Conflict management styles in Hong Kong industries

Cheung, Ching Ching; Chuah, Kong Bieng

doi:10.1016/s0263-7863(98)00059-3

Cited by 38 publications

(42 citation statements)

References 11 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…By contrast Morrison (1998) suggested that people will react to possible conflict in one of four main ways: fight, flight, freeze and assertiveness. However, most studies report that people will react to conflict in one of five styles of conflict management in a two-dimensional framework (figure one) Thomas and Kilmann 1974;)Skjorshammer 2001Cheung and Chuah 1999).…”

Section: Literature Reviewmentioning

confidence: 99%

Conflict management styles used by nurses in Jordan

Al-Hamdan

Norrie

Anthony

2012

Journal of Research in Nursing

View full text Add to dashboard Cite

Aim. The aim of this study is to investigate the conflict management styles used by nurse managers in Jordan.Background. There are five main styles which nurse managers use to deal with conflict. At present research into their utilisation is dominated by reports from Western countries. This research is the second to investigate their use by nurses in an Arab country and it illustrates both similarities and differences with this earlier work, allowing an initial profile to be constructed which may be applicable to the larger Arab world of health care.Design. Cross sectional quantitative survey of nurse managers in Jordan. Method. The Rahim Organisation Conflict Inventory (ROCI II) questionnaire was completed by 350 (83% response).Results: The nurse managers were most likely to use an integrating style of conflict management, followed in rank order by comprising, obliging, dominating and avoiding.Conclusion: A tentative model of the styles which nurse managers in Arab countries use to manage conflict is proposed, which suggests that these managers are likely to provide stable workplaces.

show abstract

Section: Literature Reviewmentioning

confidence: 99%

Conflict management styles used by nurses in Jordan

Al-Hamdan

Norrie

Anthony

2012

Journal of Research in Nursing

View full text Add to dashboard Cite

show abstract

“…An extensive literature on collaboration and conflict resolution with the aim of improving or restoring tense relationships addresses these issues and follows at least two streams. Firstly, ''fight the conflict'', assumes that conflict is a dysfunctional phenomenon to be avoided e.g., [3,16]. By reducing the amount of conflict and keeping it under tight control the relationship will improve.…”

Section: Introductionmentioning

confidence: 99%

Improving project collaboration: start with the conflicts

Vaaland¹

2004

International Journal of Project Management

View full text Add to dashboard Cite

“…In this pattern, a recognition of disagreement exists, and then engaging in collaborative problem-solving to reach a solution to which the parties are committed (Gobeli et al, 1998) takes place. Here the problems are confronted and solved by means of a collaborative effort from all concerned (Cheung & Chuah, 1999).…”

Section: Conflict Managementmentioning

confidence: 99%

“…Compromising conflict management suggests the determination of acceptable solutions in which conflicting parties have some degree of satisfaction with a 'give and take' attitude (Cheung & Chuah, 1999). In this strategy parties try to solve the conflict cooperatively (Tjosvold et al, 2001), and communicate in ways in which they can then use the conflict to promote mutual goals and resolve it for mutual benefit (Chen & Tjosvold, 2002).…”

Section: Conflict Managementmentioning

confidence: 99%

“…In compliance, an employee obeys orders to accomplish his or her individual goals without taking into account the expectations of others (Brockner et al, 1992;O'Reilly & Chatman 1986). Similarly, forcing is the exerting of one's point of view at the expense of another and often leads to a win-lose situation (Cheung & Chuah, 1999). Furthermore, it can be generalized that those who tend to manage conflict by force (Morrison, 1988), and depend on commitment based on compliance (Wiener, 1982), share lower degrees of concern for relationships and high levels of concern for results which lead to fighting strategies.…”

Section: The Theoretical Implications For Researchmentioning

confidence: 99%

See 1 more Smart Citation

Predicting conflict management based on organizational commitment and selected demographic variables

Balay

2007

Asia Pacific Educ. Rev.

View full text Add to dashboard Cite

TurkeyThe purpose of this study is to investigate the relationship between different levels of organizational commitment (compliance, identification, internalization) of teachers and their different conflict management strategies (compromising, problem solving, forcing, yielding, avoiding). Based on a questionnaire survey of 418 teachers, this study indicated that male teachers are more likely to experience commitment based on compliance, and are more likely to avoid conflicts than female teachers. As teachers get older they are more likely to experience commitment based on internalization and on identification, and they are more likely to use problem solving conflict management strategies than those who are younger. The results also revealed that both identification and internalization are significant determinants of the use of compromising and problem-solving conflict management strategies. Commitment based on compliance is the only significant predictor of forcing behavior. Commitment based both on identification and compliance are found to be the important determinants of avoiding behavior. Of these two, identification was found to be the most significant predictor of avoiding conflict behavior. Conflict resolution through yielding was not predicted by any level of organizational commitment.

show abstract

Conflict management styles in Hong Kong industries

Cited by 38 publications

References 11 publications

Conflict management styles used by nurses in Jordan

Conflict management styles used by nurses in Jordan

Improving project collaboration: start with the conflicts

Predicting conflict management based on organizational commitment and selected demographic variables

Contact Info

Product

Resources

About