Turnaround maintenance workers cultural values and conflict management style preference: Moderating role of temperament
The general argument is that individuals choose those conflict styles that fit their cultural values. The concept of culture fit elucidates why organizational practices are effective with regards to employees work-related performance if these practices fit the cultural values of the workforce. Misma...
| Main Authors: | , , |
|---|---|
| Format: | Article |
| Language: | English |
| Published: |
EDP Sciences
2018-01-01
|
| Series: | SHS Web of Conferences |
| Online Access: | https://doi.org/10.1051/shsconf/20185602004 |
| _version_ | 1818453615011954688 |
|---|---|
| author | Musah Adiza. Alhassan Ghazali Zulkipli Nizam Shahrul Isha Ahmad |
| author_facet | Musah Adiza. Alhassan Ghazali Zulkipli Nizam Shahrul Isha Ahmad |
| author_sort | Musah Adiza. Alhassan |
| collection | DOAJ |
| description | The general argument is that individuals choose those conflict styles that fit their cultural values. The concept of culture fit elucidates why organizational practices are effective with regards to employees work-related performance if these practices fit the cultural values of the workforce. Mismatch of organizational practices with employees’ cultural values may result in dissatisfaction and demotivation to perform well. This present study determined the link between plant turnaround maintenance (TAM) workers culture values, and their preference for a specific method for managing conflict. The research methodology is based on questionnaire survey focusing on plant TAM employees during execution phase. Data was gathered from TAM workers in 13 petrochemical plants in east and west Malaysia. Stated hypotheses were tested using SmartPLS software. Results shows all five cultural dimensions positively predicted integrating, obliging, compromising and avoiding, and negatively predicted dominating conflict management styles. The study concludes that employees will generally favor conflict styles that are consistent with their cultural values. Compared to previous findings, the current results revealed both culture and temperament as predictors of conflict management styles, providing a comprehensive evidence of the predictors of conflict management style preference. |
| first_indexed | 2024-12-14T21:41:48Z |
| format | Article |
| id | doaj.art-37edfef3cdcc458b89df36b12765fcf3 |
| institution | Directory Open Access Journal |
| issn | 2261-2424 |
| language | English |
| last_indexed | 2024-12-14T21:41:48Z |
| publishDate | 2018-01-01 |
| publisher | EDP Sciences |
| record_format | Article |
| series | SHS Web of Conferences |
| spelling | doaj.art-37edfef3cdcc458b89df36b12765fcf32022-12-21T22:46:26ZengEDP SciencesSHS Web of Conferences2261-24242018-01-01560200410.1051/shsconf/20185602004shsconf_iclm2018_02004Turnaround maintenance workers cultural values and conflict management style preference: Moderating role of temperamentMusah Adiza. AlhassanGhazali ZulkipliNizam Shahrul Isha AhmadThe general argument is that individuals choose those conflict styles that fit their cultural values. The concept of culture fit elucidates why organizational practices are effective with regards to employees work-related performance if these practices fit the cultural values of the workforce. Mismatch of organizational practices with employees’ cultural values may result in dissatisfaction and demotivation to perform well. This present study determined the link between plant turnaround maintenance (TAM) workers culture values, and their preference for a specific method for managing conflict. The research methodology is based on questionnaire survey focusing on plant TAM employees during execution phase. Data was gathered from TAM workers in 13 petrochemical plants in east and west Malaysia. Stated hypotheses were tested using SmartPLS software. Results shows all five cultural dimensions positively predicted integrating, obliging, compromising and avoiding, and negatively predicted dominating conflict management styles. The study concludes that employees will generally favor conflict styles that are consistent with their cultural values. Compared to previous findings, the current results revealed both culture and temperament as predictors of conflict management styles, providing a comprehensive evidence of the predictors of conflict management style preference.https://doi.org/10.1051/shsconf/20185602004 |
| spellingShingle | Musah Adiza. Alhassan Ghazali Zulkipli Nizam Shahrul Isha Ahmad Turnaround maintenance workers cultural values and conflict management style preference: Moderating role of temperament SHS Web of Conferences |
| title | Turnaround maintenance workers cultural values and conflict management style preference: Moderating role of temperament |
| title_full | Turnaround maintenance workers cultural values and conflict management style preference: Moderating role of temperament |
| title_fullStr | Turnaround maintenance workers cultural values and conflict management style preference: Moderating role of temperament |
| title_full_unstemmed | Turnaround maintenance workers cultural values and conflict management style preference: Moderating role of temperament |
| title_short | Turnaround maintenance workers cultural values and conflict management style preference: Moderating role of temperament |
| title_sort | turnaround maintenance workers cultural values and conflict management style preference moderating role of temperament |
| url | https://doi.org/10.1051/shsconf/20185602004 |
| work_keys_str_mv | AT musahadizaalhassan turnaroundmaintenanceworkersculturalvaluesandconflictmanagementstylepreferencemoderatingroleoftemperament AT ghazalizulkipli turnaroundmaintenanceworkersculturalvaluesandconflictmanagementstylepreferencemoderatingroleoftemperament AT nizamshahrulishaahmad turnaroundmaintenanceworkersculturalvaluesandconflictmanagementstylepreferencemoderatingroleoftemperament |