Einarsen et.al (2018), in their study on the climate for conflict management, investigate the various environments and circumstances at the workplace that predispose employees to possible conflicts. The study also explores the factors that hinder an effective resolution process. Most specifically, the authors focus on workplace bullying, which is a common source of workplace conflict among employee. Bullying is usually a product of many factors such as intercultural differences. This study is a moderated mediation analysis and intends to expose the relationship between workplace bullying and the important aspect of employee work engagement.
As a potential remedy, the study explores a potential preventive measure that helps organizations prevent and manage the effects of workplace bullying and the conflicts associated with it. In this case, the authors examine how the climate for conflict management can be used by organizations to achieve minimal bullying among workers. A reduction in workplace bullying is important because it creates a greater sense of employee engagement. The study also seeks to determine the efficacy of using climate for workplace conflict management. To achieve this, the authors used a cross-sectional survey for employees in a transport company (N=312). They also simultaneously tested their hypotheses through a process of a moderated mediation analysis. This analysis showed a significant relationship between workplace engagement and workplace bullying.