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Shalash, Fatimah. "SIBLING CONFLICT RESOLUTION STYLES AND MARITAL CONFLICT RESOLUTION STYLES." UKnowledge, 2011. http://uknowledge.uky.edu/gradschool_theses/109.
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This study used qualitative methods to examine if there was a connection between conflict resolution styles used with siblings in adolescence and conflict resolution styles utilized in current romantic committed relationships. The Conflict Resolution Behavior Questionnaire (Reese-Weber, & Bartle-Haring, 2003) and Gottman‟s (1994a, 1994b) couple-conflict types as adapted by Holman and Jarvis (2003) were administered to 144 participants through an online questionnaire. Analysis of the CRBQ using a multiple regression indicated participant‟s self-rating of compromise, attack, and avoidant conflict resolution styles used with siblings when an adolescent predicted current self-ratings of compromise, attack, and avoidant conflict resolution styles utilized in current romantic relationships.
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Ng, Peng Man. "Conflict management styles and trust." Thesis, University of Macau, 2006. http://umaclib3.umac.mo/record=b1637049.
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Stanek, Lynn Marie. "Relationship of Marital Types and Conflict Styles." PDXScholar, 1996. https://pdxscholar.library.pdx.edu/open_access_etds/5105.
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Communication is an integral part of all relationships. The intent of this study was to discover if certain individual preferences for approaching conflict occur in a significant fashion between the partners of particular types of marriages. In addition, this study meant to better understand how conflict is perceived and responded to, in marriage and/or long term relationships. Fitzpatrick's (1977) Relational Dimensions Inventory (RDI), was used for this study to characterize three dimensions of marriage: interdependence, ideology, and conflict engagement/avoidance, resulting in the following marital types: Traditionals, Independents, Separates, and Mixed. Rahim's (1983) instrument, the Rahim Organizational Conflict Inventory (ROCI), was also used to measure five independent patterns of handling interpersonal conflict: Integrating, Dominating, Compromising, Avoiding, and Obliging. Based on prior work of Fitzpatrick (1975, 1983, 1988) and Rahim (1983), this study asked: Do conflict styles vary across marital types? Individual hypotheses examined occurrences of particular conflict styles within specific marital types. The data represent 103 couples. Data were derived from a Likert type survey instrument of Fitzpatrick's RDI and Rahim's ROCI-II, with a total of 65 questions. Chi-square and cross-tabulation were used to reveal associations between marital type and conflict style. Bonferroni procedure for multiple hypotheses was applied. Cross-tabulation did not indicate a relationship between marital types and conflict styles. One hypothesis was statistically supported. As couple level data produced few significant results, post hoc analysis at the individual level was conducted. Conflict styles were conceptually divided into concern for self and concern for other. ANOVA was run on marital type, other orientation, and satisfaction. Significant results are reported for wives.
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Crowley, Anne Katherine. "The relationship of adult attachment style and interactive conflict styles to marital satisfaction." [College Station, Tex. : Texas A&M University, 2006. http://hdl.handle.net/1969.1/ETD-TAMU-1763.
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Connelly, Lawrence R. Jr. "Conflict management styles of a selected group of Pennsylvania superintendents and their board presidents' perceptions of their conflict management styles." Youngstown State University / OhioLINK, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=ysu996604977.
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Plaatjes, Carlton Henry. "Assessing conflict and management interventions." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1018930.
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Human resource management, or people management, is concerned with the philosophies, policies, programmes, practices and decisions that affect the people who work for an organisation. The various people management functions are aimed at helping the organisation achieve its strategic goals and as such are an integral part of the management process. People management consists of several aspects and sub-divisions of which pro-active conflict handling and management is one and which is also the subject of this study. The objective of this study was to assess causes of conflict and interventions and styles of conflict management in the workplace. Workplace politics, change management, diversity, cultures and religious views are but a few major sources for the emergence of conflict. We are currently in the era of fast change or more aptly put “hyperchange” and conflict is inevitable and management styles can also create and/or escalate conflict situations including, the composition of diversity in the workplace. This adds to the new challenges of management. Organisations in this decade need to acknowledge that their management styles of days gone by are not relevant anymore and one must understand to recognise conflict and resolve it in an appropriate manner. This study assessed the major causes of conflict in the workplace and whether the managerial style of managers and management interventions impacts on the overall conflict situations experienced by staff members in organisations in Cape Town and Windhoek. It also gave an indication if interventions and conflict management training/programmes are in place or used, if at all. Sometimes conflict is resolved successfully or unsuccessfully and what impact it has on the managers, his/her staff and colleagues and the organisation as a whole. This can have a detriment impact on the business and the culture within the organisation and which could result in or give rise to high labour turnover, underlying unhappy staff and disempowerment of managers and staff and poor production and service levels.
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Motsiri, Tlhatswane Martha. "The correlation between the principal's leadership style and the school organisational climate / Tlhatswane Martha Motsiri." Thesis, North-West University, 2008. http://hdl.handle.net/10394/1860.
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This study sets out to investigate how conflict is managed at schools. The literature
review clearly indicated the complexity of the management of conflict in school
organisations. Schools, by virtue of being social organisations aiming at providing
education services to learners, cannot thrive under conditions of dysfunctional
conflict. However, it is also clear that not all conflict is bad and can be functional in
school improvement and renewal.
The most important aspect pertaining to conflict in schools, is that it must be
managed. This actually implies that conflict has to be managed from its sources,
apparent or potential and that, this must involve a process that ranges from conflict
diagnosis to school organisational learning and effectiveness. This clearly relates
to all types of conflict and includes, conflict resolution, prevention and
management.
The empirical study established that school principals largely used the dominating
and avoiding styles of handling conflict. The variance between categories of
responses indicated that conflict handling styles were used contingent on
situational conditions. To this end, it was found that educators from big schools
showed statistically significant differences with educators from small schools in so
far as principals' conflict handling styles are concerned.
Based on this finding and nothwistanding the results of the frequency analysis
which generally indicated almost equal responses in terms of the agree and
disagree responses, it was concluded that the dominating and avoidng styles, and
to an extent, the compromising styles were used predominantly in the surveyed
schools.
The study thus recommends that peer group and needs-specific capacity building
programmes for school principals should be initiated so as to expose principals to
conflict management learning experiences from practice, and in relaxed
atmospheres facilitated by peer coaching and mentoring.
Keywords: conflict; conflict management; conflict management styles, conflict
theories, conflict models; conflict resolution; organisational conflict<br>Thesis (M.Ed. (Education Management))--North-West University, Vaal Triangle Campus, 2008.
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Zigarovich, Karissa L. "Student-instructor conflict the relationship between instructor communicative characteristics and student conflict-handling styles /." Morgantown, W. Va. : [West Virginia University Libraries], 2007. https://eidr.wvu.edu/etd/documentdata.eTD?documentid=5258.
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Thesis (M.A.)--West Virginia University, 2007.<br>Title from document title page. Document formatted into pages; contains v, 56 p. Vita. Includes abstract. Includes bibliographical references (p. 36-46).
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Wang, Huang, and Youwakim Nasr. "Task conflict handling styles between colleagues with bad personal relationship : The effect of relationship conflict on task conflict." Thesis, Umeå universitet, Handelshögskolan vid Umeå universitet, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-39373.
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Interpersonal conflict is a research topic increasingly gaining importance in project management. The purpose of this exploratory study was to find out how relationship conflict affects task conflict in projects. The research investigated the styles individuals prefer to handle task conflict with colleagues in bad personal relationship. The influence of four personal characteristic variables (Gender, Age, Work experience and Culture background) on the choice of conflict handling styles were examined at the same time. ROCI-II was used as the data collection instrument. Questionnaires were published through web-based online survey system. 182 valid responses were collected in two weeks. Data was analyzed with statistic software SPSS. The results revealed that integrating, compromising, avoiding, dominating and obliging are the five styles ranked from highest to lowest preferred by individuals to handle task conflicts with colleagues in bad personal relationships. High value of assertiveness and negative value of cooperativeness indicated that in a situation of relationship conflict, individuals are more assertive and less cooperative to deal with task conflicts with colleagues. Results of the study didn't show significant difference among personal characteristic groups. High correlations among conflict handling styles were discovered from this study. Implications of the research findings for theoretical and practical organizations or individuals are provided. Areas and recommendations for future research are suggested.
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Al-Sabah, Fahd. "An empirical investigation of Middle East conflict management styles." Thesis, Brunel University, 2015. http://bura.brunel.ac.uk/handle/2438/14587.
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This study investigates preferred conflict management styles in order to explore how conflict is dealt with in a particular cultural/geographical context (i.e. the Middle East), as culture is one of the factors, which affects management style, whether in a conflict situation or any other situations. Upon researching the literature in the area of conflict management styles in the Middle East it has been found that there is no published research for the region and specifically on the cultural issues. Therefore, this research study has taken a step forward in exploring how and in what ways, the conflict management styles of those individuals (e.g. employees) in Kuwait (a culture/context within the Middle East) may or may not be similar or different to those described in studies carried out in other cultures/contexts. The research explores the different conflict management styles used in Kuwait, which is approached by simulating the application of different conflict situations in Kuwaiti business context and explores the negotiation and application of conflict management styles applied. The use of the Thomas Kilmann Conflict mode Instrument (TKI) to gather research data helped in understanding the different conflict management styles used. The TKI is an extensively validated instrument used in the field to highlight the different ways of how people handle disputes and its effects on the dynamics of individuals and teams. This study attempts to make its contribution to knowledge in the field of conflict management styles in that (a) it assesses Kuwaiti conflict management styles, and (b) It studies the effects of the process of the different conflict management styles and its outcomes in resolving these conflicts in the Kuwaiti Business culture.
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Corn, Shekinah. "Superiors’ Conflict Management Behaviors and Its Relationship to Their Level of Communicative Competence." University of Akron / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=akron1357603526.
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Polat, Mustafa. "Conflict Management And Effective Communication: Types Of Conflict Confronted And The Skills, Needs, And Att,tudes Of Students In Handling Conflicts." Master's thesis, METU, 2009. http://etd.lib.metu.edu.tr/upload/3/12611421/index.pdf.
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This study examines and analyzes conflict management and effective communication from several complementary perspectives. The purpose of the study is to identify common types of conflicts that learners confront in the process of EFL learning<br>to examine and analyze EFL learners'<br>own strategies to deal with conflicts based on the conflict handling modes in the process of EFL learning<br>to find out their needs in terms of effective communication skills necessary to manage conflicts<br>and to analyze their attitudes toward conflict management learning and their needs for conflict management strategies. In order to achieve this aim, a survey research is preferred and the quantitaitve data gathered through the questionnaires were supported with the qualitative data obtained from the interivews with participants EFL learners.
In the questiionnaire, there were two parts. The first one was a demographic inventory designed to gather the demographic characteristics of the participants. In the second part, four sub-sections were desgined: (1) a rank answer questionnaire to identify common types of conflicts that learners confront in the process of EFL learning<br>(2) a slightly adapted, Likert scale questionnaire which was translated to Turkish by Gü<br>mü<br>seli (1994) from the Rahim Organizational conflict Inventory II (ROCI II) to identify EFL learners'<br>conflict management strategies<br>(3) another Likert scale questionnaire to find out their needs in terms of effective communication skills necessary to manage conflicts<br>and (4) an alternative answer questionnaire to analyze learners'<br>attitudes toward conflict management learning and their needs for conflict management strategies. The result of these questionnaires were analyzed by SPSS 15.0. This data gathering instrument was implemented on 339 students at the preparatory school TOBB University of Economics and Technology. Data gathered from 171 students from the same school were used for the piloting of the stduy. The data gahthered from 339 students at ETU Preparatory School represented the results of the main study. In analyzing the data, descriptive statistics as frequency, percent, average, and standard deviation and inferential statistics as ANOVA was used. As the second scale of the current study, semi-structered interviewsw were conducted with 12 students studying at the same university. The results of the interviews were analyzed through content analysis. The results of the study revealed that there is a relationship between EFL learners'<br>conflict managament strategies, need for effective communication skills, and their gender, scholarship status, last school graduated, and duration of study at a particular university. Additionally, the study displayed that students confornt various types of conflict and they need to learn conflict management skills and effective communication skills to deal with conflicts successfully.
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Torres, Sandra Carvalho. "Estilos de gestão construtiva de conflitos numa organização empresarial." Master's thesis, [s.n.], 2012. http://hdl.handle.net/10284/3533.
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Dissertação apresentada à Universidade Fernando Pessoa, como parte dos requisitos para a obtenção do grau de Mestre em Mediação e Interculturalidade<br>Este trabalho de Investigação surgiu no âmbito da Dissertação de Mestrado em Mediação e Interculturalidade. O objetivo principal desta investigação foi o de identificar as estratégias de gestão de conflitos utilizadas pela organização objeto de análise empírica. Metodologicamente trata-se de um estudo do tipo descritivo, e quantitativo, uma vez que se procedeu à aplicação de um questionário sobre Estratégias para a Gestão de Conflitos, da autoria de Jesuíno (1992). A opção por este instrumento assentou fundamentalmente no fato de se tratar de 1 escala originalmente portuguesa e não ter sido ainda objeto de estudo de outras investigações.
Neste sentido, a pesquisa empírica procurou cruzar 1 conjunto amplo de variáveis sociodemográficas (género, idade, habilitações literárias, estado civil, tipo de colaborador, se tem colaboradores a seu cargo e tempo de trabalho na organização) com os cinco estilos de Gestão de Conflitos enunciadas no referencial teórico de base do instrumento utilizado.
Os resultados apontam para que os cinco estilos de gestão de conflito estejam presentes na nossa amostra, no entanto os estilos compromisso e colaboração parecem ser os mais utilizados e o Evitamento o menos presente. As variáveis sociodemográficas como o género, colaboradores a cargo, habilitações literárias e o estado civil parecem estar correlacionadas com os estilos preferenciais a adotar numa situação de conflito. A idade e o tempo de trabalho na organização da amostra não apresentam correlação direta com nenhum dos estilos de gestão de conflito. This work arose within the Research Dissertation in Mediation and Interculturalism. The main objective of this research was to identify strategies of conflict management used by the organization subject to empirical analysis. Methodologically this is a descriptive study, and quantitative, since it proceeded to a questionnaire on Strategies for Conflict Management, authored by Jesuíno (1992). The choice of this instrument was based primarily on the fact it is one scale originally Portuguese and has not yet been studied by other investigations.
In this sense, empirical research sought to cross one broad set of sociodemographic variables (gender, age, educational attainment, marital status, type of employee, if you have employees in charge and working time organization) with the five Conflict Management strategies listed on the theoretical basis of the instrument used. The results indicate that the five styles of conflict management are present in our sample, however the commitment and collaboration styles seem to be the most used and the least Avoidance present. Sociodemographic variables such as gender, employees or dependents, qualifications and marital status appear to be correlated with the styles preferred to adopt a conflict. The age and working time organization in the sample do not appear to present any direct correlation with any of the styles of conflict management.
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Woosley, Elsa R. "A look at the relationships between MBTI psychological types and mode conflict styles." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001woosleye.pdf.
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Deal, Erin. "Organizational Conflict Styles of Managers: The Effect of Gender Role Orientations." University of Akron / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=akron1468248013.
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Werawat, Wanasiri McCarthy John R. "Interpersonal conflict handling styles of private vocational school principals in Thailand." Normal, Ill. Illinois State University, 1995. http://wwwlib.umi.com/cr/ilstu/fullcit?p9633405.
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Thesis (Ph. D.)--Illinois State University, 1995.<br>Title from title page screen, viewed May 18, 2006. Dissertation Committee: John R. McCarthy (chair), Larry D. Kennedy, George Padavil, William Tolone. Includes bibliographical references (leaves 99-106) and abstract. Also available in print.
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Bryant, Rebecca H. "Personality and Work-Family Conflict: The Mediational Role of Coping Styles." [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0002908.
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Brown, Aaron M. "Examining the relationship between Jungian personality types and conflict management styles." Scholarly Commons, 1995. https://scholarlycommons.pacific.edu/uop_etds/2286.
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The purpose of the examination was to investigate the relationship between Jungian personality types (introversion, sensing, thinking, and judging) and individual's choice of different interpersonal- conflict management styles (avoiding, competing,--accommodating, compromising, and collaborating). The five conflict modes were defined according to the two basic behavioral dimensions of assertiveness and cooperativeness (Thomas, 1976). Also investigated was the possible relationship of gender with personality type and conflict management styles. Two-hundred and twenty-seven subjects completed two questionnaires, the Keirsey Temperament Sorter (KTS) and the Rahim Organizational Conflict Indicator-11 (ROCI-II), to measure personality type and conflict management styles, respectively. Results indicated that introversion was positively related to avoiding and negatively related to collaborating. Thinking was negatively related to avoiding, accommodating, collaborating, and compromising. Conversely, thinking was positively correlated with competing. Gender type was found to have significant correlations with the variables. Females had a significant positive correlation between avoiding and introversion and a negative correlation between collaborating and introversion. accommodating and collaborating were negatively related with thinking, while competing was positively related to thinking. A significant positive correlation for males was found between introversion and avoiding. Negative correlations for males were found for sensing and compromising, and thinking and accommodating. The results suggest that basic psychological predispositions may influence the choice of conflict management styles. Moreover, the results provide an indication of the usefulness and potential of the five-category representation of conflict handling modes and the Jungian personality dimensions in documenting and explaining psychological bases of interpersonal conflict. These results are in partial agreement with previous research.
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Clements, Alyssa. "Generation Me: Millennial Intercultural Sensitivity and Conflict Management Styles in the Group Setting." Thesis, University of Oregon, 2017. http://hdl.handle.net/1794/22291.
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The Millennial Generation is a young generation now required to effectively and efficiently navigate the cultural diversity that they encounter in various group settings throughout the United States. Research has examined conflict management styles and intercultural sensitivity, but few studies have investigated these two concepts specifically within the Millennial Generation. The purpose of this study is to fill the gap that exists in the current literature through an examination of the relationship between intercultural sensitivity and conflict management styles within the Millennial Generation in a hypothetical intercultural group setting. The results from 221 participants indicate that positive and negative relationships exist among the dimensions of intercultural sensitivity and conflict management styles, Millennials show a preference for conflict management styles that reflect a concern for self, and Millennials report high Interaction Confidence and low Respect for Cultural Difference. Limitations and directions for future research are also discussed.
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Tribolet, Jamie Corbett 1951. "Interpersonal conflict styles of adult children of alcoholics and adults from non-alcoholic families." Thesis, The University of Arizona, 1988. http://hdl.handle.net/10150/558082.
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McDowell-Burns, Molly. "PATTERNED BEHAVIORS IN COUPLES: THE VALIDITY OF THE COUPLES CONFLICTRESOLUTION STYLES ASSESSMENT." University of Akron / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=akron1468853439.
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Zinkin, Mary H. "A Study of Ability to Choose Appropriate Conflict Behavior Determined by the Relationship Between Locus of Control and Conflict Behavior Styles." PDXScholar, 1987. https://pdxscholar.library.pdx.edu/open_access_etds/335.
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Two major theoretical controversies were addressed in this study: (1) whether conflict behavior can best be explained by personal characteristics or by situational characteristics and (2) whether there is one best way to handle conflict or several effective ways depending on the situation. Specifically, it explored the relationship between locus of control (internal, powerful others, chance) and conflict behavior (nonconfrontation, solution-orientation, control) in situations where choosing each of these strategies was regarded most appropriate. The study gathered data relevant to four questions: (1) Is there a relationship between an individual's conflict behavior style and personal characteristics such as feelings of power and control? (2) If there is a relationship, does it affect one's choice of conflict behavior in particular situations? (3) Can situations be defined so that a particular conflict behavior could be considered effective and therefore most appropriate? (4) Are all individuals equally disposed to choose the effective conflict behavior in the situation? Characteristics were defined by this researcher forming the basis for regarding choice of a particular conflict strategy as most appropriate in the situation. Conflict situations incorporating those characteristics were then developed and pretested for use in administering the Organizational Communication Conflict Instrument (OCCI) (Putnam & Wilson, 1982). Four conflict situations were used. Levenson's I, P, and C Locus of Control Scale (1973) and Putnam & Wilson's OCCI (1982) were administered to 163 undergraduates at Portland State University. Females comprised 63% of the sample, males--37%. Results of canonical correlations indicated that "powerful others" locus of control orientation was related to choice of nonconfrontation conflict behavior. Multivariate analysis of variance results indicated that the situation, sex, and locus of control variables account significantly for differences in choice of conflict behavior. The Newman-Keuls procedure revealed an unexpected outcome; all subjects reflected a significant tendency to choose the appropriate behavior in the situation. The findings of this study suggest that conflict behavior can be explained by both personal characteristics and situational characteristics. The study also provides evidence that there is not one best way to handle conflict across all situations, supporting a contingency approach to interpersonal conflict.
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Mitchell, Andrea Lauren. "Conflict Management Styles and Aggressive Communication in Email: An Examination of Organizational Interactions." University of Akron / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=akron1333835520.
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Edgar, Elisabeth. "Impact of Family Violence on Conflict Resolution Styles in Subsequent Adult Relationships." Thesis, Alliant International University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3605524.
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<p> We know that development is greatly influenced by early parenting experiences (Gauthier, 2003; Koestner, Franz, & Weinberger, 1990). Sibling violence has been shown to have long lasting effects into adulthood, including a range of mental health problems such as depression, anxiety, low self-worth, and aggression (Graham-Bermann, Cutler, Litzenberger, & Schwartz, 1994). What is less known is the combined impact of sibling violence and parental physical aggression on subsequent adult intimate partner relationships. A study was conducted with 93 participants to examine the relationship of sibling violence while controlling for the experience of parental physical aggression in childhood on conflict resolution styles experienced in adulthood. Four hierarchical regressions were conducted to determine the relative influence of parental and sibling violence as well as the severity of each type of violence on four conflict resolution styles. Participants were recruited from the internet and completed the Conflict Resolution Style Inventory (CRSI) (Kurdek, 1994) measuring current conflict resolution styles, the Conflict Tactics Scale 2 (CTS2) measuring sibling violence, and the Conflict Tactics Scales: Parent/Child Version (CTSPC) (Straus, Hamby, & Warren, 2003) measuring parental use of physical aggression. It was found that familial violence was related to three of the conflict resolution styles: Conflict Engagement, Withdrawal, and Compliance. Social learning theory could account for these findings, as what we learn in the family environment we tend to later emulate in other relationships.</p>
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Copley, Rachel D. "Conflict management styles a predictor of likability and perceived effectiveness among subordinates /." Connect to resource online, 2008. http://hdl.handle.net/1805/1662.
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Thesis (M.A.)--Indiana University, 2008.<br>Title from screen (viewed on Aug. 13, 2008). Department of Communication Studies, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Kim White-Mills, Catherine A. Dobris, Ronald M. Sandwina. Includes vita. Includes bibliographical references (leaves 55-66).
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Al-Hamdan, Zaid. "Conflict management styles used by nurse managers in the Sultanate of Oman." Thesis, De Montfort University, 2008. http://hdl.handle.net/2086/4110.
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The purpose of this study was to explore the conflict management styles used by nurse managers in the Sultanate of Oman. Statistically significant differences related to demographic variables, including age, gender, nationality and educational level were examined, as well as years of experience as registered nurse or nurse manager and years in the current post. An approach combiniJ:1g quantitative and qualitative methods was employed to obtain a more precise and complete view of conflict management styles used by nurse managers from different levels, nationalities and genders with different nursing qualifications working in the same environment. /' A total of 271 nurse managers participated in the quantitative part. They completed a form adapted from ROCI II (Rahim,1983). Three focus group interviews were conducted in three hospitals involving twenty nurse managers at first and middle levels from different nationalities. Percentage, means, standard deviations and nonparametric tests were used to analyse the quantitative data. The results of this study indicate that nurse managers use different styles of conflict management, although there were differences in the choice of styles according to gender, nationality, nursing education, nursing management level and marital status. In addition to the five styles, the outcomes of the focus group interview discussions ' showed that nurse managers manage conflict by reporting it to a higher authority in order to avoid confrontatjon. The discussions provide explanations for the choice of styles used by nurse managers. The results show that the nurse managers' styles depend on the other party's position and gender; the majority of the participants agreed that age, years of experience, gender and nursing education played a role in conflict management style. This study has implications for nurse managers, health policy makers, nursing educators and human resource departments in the nursing profession.
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Lee, Chung-on, and 李松安. "Conflict managements styles and emotional intelligence of staff in theproperty management industry." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B44400913.
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Hee, Cameron W. "Can Attachment Behaviors Moderate the Influence of Conflict Styles on Relationship Quality?" BYU ScholarsArchive, 2018. https://scholarsarchive.byu.edu/etd/7302.
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ABSTRACT Can Attachment Behaviors Moderate the Influence of Conflict Styles on Relationship Quality? Cameron W. H. Hee School of Family Life, BYU Master of ScienceThe purpose of this study was to explore how conflict styles influence relationship quality and how that association is moderated by attachment behaviors in the relationship. The current study uses a sample of married couples (n =1718) who completed the Relationship Evaluation Survey (RELATE). Data was analyzed using an Actor-Partner Independence Model that allows for the testing of moderation. Results indicated that husbands<'> and wives<'> conflict style is significantly and positively associated with their own perception of relationship quality, with more extreme styles being associated with decreases in relationship quality. Wives<'> conflict style was a significant predictor of husbands<'> relationship quality, but husbands<'> conflict style was not a significantly associated with wives<'> marital quality. The model also suggested that an increased frequency of attachment behaviors in romantic relationships is significantly and positively associated with relationship quality for both husband and wives. When assessing for moderating effects, attachment behaviors did moderate the negative relationship between conflict style and relationship quality, for women at the trend level (P = .07). The clinical applications of these findings are discussed, to provide guidance for clinicians in assisting couples increase attachment behaviors (be more accessible, responsive, and engaged with their partners) to help them offset the negative influence of poor conflict styles.
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Horrocks, Amanda Marie. "Financial Management Practices and Conflict Management Styles of Couples in Great Marriages." DigitalCommons@USU, 2010. https://digitalcommons.usu.edu/etd/733.
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This study presents findings on the financial management practices and degrees of conflict of couples in great marriages. Qualitative data from a national sample of couples in great marriages were collected using a 31-page questionnaire. Of the 81 couples who responded, 40 fit the criteria for this study in that they discussed their level of agreement about financial issues in marriage. Their responses were coded to discover which financial topics are pervasive and whether or not couples agreed over these topics. Responses about conflict were also analyzed to determine the degree of agreement between spouses in different categories. Findings from this research suggest that even couples in great marriages disagree over different financial topics to varying degrees of agreement. Implications of the research are also discussed.
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Simmons, Cheryl Lynn. "Managers' and non-managers' conflict resolution styles: The effect of gender role." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1396.
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Kee, Vanessa Yiling. "Perceptions of conflict resolution styles in dating relationships and their effect on conflict outcome satisfaction and overall relationship satisfaction." Honors in the Major Thesis, University of Central Florida, 1995. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/141.
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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.<br>Bachelors<br>Arts and Sciences<br>Psychology
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Boyd, Rebecca Suzanne. "Stable Conflict Resolution Styles and Commitment: Their Roles in Marital Relationship Self-Regulation." BYU ScholarsArchive, 2014. https://scholarsarchive.byu.edu/etd/4190.
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Gottman's (1994a) three stable conflict resolution styles (CRSs), validating, volatile, and avoidant, are different on several dimensions, yet all are predictors of good marital satisfaction. Despite the CRSs equality in marital satisfaction and stability research, teaching couples a validating style is often explicitly more preferential in therapeutic settings. Relationship self-regulation (RSR), described as relationship “work”, is also a strong predictor of relationship satisfaction. Identifying the CRS environment in a relationship that most contributes to the practice of RSR can inform clinical and couple relationship education interventions. Based on its success in improving marital satisfaction in therapeutic settings, a validating CRS was hypothesized to be more closely associated with the practice of RSR by husbands and wives compared to a volatile or avoidant style. A third variable, commitment to the relationship, characterized by a desire to stay rather than an obligation to remain, also was tested as a moderator of the relationship between stable CRSs and RSR. Data from first-married men (856) and women (1406) taking the RELATionship Evaluation (RELATE) online questionnaire was used in correlational and MANCOVA analyses to test the research questions. All three stable CRSs were found to be positively related to RSR. However, the validating style was found to be the most predictive of both RSR effort and strategies compared to the other two styles. Commitment was a moderator between CRSs and RSR for only validating and avoidant CRSs for RSR strategies but not effort. Results generally support the theoretical model tested. Implications for future research and clinical practice are discussed.
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Nordström, Johannes, and Irene Andersson. "Don't get angry now, but you're fired! : A qualitative study on leadership and managers' view on conflict in correlation with notice of dismissal." Thesis, Umeå University, Umeå School of Business, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-26077.
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<p>The organization leader has a big role when a conflict occurs. It is essential that the leader has some kind of conflict management to solve the problem with minimal harm for the company and its employees, for even the employees who are not directly involved can be negatively affected by the conflict. To avoid any negative and destructive outcomes the leader has to find to solve the issue in the best way possible for all involved.</p>
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Venter, Jaco. "The nature of conflict within an engineering company in the North West Province / Jaco Venter." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1236.
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Onadipe, Abiodun Theophilus. "African third party mediation in African conflict : a comparative study of personal styles." Thesis, University of Kent, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262616.
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Garrick, Marcia Gregor. "Elementary Teachers' Perceptions of Their Instructional Styles in the Teaching of Conflict Resolution." PDXScholar, 1990. https://pdxscholar.library.pdx.edu/open_access_etds/1132.
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In order to assess current practices in the teaching of conflict resolution, this study examined (through survey methods) the perceptions of teachers in three Oregon school districts of similar size regarding the techniques they use to teach conflict resolution skills to their students, teachers' perceptions of the frequency of the use of those techniques, and teachers' perceptions of the effectiveness of those techniques. This study also compared the responses of teachers in school districts which provided teachers with staff development for the teaching of conflict resolution with the responses of those teachers from districts without that staff development. In addition, the survey examined the impact of cooperative learning on the teaching of conflict resolution. Data were reported in terms of frequency distribution, Spearman Correlation analysis, Chi Square, and Phi Correlations. The results indicate that elementary teachers use a wide variety of techniques to teach students how to get along with one another. Although they favor certain techniques, they do not use one technique to the exclusion of another. The hypothesis that demographic criteria may be linked to teachers' responses to the use of certain techniques was also rejected. Comparisons between responses of teachers from districts which supplied staff development for the teaching of conflict resolution and responses from teachers from districts which did not do so are inconclusive. Possible reasons may stem from different but, perhaps, equally enriching programs for the teaching of conflict resolution. Cooperative Learning is not primarily used as a method to teach conflict resolution. Those who use it, however, indicated that they saw increased conflict resolution skills as a by-product of that teaching method. The data gleaned in this survey would indicate that the following be considered when implementing a program for the teaching of conflict resolution: Conflict is a natural state which accompanies change and can act as a constructive force. Conflict in the classroom can provide a creative tension which helps to inspire problem-solving. Well-handled conflict can have benefits for increasing student motivation and may result in higher achievement and greater understanding of the subject. Conflict itself may prove to be an effective component of specific lessons. One apparent advantage to teaching appropriate use of conflict resolution is that if students know from their own experience that social relations need not be adversarial and that they can share power without losing influence, children may be better prepared to grow as global citizens.
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Reese, Marla Jo. "The impact of conflict resolution styles in multiple family subsystems on adolescent adjustment /." The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487951907959234.
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Pancaroglu, Selin. "The Relationships Of Attachment Styles And Conflict Behaviors Among Male And Female University Students." Master's thesis, METU, 2007. http://etd.lib.metu.edu.tr/upload/2/12609011/index.pdf.
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The purpose of the present study is to investigate the relationships of attachment styles and conflict behaviors among male and female university students.
Three hundred and twelve university students from various departments and grades of Middle East Technical University in Ankara participated in the study. Turkish version of Experiences in Close Relationships-Revised (ECR-R, Selç<br>uk, Gü<br>naydin, Sü<br>mer and Uysal, 2005), and Conflict Behaviors Questionnaire (Tezer, 1986) was applied to students to collect data.
The results of cluster analysis employed on the scores of ECR-R yielded four clusters corresponding to four attachment styles (fearful, dismissing, preoccupied, and secure).
A two-way ANOVA (2 gender X 4 Attachment Style) was applied to each of the five conflict behaviors. Results yielded a significant main effect for gender in accommodating behavior and a significant main effect for attachment styles in
compromising behavior. In accommodating behavior, independent samples t-test was used to find out any significant difference between males and females and the results showed that the males were more inclined to use accommodating behavior than females. No significant difference was found in any of the other conflict behaviors as
a function of attachment styles between males and females.
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Rezayat, Maryam. "Conflict Management by Fathers and Sons: A Qualitative Analysis of Korean Americans." Wittenberg University Honors Theses / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=wuhonors1338493557.
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Van, Duser Trisha Lynn. "Chief Student Affairs Officers in 4-Year Public Institutions of Higher Education: An Exploratory Investigation Into Their Conflict Management Styles and Praxis." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3199/.
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This study investigated the conflict management styles of chief student affairs officers in 4-year public institutions of higher education in the Southern Association of Colleges and Schools. The data for the study were collected using Hall's Conflict Management Survey. The sample for the study consisted of 25 chief student affairs officers. The purpose of the study was to identify the conflict management style preferences of chief student affairs officers. The other variables studied to ascertain if they had an impact on the style preferences were age, gender, number of years of experience as a chief student affairs officer, ethnicity, and the size (enrollment) of their employing institution. The study found statistically significant associations (p<.05) between ethnicity and conflict management style, specifically the synergistic and win-lose styles, and between the synergistic style and age. The association between ethnicity and conflict management style could be attributed to the fact that the Caucasian group of chief student affairs officers comprised 66.7 % of the synergistic styles and 100 % of the win-lose styles. The association between the synergistic style and age could be due to the fact that the majority of the chief student affairs officers had a synergistic style, and of that group, 66.7 % were in the 50-59 age range. No statistically significant associations were found for correlations between conflict management style and gender; conflict management styles and number of years of experience as a chief student affairs officer; or conflict management styles and size (enrollment) of their employing institutions. The lack of significance shows that there are no associations between the conflict management styles of chief student affairs officers stratified according to gender, number of years of experience, and size (enrollment) of their employing institutions.
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Smith, R. Lee. "The Everyday Experience of Satisfaction, Conflict, Anger, and Violence for Women in Love Relationships." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc330812/.
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The problem of this study addressed how women experience the conflict variables of beliefs about conflict, anger arousal, conflict styles, and received and expressed violence as partners in love relationships and how these factors affect their reported satisfaction.
Graduate women (M = 186) from University of North Texas completed the Dyadic Adjustment Scale (DAS), a subscale of Relationship Beliefs Inventory (RBI), the Multidimensional Anger Inventory (MAI), and Interpersonal Conflict Tactics and Strategies Scale (ICTAS), and the Severity of Violence Against Women scale (SVAW). Data were analyzed using MANOVAs with ANOVAs to examine significant differences. Multiple regression procedures were used for the exploratory questions.
Women reporting less satisfied relationships were expected to believe that disagreement was more destructive and to report higher anger arousal than those who were more satisfied. The hypotheses were supported. Women who were less satisfied also reported using less constructive conflict tactics and more destructive and avoidant tactics as well as receiving some forms of violence. Expressed violence was not significantly related to low satisfaction.
Results suggested that these conflict variables are highly interrelated. Strong feedback loops may develop. Strongly held conflict beliefs may affect the use of destructive and avoidant conflict strategies and increase anger which may reinforce the conflict beliefs.
Women who have received violence may use both destructive and avoidant tactics. Use of tactics that escalate then de-escalate conflict suggests that conflict strategies may not be mutually exclusive. However, when a woman is low in anger and has previously received violence from a partner, she may use more avoidant tactics. In contrast women who express violence to their partners may use all three conflict tactics including constructive tactics. This finding suggested that women may express violence as a last resort to get a reaction from their partners.
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Liu, Jingting, and Yiming Xu. "How to manage conflicts : An exploratory study of managers’ conflict management styles in cross-cultural workplace through the lens of Cultural Intelligence." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39708.
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Background: As the globalization process advances, cross-cultural workplaces become prevalent among organizations. The culture diversity could be beneficial, but could also pose challenges for managers. Managers have to adopt effective conflict management style to handle conflicts in cross-cultural workplaces. Cultural intelligence (CQ), a relatively new model, has been studied in order to shed the light on conflict management styles by some researchers. Problem: Previous studies have shown that CQ could be an influential factor for individuals’ conflict management styles. However, existing studies were conducted in a few countries with quantitative data to demonstrate the relationship. The in-depth understanding of how managers actually in cross-cultural workplaces handle conflicts, through the instrumentality of CQ model, appears to be lacking in Scandinavian countries. Purpose: The thesis primarily aims to explore if and how CQ could facilitate managers construct effective conflict management style in cross-cultural workplaces in Sweden. Method: Via qualitative approach, the in-depth understanding between conflicts, conflict management styles and CQ were gained through eight semi-structured interviews with managers and following content analysis Conclusion: The primary conclusion is that CQ plays a role in influencing managers to adopt an effective conflict management style. Managers’ CQ can be reflected in a cross-cultural interaction through good communication and open-mind, which consecutively facilitates the integrating conflict management style (the effective style).
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Morita, Hideto. "Conflict management styles of Americans and Japanese within close friendships: differences and intriguing similarities." Thesis, University of Hawaii at Manoa, 2003. http://hdl.handle.net/10125/7112.
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The present study was designed to investigate cultural and gender influences on conflict management styles in close friendships. An interaction between culture and gender on the selection of the conflict strategies was also examined. The conflict styles were classified into integrating, obliging, dominating, avoiding, and compromising styles. This study employed a 2 x 2 factorial design for data analysis. Subjects were 76 American and 101 Japanese college students. They were given a conflict scenario and asked to rate scales measuring conflict styles. The instrument was based on Rahim's Organizational Conflict Inventory-II (ROCI-II). The results showed that there was significant cultural effect on the dominating and obliging styles; Americans reported the use of significantly higher degree of these two styles than Japanese. The significant gender effect on the dominating style was also found; males used this style significantly higher than females. Moreover, significant interaction between nationality and gender appeared on the integrating and dominating styles; Japanese females scored higher on the integrating style, and American males scored higher on the dominating style than other groups. It is believed by many scholars that there is a direct interaction between cultural values and communication behavior. However, this study also revealed that there were more similarities than differences between Americans and Japanese in conflict management styles with their close friends. For example, both groups reported that the integrating and compromising styles were preferable strategies for managing conflict within close friendships.<br>vii, 50 leaves
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Butler, Colleen. "Intercultural conflict styles in the criminal justice system and the implications for intercultural interventions." Scholarly Commons, 2010. https://scholarlycommons.pacific.edu/uop_etds/756.
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This thesis explored the communication and conflict style contrasts between criminal justice professionals and African American defendants that can interfere with the equitable administration of justice in the criminal justice system in Dane County, Wisconsin. The focus of this research was on the potential conflict style contrasts between criminal justice professionals and African Americans because the racial disparity in the incarceration rate was greatest for African Americans. This research project began from the premise that the racial incarceration rate disparity was caused in part by differences in cultural conflict and communication styles, and it explored the intersection of power differentials and cultural conflict and communication style differentials.
The study employed the Intercultural Conflict Style Inventory, courtroom observations, and two focus groups. One focus group was composed of professionals in the criminal justice system from Dane County, Wisconsin, and the other of African Americans who have been impacted negatively by this system. All findings were used to develop specific training recommendations to help criminal justice professionals to understand conflict and communication style preferences with the intention of decreasing the disparate treatment of members of the African American community.
The combined research strategies suggested that the primary culture of the criminal justice system was consistent with European American cultural preferences for low-context, direct, and emotionally restrained communication and conflict styles, which contrasts with the general preference of the African American culture for a more emotionally expressive engagement style. While this research did not specifically indicate that intercultural miscommunication directly impacts the equitable distribution of justice in Dane County, it did suggest that cultural contrasts may be one variable contributing to the inequitable distribution of justice.
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Munk, Adam C. "Relationship Satisfaction and Stability Among Latinos With Respect to Communication Styles and Conflict Resolution." DigitalCommons@USU, 2004. https://digitalcommons.usu.edu/etd/2571.
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This secondary analysis employed data trom portions of the Spanish and Engli sh versions of the RELATionship Evaluation inventory, a self-report questionnaire (RELATE) The present research analyzed conflict resolution types, communication styles, and relationship satisfaction and stability among Latino men and women compared to Caucasian men and women. Multiple linear regression analysis was used for analyzing the data.
Communication styles and conflict resolution types were more different than similar among Latino males and females in predicting relationship satisfaction and relationship stability; however, they were more similar than di fferent among Caucasian males and females. The communication style of love was the only statistically significant predictor of relationship satisfaction that was common across gender and ethnicity in this study. Implications for the practice of marriage and family therapy and for research are discussed.
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Lindgren, Mathilda. "Peacemaking Up Close : Explaining Mediator Styles of International Mediators." Doctoral thesis, Uppsala universitet, Institutionen för freds- och konfliktforskning, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-300488.
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Scholarly work on international mediation suggests that how third parties mediate influences the resolution of armed conflicts. However, our understanding of what explains mediator style is limited. This dissertation addresses this gap by offering the first systematic study on explanations for mediator styles at the level of the individual. It explores the research question: what explains mediator styles of individuals mediating for peacemaking organizations in armed conflicts? Mediator style is studied as themes in goals and behaviors along two dimensions: directiveness and orientation. Directiveness covers a mediator's use of leverage and varies from non-directive to directive, while orientation covers a mediator's prioritized type of outcome and varies from relationship-oriented to settlement-oriented. The dissertation develops a theoretical framework on the effects of conflict context and mediator characteristics on mediator style. It formulates a set of theoretical expectations concerning how context in the form of conflict intensity, and characteristics such as the mediator's background profile and personality, influence mediator style. The framework is evaluated and developed based on the findings of a mixed-method design combining a survey experiment and 46 semi-structured in-depth interviews with a broad variety of IGO and NGO mediators. The results on context suggest that high-intensity conflicts make mediators on average more directive than low-intensity conflicts as a result of heightened humanitarian concerns. Furthermore, on characteristics, high-profile mediators are shown to be overall more settlement-oriented than low-profile mediators as a result of their views on conflict causes and mediator accountabilities. These findings are complemented with evidence for contingent relationships between conflict intensity, mediator personality and directiveness as well as conflict intensity, mediator profile and orientation. The study thus contributes with a refined understanding of the mediator styles of international mediators that both facilitates its further scholarly exploration and provides input to the practice of peacemaking.
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Galanes, Gloria J. "The effect of conflict expression styles on quality of outcome and satisfaction in small task-oriented groups /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487260531954303.
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Husseini, Zeinab, Jasmin Högberg, and Larglinda Kutllovci. "Ledarskap och konflikthantering : ledares sätt att hantera konflikter." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-975.
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Bakgrund: Konflikter är ett fenomen som förekommer i alla kontexter där individer integrerar med varandra. Konflikter har alltid funnits men synen på konflikter samt hur det hanteras har förändrats genom tiden. Konflikthantering är en viktig del i ledarskapet och är en av de viktigaste och centrala uppgifterna för en ledare. De flesta ledare ser konflikthantering som problematiskt eftersom de tycker att det är jobbigt och obehagligt att hantera konflikter på grund av rädslan för individernas reaktioner. Tidigare forskning har visat att det finns ett samband mellan ledarskap och konflikthanteringsstrategier men det finns fortfarande en kunskapsbrist inom området. Syfte: Syftet med studien är att förklara om det finns ett samband mellan det situationsanpassade ledarskapet och konflikthanteringsstrategierna samt om sambandet kan ge ledare större möjlighet att hantera konflikter framgångsrikt. Metod: Denna studie har en kvalitativansats, där semistrukturerade intervjuer har genomförts med två organisationer, där en butikschef och tre medarbetare i respektive organisation intervjuades. Resultat: Denna studie har kommit fram till att det finns ett samband mellan det situationsanpassande ledarskapet och konflikthanteringsstrategier. Genom att kombinera stilarna i det situationsanpassade ledarskapet med konflikthanteringsstrategier och med hänsyn till både medarbetares och ledares åsikter kan rätt konflikthanteringsstrategi väljas, vilket också kan främja individernas utveckling.<br>Background: The phenomenon conflict occurs in every context where individuals integrate with each other. Conflicts have always existed but the way we see and manage them have changed through time. Conflict management is an important part of leadership. Most leaders believe conflicts are a problematic issue that is difficult to manage, because of the fear of the consequence that may appear. Previous research has shown that there is a correlation between leadership and conflict management but there is still a lack of knowledge in the field. Purpose: The purpose of this study is to examine if there is a correlation between the situational leadership and conflict management strategies and if it can provide leaders with greater possibilities to handle conflicts successfully. Method: This study has a qualitative approach where semi structured interviews with two organizations were made, with both of the store manager and three employees in each organization. Results: The results of this study have shown that there is a correlation between the situational leadership and conflict management strategies. Through combining the styles of the situational leadership with conflict management strategies and with regard to both employees and managers opinion and behavior can a suitable strategy be adopted, which can encourage individual growth.
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Babasa, Bernadette Maria. "Conflict management styles and personality: The effects of dominance at the individual and group level." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1259.
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The data for this study was collected by the use of the Manifest Needs Questionnaire, Jackson's Personality Research Form, and the Thomas-Kilmann MODE Instrument to assess dominance at the individual and group levels.
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Johnson, Alexis K. "Couples' conflict tactics and the use of parenting styles in African-American and Caucasian families." College Park, Md. : University of Maryland, 2006. http://hdl.handle.net/1903/3911.
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Thesis (M.S.) -- University of Maryland, College Park, 2006.<br>Thesis research directed by: Dept. of Family Studies. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.