Understanding conflict management styles of Thais and Americans in multinational corporations in Thailand

2007 ◽  
Vol 18 (3) ◽  
pp. 196-221 ◽  
Author(s):  
Wasita Boonsathorn
Keyword(s):  
Length Of Stay ◽  
Conflict Management ◽  
Multinational Corporations ◽  
Management Style ◽  
Quantitative Methodology ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Males And Females ◽  
Conflict Management Style ◽  
Source Of Information

Purpose – The purpose of this paper is to examine the preferences for conflict management styles of Thais and Americans in multinational corporations in Thailand. Gender and the length of exposure to other cultures were also taken into account as influences on the preference for conflict management styles. Design/methodology/approach – Quantitative methodology was used. A total of 250 Thais and 64 Americans from 73 multinational companies were asked to complete the questionnaires consisting of conflict management style instrument and a set of demographic information. ANOVAs and Pearson's correlations were used for data analysis. Findings – Thais, compared with Americans, preferred avoiding and obliging conflict management styles and exhibited no differences in preferences for other styles. Males and females did not exhibit differences in preferences for conflict management styles. There was a negative correlation between length of stay abroad for Thais and preference for avoiding and obliging conflict management styles, and a positive correlation between length of stay abroad for Thais and preference for a dominating conflict management style. Research limitations/implications – The language of the instrument, the small number of American female participants, and the positions of the participants may limit the generalization of the findings. Practical implications – The paper presents a very useful source of information for people working in multinational corporations and trainers in the area of intercultural communication. Originality/value – This paper provides new insight into the preference of conflict management styles in a multinational context, the entity in which people from many cultures directly interact (intercultural perspective). The length of exposure to other cultures was also investigated in relation to the preference of conflict management styles.

Workplace Incivility and Conflict Management Styles

2013 ◽  
Vol 4 (4) ◽  
pp. 15-37 ◽  
Author(s):  
Thomas G. Reio ◽  
Jeannie Trudel
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Conflict Management ◽  
Management Style ◽  
Hierarchical Regression ◽  
Turnover Intent ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Negatively Associated ◽  
Conflict Management Style

The purpose of this study was to examine the relations among conflict management styles and target and instigator incivility and job performance, organizational commitment, and turnover intent. Data from 270 employees suggested that experiencing and instigating uncivil behavior occurred frequently. Using an integrative conflict management style was positively associated with job performance and organizational commitment and negatively with turnover intent. Dominate conflict management style was negatively associated with organizational commitment and positively with turnover intent. Both types of incivility were negatively associated with job performance and organizational commitment, and positively with turnover intent. Target incivility was the most powerful predictor in the hierarchical regression models.

Testing activity reduces conflict associated strain (ARCAS) model

2019 ◽  
Vol 49 (1) ◽  
pp. 125-148 ◽  
Author(s):  
Vijay Kuriakose ◽  
Sreejesh S. ◽  
Heerah Jose ◽  
Shelly Jose
Keyword(s):  
Negative Affect ◽  
Conflict Management ◽  
Well Being ◽  
Management Style ◽  
Relationship Conflict ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Content Type ◽  
Conflict Management Style ◽  
Affect State

Purpose The purpose of this paper is to test the activity reduces conflict associated strain (ARCAS) model with the aid of AET examining the direct effect of relationship conflict on employee well-being and also discussing the mechanism through which relationship conflict influences employee well-being, and also to test the ARCAS model examining whether passive and active conflict management styles influence this relationship. Design/methodology/approach Responses were collected from 554 software engineers using structured questionnaire and postulated relationships were tested using Process Macros. Findings The study established that relationship conflicts are detrimental to employee well-being. It also established the indirect effect of relationship conflict on employee well-being through negative affect state. Negative affect state is an intra-personal mechanism linking relationship conflict and employee well-being. The study also extended the ARCAS model by establishing that passive ways of handling conflict amplify and problem-solving conflict management style mitigates the adverse impact of relationship conflict. Contrary to the prediction, forcing conflict management style was found to amplify the adverse effect of relationship conflict on well-being through negative affect state. Practical implications The findings of the study highlight the detrimental effect of relationship conflict on well-being and highlight the vital role of individual affective states in the conflict process. Furthermore, the study provides valuable insights for managers on how individuals’ conflict management styles influence the effect of relationship conflict on well-being. Originality/value The study specifically examined the effect of relationship conflict on employee well-being and explored the psychological process through which relationship conflict diminishes well-being. Moreover, the study tested and extended ARCAS model with the aid of Affective Events Theory.

scholarly journals Leadership and Conflict Management Style Are Associated with the Effectiveness of School Conflict Management in the Region of Epirus, NW Greece

2020 ◽  
Vol 10 (1) ◽  
pp. 455-468 ◽  
Author(s):  
Elisavet Chandolia ◽  
Sophia Anastasiou
Keyword(s):  
Conflict Management ◽  
Leadership Style ◽  
School Leaders ◽  
Management Style ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Education School ◽  
Transformational And Transactional Leadership ◽  
Conflict Management Style ◽  
School Conflict

There are few options available for school managers who wish to effectively tackle school conflicts. The aim of the present work was to assess the issue of school conflict, its sources, and the effectiveness of different conflict management styles in Secondary Education school units in Greece. Teachers (n = 128) from twelve randomly selected schools in the region of Epirus, NW Greece, participated in the present work. Teachers’ views on their school Principals’ leadership style as well as the sources, the type(s), and the severity of conflict in their school unit were surveyed. Conflict appeared to be a frequent issue in schools. Frequent sources of conflict included interpersonal and organizational parameters. School leaders exhibited a range of conflict management styles. Compromise and Collaborative styles were frequently observed, followed by Smoothing and Forcing. Avoidance was less frequently exhibited by school leaders. The transformational and transactional leadership styles exhibited were equally effective in successful conflict resolution, whereas a laissez-faire leadership style was not. The results indicate that leadership and conflict management style can be associated with the effectiveness of conflict management.

Workplace Incivility and Conflict Management Styles

2016 ◽  
pp. 217-240
Author(s):  
Thomas G. Reio, Jr. ◽  
Jeannie Trudel
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Conflict Management ◽  
Management Style ◽  
Turnover Intent ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Negatively Associated ◽  
Uncivil Behavior ◽  
Conflict Management Style

The purpose of this study was to examine the relations among conflict management styles and target and instigator incivility and job performance, organizational commitment, and turnover intent. Data from 270 employees suggested that experiencing and instigating uncivil behavior occurred frequently. Using an integrative conflict management style was positively associated with job performance and organizational commitment and negatively with turnover intent. Dominant conflict management style was negatively associated with organizational commitment and positively with turnover intent. Both types of incivility were negatively associated with job performance and organizational commitment, and positively with turnover intent. Target incivility was the most powerful predictor in the hierarchical regression models.

scholarly journals Gaya manajemen konflik compromising dan dominating dalam mengurangi stres kerja perawat pelaksana

2020 ◽  
Vol 13 (4) ◽  
pp. 424-430
Author(s):  
Adventy Riang Bevy Gulo ◽  
Erwin Silitonga
Keyword(s):  
Conflict Management ◽  
Random Sampling ◽  
Nurse Managers ◽  
Simple Random Sampling ◽  
Management Style ◽  
Management Styles ◽  
Cross Sectional ◽  
Conflict Management Styles ◽  
Conflict Management Style ◽  
Simple Logistic

Conflict management styles among nurse managers in general hospitals, Medan-Indonesia Background: Hospitals are required to improve the quality of health services so they can survive and thrive in the current era of national health insurance. Nurses are the most human resources in hospitals so they are required to have optimal performance. One of the factors that affect performance is conflict that causes work stress. Conflict management is expected to reduce the nurses’working stress.Purpose: To identify the influence of compromising and dominating conflict management styles to reduce the nurses’working stress.Method: A quantitative research with a correlative approach and cross sectional research design. The population was nurses at the Imelda Pekerja Indonesia Hospital and Martha Friska Hospital. Sampling using probability random sampling method with simple random sampling technique where the number of respondents was 105 nurses. The instrument used was a questionnaire containing 28 statements for conflict management style and 57 statements to measure the level of nurses’ working stress. Analyze data with bivariate analysis to see the influence of compromising and dominating conflict management styles to reduce the nurses’ working stress where the statistical test used is simple logistic regression (SLR) which is analyzed using a computer program.Results: Finding that there was an influence of compromising conflict management style to reduce the nurses’working stress (p = <0.001; PR = 1.33 95% CI 1.180-1.516), and there was an influence of conflict management style dominating to reduce the nurses’working stress (p = 0.012; PR = 1.10 95% CI 1.021-1.189)Conculsion: Compromising and dominating conflict management styles can reduce the nurses’working stress.Keywords: Conflict Management; Compromising; Dominating; Nurse Managers  Pendahuluan: Rumah sakit dituntut meningkatkan kualitas pelayanan kesehatan sehingga mampu bertahan dan berkembang di era jaminan kesehatan nasional saat ini. Perawat adalah sumber daya manusia yang paling banyak di RS sehigga dituntut untuk memiliki kinerja yang optimal. Salah satu faktor yang mempengaruhi kinerja adalah konflik yang menyebabkan stres kerja. Memanajemen konflik diharapkan mampu mengurangi stres kerja perawat pelaksana.Tujuan: Untuk mengidentifikasi pengaruh gaya manajemen konflik compromising dan dominating dalam mengurangi stres kerja perawat pelaksana.Metode: Penelitian kuantitatif dengan pendekatan korelatif dan desain penelitian cross sectional. Populasinya perawat pelaksana di RS Imelda Pekerja Indonesia dan RS Martha Friska. Pengambilan sampel menggunakan metode probability random sampling dengan teknik simple random sampling dimana jumlah responden sebanyak 105 orang perawat pelaksana. Instrumen yang digunakan berupa kuesioner yang berisi 28 pernyataan untuk gaya manajemen konflik dan 57 pernyataan untuk mengukur tingkat stres kerja perawat pelaksana. Analisa data dengan analisis bivariat untuk melihat adanya pengaruh gaya manajemen konflik compromising dan dominating dalam mengurangi stres kerja perawat pelaksana dimana uji statistik yang digunakan adalah simple logistic regression (SLR) yang dianalisis dengan menggunakan program komputer.Hasil: Didapatkan bahwa terdapat pengaruh gaya manajemen konflik compromissing terhadap stres kerja perawat pelaksana (p=<0,001;PR = 1,33 95%CI 1,180-1,516), dan terdapat pengaruh gaya manajemen konflik dominating terhadap stress kerja perawat pelaksana (p=0,012;PR = 1,10 95%CI 1,021-1,189)Simpulan: Gaya manajemen konflik compromising dan dominating kepala ruangan berpengaruh dalam mengurangi stres kerja perawat pelaksana.

scholarly journals ANALYSIS OF CONFLICT MANAGEMENT STYLE OF CORRECTIONAL DEVELOPMENT DEVELOPMENT

2018 ◽  
Vol 1 (3) ◽  
pp. 121-131
Author(s):  
Naniek Pangestuti
Keyword(s):  
Conflict Management ◽  
Research Methods ◽  
Quantitative Research ◽  
Management Style ◽  
Management Styles ◽  
Correctional Institutions ◽  
Conflict Management Styles ◽  
Quantitative Research Methods ◽  
Conflict Management Style

Understanding conflict management is very important, especially in Prison Houses and Correctional Institutions. By understanding the conflict of prisoners, it will be able to overcome the vulnerability of conflicts that often end in riots. This study uses quantitative research methods in the form of surveys to measure the tendency of conflict management to prisoners. The results showed that of the five conflict management styles, the majority of respondents chose dominance management styles, then the rankings below were collaborative, compromise, and lastly avoidance management styles. None of the respondents chose the accommodation conflict management style

scholarly journals Conflict Management among Selected Officials of State Universities and Colleges in the Philippines

2019 ◽  
Vol 4 (1) ◽  
pp. 1-20
Author(s):  
Ronald Allan S Mabunga ◽  
Maria Eljie M Mabunga
Keyword(s):  
Conflict Management ◽  
The Philippines ◽  
Management Style ◽  
State Universities ◽  
Management Styles ◽  
Universities And Colleges ◽  
Conflict Management Styles ◽  
Interpersonal Conflicts ◽  
Conflict Management Style ◽  
University Officials

ABSTRACT: The study concerns on dominant conflict management approach of officials of selected SUCs (State Universities and Colleges) in the Philippines. Related studies and literature on the importance of systems approach in organizational analysis along with theories and practices on the role of culture in conflict analysis and resolution along with the principles and theories in negotiation and conflict management system design are presented and utilized as the research theoretical framework. Kenneth W. Thomas Ralph H. Kilmann (2017)’s conflict behavior survey instrument was also used. The results show that the dominant conflict management style of officials from the selected SUCs in the Philippines is that of “collaborator”. The respondents open to other conflict management styles in responding to conflicts, including compromiser, accommodator, controller, and avoider. While the sex and administrative positions of the respondents (university officials) do not have any statistical significant difference in their preference of conflict management styles. So, more than majority of the respondents are using several conflict management styles as they address interpersonal conflicts in various contexts.KEY WORD: Conflict Management Style; University Officials; Interpersonal Conflicts.  ABSTRAKSI: “Manajemen Konflik diantara para Pejabat Terpilih pada Universitas dan Perguruan Tinggi Negeri di Filipina”. Studi ini mengenai pendekatan manajemen konflik yang dominan dari para pejabat SUCs (Universitas dan Perguruan Tinggi Negeri) tertentu di Filipina. Terkait dengan studi dan literatur tentang pentingnya pendekatan sistem dalam analisis organisasi bersama dengan teori dan praksis tentang peran budaya dalam analisis dan resolusi konflik bersama dengan prinsip-prinsip dan teori dalam negosiasi dan desain sistem manajemen konflik disajikan dan digunakan sebagai kerangka teori penelitian. Instrumen survei perilaku konflik dari Kenneth W. Thomas Ralph H. Kilmann (2017) juga digunakan. Hasil kajian menunjukan bahwa gaya manajemen konflik dari pejabat yang dominan dalam SUC terpilih di Filipina adalah "kolaborator". Responden terbuka terhadap gaya manajemen konflik lainnya dalam menanggapi konflik, termasuk kompromi, akomodator, pengontrol, dan penghindar. Manakala jenis kelamin dan posisi administratif responden (pejabat universitas) tidak memiliki perbedaan statistik yang signifikan dalam preferensi mereka terhadap gaya manajemen konflik. Jadi, lebih dari mayoritas responden menggunakan beberapa gaya manajemen konflik ketika mereka menangani konflik interpersonal dalam berbagai konteks.KATA KUNCI: Gaya Manajemen Konflik; Pejabat Universitas; Konflik Antarpribadi.   About the Authors: Ronald Allan S. Mabunga, Ph.D. is a Director, Center for Planning Quality Assurance PNU (Philippine Normal University), Taft Avenue, Manila 1000, the Philippines. Maria Eljie M. Mabunga, M.A. is a Professor in Peace Education at the PNU, Taft Avenue, Manila 1000, the Philippines. For academic interests, the authors are able to be contacted via e-mails address at: [email protected] and [email protected] Suggested Citation: Mabunga, Ronald Allan S. Maria Eljie M. Mabunga. (2019). “Conflict Management among Selected Officials of State Universities and Colleges in the Philippines” in MIMBAR PENDIDIKAN: Jurnal Indonesia untuk Kajian Pendidikan, Volume 4(1), Maret, pp.1-20. Bandung, Indonesia: UPI [Indonesia University of Education] Press, ISSN 2527-3868 (print) and 2503-457X (online). Article Timeline: Accepted (October 28, 2018); Revised (December 27, 2018); and Published (March 30, 2019).

scholarly journals Turnaround maintenance workers cultural values and conflict management style preference: Moderating role of temperament

2018 ◽  
Vol 56 ◽  
pp. 02004
Author(s):  
Adiza. Alhassan Musah ◽  
Zulkipli Ghazali ◽  
Ahmad Nizam Shahrul Isha
Keyword(s):  
Conflict Management ◽  
Cultural Values ◽  
Management Style ◽  
Cultural Dimensions ◽  
Specific Method ◽  
Organizational Practices ◽  
Management Styles ◽  
Conflict Styles ◽  
Conflict Management Styles ◽  
Conflict Management Style

The general argument is that individuals choose those conflict styles that fit their cultural values. The concept of culture fit elucidates why organizational practices are effective with regards to employees work-related performance if these practices fit the cultural values of the workforce. Mismatch of organizational practices with employees’ cultural values may result in dissatisfaction and demotivation to perform well. This present study determined the link between plant turnaround maintenance (TAM) workers culture values, and their preference for a specific method for managing conflict. The research methodology is based on questionnaire survey focusing on plant TAM employees during execution phase. Data was gathered from TAM workers in 13 petrochemical plants in east and west Malaysia. Stated hypotheses were tested using SmartPLS software. Results shows all five cultural dimensions positively predicted integrating, obliging, compromising and avoiding, and negatively predicted dominating conflict management styles. The study concludes that employees will generally favor conflict styles that are consistent with their cultural values. Compared to previous findings, the current results revealed both culture and temperament as predictors of conflict management styles, providing a comprehensive evidence of the predictors of conflict management style preference.

Conflict management style and exhaustion in public accounting

2019 ◽  
Vol 34 (2) ◽  
pp. 118-141 ◽  
Author(s):  
Mary L. Cooper ◽  
Margaret E. Knight ◽  
M. Lance Frazier ◽  
Daniel W. Law
Keyword(s):  
Conflict Management ◽  
Management Style ◽  
Management Styles ◽  
Public Accounting ◽  
Accounting Firms ◽  
Conflict Management Styles ◽  
Content Type ◽  
Role Stressors ◽  
Individual Perceptions ◽  
Conflict Management Style

PurposeAs exhaustion is a core dimension of job burnout, the purpose of this paper is to demonstrate that individual perceptions of supervisor conflict management style (collaborative, dominating and avoidant) are antecedents of role stressors (role conflict, role ambiguity and role overload) in public accounting exhaustion.Design/methodology/approachSurvey results from a sample of 208 public accountants from six firms in upstate New York are used to test the conceptual model using regression and mediation techniques.FindingsThe findings indicate that perceptions of collaborative and dominating conflict management styles are important antecedents to the role stressors that precede exhaustion in public accounting. The findings also indicate that collaborative and dominating management styles have an indirect effect on exhaustion through both role conflict and role overload.Research limitations/implicationsThe sample was taken from six accounting firms in one geographic area of the USA and may not be representative of all public accountants. As a result, generalizability may be limited. Theoretical implications include expansion of the existing public accounting exhaustion model to incorporate individual perceptions of conflict management styles as antecedents to role stressors, and consequently to demonstrate the indirect effects of these conflict management styles on exhaustion.Practical implicationsThis study’s findings provide practitioners with insight regarding conflict management styles, specifically which ones have a positive versus negative effect on role stressors. This can be considered in hiring, training and promotion decisions in firms’ efforts to reduce exhaustion.Originality/valueThis augmentation of the existing public accounting exhaustion model is unique, as prior research has not examined individual perceptions of conflict management style. This not only enriches the model but also is actionable by public accounting firms seeking to mitigate exhaustion.

scholarly journals Cultural intelligence and conflict management styles

2016 ◽  
Vol 24 (4) ◽  
pp. 725-742 ◽  
Author(s):  
Gabriela Gonçalves ◽  
Marta Reis ◽  
Cátia Sousa ◽  
Joana Santos ◽  
Alejandro Orgambídez-Ramos ◽  
...  
Keyword(s):  
Individual Differences ◽  
Conflict Management ◽  
Cultural Intelligence ◽  
Well Being ◽  
Management Style ◽  
Management Styles ◽  
Self Monitoring ◽  
Conflict Management Styles ◽  
Content Type ◽  
Conflict Management Style

Purpose Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations (Adler, 2008). If defined as a process that occurs when one party feels adversely affected by another (De Dreu, 1997). Conflict management styles can be analyzed as a function of personality variables. In this respect, cultural intelligence and self-monitoring appear to be relevant variables, as they are characterized by the demonstration of flexibility and interest in elements that are present in conflict management styles. This study aimed to evaluate the extent to which variables such as cultural intelligence and self-monitoring can positively influence the ability to solve interpersonal conflicts more effectively. Design/methodology/approach This study, with a sample of 399 individuals, aimed to test a model that explores how cultural intelligence and self-monitoring are related as predictor variables in the styles of conflict resolution. Findings It was observed that cultural intelligence presents itself as a reasonable predictor of conflict management styles, whereas self-monitoring appeared as a dispositional and controversial measure in relation to those styles. Self-monitoring exhibited itself as an important predictor of conflict management, but on the other hand, it had an influence on the choice of the dominating style in conflict situations. Practical implications Understanding the predictors of conflict management style and, in particular, realizing the extent to which cultural intelligence promotes a more effective conflict management style can help in the development of selection processes and skill training programs. The development of these multicultural skills will contribute to individual, social and organizational well-being. Originality/value This study contributes to the literature of individual differences and conflict management, demonstrating that some individual differences that predict the styles of conflict management can lead to a certain ambiguity in understanding the behaviour that an individual may adopt in situations of conflict.

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