Conflict Management and Job Satisfaction in Indonesia’s Public Organization

The Government ◽

Style Factor

This research aims to determine which styles are applied to manage and handle conflict and whether conflict management has an effect on job satisfaction and in public sector. The research was conducted in December 2017 in the government public sector of Indonesia. The data in this research was collected by using questionnaire. The questionnaire used ROCI-II (integrating, avoiding, obliging, dominating, compromising style) instruments for conflict management and JSS Paul Spector on job satisfaction. The results of this study showed that government public sector workers used collaborative conflict management style (integrating style) in conflict management and handling. Conflict management has 5 conflict management styles, from the 5 factors, only 2 factors are formed, namely factor 1 and 2. Factor 1 includes the style of collaboration (integrating style), accommodation (obliging style), and compromise (compromising style). Factor 2 includes dominating style and avoidance (avoiding style). Keywords: Conflict management, Conflict management style, Job Satisfaction.

Workplace Incivility and Conflict Management Styles

International Journal of Adult Vocational Education and Technology ◽

10.4018/ijavet.2013100102 ◽

2013 ◽

Vol 4 (4) ◽

pp. 15-37 ◽

Cited By ~ 9

Author(s):

Thomas G. Reio ◽

Jeannie Trudel

Keyword(s):

Organizational Commitment ◽

Job Performance ◽

Conflict Management ◽

Management Style ◽

Hierarchical Regression ◽

Turnover Intent ◽

Management Styles ◽

Negatively Associated ◽

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

Personnel Review ◽

10.1108/pr-11-2018-0462 ◽

2019 ◽

Vol 49 (1) ◽

pp. 125-148 ◽

Cited By ~ 1

Author(s):

Vijay Kuriakose ◽

Sreejesh S. ◽

Heerah Jose ◽

Shelly Jose

Keyword(s):

Negative Affect ◽

Conflict Management ◽

Well Being ◽

Management Style ◽

Relationship Conflict ◽

Management Styles ◽

Content Type ◽

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.

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

European Journal of Investigation in Health, Psychology and Education ◽

10.3390/ejihpe10010034 ◽

2020 ◽

Vol 10 (1) ◽

pp. 455-468 ◽

Cited By ~ 1

Author(s):

Elisavet Chandolia ◽

Sophia Anastasiou

Keyword(s):

Conflict Management ◽

Leadership Style ◽

School Leaders ◽

Management Style ◽

Management Styles ◽

Education School ◽

Transformational And Transactional Leadership ◽

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.

Adult Education and Vocational Training in the Digital Age - Advances in Higher Education and Professional Development ◽

Workplace Incivility and Conflict Management Styles

10.4018/978-1-5225-0929-5.ch013 ◽

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 ◽

Negatively Associated ◽

Uncivil Behavior ◽

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.

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

International Journal of Conflict Management ◽

10.1108/10444060710825972 ◽

2007 ◽

Vol 18 (3) ◽

pp. 196-221 ◽

Cited By ~ 31

Author(s):

Wasita Boonsathorn

Keyword(s):

Length Of Stay ◽

Conflict Management ◽

Multinational Corporations ◽

Management Style ◽

Quantitative Methodology ◽

Management Styles ◽

Males And Females ◽

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.

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

HOLISTIK JURNAL KESEHATAN ◽

10.33024/hjk.v13i4.1841 ◽

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 ◽

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.

ANALYSIS OF CONFLICT MANAGEMENT STYLE OF CORRECTIONAL DEVELOPMENT DEVELOPMENT

Journal of Correctional Issues ◽

10.52472/jci.v1i3.15 ◽

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 ◽

Quantitative Research Methods ◽

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

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

MIMBAR PENDIDIKAN ◽

10.17509/mimbardik.v4i1.16967 ◽

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 ◽

Interpersonal Conflicts ◽

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).

Relationship Between Teachers’ Workplace Friendship Perceptions and Conflict Management Styles

International Education Studies ◽

10.5539/ies.v12n9p42 ◽

2019 ◽

Vol 12 (9) ◽

pp. 42

Author(s):

Necati Cemaloğlu ◽

Ayhan Duykuluoğlu

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Data Collection ◽

Conflict Management ◽

Management Style ◽

Management Styles ◽

Organizational Variables ◽

Workplace Friendship ◽

Descriptive Survey

It can be put forward that workplace friendship has impact on some organizational variables such as organizational commitment, job satisfaction and intentions to leave the job (Morrison, 2005, pp. 152-153). The preferences of the employees can also be influenced by their perceptions about workplace friendship. In this study, it was aimed to find out the predictive levels of employees’ workplace perceptions for their preferences about the conflict management styles. The research was designed as a descriptive survey model. The scales of “workplace friendship” and “Rahim Organizational Conflict Management” were utilized as data collection tools. The correlations among and predictive levels of sub-dimensions of workplace friendship scale for the conflict management styles were analyzed by means of multiple regression analysis. At the end of the analyses, it was found out that the variable of friendship prevalence is a meaningful predictor of conflict management style of integrating, friendship opportunity is a meaningful predictor of compromising style, and friendship prevalence and friendship opportunity variables together are the meaningful predictors of avoiding style.

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

SHS Web of Conferences ◽

10.1051/shsconf/20185602004 ◽

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 ◽

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.