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首页> 外文期刊>The International Journal of Productivity and performance management >Conflict resolution styles and personality: The moderating effect of generation X and Y in a non-Western context
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Conflict resolution styles and personality: The moderating effect of generation X and Y in a non-Western context

机译：解决冲突的方式和个性：非西方背景下X和Y代的调节作用

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Purpose - Conflict in the workplace creates a challenge for many of present day managers. The purpose of this paper is to explore the moderating effect of generations X and Y on the relationship between personality and conflict handling styles. Design/methodology/approach - The study is conducted using a sample of 199 employees working in the electronic retail sector in a non-Western culture. The five-factor model of personality traits is used to measure personality, while conflict styles are measured using Rahim's Organizational Conflict Inventory Ⅱ. Findings - Results indicate that generations X and Y moderate the relationship between specific personality traits and conflict handling styles. Research limitations/implications - This study investigated the moderating effect of generations X and Y on a sample of employees within the electronic retail service sector in Lebanon. It is recommended that future research examine such a relationship in other sectors and cultures for generalizability. Since generation Z (born in the late 1990s) will soon be entering the job market, further studies should include this cohort when investigating the relationships. Finally, for a deeper understanding of the relationship, it is advisable to use both qualitative and quantitative data collection methods. Practical implications - The understanding of what influences an individual's choice regarding his/her choice of conflict resolution styles is of great use to supervisors in general and human resource managers in particular. This will assist in developing training programs that help employees acquire the appropriate skills necessary to control their impulses in a conflict situation. Training should comprise conflict resolution and communication skills that could help bridge the gap between generations. Effectively managing generational conflict in the workplace can positively contribute to the level and frequency of future conflicts, which in turn, can lead to favorable organizational outcomes. Originality/value - Earlier research that examined the relationship between personality and conflict management styles have found varying results ranging from weak to strong relationships. The understanding of what influences an individual's choice of which management style he/she chooses is of great use for managers in general and human resource managers in particular. This study showed that the inconsistency could be the result of some factors that moderate this relationship. The age of individuals contributes to the strength or the weakness of the various relationships between personality and conflict handling styles. Findings suggest that generations X and Y do not moderate the relationships among the personality traits and the dominating and obliging conflict styles. They do, however, have varying moderating effects on the relationships between specific personality traits and the integrating, avoiding, and compromising styles.
机译：目的-工作场所的冲突给当今的许多经理带来了挑战。本文的目的是探讨X和Y世代对人格与冲突处理方式之间关系的调节作用。设计/方法/方法-这项研究是使用199名在非西方文化中从事电子零售行业的员工进行的。人格特质的五因素模型用来衡量人格，而冲突风格则使用拉希姆的组织冲突量表Ⅱ来衡量。研究结果-结果表明X和Y世代可以缓和特定人格特质与冲突处理方式之间的关系。研究的局限性/含意-这项研究调查了X和Y世代对黎巴嫩电子零售服务业雇员样本的调节作用。建议将来的研究检查其他部门和文化中的这种关系，以便于推广。由于Z一代（出生于1990年代后期）将很快进入就业市场，因此在研究这种关系时应进行进一步的研究。最后，为了更深入地了解这种关系，建议同时使用定性和定量数据收集方法。实际意义-对于个人上级主管，特别是人力资源经理而言，了解影响个人选择冲突解决方式的选择有很大帮助。这将有助于制定培训计划，以帮助员工掌握必要的适当技能，以控制他们在冲突局势中的冲动。培训应包括解决冲突和沟通技巧，以帮助弥合两代人之间的差距。在工作场所中有效地管理代际冲突可以为将来发生冲突的程度和频率做出积极贡献，进而可以带来有利的组织成果。原创性/价值-较早的研究检查了人格与冲突管理风格之间的关系的研究发现，结果从弱到强的关系不等。理解影响个人选择哪种管理方式的选择对于一般经理尤其是人力资源经理非常有用。这项研究表明，不一致可能是某些因素导致这种关系缓和的结果。个人的年龄有助于个性与冲突处理方式之间各种关系的强弱。研究结果表明，X和Y世代并没有调节人格特质与主导和强迫性冲突风格之间的关系。但是，它们确实会对特定人格特质与整合，避免和妥协的风格之间的关系产生不同的调节作用。

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