Nursing in South Africa has become a difficult and stressful profession. Nurses are faced with many challenges on a daily basis, including; heavy workloads, shortages of staff, lack of resources and reduced managerial support (Von Holdt & Murphy, 2007). The demands of their job exceed the resources they have to cope with, which in turn, leads to conflict, which ultimately affects their wellbeing. The objective of this is research is to investigate the most and least employed conflict handling styles of nurses in public hospitals and to investigate the relationship between job demands, job resources and the different conflict handling styles, among nurses in public hospitals. A cross-sectional survey design was used. A convenience sample of nursing staff (N=205) was taken from three different public hospitals on the West Rand area in the Gauteng province. The following scales were used in this study: Rahim‟s Organisational Conflict Inventory (ROCI-II) and a self-developed job characteristics questionnaire. Descriptive statistics, Cronbach Alpha Coefficients and inferential statistics such as; MANOVAS, ANOVAS, product-moment correlations and standard regression analysis were used to analyse the data using the SPSS programme. The results indicated that nurses used the integrating style most frequently and used the dominating style least when dealing with a conflict situation. Furthermore, time demands, crisis management and colleague support predicted an avoiding style; while, workload, time demands, job security, feedback and colleague support predicted the use of an integrating style. The obliging conflict handling style was predicted by time demands and payment; workload, crisis management and payment predicted the use of a dominating style and finally, colleague support predicted the use of a compromising style. Further discussion and recommendations were made for future research and for the nursing profession in general. One of the recommendations is that a model can be constructed to help prevent or reduce conflict within public hospitals. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2014

Nursing in South Africa has become a difficult and stressful profession. Nurses are faced with many challenges on a daily basis, including; heavy workloads, shortages of staff, lack of resources and reduced managerial support (Von Holdt & Murphy, 2007). The demands of their job exceed the resources they have to cope with, which in turn, leads to conflict, which ultimately affects their wellbeing. The objective of this is research is to investigate the most and least employed conflict handling styles of nurses in public hospitals and to investigate the relationship between job demands, job resources and the different conflict handling styles, among nurses in public hospitals. A cross-sectional survey design was used. A convenience sample of nursing staff (N=205) was taken from three different public hospitals on the West Rand area in the Gauteng province. The following scales were used in this study: Rahim‟s Organisational Conflict Inventory (ROCI-II) and a self-developed job characteristics questionnaire. Descriptive statistics, Cronbach Alpha Coefficients and inferential statistics such as; MANOVAS, ANOVAS, product-moment correlations and standard regression analysis were used to analyse the data using the SPSS programme. The results indicated that nurses used the integrating style most frequently and used the dominating style least when dealing with a conflict situation. Furthermore, time demands, crisis management and colleague support predicted an avoiding style; while, workload, time demands, job security, feedback and colleague support predicted the use of an integrating style. The obliging conflict handling style was predicted by time demands and payment; workload, crisis management and payment predicted the use of a dominating style and finally, colleague support predicted the use of a compromising style. Further discussion and recommendations were made for future research and for the nursing profession in general. One of the recommendations is that a model can be constructed to help prevent or reduce conflict within public hospitals. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2014

Interpersonal conflict is a research topic increasingly gaining importance in project management. The purpose of this exploratory study was to find out how relationship conflict affects task conflict in projects. The research investigated the styles individuals prefer to handle task conflict with colleagues in bad personal relationship. The influence of four personal characteristic variables (Gender, Age, Work experience and Culture background) on the choice of conflict handling styles were examined at the same time. ROCI-II was used as the data collection instrument. Questionnaires were published through web-based online survey system. 182 valid responses were collected in two weeks. Data was analyzed with statistic software SPSS. The results revealed that integrating, compromising, avoiding, dominating and obliging are the five styles ranked from highest to lowest preferred by individuals to handle task conflicts with colleagues in bad personal relationships. High value of assertiveness and negative value of cooperativeness indicated that in a situation of relationship conflict, individuals are more assertive and less cooperative to deal with task conflicts with colleagues. Results of the study didn't show significant difference among personal characteristic groups. High correlations among conflict handling styles were discovered from this study. Implications of the research findings for theoretical and practical organizations or individuals are provided. Areas and recommendations for future research are suggested.

Objective: The primary objective of this study was to investigate the perception and handling of interpersonal conflict within the gender spectrum compilation of biological sex and gender identity. Methods: The research of this study was conducted by means of a theoretical study and a quantitative empirical analysis. Literature analysis and scientific theories form the basis for the first three chapters of this study. These include the philosophies of Karl Marx and Max Weber, followed by a detailed discussion on the dynamics of conflict. The empirical analysis utilized cross-sectional survey design, with a combined convenience quota sample of employees (n=133) within the company taken. This consisted of top management, middle management and lower management. The empirical study utilized the Bem Sex Role Inventory (BSRI) and the Rahim Organisational Conflict Inventory-II (ROCI-II). The Bem Sex Role Inventory (BSRI) provided self-determining assessments of masculinity and femininity in terms of the respondent’s self-reported control of socially desirable, stereotypically masculine and feminine personality characteristics. The Rahim Organisational Conflict Inventory-II (ROCI-II) measured the present methods of conflict management specifically within an organizational environment. Results: It was noted that there was no difference in how pure biological sex (males and females) perceived and handled conflict within the workplace; but there was a difference in how the different gender identity groups (masculine males vs. feminine males and feminine females vs. masculine females) perceived and handled conflict. Conclusion: This study highlighted the conflict-dynamics within the gender-spectrum of a large South African sugar manufacturing company. Results of the study proved that the motivation towards this study was achieved in the sense that, although there were no differences in how different genders perceive and handle conflict, differences were found in the different gender identities within each of those genders. It is recommended that further research include a comparative study between two or three manufacturing companies to see how different companies within the same industry deviate from or resemble the results of this study. Further research could also determine whether there are differences, by cross-checking all four gender identity groups (masculine males, feminine males, feminine females and masculine females) using the MANOVA statistical procedure. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2015

Objective: The primary objective of this study was to investigate the perception and handling of interpersonal conflict within the gender spectrum compilation of biological sex and gender identity. Methods: The research of this study was conducted by means of a theoretical study and a quantitative empirical analysis. Literature analysis and scientific theories form the basis for the first three chapters of this study. These include the philosophies of Karl Marx and Max Weber, followed by a detailed discussion on the dynamics of conflict. The empirical analysis utilized cross-sectional survey design, with a combined convenience quota sample of employees (n=133) within the company taken. This consisted of top management, middle management and lower management. The empirical study utilized the Bem Sex Role Inventory (BSRI) and the Rahim Organisational Conflict Inventory-II (ROCI-II). The Bem Sex Role Inventory (BSRI) provided self-determining assessments of masculinity and femininity in terms of the respondent’s self-reported control of socially desirable, stereotypically masculine and feminine personality characteristics. The Rahim Organisational Conflict Inventory-II (ROCI-II) measured the present methods of conflict management specifically within an organizational environment. Results: It was noted that there was no difference in how pure biological sex (males and females) perceived and handled conflict within the workplace; but there was a difference in how the different gender identity groups (masculine males vs. feminine males and feminine females vs. masculine females) perceived and handled conflict. Conclusion: This study highlighted the conflict-dynamics within the gender-spectrum of a large South African sugar manufacturing company. Results of the study proved that the motivation towards this study was achieved in the sense that, although there were no differences in how different genders perceive and handle conflict, differences were found in the different gender identities within each of those genders. It is recommended that further research include a comparative study between two or three manufacturing companies to see how different companies within the same industry deviate from or resemble the results of this study. Further research could also determine whether there are differences, by cross-checking all four gender identity groups (masculine males, feminine males, feminine females and masculine females) using the MANOVA statistical procedure. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2015

Abstract in English, Afrikaans and Zulu / The general aim of the research was to investigate the components and nature of a psychosocial framework for conflict management in organisations. The research investigated the way in which such a framework manifests by exploring the relationship dynamics between the antecedents (leadership, organisational culture and employee voice), mediators (employee engagement and organisational trust), and outcome variables (conflict management – conflict types and interpersonal conflict handling styles), as moderated by socio-demographic factors (race, gender, age, qualification, job level, income level, tenure, employment status, trade union representation, trade union membership, sector, employee numbers, organisational size, employee engagement programme). The associations between individuals’ personal and organisational characteristics were further explored to determine significant differences between these variables. A quantitative cross-sectional survey was conducted amongst a non-probability sample of adult workers who were employed in South African-based organisations (n = 556). Canonical correlation analysis, mediation modelling, and structural equation modelling were conducted to identify the core empirical components of the framework. A critical review of the interrelated dynamics of the framework components revealed that the mediating variables of employee engagement (job engagement and organisational engagement) and organisational trust (commitment, dependability, integrity) were vital in intensifying the direction and strength of the link between leadership behaviour, organisational culture, conflict types (task, relational, process and status conflict, group atmosphere and conflict resolution potential), and various interpersonal conflict handling styles (integrating, avoiding, dominating, obliging, compromising). Stepwise multiple regression revealed that number of employees, a formal employee engagement programme, and job level were the three most important socio-demographic variables to consider in a conflict management framework, followed by age. The hierarchical moderated regression analysis showed that age, union membership, job level, number of employees, and formal employee engagement programme were important moderating factors to consider in the framework. Tests for significant mean differences indicated significant dissimilarities in terms of the socio-demographic variables. Theoretically, the study advances the understanding of conflict management behaviour and its antecedents in the South African workplace. The empirically tested psychosocial framework informs workplace conflict management interventions from an employment relations perspective which may contribute to enhanced organisational performance. / Die algemene doel van die navorsing was om ondersoek in te stel na die komponente en aard van ʼn psigososiale raamwerk vir konflikbestuur in organisasies. Die navorsing het die manier waarop so ʼn raamwerk manifesteer, bestudeer – deur verkenning van die verhoudingsdinamika tussen die voorgangers (leierskap, organisasiekultuur en werknemer se stem), bemiddelaars (werknemerbetrokkenheid en vertroue in ʼn organisasie), en uitkomsveranderlikes (konflikbestuur – tipes konflik en hanteringstyle ten opsigte van interpersoonlike konflik), soos getemper deur sosiodemografiese faktore (ras, geslag, ouderdom, kwalifikasie, posvlak, inkomstevlak, ampsbekleding, aanstellingstatus, vakbondverteenwoordiging, vakbondlidmaatskap, sektor, werknemergetalle, organisasiegrootte, werknemerbetrokkenheidprogram). Die assosiasies tussen individue se persoonlike en organisasiegebonde eienskappe is verder bestudeer om betekenisvolle verskille tussen hierdie veranderlikes te bepaal. ʼn Kwantitatiewe deursnee-opname is gemaak onder ʼn nie-waarskynlikheidssteekproef van volwasse werkers in diens van Suid-Afrikaans-gebaseerde organisasies (n = 556). Kanoniese korrelasie-ontleding, bemiddelingsmodellering, en strukturele vergelykingsmodellering is gedoen om die kern- empiriese komponente van die raamwerk te identifiseer. ʼn Kritiese beskouing van die onderling verwante dinamika van die raamwerkkomponente het getoon dat die bemiddelende veranderlikes van werknemerbetrokkenheid (werksbetrokkenheid en organisasiebetrokkenheid) en vertroue in die organisasie (toewyding, betroubaarheid, integriteit) deurslaggewend was in die intensifisering van die rigting en sterkte van die skakel tussen leierskapsgedrag, organisasiekultuur, konfliktipes (taak-, relasionele, proses- en statuskonflik, groepatmosfeer en konflikoplossingspotensiaal), en verskillende hanteringstyle ten opsigte van interpersoonlike konflik (integrerend, vermydend, dominerend, inskiklik, kompromitterend). Stapsgewyse meervoudige regressie het getoon dat die aantal werknemers, ʼn formele werknemerbetrokkenheidsprogram, en posvlak die drie belangrikste sosiodemografiese veranderlikes was om mee rekenskap te hou in ʼn konflikbestuursraamwerk, gevolg deur ouderdom. Die hiërargiese gemodereerde regressie-ontleding het getoon dat ouderdom, vakbondlidmaatskap, posvlak, aantal werknemers, en formele werknemerbetrokkenheidsprogram belangrike modererende faktore was om in gedagte te hou in die raamwerk. Toetse vir noemenswaardige gemiddelde verskille het aansienlike ongelyksoortighede ten opsigte van die sosiodemografiese veranderlikes getoon. Teoreties bevorder die studie die begrip van konflikbestuursgedrag en die voorgangers daarvan in die Suid-Afrikaanse werkplek. Die empiries getoetste psigososiale raamwerk vorm konflikbestuursintervensies in die werkplek vanuit ʼn werksverhoudingeperspektief wat kan bydra tot verbeterde organisasieprestasie. / Inhloso jikelele yocwaningo kwaba ukuphenya izingxenye nemvelo yohlaka lwezengqondo lokuphathwa kokungqubuzana ezinhlanganweni. Ucwaningo luphenye indlela lapho uhlaka olunjalo lubonisa ngokuhlola amandla obudlelwano phakathi kwezinqumo (ubuholi, isiko lenhlangano nezwi lesisebenzi), abalamuli (ukuzibandakanya kwesisebenzi kanye nokwethembana kwenhlangano), kanye nemiphumela eguquguqukayo (ukuphathwa kokungqubuzana - izinhlobo zokungqubuzana nezindlela zokuphatha ukungqubuzana phakathi kwabantu), njengoba kuhlaziywe yizici zenhlayo yeningi labantu (uhlanga, ubulili, ubudala, imfanelo, izinga lomsebenzi, izinga lomholo, ukusebenzisa umhlaba, isimo somsebenzi, ukumelwa yinyunyana, ubulunga benyunyana, imboni, izinombolo zabasebenzi, ubungako benhlangano, uhlelo lokuzibandakanya kwesisebenzi). Ukuhlangana phakathi komuntu siqu kanye nezici zenhlangano kuphinde kwahlola umehluko omkhulu phakathi kwalokhu okuguquguqukayo. Inhlolovo esezingeni eliphansi yesigaba yenziwe phakathi kwesampula elula yabasebenzi abadala abebeqashwe ezinhlanganweni ezisekelwe zaseNingizimu Afrika (n = 556). Ukuhlaziya kokuxhumanisa kohlu lwezincwadi, ukulamula kwesifanekiso, kanye nesifanekiso sesakhiwo kwenziwa ukukhomba izingxenye ezisemqoka ezinokwehla kohlaka. Isibuyekezo esibucayi samandla ahambisana nezingxenye zohlaka siveze ukuthi ukulamula okuguqukayo kokuzibandakanya kwesisebenzi (ukuzibandakanya komsebenzi nokuzibandakanya kwenhlangano) kanye nokwethembana kwenhlangano (ukuzinikela, ukwethembeka, ubuqotho) kwakubalulekile ekwandiseni ukuqondiswa namandla oxhumano phakathi kokuziphatha kwabaholi, isiko lenhlangano, izinhlobo zokungqubuzana (umsebenzi, ezingubudlelwano, inqubo nesimo sokungqubuzana, isimo sokuzwana eqenjini kanye namandla okuxazulula ukungqubuzana), kanye nezindlela zokuphatha ukungqubuzana okuhlukahlukene phakathi kwabantu (ukuhlanganisa, ukugwema, ukubusa, ukubopha, ukuyekethisa). Ngokuhamba kwesinyathelo ekuhlehleni okuningi kwaveza ukuthi inani labasebenzi, uhlelo lokuzibandakanya olusemthethweni lwesisebenzi, kanye nezinga lomsebenzi kwakuyizinguqunguquko ezintathu ezibaluleke kakhulu zenhlalo yeningi abantu okufanele bazicabange ohlakeni lokuphathwa ukungqubuzana, kulandelwe ubudala. Ukuhlaziywa okuphezulu kokuhlehla kokuhlaziya kubonise ukuthi ubudala, ubulunga benyunyana, izinga lomsebenzi, inani lezisebenzi, kanye nohlelo lokuzibandakanya olusemthethweni lwesisebenzi kwakuyizici ezibalulekile zokulinganisa okufanele zicatshangwe ohlakeni. Uvivinyo lokwehlukahlukana lukhombise ukungafani okubalulekile ngokuya kweziguquguqukayo zenhlalo yeningi labantu. Ngokucatshangwayo isifundo sikhuthaza ukuqondisisa ukuphathwa kokungqubuzana kokuziphatha kanye nezinqumo zako endaweni yomsebenzi eNingizimu Afrika. Ukuhlolwa okunamandla kohlaka lwezengqondo lwazisa ukungenelela kokuphathwa kokungqubuzana endaweni yomsebenzi ngombono wobudlelwano emsebenzini okungaba nomthelela ekwenzeni ngcono ukusebenza kwenhlangano. / Human Resource Management / D. Phil. (Human Resource Management)