Discriminant validity and interrelations of conceptual and procedural knowledge in fractions and algebra: Evidence from confirmatory factor analysis.

Over the past decades, research has consistently shown that workplace conflicts are a leading source of health-related negative consequences, including stress, burnout, poor sleep, anxiety, depression, frustration, and the use of tranquilizers [–]. Conflicts at work have also been linked to negative organizational consequences such as job dissatisfaction, the intention to quit, and turnover [, –]. Workplace conflicts are highly prevalent; studies in Western countries indicate that 25% to 33% of employees experience conflicts at work [, ]. In the Netherlands, a nationwide survey conducted in 2020 ( = 58,018) found that 26% of employees reported having been involved in a work-related conflict in the past 12 months []. These negative health and organizational outcomes are not only harmful to individual well-being but also result in substantial economic costs [, , ]. Annually, approximately 70,000 to 100,000 people in the Netherlands take sick leave due to workplace conflicts []. A study by Euwema et al. [] estimated that a workplace conflict in the Netherlands costs on average about 27,000 euros. Additionally, a study by Maximin et al. estimates that unresolved conflict costs between 75% and 150% of an employee’s annual salary []. Both studies attribute the most significant financial impact to turnover or job exit, including the loss of trained personnel, exit costs, time, and the recruitment of new personnel [, ]. The second most significant financial impact is associated with sick leave []. Several studies have emphasized that conflicts are an inevitable aspect of the work environment [, , ]. Conflicts can be functional and even contribute to a healthy and constructive work environment and should be viewed as part of a dynamic organizational process [, , ]. Workplace conflicts can contribute to social change, stimulate economic growth, and foster technological innovation [, ]. However, it is important to acknowledge that, more often than not, workplace conflicts have been found to exert a negative effect on both individuals and organizations. As a result, numerous studies have emphasized the need for interventions aimed at preventing or de-escalating workplace conflicts [, ].