HOW CONFLICT MANAGEMENT STYLES PREDICT THE ORGANIZATIONAL TRUST AND JOB SATISFACTION? A CROSS SECTIOANAL STUDY

Abstract

ABSTRACTThe main purpose of this study is to explore the effects of conflict management styles such as integrating, compromising, avoiding, dominating, obliging on organizational trust and job satisfaction of white-collar workers. In accordance with this purpose, data were collected from 171 participants working in 11 companies which are mainly operating in finance, manufacturing, logistics, iron and steel, food sectors in İskenderun and Adana in Turkey. The correlation analysis results of the research revealed that conflict management styles have statistically significant relationships with organizational trust and job satisfaction. Results indicated that integrating, obliging, compromising have statistically significant and positive relations with organizational trust. Furthermore, regression analysis results revealed that integrating, obliging and avoiding have positive effects on job satisfaction whereas compromising and dominating have negative effects. Another important finding of the research is that organizational trust has a positive effect on job satisfaction.The main purpose of this study is to explore the effects of conflict management styles such as integrating, compromising, avoiding, dominating, obliging on organizational trust and job satisfaction of white-collar workers. In accordance with this purpose, data were collected from 171 participants working in 11 companies which are mainly operating in finance, manufacturing, logistics, iron and steel, food sectors in İskenderun and Adana in Turkey. The correlation analysis results of the research revealed that conflict management styles have statistically significant relationships with organizational trust and job satisfaction. Results indicated that integrating, obliging, compromising have statistically significant and positive relations with organizational trust. Furthermore, regression analysis results revealed that integrating, obliging and avoiding have positive effects on job satisfaction whereas compromising and dominating have negative effects. Another important finding of the research is that organizational trust has a positive effect on job satisfaction.