seldom more
than four) individuals almost on a daily basis and for periods of
many months, bringing
the person into an almost helpless position with potentially high risk
of expulsion”
(Leymann, 1996, p. Nielsen et al., 2012;
Topa-Cantisano et al., 2007).
Thus, there has been growing interest over the last few years in
exploring the
antecedents of workplace bullying (Einarsen et al., 2011).
workplace bullying as an extreme social stressor that results both
from inadequate
working conditions and other organizational factors (e.g. Although
this has resulted in some valuable suggestions,
recent trends have demonstrated the need to move forward and
obtain a more in-depth
knowledge of workplace bullying by focussing on its underlying
interpersonal
mechanisms (e.g. 15).
Thus, considering that this escalating process is driven by the
existing interpersonal
conflict between parties and their preferences for managing conflict,
the purpose of this
study is both to examine the relationship between interpersonal
conflict and bullying at
work, and assess the role that conflict management styles play in
such conflict-bullying
relationships. Findings will shed some light on the underlying
mechanisms of
workplace bullying, and therefore help managers take more
effective steps to prevent
bullying at work

Problem
Workplace bullying, a form of psychological abuse many workers encounter
daily, can increase organization turnover, decrease productivity and create
unsafe work environments

The effects of workplace bullying don't end when you leave the office. Being a
victim of bullying can cause physical and psychological health problems, including
Anxiety
Higher blood pressure
Panic attacks
Stress
Trouble sleeping
Ulcers
Bullied workers not only lose motivation, they lose time because they are
preoccupied with:

Trying to defend themselves

Avoiding the bully
Networking for support
Ruminating about the situation
Planning how to deal with the situation

Bullied workers can't perform their jobs to the best of their ability. Performance
issues include

An incapacity to work or concentrate

A loss of self-esteem
Having trouble making decisions
Lower productivity

Research Questions:
RQ1: Does interpersonal conflict voice impact workplace bullying ?
RQ2: Does interpersonal conflict impact Employee Task conflict?
RQ3: Does task conflict impact workplace bullying?
RQ4: Does task conflict mediate the relationship between interpersonal conflict and workplace
bullying?

Research Objectives:
RO1: To measure the effect of interpersonal conflict on workplace bullying.
RO2: To measure the effect of interpersonal conflict on Employee task conflict.
RO3: To measure the effect of task conflict on workplace bullying .
RO4: To measure the mediating effect of task conflict on relationship Employee interpersonal
conflict and workplace bullying.

R1: To measure the effect of Interpersonal conflict on Workplace bullying.

 R2: To measure the effect of Interpersonal conflict on Employee task conflict.

R3: To measure the effect of task conflict on workplace bullying.

R4: To measure the mediating effect of employee task conflict on relationship between interpersonal
conflict and Firm workplace bullying.

5. Research Significance

This research aimed to investigate the effect of interpersonal conflict on workplace bullying with
mediating effect of task conflict

6. Delimitations of the Study

There are some delimitations of the study. First, this research collected data from the faculty members
of the IUB, this is the main delimitation of study due to shortage of time and cost.

Further, This research collects data from faculty members only and ignore the admin staffs and students
that are also the part of the university.

7. Definitions of the Variables

INTERPERSONAL CONFLICT :
 An interpersonal conflict is a disagreement in some manner which can be emotional,
physical, personal, or professional between two or more people. Such disagreements
are commonplace in families, workplaces, and society in general and are not
necessarily physical or violent.

task conflict definition.

Conflict is a reality of a workplace with people who have different
personalities, opinions and workflows. Task conflict, for example,
happens when one employee performs tasks in a different way.
Learning more about task conflict in organizations can help you
identify strategies to combat it to enhance its positive effects. In this
article, we define task conflict, explore the positive and negative
impacts of task conflict, describe other types of workplace conflict, list
steps for handling task conflict at work and provide examples of task
conflict.

Workplace Bullying :
Bullying is usually seen as acts or verbal comments that could psychologically or 'mentally' hurt
or isolate a person in the workplace. Sometimes, bullying can involve negative physical contact
as well. Bullying usually involves repeated incidents or a pattern of behaviour that is intended to
intimidate, offend, degrade or humiliate a particular person or group of people. It has also been
described as the assertion of power through aggression.

8. Structure of the Thesis

There are five main chapters of this thesis. The first chapter contains background, research problems,
objectives, questions, delimitations and definitions of variables.

Second chapter include existing literature of the main hypothesis