Rahim Organizational Conflict Inventory Research Articles

Rahim Organizational Conflict Inventory: Instrumentation and Application for Extension Professionals

Conflict is inevitable in workplaces among people of all ages. Extension professionals have a unique position where in a single workday they may be engage with youth and volunteers, as well as colleagues and supervisors. Extension professionals may experience conflict with their stakeholders, volunteers, and supervisors; therefore, they must be able to understand conflict and conflict styles to navigate tense situations. The Rahim Organizational Conflict Inventory (ROCI) is an instrument that can be used to understand one’s interpersonal conflict management style. By having a strong understanding of conflict components and for utilizing the ROCI tool, Extension professionals can manage conflict well and reduce the likelihood of dysfunctional conflict destroying relationships, teams, and organizations.

Exploring the influence of tenacity, competence and spirituality on conflict management among youth in Malaysia

Purpose: Youths must overcome multiple challenges to adjust to a combative environment. Resilient individuals may overcome all negative thoughts and attitudes when confronted with difficulty. However, students who are unable to change or control the conflict will have a negative attitude throughout their lives. Thus, this study aimed to examine the influence of the resilience construct on conflict management among youths in Malaysia.
 Design/Methodology/Approach: This study used a quantitative approach through a questionnaire instrument involving a total of 533 respondents among youths comprising students of educational programme and novice teachers in the northern zone of Peninsular Malaysia. The Connor-Davidson Resilience Scale and Rahim Organizational Conflict Inventory (ROCI II) questionnaires were used in this study. The data was analyzed using Statistical Package for the Social Sciences (SPSS) version 28 and Structural Equation Model-Part Least Square, SmartPLS 4 software.
 Findings: The findings showed that there was an influence of the resistance dimension on conflict management. The findings also showed that tenacity and spiritual dimensions have an influence on conflict management. 
 Conclusion: Resilience is a skill that should be learned and possessed by each individual especially youths when facing life conflicts.
 Research Limitation: The data found in this study were based on questionnaires. The findings of the study were limited as they depended on the honesty and willingness of the respondents to answer the questionnaire.
 Contribute to the Literature: This study contributes to the existing literature that resilience constructs have influence on conflict management among youths.

INTRAGROUP CONFLICT AND COHESION IN INTERACTIVE SPORTS TEAMS

The aims of this study are to: (a) identify the most frequently used conflict management style; (b) determine the level of cohesion; and (c) examine the relationship between conflict and cohesion in interactive sports teams. The study was conducted on a sample of 205 professional sports players from interactive sports teams from Serbia (basketball, handball, water polo, volleyball, and football teams). The data was collected through the Rahim Organizational Conflict Inventory – II (ROCII – II) and the Group Environment Questionnaire (GEQ). In relation to all of the sports considered, the findings revealed high levels of all four dimensions of cohesion (Group Integration – Task, Group Integration – Social, Individual Attractions to the Group – Task, and Individual Attractions to the Group – Social). The study has shown a positive correlation between cohesion and the collaborative conflict management style, and a negative correlation between cohesion and the competing style. Cooperation proved to be the most frequently used conflict management style, and competing proved the least frequently used style in interactive sports teams.

The three–way interactions of gender, supervisor’s gender, and country on the strategies for managing conflict of millennials: an exploratory study in 10 countries

PurposeThis field study aims to investigate the interactive relationships of millennial employee’s gender, supervisor’s gender and country culture on the conflict-management strategies (CMS) in ten countries (USA, China, Turkey, Germany, Bangladesh, Portugal, Pakistan, Italy, Thailand and Hong Kong).Design/methodology/approachThis exploratory study extends past research by examining the interactive effects of gender × supervisor’s gender × country on the CMS within a single generation of workers, millennials. The Rahim Organizational Conflict Inventory–II, Form A was used to assess the use of the five CMS (integrating, obliging, dominating, avoiding and compromising). Data analysis found CMS used in the workplace are associated with the interaction of worker and supervisor genders and the national context of their work.FindingsData analysis (N = 2,801) was performed using the multivariate analysis of covariance with work experience as a covariate. The analysis provided support for the three-way interaction. This interaction suggests how one uses the CMS depends on self-gender, supervisor’s gender and the country where the parties live. Also, the covariate – work experience – was significantly associated with CMS.Research limitations/implicationsOne of the limitations of this study is that the authors collected data from a collegiate sample of employed management students in ten countries. There are significant implications for leading global teams and training programs for mid-level millennials.Practical implicationsThere are various conflict situations where one conflict strategy may be more appropriate than others. Organizations may have to change their policies for recruiting employees who are more effective in conflict management.Social implicationsConflict management is not only important for managers but it is also important for all human beings. Individuals handle conflict every day and it would be really good if they could handle it effectively and improve their gains.Originality/valueTo the best of the authors’ knowledge, no study has tested a three-way interaction of variables on CMS. This study has a wealth of information on CMS for global managers.

CONFLICT MANAGEMENT STYLES AMONG NURSES AT A TEACHING HOSPITAL, CHITWAN

Background: Nursing professionals are vulnerable to conflict due to nature of work, working environment and diversity of interaction. If conflict management is done properly adopting the effective conflict management style, it would enhance the job morale and promote the effective growth of any health institution. Hence, this study was aimed to find out the conflict management styles among nurses at a Teaching Hospital, Chitwan. Methods: A descriptive cross-sectional study design was used to identify the most preferred conflict management style among 50 nurses at a Teaching Hospital of Chitwan using non-probability convenience sampling method. The data was collected from 6th Dec 2020 till 19th Dec 2020 through self-administered questionnaire and standardized tool of Rahim Organizational Conflict Inventory II. The data analysis was done using descriptive statistics. Results: Among 50 respondents, the median age was 23.0 years. Regarding conflict management, among the five conflict management, collaborating style (4.17±0.38) was the most preferred one followed in rank order by compromising style (3.70±0.52), accommodating style (3.55±0.38), avoiding style (3.27±0.59) and competing style (3.06±0.77). Conclusions: The findings concluded that collaborating and competing style was the most and the least preferred conflict management style respectively while handling conflict among peers during clinical hours. Thus, it is important that nurse managers and hospital authority would pay attention towards promotion of effective conflict management style for nursing professionals through training and in-service education sessions.

Do informal groups threaten organizations? Comparing group conflict management styles with supervisors

This research aims to identify the role played by informal groups in organizational conflict. The existing literature mainly focuses on the effects of informal groups on the behaviors of employees, such as resisting management and disobeying instructions. However, studies that specifically measure how informal groups affect the behaviors of their members in handling conflicts with supervisors are lacking. This research uses quantitative methodology. Data were collected using the Rahim Organizational Conflict Inventory II survey. The participants were 316 workers in various American organizations. The results were analyzed using multivariate analysis of variance, one-way analysis of variance, Pearson’s correlation coefficient, and the two-samples z-test. The results show that employees who belong to informal groups use the dominating style more frequently than do employees who do not belong to informal groups. However, they do not always use dominating styles; occasionally, they tend to use compromising and integrating styles as well. Age has a significant impact on the relationship between informal groups and integrating and dominating styles. There is also a relationship between gender and avoiding style among employees who belong to informal groups. However, there is no preference for a certain conflict style among the three types of informal groups. The results have implications for management science, including human resources and organizational behavior. However, the research applications may be limited for employees in collectivist societies that are different from American (an individualistic society). The relationship between informal groups and conflict style with supervisors has not been studied before. Thus, this research focuses on not only the five conflict styles but also the influence of demographic variables to comprehensively understand this relationship.

Conflict Management Styles with Peers at Work: Gender and Levels of Education Differences

There is currently a growing need for workers, at different levels, to learn and develop new behaviors, namely regarding interpersonal relationships with co-workers. This article focuses on styles of handling interpersonal conflict between peers in an organizational context. In order to evaluate interpersonal conflict handling styles, the ROCI-II Rahim Organizational Conflict Inventory was used in a sample of 181 subjects from a Portuguese organization.

Impact of Communication Climate on Conflict Management Styles among Employees

Purpose: The quality of the relationship between people manifested by spoken and wordless messages refers to the communication climate. The approach of people about how to feel about each other generates the communication climate. When people perceive they are desirable so it builds the productive communication climate. A negative climate makes it difficult for people, because it is hard to communicate. The purpose of present study is to find out impact of communication climate on conflict management styles among employees.
 Method: The sample was consisted on N=295employees calculate by using G-power method. Employees were taken from different organizations of Multan .Communication Climate Inventory and Rahim Organizational conflict inventory were used to collect the data.
 Findings: The result shows that integrating and obliging styles of handling conflict are significantly correlated with supportive communication climate. The result also shows that dominating and avoiding styles are significantly correlated with Defensive communication climate.
 Implication: There is a significant impact of communication climate on conflict management styles among employees.

Conflict management as an organizational capacity: survey of hospital managers in healthcare organizations

PurposeThe purpose of this paper is twofold. The first objective is to outline the main theoretical framework on the conflict style phenomenon; the second purpose is to understand the conflict style in a sample of Medical Health Manager.Design/methodology/approachThe authors based this research on qualitative-quantitative analysis. This study starts with a survey questionnaire as a method to collect quantitative data. Therefore, the authors conducted a survey on the style of conflict management of hospital managers with subordinates. A modified version of the Rahim Organizational Conflict Inventory II (ROCI II) (Rahim, 1983) – Module B is used. This instrument is composed of 28 entries.FindingsThe results of this study offer a double perspective. From a theoretical point of view, the results highlight the main theoretical references related to conflict management. In particular, the main currents of study and the results of empirical evidence have been identified within organizational theory. The empirical part of this study, instead, offers a survey, carried out through the administration of the ROCI II – module B questionnaire.Originality/valueThis paper offers interesting food for thought on conflict management. In particular, it offers theoretical references on the subject and on the validation of the ROCI II - Form B model, in health organizations.

Fit or Being Fitted: Academic Institutional Managers' Conflict Management Styles

The beauty of society lies in the differences of opinions, and if this difference of opinion is constructive, society booms. The difference of opinions is also known as conflict of opinions. The study aimed to explore the practices and perceptions of different conflict management styles adopted by the different academic managers in the area of Southern Punjab. As the research problem is a current phenomenon and survey research design is most appropriate to achieve such kind of study. All Principals/Vice Principals and teachers of all public and private colleges of the Southern Punjab region were the populations of the study. By adopting a multistage sampling technique, the targeted sample was selected. Rahim Organizational Conflict Inventory (ROCI), designed by Rahim in 1983, was adopted to measure the conflict management styles of administrators and cross-check them with their subordinates. Data collection was done by the researcher personally. Collected data was feed in the Statistical Package for Social Sciences (SPSS) version 21 and got the results by the test of ANOVA. Based on the findings of the study in a tabulated form, observable suggestions were also designed.

Örgüt Otoritesine İtaat: Dezoort ve Roskos-Ewoldsen in İtaat Ölçeği nin Uyarlanması

Despite the comprehensive research on authority and authoritarianism in management and organization field, studies on submissiveness are rather scarce. Furthermore, no scale focusing on submission to authority in the workplace was adapted to Turkish to our knowledge. Nevertheless, determining the submission levels of employees to orders, including the inappropriate ones, would provide beneficial clues for an effective management process. In this context, this study aims to adapt Submissiveness to Organizational Authority Scale developed by DeZoort and Roskos-Ewoldsen (1997) into Turkish. A survey was conducted among 257 white-collar employees. The data was analyzed by using exploratory and confirmatory factor analyses. In order to assess construct (convergent and discriminant) validity of the scale, four different (sub)scales were used. These were Locus of Control Scale (Belief in an Unjust World), Authority Behavior Inventory (Respect for Institutional Authority), Rahim Organizational Conflict Inventory (Form-A, Obliging), and Dean's Alienation Scale (Normlessness). The findings of the study suggested that the scale is a reliable and valid measurement tool, consisting of 2 dimensions. The findings highlight the impacts of cultural and linguistic issues on the adaptation process.

Fit or Being Fitted: Academic Institutional Managers' Conflict Management Styles

The beauty of society lies in the differences of opinions, and if this difference of opinion is constructive, society booms. The difference of opinions is also known as conflict of opinions. The study aimed to explore the practices and perceptions of different conflict management styles adopted by the different academic managers in the area of Southern Punjab. As the research problem is a current phenomenon and survey research design is most appropriate to achieve such kind of study. All Principals/Vice Principals and teachers of all public and private colleges of the Southern Punjab region were the populations of the study. By adopting a multistage sampling technique, the targeted sample was selected. Rahim Organizational Conflict Inventory (ROCI), designed by Rahim in 1983, was adopted to measure the conflict management styles of administrators and cross-check them with their subordinates. Data collection was done by the researcher personally. Collected data was feed in the Statistical Package for Social Sciences (SPSS) version 21 and got the results by the test of ANOVA. Based on the findings of the study in a tabulated form, observable suggestions were also designed.

Conflict in the Classroom: How Teachers’ Emotional Intelligence Influences Conflict Management

Distinct studies showed a positive relationship between emotional intelligence and conflict management. However, there is a lack of research on how teachers’ emotional intelligence influences conflict management in the classroom. Since much more needs to be learned about how teachers' emotional skills related to classroom practice, this research has emerged, and the purpose went to examine how teachers’ emotional intelligence influences classroom conflict management. Moreover, it also was analyzed the relationship between gender, teaching experience and academic training with teachers’ emotional intelligence. The sample comprised of 382 Portuguese teachers. The Emotional Skills and Competence Questionnaire for Teachers, the Rahim Organizational Conflict Inventory II - Portuguese Version in School Context and a personal and professional data inquiry were been used as instruments. Structural equation modeling showed that teachers who tend to have higher levels of emotional intelligence employ more integrating and compromising strategies for conflict management, therefore constructively managing conflict in the classroom. In light of these findings, emotional skills programs should be included in teachers’ academic training to promote their emotional intelligence and give them tools to constructively manage classroom conflict.

The Structure of Conflict Styles in Adolescents

Abstract. This study examines the latent structure of the Rahim Organizational Conflict Inventory – II (ROCI-II) in several samples of secondary school students. Findings from earlier studies conducted in adult populations suggested that the instrument has a four- or five-factor structure; however, the exploratory factor analysis (EFA) in this study yielded a three-factor (integrating, dominating, avoiding) solution, with most of the items associated with a fourth factor (Obliging) failing to load as predicted. A confirmatory factor analysis (CFA) replicated the three-factor solution satisfactorily. A multiple-group CFA indicated that the ROCI-II showed invariant measurement properties in male and female students and corroborated the concurrent validity of the three-factor solution. The integrating factor was related positively to a measure of perspective taking but negatively to a measure of reluctance to participate. The avoiding factor was associated with a measure of reluctance to participate. We discuss the implications of the results for understanding the latent structure of the ROCI-II in adolescents.

Relationship between Conflict Management Styles and Job Satisfaction of Private Islamic Secondary School Teachers

Study aims to investigate about conflict management style and the job satisfaction among private Islamic school teachers. The data consisted of 136 samples from private secondary school teachers at Alor Setar district in Kedah. For acquiring the conflict management style, Rahim Organizational Conflict Inventory (ROCI-II) had been used and to gain the job satisfaction datum, the Teaching Satisfaction Scale (TSS) developed by Ho and Au in 2006 was used. The findings of this research revealed that style of compromising (r = 0.299, p < .01), obliging (r = 0.244, p < .05) and integrating (r = 0.208, p < .05) have a significant relationship with job satisfaction. All these styles give positive outcomes for both parties that lead to positive school outcomes and also to maintain the good relationship with the other parties. When school administrator implemented these three styles will keeps teachers happy and satisfied without any kinds of negative impact on their relations at school. Thus, school administrator must be knowledgeable and aware about the best style of conflict at school to lead more satisfaction because teachers like to be more compromise when handling conflict. This finding suggests that the conflict management affects job satisfaction but excessive and wrong in handling it is associated with diminishing job satisfaction.

Klaidingų įsitikinimų apie santykius poroje ir tarpasmeninių konfliktų sprendimo strategijų sąsajos jauno suaugusiojo amžiuje

Maintaining romantic relationships is one of the most important developmental tasks in young adulthood. Lower relationship satisfaction is associated with more expressed irrational relationship beliefs (Janjani, Momeni, Rai, & Saidi, 2017). According to the Rational Emotive Behavior Therapy, irrational beliefs should cause maladaptive behavior in conflicts. However, it is not clear how particular irrational relationship beliefs are associated with specific conflict resolution strategies in young adulthood. Purpose. The purpose of the study was to evaluate the link between irrational relationship beliefs and conflict resolution strategies in young adulthood. Method. 148 young adults (110 female, 38 male) having romantic relationships participated in this study. The irrational relationship beliefs were assessed with a questionnaire by R. J. Eidelson and N. Epstein (1982). Rahim Organizational Conflict Inventory – II (Rahim & Magner, 1995) was used to measure conflict resolution strategies. Results: The results showed that the more expressed irrational belief “Disagreement is destructive” was related to higher use of dominating and avoiding and lower use of integrating and compromising conflict resolution strategies in young adulthood. The more expressed irrational belief “Partners cannot change” was associated with lower use of integrating and compromising conflict resolution strategies in young adulthood. No links between the irrational belief “Partners cannot change” and avoiding conflict resolution strategy were found in young adulthood. The more expressed irrational belief “The sexes are different” was associated with higher use of dominating conflict resolution strategy in young adulthood. The more expressed irrational belief “Sexual perfectionism” was related to lower use of integrating conflict resolution strategy in young adulthood. Conclusions. Results of this study partially support Rational Emotive Behavior Therapy.[...]

The effect of emphatic tendency levels of nurses on their conflict resolution skills

The aim is to determine the effect of nurses’ emphatic tendency levels on their conflict resolution skills. The research was carried out with the participation of 228 nurses. The data were collected using a questionnaire consisting of 25 questions, Emphatic Tendency Scale and Rahim Organizational Conflict Inventory-II. Percentage calculation, one-way analysis of variance, Kruskal–Wallis test and Mann–Whitney U test are used for evaluating the data. A statistical relationship has been found between some of the sociodemographic and occupational characteristics of the nurses and their average score in quality of working life scale and Rahim Organizational Conflict Inventory (p < 0.05). In this study, a positive, moderate relationship has been found between Emphatic Tendency Scale and Rahim Organizational Conflict Inventory, dimension of Integration (p < 0.001). It is determined that Emphatic Tendency Scale score has a direct proportion to Rahim Organizational Conflict Inventory-II, dimension of Integration.Keywords: Nurse, quality of working life, professional attitudes in nursing.

Conflict management styles of nurse managers working in inpatient institutions: the case of Turkey.

The present study aimed to determine conflict-resolution styles of nurse managers working in hospitals where organisational conflicts are common, and factors affecting their styles. When conflicts and/or administrative problems are encountered at different levels of nursing services, nurse managers' communication skills and approaches play a key role in problem solving. This study was conducted in Sivas, a province in the eastern part of Turkey. The study sample involved 116 nurse managers working in inpatient institutions. Data were collected with the Sociodemographic Characteristics Questionnaire and the Rahim Organizational Conflict Inventory. Of the conflict-management styles, the one preferred by the participating nurse managers was collaborating, followed by compromising, avoiding, competing, and accommodating. However, age, educational background, length of service, and managerial experience were effective in determining the style of conflict resolution. It was concluded that nurse managers preferred the collaborating style to manage conflicts because it is a positive and effective conflict-management style, and that a variety of variables played a role in their decision to adopt this style. Conflicts have an adverse effect on the productivity, morale, and patient care of all the health care team, which might lead to a rapid turnover of employees or dissatisfaction. Using conflict-resolution strategies in the workplace will help maintain a healthy work environment.

Examination of the Relationship between Coaching Efficacy and Conflict Management Style in Soccer Coaches

The purpose of the present study was to examine the relationship between coaching efficacy and conflict management style of the soccer coaches. The sample included 224 male soccer coaches ranging in coaching experience from 2 to 15 years. The Coaching Efficacy Scale and The Rahim Organizational Conflict Inventory were used to measure coaching efficacy and conflict management respectively. Pearson correlation coefficient was calculated to examine the relationship among variables. Further, linear regression analyses with stepwise method were used to test the ability of the coaching efficacy to conflict management. Results indicated positive significant association between coaching efficacy and integrating conflict management. Moreover, coaching efficacy has been found to have ability to predict several conflict management styles. Based on the results obtained in the present study, it was concluded that soccer coaches may be more predispose to use certain conflict management styles depending on their coaching efficacy level.

Making conflict work

The relation between authentic leadership (AL) and conflict management is a topic that has not been extensively researched and merits further empirical examination. In this study, two hypotheses were tested: first, whether AL is positively correlated with active constructive conflict (ACC) behaviors, and second, whether the conflict management styles (CMSs) of the organization moderate the relationship between AL and ACC behaviors. Partial least square structural equation analysis was used to examine the responses of 65 leadership participants in a survey of management styles. The results supported the hypotheses. A statistically significant relationship was found between AL, as measured by the Authentic Leadership Questionnaire, and ACC behaviors, as measured by Thomas–Kilmann Instrument; CMSs, as measured by the Rahim Organizational Conflict Inventory, moderated this relationship. The implications of these findings are discussed in detail.