Organizational Conflict Questionnaire (Rahim Organizational Conflict Inventory-II, ROCI-II) – Chinese Version

Description

Interpersonal conflict is an objective phenomenon and an inevitable aspect of human interaction. The structure of conflict resolution strategies has long been a focal point in the study of interpersonal conflicts. Conflict resolution strategies refer to the behavioral inclinations of both parties when facing a conflict. In the realm of conflict management, numerous theoretical models have been proposed by scholars. Among them, the five-factor model proposed by Thomas (Thomas.K.W, 1976) is the most widely influential. Thomas suggested five strategies for resolving conflicts based on the dimensions of satisfying one’s own interests and satisfying the other person’s interests: avoidance strategy (neither satisfying one’s own interests nor those of the other); dominance strategy (satisfying one’s own interests while ignoring those of others); accommodating strategy (satisfying the other person’s interests at the expense of one’s own); collaboration strategy (seeking a win-win situation, satisfying both parties’ interests); and compromising strategy (both sides making concessions, with mutual losses). In the field of behavioral psychology, the development of systematic measurement tools for conflict resolution strategies began in the 1960s. Currently, among the many measurement tools developed, the most commonly used interpersonal conflict resolution strategy questionnaire is the ROCI-II scale compiled by Rahim in 1983.

Authors and Contact Email

Rahim, M.

Purpose

The purpose of the ROCI-II scale is to measure individuals’ responses and strategies for resolving interpersonal conflicts in various settings, such as studies and daily life.

Test Year

1983

Administration Method and Scoring

The ROCI-II scale consists of 28 items across four subscales: cooperation (协作), accommodating (顺从), avoidance (回避), and dominance (支配). Each item is scored using a 5-point Likert scale. The reliability scores for the four subscales are 0.84 for cooperation, 0.72 for accommodating, 0.66 for avoidance, and 0.70 for dominance.

Reliability and Validity

Subsequent studies have shown that this scale has good structural validity in applications within Western countries. The scale was revised by Zhang Yong and Liu Hongli in 2010.

Factors and Subscales

1. 协作 (Cooperation)
2. 顺从 (Accommodating)
3. 回避 (Avoidance)
4. 支配 (Dominance)

Keywords

Interpersonal Conflict, Conflict Resolution Strategies, ROCI-II, Thomas’s Five-Factor Model, Survey, Behavioral Psychology

Items in Chinese

1. 我尽力与对方共同探讨问题以便找到双方均可接受的解决办法
2. 我一般尽量满足对方的需要
3. 我努力避免自己被置于难堪的境地并尽力压制与对方之间的冲突
4. 我尽力整合自己与对方的观点以便共同制定决策
5. 我尝试与对方共同努力以获取能够满足双方期望的问题解决方案
6. 我通常会避免与对方公开讨论双方的分歧
7. 我尽力找到一种折中办法以打破与对方之间的僵局
8. 我利用我的影响力以使我的意见被接受
9. 我利用我的职权制定对自己有利的决策
10. 我通常会顺应对方的一些意愿
11. 我会对对方的愿望做出让步
12. 我会与对方交流准确信息以共同解决问题
13. 我通常会向对方做出让步
14. 我通常会提供一个中间方案以打破僵局
15. 我与对方进行谈判以便双方能达成妥协
16. 我尽量远离与对方之间的意见分歧
17. 我会避免与对方的正面冲突
18. 我利用我的专长权做出对自己有利的决策
19. 我常常附和对方的建议
20. 我采用互谅互让的办法以达成双方妥协
21. 我一般坚持自己的观点
22. 我尽量向对方开诚布公地提出我们关心的问题以便问题能够以最好的方式解决
23. 我与对方协作以达成双方均可接受的结果
24. 我尽力满足对方的期望
25. 我有时利用自己的权力赢得有利的情形
26. 我试图压制与对方的分歧以避免产生不快
27. 我尽力避免与对方的不愉快的交流
28. 我尽力与对方共同努力以获得对问题的恰当的理解

Items in English

1. I try to explore problems with the other party to find a mutually acceptable solution.
2. I generally try to meet the needs of the other party.
3. I strive to avoid being placed in an awkward position and suppress conflicts with the other party.
4. I try to integrate my viewpoint with the other party’s to make joint decisions.
5. I attempt to work with the other party to achieve a solution that meets both parties’ expectations.
6. I usually avoid publicly discussing our disagreements with the other party.
7. I strive to find a compromise to break the deadlock with the other party.
8. I use my influence to have my opinions accepted.
9. I make decisions that benefit myself using my authority.
10. I usually accommodate some of the other party’s wishes.
11. I make concessions to the other party’s desires.
12. I communicate accurate information with the other party to solve problems together.
13. I generally make concessions to the other party.
14. I usually provide a middle-ground solution to break the deadlock.
15. I negotiate with the other party so that both sides can reach a compromise.
16. I try to stay away from disagreements with the other party.
17. I avoid direct confrontations with the other party.
18. I use my expertise to make decisions that benefit myself.
19. I often agree with the other party’s suggestions.
20. I use mutual understanding and concession to reach a compromise.
21. I generally stick to my own viewpoint.
22. I try to explicitly raise issues that concern us to solve them in the best way possible.
23. I collaborate with the other party to achieve a mutually acceptable outcome.
24. I strive to meet the other party’s expectations.
25. Sometimes, I use my power to win favorable situations.
26. I try to suppress disagreements with the other party to avoid discomfort.
27. I strive to avoid unpleasant communications with the other party.
28. I try to work with the other party to gain an appropriate understanding of the issue.

References

Rahim.M. (1983). ROCI-II.
Zhang Yong and Liu Hongli (2010). Revised ROCI-II.