高情商的前线管理者如何通过变换领导风格解决冲突

发布时间：2021-12-28 03:50

　　现如今,在全球性组织中,员工被视为团队在工作中的一项资产正在成为一种常态。个体以独特的视角、工作方式和技能在群体中工作,通常会导致冲突,这是一种自然而复杂的现象,从冲突的升级到解决有多个影响因素。组织中员工之间的和谐对其成功至关重要。然而,与同事相处并非易事,因为工作场所的冲突很常见。当冲突爆发时,各方都可能陷入一种愤怒,沮丧和惊讶等反应的情绪中,这是前线经理管理下属情绪和解决这种关系冲突的先决条件。前线管理者是指负责监督员工,并监督商品生产和服务的一级和二级员工。在巴基斯坦的私营业中,前线经理是负责一个工作组的领导者,在这个工作组中,他或她手下的员工再没有领导角色。他们通过协调误解,缓解紧张,并通过在工作中的惩罚、奖励、鼓励和支持来解决问题。在冲突中一个非常重要的因素是,要考虑员工个人的情绪改变对工作组的整体情感氛围产生的影响力。一个群体成员的情绪反应可以产生情绪毒性,亦可能导致整个群体情绪的改变。员工的冲突可以用多种方式来处理,例如妥协、强制避免、压制或同化,而冲突管理研究的就是人与情境的互动。本研究旨在探讨前线管理者的领导风格与关系冲突之间的关系,研究情商对其关系的调节作用,以及... 

【文章来源】：北京邮电大学北京市 211工程院校 教育部直属院校

【文章页数】：148 页

【学位级别】：博士

【文章目录】：
摘要
abstract
List of Abbreviations
Chapter1:Introduction
    1.1 Introduction
    1.2 Background
    1.3 Frontline Managers as Sample Respondents
    1.4 Rationale of The Study
    1.5 Research Objectives
    1.6 Research Questions
    1.7 Major Contributions of The Study
    1.8 Publication sections of dissertation
    1.9 Structure of Dissertation
    1.10 Summary
Chapter2:Literature Review
    2.1 Introduction
    2.2 Leadership and Management
    2.3 Leadership Definitions and Good Leadership
    2.4 Approaches to Research of Leadership
        2.4.1 Contingency Theory
        2.4.2 Trait Theories
        2.4.3 LMX(Leader-Member Exchange)theory
        2.4.4 Situational Theory
    2.5 The Full Range of Leadership
        2.5.1 Transformational leadership
            2.5.1.1 Intellectual Stimulation
            2.5.1.2 Individualized Consideration
            2.5.1.3 Inspirational Motivation
            2.5.1.4 Idealized Influence
        2.5.2 Transactional Leadership
            2.5.2.1 Contingent Reward
            2.5.2.2 Management by Exception
        2.5.3 Passive-avoidant Leadership
            2.5.3.1 Passive Management-by-Exception
            2.5.3.2 Laissez-Faire
    2.6 Conflict
        2.6.1 Task Conflict
        2.6.2 Relationship Conflict
    2.7 Conflict Management Styles
        2.7.1 The Integrating Style
        2.7.2 The Obliging Style
        2.7.3 The Compromising Style
        2.7.4 The Dominating Style
        2.7.5 The Avoiding Style
    2.8 Emotional Intelligence
        2.8.1 Emotions
        2.8.2 Intelligence
        2.8.3 Definition of Emotional Intelligence
        2.8.4 Models of Emotional Intelligence
            2.8.4.1 Mayer,Salovey and Caruso Model of Emotional Intelligence
            2.8.4.2 Daniel Goleman
            2.8.4.3 Bar-On Model
    2.9 Summary
Chapter3:Hypotheses Development and Research Framework
    3.1 Introduction
    3.2 Hypotheses Development and Antecedents of Relationship Conflict
    3.3 Leadership Styles
        3.3.1 Transformational Leadership
        3.3.2 Transactional Leadership
        3.3.3 Laissez Faire Leadership
    3.4 Emotional Intelligence
    3.5 Conflict Handling Styles
        3.5.1 The Integrating Style
        3.5.2 The Obliging Style
        3.5.3 The Compromising Style
        3.5.4 The Dominating Style
        3.5.5 The Avoiding Style
    3.6 Summary
Chapter4:Frontline Managers Handling Relationship Conflicts
    4.1 Introduction
    4.2 Research Design and Methodology
        4.2.1 Participants and Procedure
        4.2.2 Measurement Of Variables
    4.3 Data Analysis and Results
        4.3.1 Common Method Bias
        4.3.2 Descriptive Statistics
        4.3.3 Hypothesis Testing
    4.4 Discussion
    4.5 Summary
Chapter5:Emotional Intelligence And Conflict Handling Styles
    5.1 Introduction
    5.2 Research Design and Methodology
        5.2.1 Sample& Procedure
        5.2.2 Measurement of Variables
    5.3 Results& Hypotheses Testing
    5.4 Discussion
    5.5 Summary
Chapter6.Emotional Intelligence And Interpersonal Conflict
    6.1 Introduction
    6.2 Research design& Methodology
        6.2.1 Sample& Procedure
        6.2.2 Measures
    6.3 Results& Hypotheses Testing
    6.4 Discussion
    6.5 Summary
Chapter7:Conclusion,Implications And Limitations
    7.1 Conclusion
    7.2 Implications
    7.3 Limitations and Future Directions
    7.4 Summary
References
Acknowledgments
Dedication
Appendix
List of Publications
Achievement



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