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Actual and Ideal Conflict Styles and Job Distress in a Health Care Organization 6

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Contributor(s): 5 6 [] |

Language: Unknown language code Summary language: Unknown language code Original language: Unknown language code Series: ; 46Edition: Description: Content type: text Media type: unmediated Carrier type: volumeISBN: ISSN: 2Other title: 6 []Uniform titles: | | Related works: 1 40 Warren A. Reich, Bonnie J. Wagner-Westbrook & Kenneth Kressel 6 []Subject(s): -- 2 -- 0 -- -- | -- 2 -- 0 -- 6 -- | 2 0 -- | -- -- 20 -- | | -- -- Conflict styles -- Job burnout -- Self-discrepancy -- | -- -- -- 20 -- --Genre/Form: -- 2 -- Additional physical formats: DDC classification: | LOC classification: | | 2Other classification:

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Action note: In: The Journal of Psychology: Interdisciplinary and Applied 141 (1) : January 2007. pp. 5-15 Summary: Other editions:

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Item type	Current location	Home library	Collection	Call number	Status	Date due	Barcode	Item holds
Book	PLM	PLM Periodicals Section	Periodicals	BF636.F22.2007 (Browse shelf)	Available		PER 1127AI

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Previous	BF1.P959t.2014 The narcissist in all of us.	BF1.P959t.2014 Just say it.	BF636.F22.2001 A Causal Model of Burnout Among Self-Managed Work Team Members.	BF636.F22.2007 Actual and Ideal Conflict Styles and Job Distress in a Health Care Organization	BF636.F22.2007 Distress in Response to Emotional and Sexual Infidelity: Evidence of Evolved Gender Differences in Spanish Students	BF636.F22.2007 Early Childhood Experiences and Current Emotional Distress: What Do They Tell Us About Aspiring Psychologists?	BF637.C6.J6.1988 Journal of Counseling Psychology.	Next

Abstract : Employees (N = 176) of a large metropolitan health care corporation completed the Thomas-Kilmann Conflict Mode Inventory (TKI; K. W. Thomas & R. H. Kilmann, 1974), and the authors computed scores on each of 5 characteristic conflict styles (competing, collaborating, compromising, accommodating, and avoiding). Respondents again completed the TKI, this time by identifying their ideal conflict styles. Participants also provided ratings of job distress and demographic information. Compromising and avoiding were the most strongly endorsed actual conflict styles, and avoiding was the most strongly endorsed ideal conflict style. Respondents viewed their ideal conflict style as more competitive, less collaborative, and more avoidant than their actual conflict style. Job distress did not correlate with actual or ideal conflict styles. However, participants whose actual conflict style matched their ideal conflict style reported lower distress, especially if they perceived a high level of destructive conflict in their work environment. Distress was also lowest for respondents in high managerial positions and respondents who had been in the organization for a short time. 56

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