The impact of workplace conflict with superiors or colleagues on sickness absence and voluntary turnover

Abstract

Organizational costs from sick leave and turnover underscore the importance of identifying their drivers. This study employs representative longitudinal data from the German Socio-Economic Panel (GSOEP) to investigate the impact of burdensome workplace conflicts on two separate outcomes: sickness absence and voluntary turnover. The results show that conflicts with superiors are significantly positively related to both sickness absence and voluntary turnover. The analyses hint at self-reported health as a transmission channel. Interestingly, conflicts with colleagues are not linked to either sickness absence or voluntary turnover. Sample splits suggest that workers’ responses to workplace conflicts differ to some extent by employment status, age, and gender. Organizations should prioritize conflict management to reduce sickness absence and voluntary turnover, with particular attention to conflicts involving superiors.