组织内人际冲突处理模式述评

Review of Interpersonal Conflict Management Model in Organizations

人际冲突现象在组织内普遍存在,处于冲突中的个体往往"意见不合",拥有"负面情绪",且"恶意妨碍"对方实现目标。"传统观点"认为冲突具有负面影响,"人际关系观点"等则承认冲突是不可避免的,某些类别冲突还可能具有正面的作用。冲突观的变迁促进了冲突管理的科学化。现代冲突管理可分为双边治理和第三方治理,按不同的标准,冲突管理还可进一步分为多个维度及类别。在此基础上,学者们发展出一些量表用于冲突测量。

Interpersonal conflict phenomenon exists at large in organizations. Individuals who involved in conflicts always disagree with the counterparts~ have negative emotions, and viciously interfere with others attaining goals. The traditional point of view considers that conflicts impact others negatively. Later the interpersonal relation viewpoint holds that conflicts are inevitable and some of them will even increase the performance of the organization. The notion shift has thus further developed the scientification of conflict management. Modern conflict management can be divided into bilateral and third-party harnessing. Different standards can further group conflict management into several dimensions and categories. Some conflict measuring tools such as CMS／MODE／OCCI／CMMS／ROCI -I are presented in the end.