The connection between the emergence and course of conflicts in work teams and the psychological characteristics of their participants

Aim. To identify the connection between the psychological characteristics of the personality of employees and the peculiarities of the emergence and course of conflicts in work collectives.
Methodology. The relationship between the personal and situational characteristics of employees and peculiarities of the emergence and course of labor conflicts was studied. The respondents were 23 employees of MRT-Expert Sochi LLC, 50 employees of NJSC Krasnaya Polyana, 31 employees of sole proprietor Malyavina Yu.V. Paul&Shark. The following questionnaires were used: “Personality Questionnaire” by H. Eysenck to identify such personal characteristics of employees as extraversion-introversion and neuroticism; Methodology “Perceived Stress Scale” adapted by V.A. Ababkov to identify the current level of stress among employees of organizations. Using the method “Assessing personality conflicts” by D.M. Ramendik the level of conflict among employees of organizations was determined. The presence and nature of the relationship were checked through correlation analysis.
Results. The results of the study made it possible to show the predominance of socio-psychological reasons in the emergence of conflicts in work teams, which are caused by the influence of personal psychological (temperament and conflict) and situational (stress) characteristics of employees.
Research implications. The study of conflicts in work collectives and organizations and the factors that cause them is a necessary step towards developing adequate methods and mechanisms for their regulation. Upon completion of the work, the data obtained were provided to the heads of the organizations participating in the study. At the request of the head of MRT-Expert Sochi LLC, a training program was developed, the purpose of which is to achieve conflict-free interaction in work teams. This program was successfully implemented. The data obtained may be useful for managers of organizations interested in prevention, constructive conflict management and improving the efficiency of employees’ work activities.

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