摘要
ROCI-Ⅱ(Rahim Organizational Conflict Inventory-Ⅱ)量表是在西方国家应用最广、最为流行的人际冲突处理风格测量问卷。本文以中国企业员工为样本,对该量表在中国文化环境下的有效性进行了实证研究,结果显示该问卷的信度和效度均不理想。探索性和验证性因子分析结果表明,在剔除四个条目后,三因子结构更符合中国企业员工人际冲突处理风格的基本特征。经检验,修订后的问卷有较好的信度和效度,可用于测量中国企业员工的人际冲突处理风格。
Rahim Organizational Conflict Inventory-II is the best known instrument developed to assess employees＇ preferences for conflict management styles in west countries. In this paper, the effectiveness of ROCI-II is tested under the background of China with the samples of Chinese employees. The results show that the internal consistency reliability and the discriminate validity estimates are not satisfactory. Exploratory and confirmatory factor analysis indicates that three-dimensional conflict handling styles are more suitable for Chinese employees after removing four items. The modified questionnaire has higher reliability and validity, and thus can be used to measure Chinese employees＇ conflict resolution strategies.
出处
《管理评论》
CSSCI
北大核心
2012年第1期108-115,共8页
Management Review
基金
国家自然科学基金项目(708710477097107671071064)
曲阜师范大学校科研创新基金项目(XJ0723)
