A Correlation Study of Self-Monitoring Trait and Age on Conflict Management Strategy with Higher Education Workplace Superiors

Conflict is inevitable, more pervasive today than ever, and resolving it has never been more difficult. Time spent managing conflict has nearly doubled since the 1980s and can take over 25% of a supervisor's time. Poor conflict management can increase absenteeism and costly turnover, decrease teamwork, creativity, productivity, and profits, and may lead to costly employee litigation. The purpose of the quantitative correlational study was to examine predictive relationships between self-monitoring trait (SMT), age, and three conflict management strategies: (a) solution-oriented, (b) non-confrontational, and (c) control strategies with superiors in the workplace and whether age moderates any relationships between these variables. Electronic distribution of 365 surveys to full time faculty and staff at Embry-Riddle Aeronautical University with 107 respondents resulted in a 29% response rate using the Organizational Communication Conflict Instrument, Self-monitoring Scale, and demographic questions. Pearson correlation analysis and linear regression identified one significant negative relationship between SMT and solution-oriented conflict management strategy (CMS) (r = -.501; p<.05). SMT explained 25.1% of the variance of solution-oriented CMS (p<.05). Hierarchical regression revealed SMT and age were significant predictors of solution-oriented CMS (R2= .405; p<.05), and age moderated the impact of SMT on control CMS. SMT, when moderated by age, explained 19% of the variance of control CMS. Recommendations for professional practice include: (a) employer identification of the employee's preferred CMS, (b) training and development initiatives should emphasize differences regarding personal orientations, (c) SMT should be included in comprehensive models of organizational conflict, (d) CMS training for higher and lower self-monitors, (e) employers should consider age when developing or managing teams, (f) training and development initiatives should emphasize age and explicitly define roles and responsibilities for all ages, and (g) solution-oriented strategies should be taught throughout the organization regardless of age. Recommendations for future research included (a) a quantitative correlation study with an expanded sample, (b) a correlation study of CMS with peers and superiors, and (c) a correlation study of personality traits.