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How Servant Leadership Impacts Interpersonal Conflict between Employees and Their Supervisors

机译：仆人式领导如何影响员工及其上司之间的人际冲突

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摘要

Managing interpersonal conflict between employees and their supervisors continues to be a challenge for all employees. Researchers have studied how leadership styles relate to conflict management in organizations, but little is known about how servant leadership relates to conflict management in the workplace. Servant leadership is a management style in which one motivates his or her employees by serving them. The purpose of this dissertation was to investigate how 7 servant leadership dimensions exhibited by supervisors correlated with 5 conflict management styles used by employees when employees had a conflict with their supervisor. A web-based survey invitation was shared with social service employees in 1 social service organization, an online participant recruitment service, and several social service-related groups on LinkedIn, and resulted in a sample of 230 participants. Stepwise multiple regression analysis was used to determine if a predictive relationship existed between the servant leadership dimensions, measured by the Servant Leadership Scale, and helpful and unhelpful conflict management styles, measured by the Rahim Organizational Conflict Inventory--II. Servant leadership exhibited by supervisors correlated positively with both helpful and unhelpful conflict management styles used by employees. Findings from this dissertation can facilitate social change by helping supervisors learn how their actions impact their staff members' preferred conflict management styles. Specifically, supervisors can modify their leadership styles to encourage staff members to use the integrating conflict management style when disagreements arise between them and their staff members.
机译：处理员工及其上司之间的人际冲突仍然是所有员工面临的挑战。研究人员研究了领导风格与组织中的冲突管理之间的关系，但对于仆人领导与工作场所中的冲突管理之间的关系知之甚少。仆人式领导是一种管理风格，通过为员工提供服务来激励他们。本文的目的是研究当上司与上司发生冲突时，上司所表现出的七个仆人领导维度与五种冲突管理方式之间的关系。在LinkedIn上，与一个社会服务组织中的社会服务员工，一个在线参与者招聘服务以及几个与社会服务相关的小组共享了一个基于网络的调查邀请，结果抽样了230名参与者。使用逐步多元回归分析来确定在由仆人领导量表衡量的仆人领导维度与由拉希姆组织冲突调查表II衡量的有益和无益冲突管理方式之间是否存在预测关系。主管所表现出的仆人式领导与员工使用的有帮助和无帮助的冲突管理风格呈正相关。这篇论文的发现可以通过帮助主管了解主管的行为如何影响其员工偏爱的冲突管理方式来促进社会变革。具体来说，主管可以修改其领导风格，以鼓励工作人员在与工作人员之间出现分歧时使用整合的冲突管理风格。

著录项

  • 作者

    Fields, Thomas B.;

  • 作者单位

    Walden University.;

  • 授予单位 Walden University.;
  • 学科 Organizational behavior.;Organization theory.
  • 学位 Ph.D.
  • 年度 2018
  • 页码 178 p.
  • 总页数 178
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 建筑科学;
  • 关键词

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