Complementarities in Organizational Dispute Resolution Systems: How System Characteristics Affect Individuals' Conflict Experiences

Corinne Bendersky

ILR Review, 2007, vol. 60, issue 2, 204-224

Abstract: In 1999–2000, a Canadian national government agency pilot-tested different employment dispute resolution systems (DRSs). The author analyzes how DRS characteristics in this natural quasi-experiment affected employees' approaches to conflict management, their attitudes toward conflict at work, and their rate of success in resolving conflict. A system that added negotiation training to a rights-based grievance procedure, she finds, was actually associated with worse conflict-related problems than a system consisting solely of a rights-based grievance procedure. In contrast, the joint use of a rights-based grievance procedure, negotiation training, and an interest-based neutral generated greatly improved outcomes. The author attributes the superior performance of a three-component DRS to complementarities among the components.

Date: 2007
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Persistent link: https://EconPapers.repec.org/RePEc:sae:ilrrev:v:60:y:2007:i:2:p:204-224

DOI: 10.1177/001979390706000203

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