The social information-processing perspective on job satisfaction suggests
conflict may directly influence job satisfaction (e.g., Salancik & Pfeffer,
1977). Interestingly, it is not so much the focal individual’s conflicts that
matter, but instead the conflicts he or she witnesses in the workplace.
Employees working in groups or departments with relatively high levels of
conflict around them may come to conclude that there is a lot wrong with
the department, the people in it, and the jobs they are performing. This in
turn lowers their positive feelings about their own job.
The social information-processing perspective on job satisfaction suggestsconflict may directly influence job satisfaction (e.g., Salancik & Pfeffer,1977). Interestingly, it is not so much the focal individual’s conflicts thatmatter, but instead the conflicts he or she witnesses in the workplace.Employees working in groups or departments with relatively high levels ofconflict around them may come to conclude that there is a lot wrong withthe department, the people in it, and the jobs they are performing. This inturn lowers their positive feelings about their own job.
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