1. Workplace Conflict and Absence/Lateness: The Moderating Effect of Core Self-Evaluation in China and the United States.
- Author
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Cong Liu, Chaoping Li, Jinyan Fan, and Nauta, Margaret M.
- Subjects
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COLLEGE teachers , *CONFLICT (Psychology) , *CULTURE , *INTERPERSONAL relations , *PERSONALITY tests , *PSYCHOLOGICAL tests , *QUESTIONNAIRES , *REGRESSION analysis , *RESEARCH funding , *SCALE analysis (Psychology) , *SELF-esteem testing , *SELF-evaluation , *T-test (Statistics) , *WORK environment , *ETHNOLOGY research , *JOB performance , *STRUCTURAL equation modeling , *DESCRIPTIVE statistics - Abstract
We examined the moderating effects of core self-evaluation (CSE) on the relationships between interpersonal conflict and employee's absence and lateness in China and the United States. Employee-coworker matched data were collected from university employees in these 2 countries. The dataset was comprised of 204 employee-coworker dyads from the U.S. and 166 dyads from China. We found that self-reported interpersonal conflict at work was positively related to absence and lateness, but coworker-reported conflict was not. CSE buffered the positive relationship between self-reported conflict and employee's absence, as well as the positive relationships between co-worker-reported conflict and absence/lateness. Generally speaking, interpersonal conflict positively related to absence and lateness for employees low in CSE but not for employees high in CSE. Finally, the 3-way interaction analyses indicated that the buffering effects of CSE were significant in the U.S. but not in China. [ABSTRACT FROM AUTHOR]
- Published
- 2015
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