TY  - JOUR
AB  - Purpose Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations (Adler, 2008). If defined as a process that occurs when one party feels adversely affected by another (De Dreu, 1997). Conflict management styles can be analyzed as a function of personality variables. In this respect, cultural intelligence and self-monitoring appear to be relevant variables, as they are characterized by the demonstration of flexibility and interest in elements that are present in conflict management styles. This study aimed to evaluate the extent to which variables such as cultural intelligence and self-monitoring can positively influence the ability to solve interpersonal conflicts more effectively.Design/methodology/approach This study, with a sample of 399 individuals, aimed to test a model that explores how cultural intelligence and self-monitoring are related as predictor variables in the styles of conflict resolution.Findings It was observed that cultural intelligence presents itself as a reasonable predictor of conflict management styles, whereas self-monitoring appeared as a dispositional and controversial measure in relation to those styles. Self-monitoring exhibited itself as an important predictor of conflict management, but on the other hand, it had an influence on the choice of the dominating style in conflict situations.Practical implications Understanding the predictors of conflict management style and, in particular, realizing the extent to which cultural intelligence promotes a more effective conflict management style can help in the development of selection processes and skill training programs. The development of these multicultural skills will contribute to individual, social and organizational well-being.Originality/value This study contributes to the literature of individual differences and conflict management, demonstrating that some individual differences that predict the styles of conflict management can lead to a certain ambiguity in understanding the behaviour that an individual may adopt in situations of conflict.
VL  - 24
IS  - 4
SN  - 1934-8835
DO  - 10.1108/IJOA-10-2015-0923
UR  - https://doi.org/10.1108/IJOA-10-2015-0923
AU  - Gonçalves Gabriela
AU  - Reis Marta
AU  - Sousa Cátia
AU  - Santos Joana
AU  - Orgambídez-Ramos Alejandro
AU  - Scott Peter
PY  - 2016
Y1  - 2016/01/01
TI  - Cultural intelligence and conflict management styles
T2  - International Journal of Organizational Analysis
PB  - Emerald Group Publishing Limited
SP  - 725
EP  - 742
Y2  - 2024/05/06
ER  -