Mediation has been in recent years at the center stage of European legislation. Through the collaboration of the conciliation service of the Chamber of Arbitration of Milan, we analyzed a questionnaire sent to 200 mediators registered with the mediation providers managed by the Italian Chambers of Commerce. A major issue, also be related to the attitude to the conflict, was the style of mediators. To determine the stylistic orientation of the mediator, we tried to find out what types of behavior by respondents corresponded to his/her own style as a mediator, and the style that ideally they believed the most correct. In this way we tried to typify styles, similarly to what had already been done with the attitudes to the conflict, but without using explicit definitions, and so avoiding a labeling that would undoubtedly threaten to target the mediator in a certain direction. We sought to investigate three areas relevant to the professionalism and attitudes of the mediators: 1) the style of mediation; 2) the personal attitude towards the conflict; 3) effectiveness in leading the parties to a negotiated agreement in mediation. As for the distribution of the style of mediation compared to the characteristics of the respondents, there were no major differences by gender, age and experience of mediation. Compared to the attitudes to conflict resolution, there is a majority of collaborating styles (35%), followed by the avoidant styles (17.8%) and competitive (16:56%). The styles less represented are compromise (28.8%) and accommodation (7%). However, about 15% of the respondents reported mixed attitudes. The distribution of the styles of conflict management is homogenous even compared the experience of mediation and the number of mediation agreements. However, the avoidant style shows a significant difference with regard to the number of mediations closed.We then probed the relationship between the variables related to characteristics of respondents (age, length of service, number of mediation, mediation style and attitude to the conflict) through correlation analysis. The index r of pearson shows no correlation between age and other variables. Instead, the level of experience, measured as the number of years since the first mediation at the time of filling in this form, not only correlates, as expected, with the number of mediations conducted, but also with the style of mediation. Expert mediators, in fact, bring more transformative style. There were no significant correlations between the style of mediation and the attitude of the respondents to the conflict. This result contrasts with the prejudice that mediators with a directive approach (ie evaluative mediators, and sometimes even transformative mediators) have a higher rate of agreement. A second significant result is that individuals with economic education have a higher rate of agreements with respect to the lawyers. In this regard, it is interesting to note a potential association between success rate and post-graduate training. In fact, although not by a significant difference due to the relatively small sample, respondents with a post-graduate training in economics or accounting, report rates of agreement significantly higher than those who reported a background in law, in ADR, in psychology or who do not report a post-graduate training. Finally, the gender factor was significant compared to the rate of agreement. The anova test on the rate of mediation agreements shows a significant difference between men and women. In particular, men show a statistically higher rate of agreement of women. The conclusion of an agreement between the parties is not the only way to determine the effectiveness of the mediator. It is known that in many cases, even a mediation which is not crowned by an agreement, leads the parties through a process of mutual recognition and to manage the conflict underlying the dispute, which results in a resolution only in the medium-long term. In these cases, much of the work of mediation occurs long after the mediator has concluded the process. However, in this historic phase of mediation in Italy, we felt that the rate of agreement between the parties could be a satisfactory measure of the effectiveness of the mediator. The Italian model is definitely legalistic, but its practical results seems not so distant from the results obtained in voluntary models. Again, it seems that the style of the mediator might be of some use as a paradigm of orientation with respect to each phase of the process, but has no sufficient predictive value to be confirmed as a key to the functioning of the mediation.

中文翻译：

---

意大利调解员在行动：风格和态度的影响

近年来，调解一直处于欧洲立法的中心阶段。通过与米兰仲裁院调解服务机构的合作，我们分析了发送给在意大利商会管理的调解机构注册的 200 名调解员的调查问卷。一个主要问题，也与对冲突的态度有关，是调解人的风格。为了确定调解员的风格取向，我们试图找出受访者的哪些行为类型符合他/她作为调解员的风格，以及理想情况下他们认为最正确的风格。通过这种方式，我们试图对风格进行典型化，类似于已经对冲突的态度所做的，但没有使用明确的定义，因此避免贴上毫无疑问会威胁到某个方向的调解员的标签。我们试图调查与调解员的专业精神和态度相关的三个方面：1) 调解风格；2）个人对冲突的态度；3) 在调解中引导当事人达成协商一致的有效性。至于调解风格的分布，与受访者的特征相比，性别、年龄、调解经验等均无显着差异。与解决冲突的态度相比，合作风格占大多数（35%），其次是回避风格（17.8%）和竞争风格（16:56%）。较少代表的风格是妥协 (28.8%) 和适应 (7%)。然而，约 15% 的受访者表示态度参差不齐。即使与调解的经验和调解协议的数量相比，冲突管理风格的分布也是同质的。然而，回避方式在调解结束的次数上表现出显着差异。 然后我们探讨了与受访者特征相关的变量（年龄、服务年限、调解次数、调解方式和对冲突的态度）之间的关系通过相关性分析。pearson 的指数 r 显示年龄与其他变量之间没有相关性。相反，以填写此表格时第一次调解以来的年数来衡量的经验水平，正如预期的那样，不仅与所进行的调解次数相关，而且与调解风格相关。事实上，专家调解员带来了更具变革性的风格。调解方式与受访者对冲突的态度之间没有显着相关性。这一结果与偏见形成鲜明对比，即采用指导方法的调解员（即评估调解员，有时甚至是变革调解员）具有更高的同意率。第二个重要结果是，受过经济教育的人与律师达成一致的比率更高。在这方面，有趣的是注意到成功率和研究生培训之间的潜在关联。事实上，尽管由于样本相对较小而没有显着差异，但接受过经济学或会计研究生培训的受访者报告的同意率明显高于报告有法律背景的人，在 ADR、在心理学或没有报告研究生培训。最后，与同意率相比，性别因素是显着的。调解协议率的方差分析显示男性和女性之间存在显着差异。特别是，男性在统计上显示出更高的女性同意率。当事人之间达成的协议并不是确定调解员效力的唯一途径。众所周知，在许多情况下，即使是没有协议的调解，也会引导当事人通过相互承认和管理争端的潜在冲突，从而只能在中长期内得到解决。在这些情况下，大部分调解工作发生在调解人结束程序很久之后。然而，在意大利这个历史性的调解阶段，我们认为，双方达成一致的比率可以作为衡量调解员效力的一个令人满意的衡量标准。意大利模式绝对是法制的，但它的实际结果似乎与自愿模式获得的结果相去甚远。再者，调解员的风格似乎可以作为过程中每个阶段的定向范式，但没有足够的预测价值被确认为调解发挥作用的关键。