İşlevsel çatışma yönetimi kapasitesinin arttırılması: Kamu Ar-Ge çalışanları için özelleştirilmiş bir eğitim programının rolü

This study was a quasi-experimental research, which aimed to understand the training needs of public Research & Development employees for effective conflict management, to develop customized conflict management training, and to exhibit the effects of receiving the customized training program and its persistency trend in comparison to receiving an alternative program as well as receiving no training. The study consisted of three phases: training development, training application, and training evaluation. The training development phase involved the examination of the prominent causes of conflicts and the opinions of R&D employees on effective conflict management skills. Qualitative data were gathered from 14 employees, 4 project managers, 3 professional trainers, and 2 academicians and analyzed by the MAXQDA program. The findings were employed in the development of a quantitative data collection tool and the tool was applied to 133 R & D employees (46 females and 87 males) by an online survey. The quantitative data were analyzed with SPSS 22 program and the findings were utilized in the development of the customized training program. Ninety six R&D employees were recruited by the convenience sampling method and grouped into three study groups; Experimental Group (13 females, 17 males), Control Group I (25 females, 8 males), and Control Group II (12 females, 21 males). During the training application phase, the experimental and control group members were provided with customized and non-customized training programs, respectively. This phase also involved the pre, post, and follow-up training measurements of the study groups. In the training evaluation phase, by using a mixed ANOVA method, the effects of the customized training program were investigated in comparison to receiving alternative training as well as no training. The results showed that receiving conflict management training (customized and non-customized) was effective in increasing functional conflict management skills. The scores of these groups were significantly higher than those of the group which received no training. Although the differences in the scores of the Experimental Group and Control Group I did not differ significantly in the follow-up training measurements, for Control Group II (received no training), conflict management scores were significantly lower.