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Politike i razmjena
Izvorni znanstveni članak
IDENTITY AS A FACTOR OF CONFLICT BEHAVIOR IN ORGANIZATIONS
; National Research University Higher School of Economics Faculty of Social Science Department of Public Administration and Department of Psychology Moscow Russina
; Business Psychologist, Pioner Estate Coompany Moscow, Russia
Puni tekst: engleski, pdf (429 KB)
Ivanova, N., Bikmetova, K. (2017). IDENTITY AS A FACTOR OF CONFLICT BEHAVIOR IN ORGANIZATIONS. DIEM : Dubrovnik International Economic Meeting, 3(1), 34-44. Preuzeto s http://hrcak.srce.hr/187321
The report addresses the issue of conflict management in business organizations. Conflicts accompany the business at all stages of its development. They are a way of overcoming hindering the development of contradictions in organizational, managerial, and interpersonal levels to reach a new level of relations. At the same time, the negative consequences of conflicts can lead to large losses of the organization's resources, especially if the conflict involves the people who make up the professional core of the organization.
Our study examined personal factors of conflict behavior of employees in a business organization according with business psychology approach (S, Benton). Special attention is paid to the professionals, people with a high level of professional identity. They have greater engagement, productivity in the organization. Theoretical basis: theory: an approach to professional identity (E. P. Ermolaeva), the author's model of social identity (N.L. Ivanova), social identity theory (H. Tajfel, J.C. Turner), model of conflict behavior(T. Kilman), and model of conflict behavior (N.I. Leonov).
The results showed that employees who have actualized professional identity in a conflict situation tend to choose the strategy of competition and cooperation. They almost do not resort to avoidance and adaptation. At the same time, employees with basic and complex identities choosing strategies of behavior in conflict: compromise and collaboration. Professionals show trends of defending its position, a stiffer behavior in the conflict. We think that these results can be useful for business management, especially organizations that are involved in high-level professionals. The results allow us to see new aspects in conflict between employees, develop training programs and staff development, and improve internal communication. The data obtained can be considered as a pilot to build new hypotheses and further research on a broader sample and with the use of experimental procedures.
professional identity; conflict behavior; conflict management; business psychology
Hrčak ID: 187321
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