Given the pervasiveness of conflict at work and its potential negative consequences, it is important to know how managers can deal with conflicts constructively. Employees and managers are often required to navigate through a multiplicity of conflicts, including disputes with their supervisors and supervisees of either a cooperative, win–win or competitive, win–lose nature. The goal of this study was to examine how the capacity of South Korean workers to respond adaptively to different or changing types of conflict situations impacts their job‐related well‐being and turnover intentions. Specifically, we hypothesized and found that more adaptive responses to conflict—those that utilize different behavioral strategies that are aligned with the normative demands of presenting conflict situations—were positively related to satisfaction with conflict outcomes, job‐related well‐being, and lower intentions to quit one's job among managers and employees in South Korea. These findings are consistent with those from similar studies in the United States, providing support for the generalizability of the model to other cultural contexts. Theoretical and practical implications of the results as well as directions for future research are discussed.

中文翻译：

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冲突的适应性胜于合作吗？适应性冲突行为对韩国工作相关幸福感的影响

考虑到工作中冲突的普遍性及其潜在的负面影响，重要的是要知道管理者如何能够建设性地处理冲突。员工和经理经常被要求处理多种冲突，包括与上级和上级主管之间的合作，双赢或竞争，输赢性质的纠纷。这项研究的目的是检验韩国工人对不同或不断变化的冲突局势做出适应性反应的能力如何影响其与工作相关的幸福感和离职意愿。具体来说，我们假设并发现，对冲突的更多适应性响应（即使用与呈现冲突情况的规范要求相符的不同行为策略的响应）与对冲突结果的满意度，与工作相关的幸福感和较低的退出意愿成正相关在韩国的管理人员和雇员中工作。这些发现与美国类似研究的结果一致，为该模型在其他文化背景下的普遍性提供了支持。讨论了结果的理论和实践意义以及未来研究的方向。为模型在其他文化背景下的可推广性提供支持。讨论了结果的理论和实践意义以及未来研究的方向。为模型在其他文化背景下的可推广性提供支持。讨论了结果的理论和实践意义以及未来研究的方向。