|
|
Thesis/Dissertation Information
- Degree Disciplines:
- Education
Notes
- Abstract:
- Given the importance of more international research due to many international influences affecting everyday life in different environments and the significant lack of critical research on cultural issues and influences within the HRD field, there is a demand for single country studies. Demand exists for single country studies that relate to the conflict management styles explaining how conflict is managed in local cultures. This study served a learning purpose as to what Peterson (1997) stated, “in both domestic and international environments, new sociocultural behaviors must be learned". Different conflict styles are portrayed within different orientations toward conflict of one individual, and different conflict styles resemble different combinations of traits such as cultural backgrounds, personalities, and contexts. The purpose of the study was to investigate to what extent can cultural orientations, vertical individualism, horizontal individualism, vertical collectivism, and horizontal collectivism orientation can predict the degree to which employees’ prefer dominating, integrating, obliging, avoiding, and compromising conflict management style with their supervisors in financial organizations in the Republic of Macedonia. The study adds to the knowledge that attempts to explain the relationship between cultural orientations and conflict management styles in an unexplored environment. The researcher utilized a purposive and convenience sampling technique to obtain a total of 85 participants employed in a financial organization in the Republic of Macedonia. Two instruments were utilized. Rahim Organizational Conflict Inventory-II measured individual's conflict management styles. The Individualism. Collectivism Scale measured the extent to which an individual expresses individualism and collectivism cultural orientation (horizontal and vertical dimensions). Pearson product-moment correlation coefficients were computed, and five multiple regression analyses were conducted to assess whether the cultural orientation explain the variance in each conflict management style. The results revealed that 25 percent of variance in compromising conflict management style, 25 percent of variance in integrating conflict management style, and 19 percent of variance in dominating conflict management style can be accounted for by the four independent variables, horizontal individualism, horizontal collectivism, vertical individualism, and vertical collectivism. Also, 11 percent of variance in dominating conflict management style can be accounted for by the three independent variables, horizontal individualism, horizontal collectivism, and vertical collectivism, and there is no multiple correlation between the four cultural orientations and the avoiding conflict management style. Given the results, recommendations for future research and implications for human resource development research and practice are discussed.
- Thesis:
- Thesis (Ph.D.)--Barry University, 2012.
- Bibliography:
- Includes bibliographical references (leaves 146-165).
Record Information
- Source Institution:
- Barry University
- Holding Location:
- Barry University Archives and Special Collections
- Rights Management:
- Copyright Irena Nikolovska. Permission granted to Barry University to digitize, archive and distribute this item for non-profit research and educational purposes. Any reuse of this item in excess of fair use or other copyright exemptions requires permission of the copyright holder.
- Resource Identifier:
- HM1126 .N55 2012_NikolovskaIrena ( BU-Local )
- Classification:
- HM1126 .N55 2012 ( lcc )
|
|
