| This study examines the role of communication during workplace conflict by investigating aspects related to self-views and one's emotions. Data are collected from employees at a large corporation in the Pacific Northwest. The results show that during workplace conflict, those who are allocentric (have cooperative and adaptable self-views) are more likely to use the other-oriented communicative style (for example, accommodating to the other's viewpoint), and they are less likely to use the self-oriented communicative style (for example, dominating during the dispute). Those who are idiocentric (assertive and independent) and those who are allocentric are more likely to use the issue-oriented communicative style (collaborating on a solution). Allocentrism and idiocentrism reflect different ways in which people define themselves. For allocentrists, they see themselves as a part of the group, subordinating their own goals to the goals of the group, while idiocentrists see themselves as apart from the group, focusing on their own goals over the goals of the group. Apparently, these self-views importantly influence how people resolve conflict at work.;In terms of emotion, those who report more intense anger and more intense shame are more likely to use the self-oriented communicative style. People who report intense anger are likely to feel that their goals are being blocked (intentionally) by another. This feeling is most likely to emerge when they are using the self-oriented style. Surprisingly, people also feel shame. In general, the findings of this study begin to sharpen our understanding as to why workers use the communicative strategies they do during workplace conflict. |
