The impact of group-oriented values on choice of conflict management styles and outcomes: an empirical study in Turkey

Abstract

Globalization has led to increased attention to cultural diversity in workforces and its influences on organizational practice. This study examines group-oriented values and their impact on choice of conflict management styles as well as on conflict resolution outcomes in Turkey. Using a sample of 315 managerial personnel from various public and private organizations, this study shows that norms of subordination of personal needs to group interests and beliefs about the effects of personal pursuit on group productivity are the most important predictors of choice of conflict management styles in Turkey. In addition, dominating and obliging styles are associated with individual profits in actual conflict resolution process and integrating style is the primary determinant of satisfaction and relationship building in conflict management. Managerial implications are then discussed on diversity and conflict management training for effective international human resources management.

Keywords:

• conflict management
• cultural diversity
• globalization
• Turkey
• value

Acknowledgement

This study was partially supported by a Standard Research Grant of the Social Sciences and Humanities Research Council of Canada (SSHRC #410-2009-0271) and a grant from the National Natural Science Foundation of China (Grant #: 71073040).