THE INFLUENCE OF INTRA‐CULTURAL VALUE DIFFERENCES ON CONFLICT MANAGEMENT PRACTICES

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This study aims to extend cross‐cultural conflict management research to the intra‐cultural level. Schwartz's (1992, 1994, 1996) values measure, designed to be used at both the societal and the individual levels, was related to styles of conflict management and preference for third party involvement Data were collected from 435 employees of 40 organizations in Turkey, a country where subcultural differences have resulted from Westernization efforts. Among conflict management styles, avoidance was found to be preferred by those having strong tradition and conformity values. In the subsample that reported conflicts with peers, the forcing style was used more by those strong in power values. When third parties were involved in the conflict, subjects high in achievement and stimulation were less likely to be the ones who invited their involvement. The tendency to leave the initiative to the third party was stronger among subjects that had high universalism and benevolence values. The implications of these findings for conflict management practice and future cross‐cultural research are discussed.