The relationship between the perceptions of conflict action styles and organizational commitments of the teaching staff at the vocational schools

The biggest goal for organizations to achieve their goals is to increase the efficiency of the organization. The qualifications of the individuals in the organization can constitute one of the steps to achieve this goal. The communication of individuals with each other is another step. One of the most important factors that can affect the performance of individuals in organizations such as universities that can achieve their goals with only brain power is the communication of their employees with each other. In recent years, it is thought that the conflicts between individuals, especially in vocational colleges of universities, affect the commitment of individuals to universities. The purpose of this research is; it is to reveal whether the conflict management strategies used by the instructors have an impact on organizational adlisity and show differentiation according to the arguments. There are a significant number of research and summer products in the organization that have developed since the second half of the twentieth century on the management of conflict and conflict and have a modern understanding today. In this study, it will be examined using a scriptal screening model from research methods. The accessible universe of the research is 106 teaching assistants working in vocational schools of Aydin Adnan Menderes University. The study used the Conflict Action Styles Scale and Organizational Commitment Scale as a data collection tool. Statistical analysis was conducted with the IBM SPSS 25.0 program. In the analysis, identifying statistics are as frequency (f), percentage (%), average (XS), standard deviation (SS), minimum, and maximum values. In the study, parametric testing methods were first determined by caring for the distortion and flattening coefficients of whether the scales complied with the normal distribution hypothesis. Looking at the results of the study, it was determined that the distribution of the faculty members involved in the study in gender, age, civil status, education, academic title and the duration of the institution was examined and the regression model created for the specified purpose significantly in terms of conflict action styles, organizational commitment, and when other variables were kept constant, a unitincrease at the level of conflict action styles of the instructors increased by 0.183 at the level of organizational commitment. The conflict action styles of the instructors should be worked with different groups at the point of organizational commitment, opportunities should be given for other institutions, opportunities for employees to develop and rise themselves, the importance of taking opinions not only from academicians but also from other professions and to create organizational commitment should be known and studies related to conflict styles and organizational commitment should be carried out at various times.