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Purpose – The purpose of this paper is to examine the impact of collectivism on conflict management styles in Turkey and to help conflict management researchers and practitioners better understand conflict and conflict management in an international context. Design/methodology/approach – Self-administered questionnaires with the ROCI scale were used in this study. Data were collected by surveying 244 managerial employees from both public and private organizations. Factor analysis and regression analysis were then used to explore the relationships between conflict management styles and different aspects of collectivism. Differences in demographic factors were also discussed. Findings – This study shows Turkish people are more likely to use collaborating style, instead of compromising or avoiding as expected from a collectivistic culture. Further, different aspects of collectivism have different effects on Turkish conflict management styles: the importance of competitive success leads to preferences for competing style; the value of working alone leads to less collaboration; the norms of subordination of personal needs to group interest are positively related to more collaborating and accommodating; and the beliefs of the effects of personal pursuit on group productivity are positively related to more compromising. Originality/value – While Turkey has become more important in world markets, very few studies have been conducted to explore Turkish conflict management styles. This paper examines the ranking of preferences in conflict management methods in Turkey, as well as the impact of collectivism on different conflict management styles, which extends the understanding of cross-cultural differences in conflict management. [ABSTRACT FROM AUTHOR]

Purpose This study aims to explore the impact of well-educated young Chinese employees’ notions of work on their conflict management styles in the increasingly turbulent workplace to help better manage work-related conflict in the time of transition in China.Design/methodology/approach Self-administered questionnaires were used to collect data from over 400 young Chinese employees. The data were first factor analyzed to explore the underlying dimensions of contemporary work notions in China’s transition period. Hierarchical regression analysis was then conducted to explore the relationship between dimensions of work notions and conflict management styles.Findings The results showed that well-educated young Chinese employees’ notions of work consisted of sense of control, fulfilling and rewarding, holistic concerns, personal growth and development and meaningfulness. The results further indicated that young Chinese employees with strong needs to satisfy individual interests in their work tend to use competitive methods to manage work-related conflicts, employees with strong needs to satisfy group interests in their work prefer to use collaborative methods and those who believe in collective efforts in achieving individual goals through group goals’ obtainment are more likely to use collaborative and compromising approaches.Originality/value This study provides a new perspective to manage work-related conflict in the Chinese context. The findings of this study are able to help enrich conflict management theories in China and suggest insightful conflict resolution approaches to work-related conflicts in China’s changing environment. This study also helps bridge the research gap between work notions and conflict management styles. The results of this study can greatly facilitate Chinese companies’ endeavors toward crafting a more innovative workforce and help improve employee performance in China’s transition to industrialization. [ABSTRACT FROM AUTHOR]