Research On The Construct Model Of Handling Interpersonal Conflict And Influence Mechanisms

This research explored the mode of handling interpersonal conflict, and its influence on employees'behavior and action mechanisms. To construct a theoretical model of conflict management to an enterprise, this research surveyed employees in Taiwan and used of a questionnaire survey method to collect data. It applied the statistical methodologies of exploratory factor analysis (EFA), confirmatory factor analysis (CFA), analysis of variance (ANOVA), and the structural equation model (SEM), as well as correlation and regression analysis. Base on appropriate research methods and sufficient samples, it provided a scientific theoretical basis for conflict management in an enterprise. Therefore, certain contributions exist in both theory and practice in this research.The results of this research are summarized as follows:1.The modes for handling interpersonal conflicts among employees in Taiwan are:(1) There are four reaction modes in handling interpersonal conflicts with the boss:patience, communication, evasion, and appeal.(2) There are six reaction modes in handling interpersonal conflicts with colleagues:harmonization by third-party, estrangement, harmonization by superior, communicating and dispelling, patience, and the insistence on one's own idea.(3) There are four reaction modes in handling interpersonal conflicts with subordinates:listening, punishment, snub, and persistence.(4) There are four reaction modes in handling interpersonal conflicts with company policies:actively putting forward opinion, resistance and bringing pressure, acceptance and adoption, and perfunctoriness. 2.There were three aspects explored in this research according to the survey, including the factors that influence the modes of handling interpersonal conflicts, the influences of modes of handling interpersonal conflicts on effect variables, and the influences on the mediator and modulation variables.3.There exist certain differences in demography and organizational characters using the modes of handling interpersonal conflict.In this research, the third variable between handling interpersonal conflict and outcome variables was developed and explored, this was rarely identified in similar studies.