Co-operative conflict management : an approach to strengthen relationships between foreign managers and Chinese employees

Research output: Journal PublicationsJournal Article (refereed)

11 Citations (Scopus)

Abstract

Cross-cultural researchers have recently argued the need to develop frameworks that can help a diversity of individuals overcome obstacles to work together productively. This study proposes that a co-operative, compared to a competitive and an avoidance, approach to managing conflict can strengthen relationships between foreign managers and Chinese employees. These relationships in turn facilitate trust and job commitment. Using the critical incident technique, Chinese employees in mainland China were interviewed on their interactions with their American and Japanese managers. Results support the hypotheses that co-operative, but not competitive or avoidance, conflict management helps employees and their managers develop quality relationships and strengthen trust and commitment. Co-operative conflict management may be an important way to overcome obstacles and develop effective relationships within and across cultural boundaries.
Original languageEnglish
Pages (from-to)271-294
Number of pages24
JournalAsia Pacific Journal of Human Resources
Volume45
Issue number3
DOIs
Publication statusPublished - 1 Dec 2007

Fingerprint

Conflict management
Managers
Employees
Avoidance
Mainland China
Critical incident technique
Interaction
Job commitment
Relationship quality

Keywords

  • China
  • Co-operative conflict management
  • Commitment
  • Relationships
  • Trust

Cite this

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title = "Co-operative conflict management : an approach to strengthen relationships between foreign managers and Chinese employees",
abstract = "Cross-cultural researchers have recently argued the need to develop frameworks that can help a diversity of individuals overcome obstacles to work together productively. This study proposes that a co-operative, compared to a competitive and an avoidance, approach to managing conflict can strengthen relationships between foreign managers and Chinese employees. These relationships in turn facilitate trust and job commitment. Using the critical incident technique, Chinese employees in mainland China were interviewed on their interactions with their American and Japanese managers. Results support the hypotheses that co-operative, but not competitive or avoidance, conflict management helps employees and their managers develop quality relationships and strengthen trust and commitment. Co-operative conflict management may be an important way to overcome obstacles and develop effective relationships within and across cultural boundaries.",
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author = "CHEN, {Yifeng, Nancy} and TJOSVOLD, {Dean William}",
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N2 - Cross-cultural researchers have recently argued the need to develop frameworks that can help a diversity of individuals overcome obstacles to work together productively. This study proposes that a co-operative, compared to a competitive and an avoidance, approach to managing conflict can strengthen relationships between foreign managers and Chinese employees. These relationships in turn facilitate trust and job commitment. Using the critical incident technique, Chinese employees in mainland China were interviewed on their interactions with their American and Japanese managers. Results support the hypotheses that co-operative, but not competitive or avoidance, conflict management helps employees and their managers develop quality relationships and strengthen trust and commitment. Co-operative conflict management may be an important way to overcome obstacles and develop effective relationships within and across cultural boundaries.

AB - Cross-cultural researchers have recently argued the need to develop frameworks that can help a diversity of individuals overcome obstacles to work together productively. This study proposes that a co-operative, compared to a competitive and an avoidance, approach to managing conflict can strengthen relationships between foreign managers and Chinese employees. These relationships in turn facilitate trust and job commitment. Using the critical incident technique, Chinese employees in mainland China were interviewed on their interactions with their American and Japanese managers. Results support the hypotheses that co-operative, but not competitive or avoidance, conflict management helps employees and their managers develop quality relationships and strengthen trust and commitment. Co-operative conflict management may be an important way to overcome obstacles and develop effective relationships within and across cultural boundaries.

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