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The objectives of this study were: 1) to investigate the level and the ranks of styles in conflict management of personnel in a state-owned enterprise. 2) to compare the mean difference between styles in conflict management of personnel gender and generations. 3) to investigate the intercorrelationships among personal factors: age, education, income and experience of work with patterns of styles in conflict management. Research participants (n=40) were randomly assigned to complete a Thomas-Kilman Instrument (TKI)-adopted and based measure. The statistics used were t-test and Pearson Product-moment Correlation. The research findings were as the followings: 1) There was not a statistically significant difference in styles in conflict management between female and male personnel (p > .05). 2) There was a statistically significant difference in patterns of styles in conflict management between generation X and generation Y personnel. Generation Y staff reported more frequent use of patterns of obliging style (t = -2.45, p < .05) and avoiding style (t = -2.89, p < .05) respectively in conflict management when compared to Generation X staff. Generation X staff reported more frequent use of pattern of dominating style (t = 3.98, p < .05) in conflict management when compared to Generation Y staff. 3) There were intercorrelations among personal factors: age, education, income and experience of work with patterns of Styles in conflict management.
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