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首页> 外文期刊>International journal of conflict management >Leadership styles: relationship with conflict management styles
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Leadership styles: relationship with conflict management styles

机译：领导风格：与冲突管理风格的关系

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Purpose - The purpose of this study is to examine the relationship between leadership styles and conflict management styles among managers, while handling interpersonal conflict (mangers and subordinates). Design/methodology/approach - Middle-level managers (N = 150) from different private sector manufacturing industries were included in the study to seek responses through questionnaire based on instruments for conflict management and leadership styles. Findings - Managers who perceived to exhibit more on transformational leadership style adopted integrating and obliging style of conflict management. Those who perceived to exhibit more on transactional style opted for compromising style of conflict management. Whereas, managers perceived to exhibit laissez-faire leadership style adopted avoiding style to manage conflicts with subordinates. Originality/value - Despite the universal acceptance of leadership importance in corporate settings, research so far investigated leadership styles as determinants of conflict management styles are population-specific, including nursing managers (Hendel, 2005), university academic staff (Paul, 2006) and healthcare professionals (Saeed, 2008). Furthermore, the findings in the referred studies are not consistent, and this issue seems to be at an exploratory phase that requires further investigation to establish the relationship. Blake and Mouton (1964) and Rahim (1992) tried to measure the strategies in which individuals typically deal with the conflicts. This approach treated conflict styles as individual disposition, stable over time and across situations. It is argued and supported by literature that leadership styles or behaviors remain stable over time and are expected to be significantly related to conflict management styles (Hendel, 2005).
机译：目的-这项研究的目的是检查经理之间的领导风格和冲突管理风格之间的关系，同时处理人际冲突（陌生人和下属）。设计/方法/方法-来自不同私营部门制造业的中层管理人员（N = 150）被包括在研究中，以基于冲突管理和领导风格的工具通过问卷调查寻求回应。调查结果-那些认为在变革型领导风格上表现出更多的经理人采用了冲突管理的整合和强制性风格。那些认为在交易风格上表现更多的人选择了妥协的冲突管理风格。相对于那些表现出自由放任型领导风格的管理者，则采取回避风格来处理与下属的冲突。原创性/价值-尽管在企业环境中普遍接受领导力的重要性，但到目前为止，由于冲突管理方式的决定因素是针对特定人群的，因此研究调查了领导方式，其中包括护理经理（Hendel，2005年），大学学术人员（Paul，2006年）和医疗专业人员（Saeed，2008年）。此外，参考研究中的发现不一致，这个问题似乎处于探索阶段，需要进一步研究以建立关系。 Blake and Mouton（1964）和Rahim（1992）试图衡量个体通常处理冲突的策略。这种方法将冲突样式视为个人倾向，随着时间的推移和在各种情况下都保持稳定。有文献认为并证明，领导风格或行为随着时间的推移会保持稳定，并有望与冲突管理风格显着相关（Hendel，2005）。

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