De Raeve L, Jansen N W H, van den Brandt P A, Vasse R, Kant I J
Maastricht University, Department of Epidemiology, P.O. Box 616, 6200 MD Maastricht, the Netherlands.
Occup Environ Med. 2009 Jan;66(1):16-22. doi: 10.1136/oem.2007.037655.
The aim of this prospective study was to examine the relationship between interpersonal conflicts at work and subsequent self-reported health outcomes (self-reported general health, need for recovery, and prolonged fatigue) and occupational mobility (internal mobility ie, changing job function, and external mobility ie, changing employers).
Data from the Maastricht Cohort Study on fatigue at work (n = 5582 for co-worker conflict; n = 5530 for supervisor conflict) were used. Interpersonal conflict with either co-workers or supervisors was assessed between baseline and 1-year follow-up. Outcomes were studied every 4 months between 1-year and 2-year follow-up. Logistic regression analyses using generalised estimating equations were conducted for each of the dichotomous outcomes, while controlling for demographic factors, the presence of a long-term illness, other workplace stressors, coping, and outcome at baseline. Analyses were conducted for men only.
At baseline, conflicts with co-workers occurred in 7.2% of the study population, while conflicts with supervisors occurred in 9.5% of the study population. In general, this study showed that co-worker conflict was a statistically significant risk factor for the onset of an elevated need for recovery, prolonged fatigue, poor general health and external occupational mobility. Supervisor conflict was a significant risk factor for the onset of an elevated need for recovery, prolonged fatigue, external occupational mobility, and internal occupational mobility.
The results of this study indicate a possible causal relationship between interpersonal conflicts at work and self-reported health and occupational mobility. Given the considerable impact of interpersonal conflicts at work on the individual worker and on the organisation, and the fact that interpersonal conflicts at work are highly prevalent, these findings underline the need for interventions aimed at preventing the occurrence of interpersonal conflicts at work, or at least reducing the harmful effects on both the employee and the organisation.
这项前瞻性研究的目的是探讨工作中的人际冲突与随后自我报告的健康结果（自我报告的总体健康状况、恢复需求和长期疲劳）以及职业流动性（内部流动性，即更换工作职能；外部流动性，即更换雇主）之间的关系。
使用来自马斯特里赫特工作疲劳队列研究的数据（同事冲突组n = 5582；上级冲突组n = 5530）。在基线和1年随访之间评估与同事或上级的人际冲突。在1年至2年随访期间，每4个月研究一次结果。对每个二分结果进行广义估计方程的逻辑回归分析，同时控制人口统计学因素、长期疾病的存在、其他工作场所压力源、应对方式和基线时的结果。仅对男性进行分析。
在基线时，7.2%的研究人群发生了与同事的冲突，而9.5%的研究人群发生了与上级的冲突。总体而言，本研究表明，同事冲突是恢复需求增加、长期疲劳、总体健康状况不佳和外部职业流动性开始的统计学显著风险因素。上级冲突是恢复需求增加、长期疲劳、外部职业流动性和内部职业流动性开始的显著风险因素。
本研究结果表明工作中的人际冲突与自我报告的健康和职业流动性之间可能存在因果关系。鉴于工作中的人际冲突对个体工人和组织有相当大的影响，而且工作中的人际冲突非常普遍，这些发现强调了需要采取干预措施，旨在预防工作中人际冲突的发生，或至少减少对员工和组织的有害影响。
