Document Type : Original Research


1 MS Scholar, Lahore Leads University, Lahore, Pakistan

2 Ph.D Scholar of Business Administration, Chongqing University, Chongqing, China

3 MS Scholar, COMSATS Institute of Information Technology Sahiwal, Paksitan

4 MA Economics, University of the Punjab, Lahore, Pakistan


Conflict related to interpersonal issues, personal taste, values, and lack of clarity towards their work. This study & its results examined that; how teachers/Professors respond to above mentioned conflicts. Because Interpersonal conflict among the organizations is a latest research area that increasingly getting importance in today’s competitive business environment. Questionnaires were used for the feedback purpose which elaborates about role conflict and employee’s performance. 158 valid responses gathered in two weeks. Data was processed and analyzed via statistic software i.e. SPSS. The results revealed that relationship conflict, task conflict and role conflict has significant impact on employees performance. High correlations among relationship conflict, task conflict, and role conflict on teacher’s performance were found from this study. And there exits inverse relationship between relationship & role conflict with employee’s performance and positive with task conflict. Special techniques and strategies should be applied for minimizing the relationship and role conflicts amongst the employees in an organization in order to obtain maximum out of them.


Amason, A.C. (1996). “Distinguishing the effect of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams”, Academy of Management Journal, 39, 123 –148.
Batt, Rosemary and Valcour, P. Monique, (2001). “Human Resource Practices as Predictors of Work-Family Outcomes and Employee Turnover”, Articles and Chapters. Paper 273.
Carsten k.w. De Dreu' and Annelies e.m. Van Vianen, (2001). “Managing relationship conflict and the effectiveness of organizational teams”, Joumal of Organizational Behavior J. Organiz. Behav. 11, 309-328
Carsten K. W. De Dreu, (2006). “When too little or too much hurts: evidence for a curvilinear relationship between task conflict and innovation in teams”, Journal of Management, Vol. 32 No.1
Carsten k.w. De Dreu, Annelies e.m. Van Vianen, (2001). “Managing relationship conflict and the effectiveness of organizational teams”, Journal of Organizational Behavior J. Organiz. Behav. 11, 309-328.
Cohen SG, Bailey DE. (1997). “What makes teams work: group effectiveness research from the shop floor to the executive suite?”, Journal of Management, 23: 239-290.
De Dreu, C. K. W., Weingart R. L. (2003). “Task Versus Relationship Conflict, Team Performance, and Team Member Satisfaction: A Meta-Analysis”, Journal of Applied Psycholgy Vol 88, No 4, 741-749.
De Dreu CKW, Harinck F, Van Vianen AEM. (1999). “Conflict and performance in groups and organizations”, In Intemational Review of Industrial and Organizational Psychology, Cooper CL, Robertson IT (eds). Vol. 14, WUey: Chichester; 376-405.
De Dreu, C.K.W., & Van Vianen, A.E.M. (2001). “Managing relationship conflict and the effectiveness of Employees teams”, Journal of Employees Behavior, 22, 309-328.
Hackman, J. R., Morris, C. G. (1975). “Group task, group interaction process, and group performance effectiveness”, A review and proposed integration, in Berkowitz, L. (Eds), Advances in Experimental Social.
Psychology, Academic Press, San Diego, CA, Vol. 8, pp.45-99.
Hung-Wen Lee, and Ching-Fang Yu (2010). “Effect of relationship style on innovation performance”, African Journal of Business Management Vol. 4(9), pp. 1703-1708.
Hasan Afzal, Muhammad Aslam Khan, Imran Ali, Cheung Sha Wan, Kowloon, (2009). “Linkage between Employee’s Performance”, International journal of Business and Management and Relationship Conflict in Banking Scenario, Vol. 4,No.7
Jehn, K.A. (1995). “A multimethod examination of the benefits and detriments of intragroup conflict”, Administrative Science Quarterly, Vol. 40, pp. 256-82.
Jehn, K.A. (1994). “Enhancing effectiveness An investigation of advantages and disadvantages of value-based intragroup conflict”, International Journal of Conflict Management, 5, 223-238.
Jehn, K.A. (1997). “A qualitative analysis of conflict types and dimensions in Employees groups”, Administrative Science Quarterly, Vol. 42, pp. 530-57.
Kahn, R. L., & Byosiere, M. (1992). “Stress in organizations. In M. D. Dunnette & L. M. Hough (Eds.)”, Handbook of Industrial & Organizational Psychology (2nd ed., Vol. 3, pp. 571-650). Palo Alto, CA: Consulting Psychologists Press.
Kahn, R. L, Wolfe, D.M., Quinn, R.P, Snoek, J.D & Rosanthal, R.A (1964). “Organziational Stress: Studies in Role of Conflicts and Ambiguity”, New York: John Wiley.
Kurtzberg, T.R. and Mueller, J.S. (2005). “The influence of daily conflict on perceptions of creativity A longitudinal study”, The International Journal of Conflict Management, 16 (4), pp. 335-353.
Karen A. Jehn; Gregory B. Northcraft; Margaret A. Neale (1999). Administrative Science Quarterly, Vol. 44, No. 4. pp. 741-763.
Lin Lu, Fan Zhou, Kwok Leung, (2011). “Effects of task and relationship conflicts on individual work behaviors", International Journal of Conflict Management, Vol. 22 Iss: 2 pp. 131 - 150
Lin Lu, Fan Zhou, Kwok Leung, (2011). “Effects of task and relationship conflicts on individual work behaviors”, International Journal of Conflict Management, Vol. 22 Iss: 2 pp. 131
Muhammad Aslam Khan, Hasan Afzal, Kashif ur Rehman, (2009). “ Impact of Task Conflict on Employee’s Performance Financial Institutions”, European Journal of Scientific Research, Vol.27 No.4.
Mark F.Peterson et al., (1995). “Role conflict, Ambiguity, and Overload: A21-Nation Study”, The Academy of Mnagement Journal, Vol.38, No.2, 429-452.
Mobley, W., Griffeth, R., Hand, H., &Meglino, (1979). “Review and conceptual analysis of the employee turnover process”, Psychological Bulletin, 86:493-522.
Naveed Anwar, Qamaruddin Maitlo, Muhammd Bux Soomro, Ghulam Mustafa Shaikh, (2012). “Task Conflicts and its Relationship with Employee’s Performance”, InterdisciplinaryJournal of Contemporary Research in Business, VOL 3, NO 9.
Pelled LH. (1995). “Demographic diversity, conflict, and work group outcomes: an intervening process theory”, Organization Science 7: 615-631.
Richard A. Posthuma, (2011). “Conflict management and performance outcomes", International Journal of Conflict Management, Vol. 22 Iss: 2 pp. 108 – 110.
Robert t. keller, (1975). “Role conflict and ambiguity correlates with job satisfaction and values”, Peksonnel psychology , 28, 57-64.
Simons, T. L. Peterson, R. S. (2000). “Task conflict and relationship conflict in top management teams: the pivotal role of intragroup trust”, Journal of Applied Psychology, Vol. 85 pp.102-11.
Spector PE, and Jex SM. (1998). “Development of four self-report measures of job stressors and strain: interpersonal conflict at work scale, organizational constraints scale, quantitative workload inventory, and physical symptoms inventory”, Journal of Occupational Health Psychology 3: 356-367.
Thomas KW. (1992). “Conflict and negotiation processes in organizations. In Handbook of Industrial and Organizational Psychology”, 2nd ed. Dunnette MD, Hough LM (eds). Consulting Psychologists Press: Palo Alto, CA; 651-717
Tjosvold D. (1997). “Conflict within interdependence: its value for productivity and individuality. In Using Conflict in Organizations”, De Dreu CKW, Vande Vliert E. (eds). Sage: Thousand Oaks; 23-37.
Wall J, Callister R. (1995). “Conflict and its management”, Journal of Management 21: 515-558.