The relationship between individual differences and conflict handling styles

This research examined the relationships between employees' differences and their conflict-handling styles. In this context, the effects of dark personality traits (narcissism, Machiavellianism, and psychopathy) and the Big Five personality traits (openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism) on conflict management styles were examined. Additionally, whether there were significant differences in employees' conflict management styles according to demographic characteristics was also examined. The study was conducted with 286 participants selected by convenience sampling method among public institution and private sector employees in Muğla province. Data were collected through surveys from participants. Personal Information Form, Rahim Organizational Conflict Inventory, Big Five Personality Inventory, and Dark Triad Scale were used for data collection. The obtained data were analyzed using the SPSS 21 software package. Independent Samples T-tests and ANOVA analyses were performed to examine if there were significant differences in conflict management styles according to demographic characteristics. Multiple regression analyses were conducted to examine the effects of dark personality traits and the Big Five personality traits on conflict management styles. Narcissism positively affected integrating, dominating, and accommodating styles; Machiavellianism positively affected dominating style; psychopathy negatively affected integrating style. Openness to experience positively influenced integrating, compromising, avoiding, and accommodating styles; extraversion and conscientiousness positively influenced integrating and dominating styles; agreeableness positively affected integrating, compromising, and accommodating styles. On the other hand, it was determined that conscientiousness negatively influenced avoiding style, and agreeableness negatively influenced dominating and avoiding styles. Moreover, neuroticism was found to have no significant effect on conflict management styles. As a result of the analyses related to demographic characteristics determined that integrating, compromising, and accommodating styles were significantly higher among male participants, and dominating style was significantly higher among participants working in the private sector and those in managerial positions.