Conflict Mode Instrument Research Articles

The influence of Emotional Intelligence in the choice of conflict resolution strategy

The purpose of this article is to examine the need for emotional intelligence (EI) in conflict resolution and workplace. Based on the review of emotional intelligence models, we aimed to comprehend the ability to resolve the effect of conflict and the process of regulation and processing of conflicts. Data were collected from a total of 280 university employees through Emotional Quotient Inventory (EQ-i 2.0) and Thomas-Kilmann Conflict Mode Instrument (TKI). The results showed that the categories most frequently used by the participants were 'Accommodation’, ‘Avoidance' and 'Compromise'. Women are among those who have used this kind of conflict resolution most. Additional results revealed significantly higher EI levels in females, a positive relationship between emotional intelligence and social intelligence, positive emotional intelligence in the Social Sciences department, and the significant impact of emotional intelligence on conflict resolution styles.The present article reported the impact of emotional intelligence on conflict resolution models, including the role of administrative staff in the Albanian context.

The Influence of Emotional Intelligence in the Choice of Conflict Resolution Strategy

The purpose of this article is to examine the need for Emotional Intelligence (EI) in conflict resolution and the workplace. Based on the review of emotional intelligence models, we aimed to comprehend the ability to resolve the effect of conflict and the process of regulation and processing of conflicts. Data was collected from 280 university employees through the Emotional Quotient Inventory (EQ-I 2.0) and the Thomas-Kilmann Conflict Mode Instrument (TKI). The results showed that the categories most frequently used by the participants were 'Accommodation', 'Avoidance', and 'Compromise'. Women are among those who have used this kind of conflict resolution the most. Additional results revealed significantly higher EI levels in females, a positive relationship between emotional intelligence and social intelligence, positive emotional intelligence in the Social Sciences Department, and the significant impact of emotional intelligence on conflict resolution styles. The present article reported the impact of emotional intelligence on conflict resolution models, including the role of administrative staff in the Albanian context.

MANAGING CONFLICT TO INCREASE ORGANIZATIONAL EFFECTIVENESS

Conflict is an unavoidable element of human interactions. Within the framework of business organizations, the ability to effectively resolve conflicts remains pivotal to preserving a pleasant and productive work environment. The present work looks at the definitions of conflict that enlist its key factors and shows how conflict is inherent in human interaction in their workplaces. This paper highlights the common types of conflict usually exhibited in organizations and examines the sources and causes of conflict. This study considers in detail six theories on managing conflict, including Thomas-Kilmanns Conflict Mode Instrument (TKI), Integrative Negotiation Theory, Interest-Based Theory (Fisher & Urys Principled Negotiation), Mediation and Third-Party Interventions, Conflict Transformation Theory, and Cultural Intelligence and Cross-Cultural Conflict Resolution Theory. Towards the end, some steps and strategies have been shared to resolve conflicts and increase organizational effectiveness, as suggested by various researchers. KEYWORDS: conflict, theories of conflict management, organizational effectiveness, strategies for managing conflicts.

Raising Students’ Self-Awareness of Their Conflict Communication Styles: Insights from an Intercultural Telecollaboration Project

Intercultural communication is often affected by conflicts, which are not easy to resolve, mainly due to the clash of conflict communication styles. Direct/indirect ways to approach conflicts, emotional display/control, the ability to empathize and consider perspectives of others, cultural conventions, previous experiences with conflict, cooperativeness, and many other factors determine our conflict communication styles. It is important to acknowledge, though, that these styles are learned and are not rigid. They can differ depending on the context and situation. This article reports the results of an intercultural telecollaboration project, drawing on four sources of quantitative and qualitative data, i.e., the results of assessments conducted with the Interpersonal Reactivity Index, the Toronto Empathy Questionnaire, and a Conflict Styles Assessment based on the Thomas–Kilmann Conflict Mode Instrument, as well as students’ critical self-reflective feedback. The data were collected at a Mid-Atlantic minority-serving university from undergraduate students, who were invited to explore their conflict communication styles through a series of activities and then reflect on their experiences and the insights gained during this intercultural telecollaboration experience. As a result of this pedagogical intervention, most of the participants not only became aware of their conflict communication styles but also developed their empathy and ability to intervene to defend others who are discriminated against or attacked verbally.

Evolution of conflict management style during first year of paediatric residency.

First-year residents frequently encounter conflict during their training. Residents' conflict management strategies can influence patient safety, quality of care and perceptions of performance on competency evaluations. Existing literature inadequately describes how first-year resident conflict management styles evolve over time. The objective of this study is to assess if and how conflict management styles change during first year of paediatric residency in the United States. In 2021-2022, we conducted a non-experimental, longitudinal, survey study of first-year residents from 16 US-based paediatric residency programmes. Using the Thomas-Kilmann Conflict Mode Instrument, we scored first-year residents' use of five conflict management modes twice, 6 months apart. We calculated the percentage of first-year residents who experienced a change in predominant conflict management mode and assessed for changes in score and variance for each conflict management mode. Fifty-seven (18%) first-year residents participated in the first survey. Of those, 45 (14%) also completed the follow-up survey. Nonresponse bias analysis showed no significant difference in scores for early and late respondents or for second-survey respondents and non-respondents. Half of respondents experienced a change in predominant conflict management mode, but the distribution of predominant modes remained largely unchanged. When residents changed modes, they typically moved from one low-assertiveness mode, such as avoiding or accommodating, to the other. Only the use of the compromising conflict management mode significantly decreased. Variance did not significantly change. The overall lack of change in conflict management style may suggest the need for specific and focused educational interventions to help residents adjust their conflict handling strategies.

New value creation and family business sustainability: Identification of an intergenerational conflict resolution strategy

Unresolved tensions frequently lead to the failure of family businesses. Parents and their children should be able to work together to resolve protracted problems. This study intends to explore the intergenerational conflict resolution strategy in an effort to develop new family business values and ensure the sustainability of family enterprises. The respondents in this study were 152 family business owners in Eastern Indonesia. The analysis used is PLS-SEM. The results of this study indicate that creating new value requires three intergenerational conflict resolution strategies: intergenerational collaboration, accommodation, and forcing. The results of this study also show that a family business that is able to create new value will be able to have an impact on the sustainability of the family business. This study contributes to the Thomas-Kilmann conflict mode approach, wherein the Thomas-Kilmann conflict mode instrument method leads to the creation of new values and sustainability in family enterprises.

Emotional Intelligence and Modes of Conflict Management of Employees of Different Age Groups

Business organizations need to sustain their performance in ever increasing volatile business environment. Human Capital is the key to business success. Managing human recourses requires vital knowledge and information on human behaviours. This article presents Emotional Intelligence and Conflict handling behaviour of employees of different age groups. The study was undertaken in automobile and information technology industries in Chennai to measure among the employees the impact of age on emotional intelligence and conflict management. Emotional Quotient Test (Chadha, 2006), Thomas –Kilmann Conflict Mode Instrument (1974) were used for collecting data and statistical tests were used for analysis. Data analysis revealed that employees above 35 years of age had emotional maturity compared with other age groups. In handling conflicts, a pattern emerging from the study was identified: employees below 25 years of age were unassertive, employees between 30 -35 years of age were collaborative and employees above 35 years of age were competing.

Интеллектуальный диалог в творческом мышлении (на материале анализа создания изобретений)

One of the topical issues in the psychology of thinking is the study of conditions for successful solutions of creative tasks and problems. They include the intellectual dialogue. In this context, the authors conducted an empirical study of the intellectual dialogue in creative thinking as a condition for successful problem solving. The study was based on the theory of problem situations and structural level theory. The purpose of the research was to study the forms and functions of the intellectual dialogue at different stages of solving creative problems. Hypotheses: the functions and forms of the intellectual dialogue are related to the stage of solving a creative problem; specific features of creative problem solving determine those personal characteristics of the subjects being co-authors of the intellectual dialogue that are significant for achieving a solution. The study was carried out on a sample of inventors, various specialists in the scientific and technical field of Azerbaijan and Russia, patent holders (N = 17) aged 42 to 80 years old, (65% of males, 35% of females). The researchers used the original methodology (by F. S. Keberlinskaya, A. A. Matyushkina) that is aimed at assessing the forms and functions of the intellectual dialogue with the help of the thinking personalities’ ‘roles’ (Ch. M. Gadzhiyev) in relation to the process of creating their own inventions at its various stages. Diagnostics of personal characteristics was carried out with the help of the “Five-Factor Personality Model Questionnaire” (Robert R. McCrae, Paul T. Costa) adapted by A. B. Khromov, and the test by K. Thomas “Conflict Mode Instrument” (Kenneth W. Thomas, Ralph H. Kilmann) adapted by N. V. Grishina. The results show that the intellectual dialogue performs different functions correlated to the stage of problem solving in the process of creative problem solving that leads to a new invention at the level of discovery in the scientific and technical field and its later implementation in practice. At the stage of problem statement, the internal dialogue is significant for the author of the idea. This dialogue serves to understand the meaning of the problem as potentially solvable. At the stages of hypothesizing and developing final solutions, the role of an external dialogue is essential. This dialogue performs the functions of providing additional information and synthesizing it from different fields of knowledge.

Changes in expeditioners' personality measures during 1 year Antarctic expeditions

AbstractThe extreme working and living conditions at Antarctic stations cause numerous psychological changes in expeditioners. However, research on the changes in expeditioners' personality traits is virtually non-existent. Therefore, the present study aims to determine the changes in expeditioners' personality measures during 1 year Antarctic expeditions. This study examined 56 expeditioners working at the Ukrainian Antarctic Akademik Vernadsky station (52 men, 4 women; ages 20–63 years, M = 38.12, SD = 10.01) who participated in five annual expeditions between 2016 and 2021. The Ukrainian adaptations of four measures were used: the Thomas-Kilmann Conflict Mode Instrument, the Eysenck Personality Questionnaire, the Leonhard-Schmieschek Questionnaire and the Leary Interpersonal Checklist. During 1 year Antarctic expeditions, 8 of the 26 indicators used to describe expeditioners' personality measures changed significantly (P < 0.001–0.1). These indicators belonged to three of the four measures used in the study and were assessed as personally unfavourable. They included increased psychoticism and competing, managerial-autocratic, aggressive-sadistic, responsible-hypernormal, competitive-narcissistic and self-effacing-masochistic styles and a decreased accommodating style. Based on these results, promising areas for further research that could improve psychological selection, training and work for Antarctic expedition personnel are outlined.

MANAGEMENT OF INTERPERSONAL CONFLICTS IN THE STUDENT ENVIRONMENT: THE RESULTS OF IMPLEMENTING THE TRAINING COURSE

The topic of interpersonal conflicts in the student environment is relevant, as evidenced by the observation and the results of the experiment. Conducting surveys and applying psychological tests in the experiment revealed a negative perception of conflicts by students, low and medium levels of emotional intelligence, and the use of avoidance and competition styles of behaviour in a conflict. To achieve the goal of the pilot experiment, a questionnaire developed by the authors was used: "The perception of conflicts by students". The obtained results formed the basis of the training course "Management of interpersonal conflicts in the student environment." The purpose of the formative experiment was to develop, organize and evaluate the effectiveness of the course implementation. The methods of empirical research (survey, testing, observation, active learning methods) were used in the work and methods of mathematical statistics (Student’s t-distribution). The total sample size was 214 university students (aged 18–22). At the formative stage, 40 students were involved (experimental group – 20 students who did the course on managing interpersonal conflicts in the student environment; and a control group – 20 people who were not involved in the course). The design and content of the training course are based on the structure of the conflict management model, which includes the following components: 1) cognitive; 2) emotional; 3) behavioural (Mayer, 2012). A set of psychological methods was selected to study interpersonal conflicts in the student environment at the cognitive, emotional, and behavioural levels. To determine the students’ perception of the conflict, an Express exercise on associations was used for each letter of the word Conflict. The “Know your EQ” test was used to measure the emotional intelligence quotient. In our work, we also used the Thomas-Kilmann Conflict Mode Instrument (TKI test), a description of behaviour in conflict situations. Measuring the effectiveness of the implementation of the training course "Management of interpersonal conflicts in the student environment" was carried out through the repeated application of methods and the feedback from the course participants. The duration of the course is 70 academic hours: 14 lessons (56 academic hours), an exam – 4 hours, and 10 academic hours of extracurricular work (preparing a project, journaling, etc.). The following interactive techniques were used: the method of incomplete sentences, pair and group work, brainstorming, case studies, role-plays, interviews, miming, retrospective, mini-lectures, reflection sessions. Improvement of the test results at the cognitive, emotional and behavioural levels and positive feedback from the students confirm the effectiveness of the course "Management of interpersonal conflicts in a student environment". Our study, despite its detailed theoretical analysis, valuable results of the experiment, does not reveal all aspects of the problem of interpersonal conflicts in the student environment of higher educational institutions. This work can serve as a basis for further cross-cultural research.

Choice of conflict resolution strategies in negative emotional states

The article presents the results of checking the hypothesis that the choice of conflict resolution strategy depends on the negative emotional states (anxiety, frustration, aggression, rigidity). The Rosenzweig Picture-Frustration test, «Anxiety. Frustration. Aggression. Rigidity (AFAR)» test, Thomas-Kilmann Conflict Mode Instrument (TKI) have been used for diagnosis of participants` psychological features. Students of Ukrainian universities have formed the sample. Correlational analysis was performed (SPSS 17.0) to identify the associations between emotional states and behavioral reactions. An association has been established between the state of rigidity and the application of the competing strategy (negative), avoiding (positive); between the state of frustration and the frequency of application of competing (negative), accommodating (positive). The results showed that the possibility of implementing a strategy of avoiding in a state of rigidity is associated with unpreparedness for extrapunitive reaction and expectations that the situation will resolve itself (impaunitive reaction). Therefore, the connections between negative emotional states and the choice of poorly productive conflict resolution strategies may depend on protective mechanisms that are activated in a state of frustration.

Physician-nurse conflict resolution styles in primary health care.

AimTo examine the conflict resolution styles used in the physician–nurse teamwork in primary health care, depending on individual characteristics, contextual factors, and organizational and sociocultural contexts.BackgroundConflicts significantly affect the quality of healthcare services and staffing challenges, and consequently the performance and efficiency of organizations. Their management plays an important role in any healthcare organizations and deserves the attention of researcher's healthcare management and team leaders.DesignA descriptive, cross‐sectional, correlational design.MethodThomas–Kilmann Conflict MODE Instrument was used on a sample comprising 173 nurses and 125 physicians working in teams at the Community Health Centre Ljubljana, Slovenia, in 2018.ResultsThe most predominant conflict resolution styles were compromising and avoiding, followed by accommodating, collaborating and competing. The predominant resolution style among nurses was avoiding, and among physicians was compromising. There were statistically significant differences in the conflict resolution style according to gender (χ 2 (1) = 0.035, p < .059), education (χ 2 (1) = 0.014, p < .05) and tenure (χ 2 (1) = 0.025, p < .05).ConclusionOur research results differed from those of other studies, possibly due to the difference in the sample and research setting. They indicated that the specifics of work and situation significantly moderate conflict in healthcare organizations.ImpactThe established divergence of results indicates the need for future research on conflict in healthcare settings to more consistently consider the situational context and the role of management and/or leadership.

Relationship betwwn Interpersonal Distress and Interpersonal Conflict Management Modes among College Students

Objective To explore the status of college students' interpersonal conflict management modes and interpersonal distress, and analyze the impact of interpersonal conflict management modes on college students' interpersonal distress. Methods 471 college students in Guangdong Province were randomly selected through Internet recruitment. They were investigated with Interpersonal Comprehensive Diagnostic Scale for College Students (ICDS) and Thomas-Kilmann Conflict Mode Instrument (MODE). Results ⑴ The total score of ICDS was (13.49±3.41); The scores of competition, cooperation, compromise, avoidance and accommodation were (7.83±1.40), (6.06±1.58), (6.59±1.37), (5.18±1.25) and (5.67 ±0.94), respectively. (2) There was a significant correlation between the score of each dimension of MODE and the total score of ICDS and the scores of following three dimensions of conversation, making friends and dealing with people (|r| =.175 to .483, all P &lt;. 01). ⑶ The results of multivariate stepwise linear regression showed that competition, avoidance and accommodation were positively correlated with the total score of ICDS（β= . 483, . 461, . 175, all P &lt;. 01), and cooperation and compromise were negatively correlated with the total score of ICDS (β=-.311, -. 298, P &lt;. 01). Conclusion The interpersonal distress of college students is obvious, and their interpersonal communication ability needs to be improved. The interpersonal conflict management mode may be one of the main influencing factors of college students' interpersonal distress.

Conflict Management Styles and Resiliency among Nursing students from different cultures

Background: Nursing students are exposed to various types of conflicts while studying at the university. Their conflict resolution strategies and their resilience to such conflicts may be influenced by many factors, including culture and ethnicity. The aim of study was to assess conflict management styles and resiliency among nursing students from different cultures. Setting: faculty of Nursing affiliated to the Modern University for Technology and Information. Research design: A cross sectional design was conducted on a sample of 162 Egyptians and 54 Nigerian nursing students during academic year 2018/2019.Tools of data collection: Conflict mode instrument and resiliency questionnaire. Results: the result revealed that Regarding types of conflict used by the nursing students in study groups, indicates, the inter-personal conflict was major in both groups the Egyptian students and Nigerian students, the Egyptian students highly used of compromising and competing (99.4%) while, Nigerian students highly used of compromising (98.1%), avoiding (98.1%) collaborating, Egyptian students high level in reflective/adaptive (91.4%) with subtotal of bounce back academic (77.8%), also subtotal of individual the Egyptian students high 94.4% and Nigerian students had a high level in individual education 94.4%. Moreover the Nigerian students have a high level in total resilience 87.0%, while the Egyptian students had low level in total resilience81.5%. Conclusion: The study findings demonstrate a high experience of various types of conflict, particularly the interpersonal type, among Egyptian and Nigerian nursing students, significantly more among the formers. The compromising conflict management style is the most commonly used by both, with more use of the competing style by Egyptians. The level of resilience is mostly high, with no significant differences between them. Hence, different cultures could influence the type of conflict and its management style. Recommendation: Training courses in conflict management strategies and resilience are urgently needed for all students (Egyptian and Nigerian students). Summer courses and co-curriculum activities need to be developed to help nursing students improve their conflict resolution strategies and utilized use of resilience.

Conflict Management Styles of Middle-level Academic Administrators: Input to Conflict Development Plan

Conflict is endemic to all human and organizational life. It is an inevitable part on organization due to its related situations of division of functions, role disparity, power assertions and limited resources. Conflict arises when two individual or factions are disputing or opposing deliberately or unintentionally. Similar to other organizations, educational institutions are prone to relational conflict over several differences.Thomas-Kilman Conflict Mode Instrument guided this research study (Thomas and Kilman, 1974). The five styles of conflict management devised by Thomas and Kilman are indispensable in the realization of this study. To assess the preference of the middle-level administrators of the Bulacan State University on how to deal with conflicts, assertiveness and cooperation are two key parameters were used resulting to five diverse styles: avoiding, compromising, accommodating, competing and collaborating (optional must be supported by the survey result). Keywords: Conflict , Educational institutions , Diverse style DOI: 10.7176/PPAR/11-10-01 Publication date: December 31 st 2021

Formation of constructive strategies of behaviour of primary school pupils in conflict with their peers

The article deals with the problem of primary schoolchildren’s conflict behaviour. The necessity of forming constructive strategies of children's behaviour in conflict through the implementation of the developed programme is shown. The results of ascertaining experiment conducted on a sample of 60 fourth-formers using the following diagnostic tools are presented – the method of Kenneth W. Thomas &amp; Ralph H. Kilmann’s Conflict Mode Instrument (in the adaptation of Natal’ya Grishina), expert assessment of the behaviour of schoolchildren in a conflict situation by pedagogues and parents, a questionnaire for teachers ‟Signs of conflict” by Yelena Lyutova &amp; Galina Monina). The analysis of the data showed that the majority of primary schoolchildren choose non-constructive behavioural strategies (adaptation, competition, avoidance), and also have an increased level of conflict, which indicated the feasibility of developing and implementing a programme for the formation of constructive behavioural strategies of pupils. 15 group sessions were conducted in the form of training using role-playing games, psychohymnastic exercises, mini-lectures, discussions, and situation analysis. The control experiment, as well as the use of mathematical statistics methods, showed the effectiveness of the work done – the presence of changes in the strategies of behaviour in conflict, in particular, pupils more often choose constructive strategies (cooperation and compromise) and less often destructive ones (rivalry and withdrawal), there was a decrease in the level of conflict.

SENGKETA LAHAN PEMBANGUNAN HUNIAN TETAP KOTA PALU

This study aims to determine the level of conflict escalation caused by land disputes for permanent residential development in Palu City, and also to find out what methods the Palu City government can use in overcoming this problem. The data collection method used in this research is literature study. The theory used to see the level of conflict escalation is to use the dynamics of conflict stages, which divides these stages into Latent Conflict (Conditions), Perceived Conflict (Cognition), Felt Conflict (Affect), Manifest Conflict (Behavior) and Conflict Aftermath (Condition). Meanwhile, to find out the methods that can be used by the Palu City government in overcoming this conflict, namely by using the Thomas-Kilmann Conflict Mode Instrument.&#x0D; The results of this study indicate that the conflict that occurs in land disputes for permanent residential development (huntap) III is not only a vertical conflict between the government and the community, but the horizontal conflict between the Palu City government and the Palu City DPRD is also seen in it. For this reason, the method that can be used in solving these problems is by conducting collaborative negotiations so that neither party is harmed, and also to show that the Palu City government pays attention to the aspirations of the community.

From inventories to inquiry: The use of leadership inventories in the context of an undergraduate research living-learning program.

Team research that is designed to maximize social impact first requires an in-depth understanding of self, values, personal characteristics, and collaboration. This article explores how leadership assessments and inventories can be utilized to enhance the development of the research process in the context of an intentionally scaffolded first-year course and the complementary curricula and team experience that follows. True Colors, Character Values Scale, Myers-Briggs Type Indicator, CliftonStrengths, and the Thomas-Kilmann Conflict Mode Instrument will be discussed in this article.

Self-harm and aggression in patients with anorexia nervosa

IntroductionAnorexia nervosa (AN) is a complex condition with high comorbidity.ObjectivesThis study aims to verify whether patients with AN are more aggressive towards themselves than towards others; namely, we measure the levels of autoaggressive/aggressive ideation, negative emotions regarding self/others, as well as self-harm behavior.Methods10 female patients with AN (2 of them also had bulimia nervosa) and 20 female participants of the control group were presented with Structured Interview, Rosenzweig Picture-Frustration Test (P‐F), Thomas-Kilmann Conflict Mode Instrument, Buss-Durkee Hostility Inventory, I-structural Test of Ammon, Boyko Communication Aggression Inventory, Boyko Self-directed Emotion Accumulation Inventory (BSEAI). Mann-Whitney U-test and Pearson’s correlation coefficient were used.ResultsTable 1Structured interview indicatorControl groupAN patientsSuicide attempts10%60%Self-harm behavior35%60%Piercing/tattoos20%50%Depression (self-report)40%90%There were no significant differences in aggression levels between groups. However, patients with AN showed less extrapunitive reactions: blaming others, requiring others to resolve the situation (P-F, р=0.013) and more intropunitive reactions: self-blame, feeling responsible/guilty for the situation (P-F, р=0.031). AN patients had more self-directed negative emotions and impulses (BSEAI, р=0.01), more self-harm behavior (see table 1). There were no correlations between autoaggression and aggression scales in the control group, but there were 9 correlations between them in the AN group (p&lt;0.05, r&gt;0.76).ConclusionsPatients with AN are more inclined to self-blame, negative ideas about themselves, self-harm behavior, but have the same aggression level as the control group. The interconnection of aggression and autoaggression is different in patients with anorexia nervosa compared to the control group.DisclosureNo significant relationships.

Comparison of the Attitudes of Dagestani and the Krasnodar Region Students to Mediated Conflict Resolution

The article presents the results of a socio-psychological study of students’ mindsets about mediated conflict resolution. By such mindsets, we understand a systematic development of personal readiness to conflict situations that involve the idea of a possible conflict resolution method, attitude and evaluation of such methods, as well as the readiness of implementing them in certain conflict situations with the help of different categories of intermediaries (including mediators). Empirical study sample: 159 university students (77 from Dagestan and 82 from the Krasnodar Region). Methods of empirical research: «The Thomas-Kilmann Conflict Mode Instrument (TKI)» (adaptation by N. V. Grishina); interview; questioning; list of personality traits of a mediator. Statistical methods: descriptive statistics, comparison method (Student’s t-test). The substantive differences in the cognitive, emotional and behavioural components of attitudes towards conflict resolution of the respondents of the compared groups were revealed. The Krasnodar Region students demonstrated the ability of independent conflict resolution, low importance of the social context, lack of understanding of the cultural mediation traditions, and a willingness to turn to professional mediators. Dagestani students are characterized by knowledge of traditional mediation practices and low readiness to turn to professional mediators. The role of the social environment and the social status of a mediator for them is high. The culturally determined preferences of different types of mediators in different conflict situations, the specificity of the students’ expectations of the mediator’s personality, his psychological and professional characteristics were revealed. The achieved results can be used to consider the ethnocultural properties of the conflict parties in the professional activities of mediators, their training and education. The research results can be also used for the organization and operation of mediation and psychological services at universities