Conflict resolution styles and personality

2016 ◽  
Vol 65 (6) ◽  
pp. 792-810 ◽  
Author(s):  
Leila Canaan Messarra ◽  
Silva Karkoulian ◽  
Abdul-Nasser El-Kassar
Keyword(s):  
Conflict Resolution ◽  
Personality Traits ◽  
Human Resource ◽  
Moderating Effect ◽  
Human Resource Managers ◽  
Content Type ◽  
Conflict Resolution Styles ◽  
Resource Managers ◽  
Conflict Handling ◽  
The Relationship

Purpose – Conflict in the workplace creates a challenge for many of present day managers. The purpose of this paper is to explore the moderating effect of generations X and Y on the relationship between personality and conflict handling styles. Design/methodology/approach – The study is conducted using a sample of 199 employees working in the electronic retail sector in a non-Western culture. The five-factor model of personality traits is used to measure personality, while conflict styles are measured using Rahim’s Organizational Conflict Inventory II. Findings – Results indicate that generations X and Y moderate the relationship between specific personality traits and conflict handling styles. Research limitations/implications – This study investigated the moderating effect of generations X and Y on a sample of employees within the electronic retail service sector in Lebanon. It is recommended that future research examine such a relationship in other sectors and cultures for generalizability. Since generation Z (born in the late 1990s) will soon be entering the job market, further studies should include this cohort when investigating the relationships. Finally, for a deeper understanding of the relationship, it is advisable to use both qualitative and quantitative data collection methods. Practical implications – The understanding of what influences an individual’s choice regarding his/her choice of conflict resolution styles is of great use to supervisors in general and human resource managers in particular. This will assist in developing training programs that help employees acquire the appropriate skills necessary to control their impulses in a conflict situation. Training should comprise conflict resolution and communication skills that could help bridge the gap between generations. Effectively managing generational conflict in the workplace can positively contribute to the level and frequency of future conflicts, which in turn, can lead to favorable organizational outcomes. Originality/value – Earlier research that examined the relationship between personality and conflict management styles have found varying results ranging from weak to strong relationships. The understanding of what influences an individual’s choice of which management style he/she chooses is of great use for managers in general and human resource managers in particular. This study showed that the inconsistency could be the result of some factors that moderate this relationship. The age of individuals contributes to the strength or the weakness of the various relationships between personality and conflict handling styles. Findings suggest that generations X and Y do not moderate the relationships among the personality traits and the dominating and obliging conflict styles. They do, however, have varying moderating effects on the relationships between specific personality traits and the integrating, avoiding, and compromising styles.

Benefit flexibility and benefit satisfaction: does employee’s personality matter?

2017 ◽  
Vol 46 (1) ◽  
pp. 2-16 ◽  
Author(s):  
José Manuel de la Torre-Ruiz ◽  
Maria Dolores Vidal-Salazar ◽  
Eulogio Cordón-Pozo
Keyword(s):  
Personality Traits ◽  
Human Resource ◽  
Moderating Effect ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Content Type ◽  
Internal Locus Of Control ◽  
Resource Managers ◽  
The Relationship

Purpose Although previous studies have analyzed the affective reaction of employees toward benefits, results remain inconclusive. The purpose of this paper is to pay specific attention to the flexibility of benefit systems and analyze whether the effect of this flexibility on employee’s benefit satisfaction is moderated by employees’ personality traits. Design/methodology/approach The data of this study have been collected from a sample of 874 employees working in Spanish firms, through survey. The data were analyzed using partial least squares modeling. Findings The results of this study show how self-efficacy has a negative moderating effect on the relation between benefit flexibility and benefit-level satisfaction. Similarly, the authors find a negative moderating effect of internal locus of control on the relationship between benefit flexibility and benefit determination satisfaction. Research limitations/implications Future studies should consider other personality traits that have an even stronger moderating effect. Practical implications This paper sheds some light on how the flexibility of benefit systems can be an effective source of satisfaction and what kind of employees can be more satisfied with them. For human resource managers, it is necessary to know how differently employees react to human resource practices in order to be able to effectively adjust these practices to the appropriate employees. Originality/value This work contributes to human resource literature by analyzing some personality traits that may condition the effectiveness of benefit systems. In this sense, it responds to recent calls asking for more studies aimed at analyzing the role of the employees on the effectiveness of human resource practices.

Managing employees with chronic illness

2018 ◽  
Vol 26 (1) ◽  
pp. 7-10 ◽  
Author(s):  
Maninder Singh ◽  
P.S. James ◽  
Shirshendu Ganguli
Keyword(s):  
Chronic Illness ◽  
Human Resource ◽  
Design Methodology ◽  
Empirical Studies ◽  
Chronically Ill ◽  
Human Resource Managers ◽  
Future Directions ◽  
Content Type ◽  
Resource Managers ◽  
Practical Implications

Purpose The purpose of this paper is to identify future directions for human resource managers to provide work accommodations to chronically ill employees. Design/methodology/approach The authors researched empirical studies in management, occupational health journals, and reports on chronically ill employees. Findings The paper provides research-based practical insights for human resource practitioners to deal with the growing number of chronically ill employees. Practical implications The paper highlights solutions for human resource managers to create an inclusive workplace for employees with chronic illness. Originality/value The authors identified effective human resource and health practices for chronically ill employees, which would help to increase their productivity.

scholarly journals Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity – a mediated model approach

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kumar Biswas ◽  
Brendan Boyle ◽  
Sneh Bhardwaj
Keyword(s):  
Survey Data ◽  
Human Resource ◽  
Leadership Roles ◽  
Human Resource Managers ◽  
Content Type ◽  
Organisational Climate ◽  
Affective Attitudes ◽  
Resource Managers ◽  
Hr Managers ◽  
Organisational Factors

PurposeUsing the theoretical lens of the behavioural perspective on HRM, this study examined a mediated model to understand the extent to which organisational factors such as supportive human resource management policies and practices (SHRPP) and organisational climate (OC) can influence the affective attitudes of HR managers towards promoting women into organisational leadership roles. Survey data collected from 182 human resource managers in Bangladesh were analysed using partial least squares–based structural equation modelling (PLS-SEM) and the PROCESS macro to test mediating effects. The results reveal that the adoption of SHRPP is positively associated with OC, which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Design/methodology/approachQuantitative survey data collected from 182 human resource managers in Bangladesh were analysed using PLS-SEM and PROCESS macro.FindingsThe results reveal that the adoption of SHRPP is positively associated with OC which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Research limitations/implicationsSelf-report, cross-sectional survey data may contribute to the methodological bias such as common method bias (CMB). Harman's single-factor test revealed that no single component explained a major portion of the total variance. Furthermore, partial correlational analysis using a marker variable coupled with an assessment of social desirability indicates that common method variance is unlikely to have any CMB risks to the validity of the study results.Practical implicationsFrom a practical point of view, the findings of this study suggest that supportive HR practices may create a positive organisational climate that leads to creating a healthy work environment ensuring an equal opportunity for everyone to grow and excel irrespective of their socio-cultural backgrounds and gender identity; thus, facilitating the organisation to take advantage of creativity and innovation offered by their talents, a critical factor for the organisation to survive and flourish in the dynamic market.Social implicationsThe study findings provide insights into why organisations should adopt fair and transparent HR policies to create a congenial work climate impacting on positive social attitudes towards acceptance of a gender-balanced empowered society.Originality/valueTo the best of author's knowledge, this is the first study that examined a mediated model to understand how organisational factors such as SHRPP and OC can impact on the affective attitudes of HR managers towards promoting women in the organisational leadership roles.

A multiple-criteria approach to human resource management assessment in organizations with respect to industry

Kybernetes ◽  
2017 ◽  
Vol 46 (3) ◽  
pp. 419-432 ◽  
Author(s):  
Vesna Čančer ◽  
Simona Šarotar Žižek
Keyword(s):  
Factor Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Multiple Criteria Decision Making ◽  
Multiple Criteria ◽  
Human Resource Managers ◽  
Holistic Model ◽  
Content Type ◽  
Resource Managers

Purpose This paper aims to develop a multiple-criteria model for the assessment of human resource management (HRM), focusing on groups of organizations with respect to industry. Design/methodology/approach The approach presented in this paper follows the framework procedure for multiple-criteria decision-making based on the Quantified Dialectical Systems Theory. It considers the factor analysis results in structuring the problem. By considering several experts’ judgments already when measuring the importance of criteria, it enables respondents to omit those sets of criteria for which they are neither experts nor responsible. Findings The paper shows that the factor analysis results can also be used in structuring the multi-dimensional concept in multiple-criteria model for assessing HRM – a step forward to multi-methodology. The obtained aggregate values show human resource managers the key success and failure factors to adopt an integrated/requisitely holistic and innovated strategy related to HRM in organizations. Research limitations/implications The approach presented in this paper helps managers in developing and implementing a requisitely holistic model of HRM, adapted to several groups of organizations, such as with respect to their industry, in any country. Practical implications This paper provides recommendations for HRM in organizations. Originality/value This paper fills the gap in the research on multiple-criteria HRM assessment in organizations with respect to their industry by developing a multiple-criteria model for the assessment of HRM in groups of organizations, with application based on their industries.

scholarly journals Work–life programmes and organisational outcomes: the role of the human resource system

2019 ◽  
Vol 49 (2) ◽  
pp. 516-536 ◽  
Author(s):  
Kohinur Akter ◽  
Muhammad Ali ◽  
Artemis Chang
Keyword(s):  
Human Resource ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Work Life ◽  
Moderating Effect ◽  
Organisational Performance ◽  
Content Type ◽  
Using Data ◽  
The Relationship ◽  
Hr Systems

Purpose Empirical findings on the link between work–life programmes and organisational performance have been inconsistent, demanding further investigation of contextual factors. The paper aims to discuss this issue. Design/methodology/approach This study uses social exchange theory, strategic human resource (HR) management theory and stakeholder theory to examine the relationship between work–life programmes and organisational outcomes, using three performance measures: perceived organisational performance, financial performance and corporate social responsibility (CSR). It also investigates the moderating effect of HR systems on the work–life programmes–performance relationship. The hypotheses were tested in 192 organisations in Australia, using data from an HR manager survey and archival databases. Findings The findings support the hypotheses that work–life programmes are positively associated with all three measures of performance. The results partially support the moderating effect of HR systems on the relationship between work–life programmes and perceived organisational performance. Originality/value This study provides pioneering evidence for the moderating effect of HR system on the work–life programme–performance relationship. It also includes the rarely studied CSR as an outcome of work–life programmes.

scholarly journals Employers' perceptions of the Labour Contract Law: regulatory responses in the small and medium-sized enterprise sector in China

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shaoheng Li ◽  
Christopher J. Rees
Keyword(s):  
Human Resource ◽  
Management Practices ◽  
Contract Law ◽  
Qualitative Approach ◽  
Western China ◽  
Human Resource Managers ◽  
High Turnover ◽  
Employment Practices ◽  
Content Type ◽  
Resource Managers

PurposeThe purpose of this paper is to explore employers' perceptions of China's Labour Contract Law (LCL) and its influence on employment relations and human resource management practices in small and medium-sized enterprises (SMEs).Design/methodology/approachThis paper adopts a qualitative approach based on 24 interviews with owners and human resource managers of 23 privately owned SMEs in eastern and western China.FindingsMixed levels of reported compliance with the provisions of the LCL legislation indicate that the regulatory adoptive behaviours of SME employers are partially explained by the coercive mechanism. Various strategies adopted by employers suggest that when under the pressure of law, SMEs are formalising their employment practices while simultaneously seeking to maintain a degree of informality in respect these practices.Research limitations/implicationsThe adopted qualitative approach may limit the findings to be explorative within broader national contexts.Practical implicationsThe move towards more formalised practices helps to address issues such as high turnover and widespread labour shortage in SMEs. The paper is likely to be of interest to policymakers seeking to gain insights into employers' perceptions as a means to develop more effective labour regulations.Originality/valueUnlike most of existing literature examining the general compliance to the LCL and workers' perspectives, this paper reports the views of SME employers; as such, it offers an original contribution to understanding of the role and behaviours of SME employers in regulatory responses in the studied context.

Effects of Green HRM and CEO ethical leadership on organizations' environmental performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shuang Ren ◽  
Guiyao Tang ◽  
Susan E. Jackson
Keyword(s):  
Human Resource ◽  
Ethical Leadership ◽  
Environmental Performance ◽  
Chief Financial Officers ◽  
Human Resource Managers ◽  
Upper Echelon ◽  
Content Type ◽  
Resource Managers ◽  
Organizational Condition ◽  
Green Human Resource Management

PurposeThis study proposes and tests a model grounded in resource-based theory to describe how the formal rules embedded in an organization's green human resource management (GHRM) combine with informal cues communicated by members of the firm's upper echelon, including the CEO and members of the top management team (TMT), to affect a firm's environmental performance.Design/methodology/approachMulti-source data were collected from 240 human resource managers, chief financial officers and CEOs in 80 firms.FindingsThe results show that CEO ethical leadership moderates the positive relationship between GHRM and TMT green commitment, which in turn mediates the relationship between GHRM and firms' environmental performance.Originality/valueThe tested importance of CEO ethical leadership as an organizational condition that amplifies the effectiveness of strategically aligned HRM systems offers new theoretical insights to advance HRM scholarship.

How effective are disability sensitization workshops?

2018 ◽  
Vol 40 (1) ◽  
pp. 58-74 ◽  
Author(s):  
Mukta Kulkarni ◽  
K.V. Gopakumar ◽  
Shivani Patel
Keyword(s):  
Human Resource ◽  
Design Methodology ◽  
Prior Experience ◽  
Behavioral Changes ◽  
Organizational Level ◽  
Human Resource Managers ◽  
Negative Attitudes ◽  
Content Type ◽  
Group Boundaries ◽  
Resource Managers

Purpose Organizations are increasingly investing in disability-specific sensitization workshops. Yet, there is limited understanding about their hoped outcomes, that is, increased knowledge about disability-related issues and behavioral changes with respect to those with a disability. The purpose of this paper is to examine the effectiveness and boundaries of disability-specific sensitization training in organizations. Design/methodology/approach This is an interview-based study where 33 employees from five industries across India were interviewed over the span of a year. Findings The findings suggest that sensitization workshops are successful with regard to awareness generation. Paradoxically, the same awareness also reinforced group boundaries through “othering.” Further, workshops resonated more so with individuals who already had some prior experience with disability, implying that voluntary sensitization is likely attracting those who have the least need of such sensitization. The findings also suggest that non-mandated interventions may not necessarily influence organizational level outcomes, especially if workshops are conducted in isolation from a broader organizational culture of inclusion. Originality/value The present study helps outline effects of sensitization training initiatives and enhances our understanding about how negative attitudes toward persons with a disability can be overcome. The study also indicates how such training initiatives may inadvertently lead to “othering.” Finally, this study offers suggestions to human resource managers for designing impactful disability sensitization workshops.

Gender, age and nationality: assessing their impact on conflict resolution styles

2014 ◽  
Vol 33 (3) ◽  
pp. 245-257 ◽  
Author(s):  
Oluwakemi Gbadamosi ◽  
Abbas Ghanbari Baghestan ◽  
Khalil Al-Mabrouk
Keyword(s):  
Conflict Resolution ◽  
Design Methodology ◽  
Age Groups ◽  
Female Students ◽  
Male Students ◽  
Older Students ◽  
Content Type ◽  
Conflict Resolution Styles ◽  
And Gender ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the conflict resolution styles used by university students in handling conflicts, and to determine the effects (if any) of age, nationality and gender on how students respond to conflicts. Design/methodology/approach – The Thomas-Kilmann conflict mode instrument was adopted to assess the conflict resolution styles (accommodating, avoiding, collaborative, competitive and compromising) of post graduate students in a University in Malaysia. Both ANOVA and t-test analyses were utilized to investigate the relationship between, nationality, gender, age and conflict resolution styles used by students. Findings – Results of this study indicates that female students used competitive style more than male students, while male students are more likely to avoid conflicts. The older students were discovered to use more avoiding, while younger students are more likely to be competitive in nature. The findings did not reveal any significant differences in nationality. Originality/value – This paper expands its focus from gender (which is the most commonly tested category) to other categories such as age and nationality, thereby giving room for these new categories to be tested extensively in future researches. The results reveal that students not only use different conflict resolution styles to address conflicts, but also there exists differences in the styles used by students of different age groups and gender.

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