| Summary: | 博士 === 國立雲林科技大學 === 企業管理系 === 106 === This study examines the relationship between interpersonal conflicts (task and relationship conflicts) and two methods of conflict-handling styles (integrative dimensions and distributive dimensions) on employees’ job satisfaction of alliance companies. I propose that two methods of conflict-handling styles (integrative dimensions and distributive dimensions) have positive effects on employees’ job satisfaction and how to choose appropriate methods to cope with conflicts depends upon time and condition of the conflicts.
Questionnaires are distributed to employees who live in all over Taiwan and they had ever participated in the activity of business alliance.. The final valid samples are 216 persons. Once the data is collected, quantitative data analysis methods are used in analyzing and drawing conclusions.
The main findings of this study are: 1. No matter integrative dimensions or distributive dimensions, they have positive effects on employees’ coping with conflicts. Integrative dimensions are more appropriate to use on some strategic conflicts, while distributive dimensions are often to use on trivial conflicts of special projects. 2. Employees’ use of integrative dimensions to deal with conflicts has a more positive impact on employees’ job satisfaction than their use of distributive dimensions to deal with conflicts. Although there is no one best style for dealing with conflicts. Employees should select an appropriate style in accordance with specific situation to handle conflicts.
As to trust as a moderating variable, the data shows that it does have significant results. For alliances, achieving the mutual goal is the foremost important thing and trust becomes a catalyst. It can enforce beneficial relationships between both parties or impede future partnering opportunities.
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