冲突管理风格与员工绩效:领导力与情商的调节作用

I. Wardana, Anak Agung Ketut Sri Asih, Wayan Ardani, I. N. Aristana
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引用次数: 0

摘要

日益激烈的竞争迫使所有企业发展。这些要求往往会导致冲突,这将对员工,特别是中小企业的绩效产生影响。因此,需要对冲突进行管理,以维持局势的稳定。本研究的目的是分析和解释冲突管理风格对员工绩效的影响,并确定领导力和情商作为调节变量的作用。这项研究涉及巴厘岛摄政区/城市的UKM员工。数据收集使用滚雪球法的问卷,问卷使用谷歌表格以电子方式分发。使用的数据是174名受访者,然后使用智能PLS应用程序进行分析。本研究发现,冲突管理方式对中小企业绩效有显著影响。领导表现出一种调节作用,倾向于减少冲突管理风格对绩效的相互作用。同时,情绪智力在冲突管理方式对中小企业员工绩效的影响中起完全调节作用。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Conflict Management Style and Employee Performance: Leadership and Emotional Intelligence as Moderation
Increasing competition forces all businesses to develop. These demands often lead to a conflict which will later have an impact on the performance of employees, especially SMEs. Therefore, conflict management is needed so that the stability of the situation can be maintained. The purpose of this study was to analyze and explain the effect of conflict management style on employee performance, and to determine the role of leadership and emotional intelligence as moderating variables. This research involved UKM employees in regencies/cities in Bali. Data collection uses a questionnaire with the snowball method, the questionnaire is distributed electronically using the Google form. The data used were 174 respondents and then analyzed using the Smart PLS application. The findings of this study indicate that the style of conflict management has a significant effect on the performance of SMEs. Leadership shows a moderating role with a tendency to reduce the interaction of conflict management styles on performance. Meanwhile, emotional intelligence acts as a full moderator of the influence of conflict management styles on the performance of SME employees.
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