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Intentions for cooperative conflict resolution in groups: An application of the theory of planned behavior

机译：小组合作解决冲突的意图：计划行为理论的应用

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Purpose - The purpose of this study was twofold: first, to test to what extent a cooperative conflict management style can be related to attitudes, norms and perceived volitional control. Second, because conflict resolution is an activity that unfolds at the team level, the validity of the theoretical model was tested at the team level of analysis. The aim was to extend the understanding we have on antecedents of conflict management styles and to build a bridge between two different levels of analysis. Design/methodology/approach - This was done by building on the theory of planned behavior, which, to the authors' knowledge, has neither been related to organizational behaviors nor to small group dynamics. A questionnaire was distributed to subjects that have experienced working together in teams. In total, 131 team members (grouped in 33 teams) provided answers on the key concepts of the model. Findings - First, perceived norms and high volitional control relate to individuals' intentions to engage in cooperative conflict management activities, with intentions not mediating to role of norms on behavior. Second, at the team level, a high level of perceived norms relates to a higher occurrence of a cooperative resolution style. Additionally, high diversity on the attitudes over the value of this style negatively impacts its occurrence. Research limitations/implications - This study offers a cross-sectional image of an important process in the team. Additionally, relying on the subjects' self-reports represents a limitation in the current study, considering the goal of the model is to predict behavior. Future research could address this, and additionally, consider team characteristics or individual traits that could add to the model of planned behavior. Originality/value - This paper adds to the literature as an attempt the bridge individual level constructs team-level processes. Moreover, it provides evidence for potential antecedents of conflict management styles. This latter contribution can be relevant for practitioners as well, that could invest in the institutionalization of favored resolution style to benefit from it.
机译：目的-这项研究的目的是双重的：首先，测试合作冲突管理方式在多大程度上可以与态度，规范和感知的意志控制相关。其次，由于解决冲突是在团队级别开展的一项活动，因此在团队分析级别测试了理论模型的有效性。目的是扩展我们对冲突管理样式的先例的理解，并在两个不同分析层次之间架起一座桥梁。设计/方法/方法-这是基于计划行为的理论来完成的，据作者所知，计划行为既与组织行为无关，也与小组动态无关。已向有团队合作经验的受试者分发了调查表。总共131个团队成员（分为33个团队）对模型的关键概念提供了答案。调查结果-首先，感知规范和高度自愿控制与个人参与合作式冲突管理活动的意图有关，其意图不影响行为规范的作用。其次，在团队层面，较高的感知规范与合作解决方式的更高发生有关。此外，对这种风格的价值态度上的高度差异也不利于其出现。研究局限性/含义-这项研究提供了团队中重要过程的横截面图。此外，考虑到模型的目的是预测行为，依赖于受试者的自我报告是当前研究的局限性。未来的研究可能会解决这个问题，此外，还要考虑可能会增加计划行为模型的团队特征或个人特征。原创性/价值-本文作为桥梁个人层面构建团队层面流程的尝试而添加到文献中。而且，它为冲突管理风格的潜在先例提供了证据。后一个贡献也可能与从业者相关，他们可以投资于有利的解决方式的制度化以从中受益。

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