A Study On The Influence Of Territory Behavior On Employee Relationship Conflict And Its Intervention Strategies

Territorial behavior is ubiquitous in organizations.Territorial behavior includes four types:identity-oriented marking behavior,control-oriented marking behavior,anticipatory defenses behavior,and reactionary defenses behavior.Due to the obvious differences in the purpose of employees’ conducting these territorial behaviors,it is likely that they will have different consequences on employee relationship conflicts.However,the relevant research topics have not been systematically and deeply studied so far.the study on the relationship between territorial behavior and employee relationship conflict and its intervention mechanism in this paper has more important theoretical significance and practical guiding value.Based on the theory of cognitive evaluation,this study collected text and statistical data by combing a large number of relevant literature and comprehensively using in-depth interviews and questionnaires.A total of 18 subjects were interviewed in depth,including leaders and employees at different levels.The interview lasted about 12 hours and relevant text data were sorted out.A total of about 260 questionnaires were distributed and 169 valid questionnaires were finally collected.Through qualitative analysis of the text data collected from in-depth interviews,we can effectively distinguish the relationship between four territorial behaviors,namely,identity-oriented marking behavior,control-oriented marking behavior,anticipatory defenses behavior,reactionary defenses behavior,and employee relationship conflict,and make a theoretical explanation.Then the questionnaire data is statistically analyzed to further empirically test the relationship between these four territorial behaviors and employee relationship conflicts,and the test results are compared with the qualitative analysis results to test whether the research conclusions drawn by the two are consistent.Finally,this study further combined with the relevant textual evidence of in-depth interviews and the research conclusions obtained,and developed effective intervention strategies from different levels,such as organizations,teams and employees.Qualitative analysis results found that:There are obvious differences between different types of territorial behavior and employee relationship conflicts.(1)there is a negative correlation between identity-oriented marking behavior and anticipatory defenses behavior and employee relationship conflict,namely,the higher the level of identity-oriented labeling behavior or anticipatory defenses behavior,the lower the level of employee relationship conflict,and the lower the level of identity oriented labeling behavior or pre defense behavior,the higher the level of employee relationship conflict;(2)There is a positive correlation between control-oriented labeling behavior and reactionary defenses behavior and employee relationship conflict respectively,namely,The higher the level of control-oriented labeling behavior or reactionary defenses behavior,the higher the level of employee relationship conflict,and the lower the level of control-oriented labeling behavior or reactionary defenses behavior,the lower the level of employee relationship conflict.The above related research findings are further supported by statistical test results.Finally,this study developed effective intervention strategies from the organizational,team leadership and individual levels.The relevant intervention strategies mainly include:(1)The intervention strategies at the organizational level are mainly formulated from the aspects of optimizing the management mechanism and creating a harmonious organizational atmosphere;(2)The intervention strategies at the leadership level are mainly designed from the aspects of improving leadership style,improving leadership skills and creating a harmonious team atmosphere;(3)The intervention strategies at the individual level of employees mainly include suggestions on improving the agreeableness,inclusiveness,humility and collectivism.In a word,these strategic suggestions will provide effective inspiration for organizational management practice.