Rahim, M. A., and Psenicka, C. (1984). Comparison of reliability and validity of unweighted and factor scales. Psycho- logical Reports 55:439–45.
Comments: The 35-item Rahim Organizational Conflict Inventory (ROCI) II measures the degree of interpersonal conflict with superiors, subordinates, and peers.
Sample: Responses were received from 1,219 executives representing 25 different industries. The respondents represented top, middle, and lower management. The sample only included 50 women.
Reliability: The five scales obtained alpha coefficients ranging from 0.72 to 0.77.
Validity: Analysis of variance and discriminant functions analysis were used to determine whether the five conflict scales could discriminate how an executive handles conflict with boss, subordinates, or peers. An attempt was made to cross-validate the discriminant functions that correctly classified 52 percent of the cases into the three managerial groups.
Factor Analysis: Five factors were extracted with a principal factoring with a varimax rotation. The five factors ac- counted for 89 percent of the common variance. Only items with loadings greater than 0.40 were retained on the fac- tor. The five scales (factors) are: integrating, obliging, dominating, avoiding, and compromising.
References
Askew, R. W. (2011). The hospital frontline nurses’ number of conflict styles as a predictor of self-reported perception of conflict. PhD dissertation, University of Mississippi Medical Center.
Bartlett, M. E. (2009). Workplace incivility and conflict management styles of community college leaders in nine mega states. PhD dissertation, Clemson University.
Kimencu. L. (2011). Leadership orientations and conflict management styles of academic deans in masters degree institutions. EdD dissertation, West Virginia University.
Rahim, M. A. (1983). Rahim Organizational Conflict Inventory II. Palo Alto, CA: Consulting Psychologists Press.
Warren, K. B. (2005). Differences in conflict management styles of leaders in hierarchical and congregational organizational structures. PhD dissertation, Regent University.
Rahim Organizational Conflict Inventory II
1. I try to investigate into an issue with my to find a solution acceptable to us.
2. I generally try to satisfy the needs of my .
3. I attempt to avoid being “put on the spot” and try to keep my conflict with my to myself.
4. I try to integrate my ideas with those of my to come up with a decision jointly.
5. I give some to get some.
6. I try to work with my to find solutions to a problem which satisfy our expectations.
7. I usually avoid open discussion of my differences with my .
8. I usually hold on to my solution to a problem.
9. I try to find a middle course to resolve an impasse.
10. I use my influence to get my ideas accepted.
11. I use my authority to make a decision in my favor.
12. I usually accommodate the wishes of my .
13. I give in to the wishes of my .
14. I win some and I lose some.
15. I exchange accurate information with my to solve a problem together.
16. I sometimes help my to make a decision in his favor.
17. I usually allow concessions to my .
18. I argue my case with my to show the merits of my position.
19. I try to play down our differences to reach a compromise.
20. I usually propose a middle ground for breaking deadlocks.
21. I negotiate with my so that a compromise can be reached.
22. I try to stay away from disagreement with my .
23. I avoid an encounter with my .
24. I use my expertise to make a decision in my favor.
25. I often go along with the suggestions of my .
26. I use “give and take” so that a compromise can be made.
27. I am generally firm in pursuing my side of the issue.
28. I try to bring all our concerns out in the open so that the issues can be resolved in the best possible way.
29. I collaborate with my to come up with decisions acceptable to us.
30. I try to satisfy the expectations of my .
31. I sometimes use my power to win a competitive situation.
32. I try to keep my disagreement with my to myself in order to avoid hard feelings.
33. I try to avoid unpleasant exchanges with my .
34. I generally avoid an argument with my .
35. I try to work with my for a proper understanding of a problem.
Scoring: The word boss, subordinates, or peers appeared in each blank space in the instrument.