Abstract
This study investigated interpersonal conflict that occurred on the job. Members of 36 superior-subordinate dyads representing 10 organizational subunits completed the Employee Conflict Inventory (ECI). An independent sample of employees ( N = 169) from the same subunits completed the Profile of Organizational Characteristics which was used to measure organizational climate. Results from the ECI indicated that dyad members held similar perceptions concerning the topics and sources of superior-subordinate conflict; technical and administrative issues were the most frequent topics, and differences in perception and knowledge were the primary reasons. Although perceptions of the other party's management of conflict were similar to the respondent's description of self, they differed significantly from the other's own self description. Conflict management was related to status differences as well as to attitudes toward conflict and corresponded to response styles predicted to emerge in consultative organizational climates.
Published Version
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