THE RELATIONSHIP BETWEEN THE CONFLICT MANAGEMENT STYLE OF MANAGERS AND THE ROLE BASED PERFORMANCE OF EMPLOYEES: A RESEARCH IN BANKING SECTOR

2016 ◽  
Author(s):  
İlknur TAŞTAN BOZ ◽  
Nevin DENİZ
Keyword(s):  
Conflict Management ◽  
Banking Sector ◽  
Management Style ◽  
Conflict Management Style ◽  
Role Based ◽  
The Relationship

Between Rocks and Hard Places

2012 ◽  
Vol 27 (1) ◽  
pp. 90-120 ◽  
Author(s):  
Anne Maydan Nicotera ◽  
Margaret M. Mahon
Keyword(s):  
Conflict Management ◽  
Exploratory Study ◽  
Goal Attainment ◽  
Verbal Aggression ◽  
Management Style ◽  
Organizational Settings ◽  
Unresolved Conflict ◽  
Conflict Management Style ◽  
Relationship Of ◽  
The Relationship

Recurrent interpersonal conflict in organizational settings is common and impedes goal-attainment. Structurational divergence (SD) theory conceptualizes a distinctive negative communication spiral rooted in unresolved conflict resulting from incompatible rules of intersecting meaning structures. This article expands SD theory by examining the function of human agency, positing that the rendering of communication patterns as incomprehensible and untransformable diminishes agency. After explaining and expanding SD theory, an exploratory study examines the relationship of SD to conflict-related organizational- and communication-related constructs. Destructive communication (verbal aggression, ambiguity intolerance, controlling conflict management style, and taking conflict personally) is related to SD whereas constructive communication (solution oriented conflict management style, argumentativeness) is not. Implications are discussed for understanding conflict in nursing and other organizational settings as well as for intervention.

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.

Sign in / Sign up

Export Citation Format

Share Document