Abstract:
In this study, I investigated the differences between a Western and a Middle Eastern sample of employees in their supervisory conflict handling styles. I also examined employees’ intention for organizational exit, tenure, age and size of organization. Statistical findings validate that supervisory conflict is positively related to employee turnover intention and that integrative conflict management styles such as problem-solving and compromise are preferred over other strategies in both nations. Finally, this study also found a noticeable difference between the amount of conflict experienced by the two groups and their differing preferences for the use of “forcing” in concession.
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