51 regarded as a key for effective conflict management this is because conflict can be simply avoided if clear, accurate communications take place early in the discussion to diffuse anger and facilitate communication. Having the skills in communication, the SDA church members in Thailand will be able to listen actively to what is being said by the other party. They will be able to undertake negotiations so that a solution can be reached. During the conflict, they will ask questions to clarify a statement that they are not sure of. They will ideally use good communication on a face to face basis to handle conflict. And they try to bring all concerns out in the open so that the issue can be solved in the best possible way. Communication skills help them to speak right, negotiate right, listen right, and gesture right when they have to deal with conflict at the workplace. Adventist Culture and Bible Teaching The factor on Adventist Culture and Bible Teaching had the second highest valiance among the six factors. The SDA Church members are influenced by their fundamental belief and religious teaching and it becomes part of their culture. The Adventist culture is derived from the 28 fundamental beliefs based on God’s teaching listed in the Holy Bible. They believed, they are called to be a godly people who think, feel, and act in harmony with the biblical principles in all aspects of personal and social life. Therefore, the way SDA church members in Thailand are managing their conflict at the workplace is influenced by the culture they belong to, which is the Adventist culture. When conflict arises at the workplace with their co-workers, the SDA church members in Thailand pray and forgive him/her. To solve the problem,
52 they consider the interest of their co-worker rather than themselves. In managing conflict, they act in harmony with biblical principles for reconciliation. They use the teaching of the Bible as their guide and try to solve it promptly. In difficult conflict, they would consider requesting a third-party facilitator as suggested by the Holy Bible. Social Skills The SDA church members, who are employees of an organization are required to have the social skills to interact with the people in the workplace. These social skills are related with the ability to manage with problems without involving the people surrounding, and to handle effective conflict with thoughtfulness and peacekeeping (Rahim et al., 2002). Based on the study results, social skills help preventing conflict for the SDA church members in Thailand. This is because when conflict arises at the workplace, the SDA church members try to keep their disagreement to themselves in order to avoid hard feelings of their co-workers. In order not to harm the relationship with their co-workers, the SDA church member sometime put aside some of their own less important personal wants. And they try to be aware of how their negative and positive self-perceptions influence the way they deal with conflict. Empathy Empathy is one of the prevalent factors for conflict management practice. Empathy is the ability to feel and sense others’ emotional feelings, and show interest
53 in their concern, need, and values (Pearse, 2000). The SDA church members are taught by the Holy Bible to be empathetic and compassionate for one another; love as brothers, be tenderhearted, and be courteous (1 Peter 3:8, NKJV). This teaching influenced the way SDA Church member in Thailand are dealing with conflict. Empathy helps them to avoid conflict this is because they are sensitive to another person’s feeling and emotion and they feel empathy with their co-workers who are in trouble. In order to avoid conflict, they act according to the needs of the others. The Skills of Accommodating At the workplace, the SDA church members in Thailand consider relationship as important. In order not to harm the relationship with their co-workers, they try to avoid conflict. However, if conflict arise, the SDA church members will likely seek to accommodate with their co-workers to exchange accurate information to solve problem together and are likely to collaborate with them to come up with acceptable solutions for both of the parties. As the Holy Bible has written that “Do nothing from selfish ambition or conceit, but in humility count others more significant than yourselves. Let each of you look not only to his own interests, but also to the interests of others” (Philippians 2:3-4; NIV). Acceptance of Individual Differences At the workplace each individual is different in their background. The way they were raised in the family, and the culture that they belong to reflect the way they think, and act in the workplace. The SDA fundamental belief number 14 promotes the
54 idea that church members are to be united in the Body of Christ as the church is one body with many members. In Christ, everyone must not be divisive even though they are distinctive in race, culture, learning, and nationality, and differences between high and low, rich and poor, male and female (General Conference of SDA Church, 2015). This fundamental belief influenced the SDA church members to accept the difference of their co-workers. When conflict arises, the SDA church members in Thailand will likely to consider the value differences of their co-worker to forgive him/her and they will communicate clearly with them to avoid conflict. 5.2 Recommendations The recommendations made within this study are based on the findings related to the conflict management practice of the SDA church members in Thailand. The findings show the interpersonal skills and religious practices are the major methods used by the SDA church member when dealing with conflict at the workplace. Therefore, the researcher would like to make two recommendations; one to the workplace organization and another to the Church. 1. Recommendations to the workplace organization. Since interpersonal skills which include the communication skills and socials skills are addressed by the respondents as the major methods that use for handling conflict, the workplace organization need to consider provide a training that improves the interpersonal skills as well as the method of how to prevent, identify and managing workplace conflict for their workers. When workers don’t have the interpersonal skills such as they don’t know how to effectively communicate
55 with their co-worker, it can bring conflict problem to the workplace. This training helps to prevent the escalation of conflict or if conflict arises, it can be solved promptly with the appropriate interpersonal skills. 2. Recommendations to the Church. Since SDA church members often carry their religious practices with them to the workplace. There would be a need for the Church to strengthen their church members to hold firm the teaching of the Holy Bible and apply the use of its teaching into their practice. In the area of conflict management, the Church needs to include the Bible’s teaching in the Sabbath School lesson as well as providing training to its church members to handle conflict in Adventist way based on God’s teaching. 5.3 Limitation of the Study Limitations of this study derive from the purposive sample group focus, which is the Seventh-day Adventist Church members only. There is a possibility that the results may apply to only Seventh-day Adventist Church members and may not apply to other different denominations of Christianity and secular organizations. The scope of this study focused on interpersonal conflict management practices at functional level, and thus the top management and organizational levels are excluded from this analysis. Also, other types of conflict, such as intrapersonal, group, and organizational conflicts are not included and the results of this study may not apply to them. 5.4 Recommendations for Future Research This study has provided new insights aimed at understanding the conflict management practice of the SDA church members in Thailand. Descriptive
56 exploratory design and the Factor Analysis method was used to analyze the collected data. Findings highlighted here point out the six prevalent factors relating to the conflict management practice that representing new areas of additional useful research into it. To provide a more comprehensive understanding of the conflict management practice of the SDA church members in Thailand, future research should incorporate additional data collection methods. In this study the quantitative method was used. The future study should also include the qualitative method such as conducting an interview with participants and observing them in their natural setting. As noted, the researcher limited the scope of this study to interpersonal conflict management practice in functional level. Another recommendation for future research is to investigate the conflict management practice from the perspective of top management as well as organizational level. Also, other types of conflict such as intrapersonal conflict, group conflict, and organizational conflicts would recommend for future study. Since this study focused only on the investigation of conflict management practice of the SDA church members in Thailand and the outcomes of their practices are not included, the last recommendation for further study would be that there should be a study of the correlation between the conflict management practice of the SDA Church members in Thailand and the outcomes of their conflict management practices. Such efforts will help scholars as well as the workplace organizations to identify ways with which best cope in the face of it.
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61 Appendices
62 Appendix 1: Reliability and Validity of Questionnaire Reliability Statistics Cronbach's Alpha Cronbach' s Alpha Based on Standardiz ed Items N of Items .888 .880 10 Item-Total Statistics Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected Item-Total Correlation Squared Multiple Correlation Cronbach's Alpha if Item Deleted CS1 39.5333 29.223 .239 .511 .898 CS2 39.6333 28.654 .285 .574 .897 CS3 39.8667 23.085 .801 .857 .863 CS4 39.7667 24.185 .680 .742 .874 CS5 39.9000 22.300 .797 .791 .864 CS6 39.7667 25.082 .740 .758 .870 CS7 39.9333 23.099 .742 .747 .869 CS8 39.8333 23.385 .796 .846 .864 CS9 39.6333 26.999 .614 .702 .880 CS10 39.6333 27.964 .512 .641 .886 Reliability Statistics Cronbach's Alpha N of Items .810 9
63 Item-Total Statistics Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected ItemTotal Correlation Cronbach's Alpha if Item Deleted SS1 32.5000 13.500 .570 .787 SS2 32.6333 13.551 .523 .791 SS3 33.0333 12.999 .525 .789 SS4 32.7000 13.803 .346 .812 SS5 33.2667 13.582 .403 .804 SS6 32.5333 14.395 .349 .808 SS7 33.2333 11.909 .582 .782 SS8 32.8333 12.213 .644 .773 SS9 32.7333 11.995 .638 .773 Reliability Statistics Cronbach's Alpha N of Items .680 5 Item-Total Statistics Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected ItemTotal Correlation Cronbach's Alpha if Item Deleted AC1 15.5000 6.948 .469 .624 AC2 15.4333 5.426 .695 .505 AC3 15.2667 6.478 .560 .586 AC4 16.0000 6.552 .238 .739 AC5 16.2000 6.441 .347 .671 Reliability Statistics Cronbach's Alpha N of Items .697 6
64 Item-Total Statistics Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected ItemTotal Correlation Cronbach's Alpha if Item Deleted BT1 20.6333 10.723 .474 .654 BT2 20.5667 11.082 .156 .747 BT3 20.6667 9.195 .706 .581 BT4 20.9000 8.369 .757 .546 BT5 21.2000 8.372 .338 .730 BT6 20.3667 10.999 .454 .662 Reliability Statistics Cronbach's Alpha N of Items .848 6 Item-Total Statistics Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected ItemTotal Correlation Cronbach's Alpha if Item Deleted OCR1 22.5000 5.500 .457 .852 ORC2 22.7000 4.424 .716 .806 ORC3 22.8667 3.982 .786 .791 ORC4 22.8333 4.351 .775 .793 ORC5 22.7333 4.616 .723 .806 ORC6 22.3667 5.964 .329 .868 Reliability Statistics Cronbach's Alpha N of Items .706 2
65 Item-Total Statistics Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected ItemTotal Correlation Cronbach's Alpha if Item Deleted OCL1 4.4667 .395 .577 OCL2 4.7333 .202 .577 Reliability Statistics Cronbach's Alpha N of Items .842 2 Item-Total Statistics Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected ItemTotal Correlation Cronbach's Alpha if Item Deleted OCP1 4.6333 .309 .727 OCP2 4.6000 .317 .727 Reliability Statistics Cronbach's Alpha N of Items .890 4 Item-Total Statistics Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected Item-Total Correlation Cronbach's Alpha if Item Deleted OCTW1 13.8667 1.706 .729 .869 OCTW2 13.9667 1.757 .642 .903 OCTW3 13.8333 1.592 .874 .814 OCTW4 13.8333 1.661 .800 .843
66 Appendix 2: Questionnaire QUESTIONNAIRE Conflict Management at the Workplace: Practices and Outcomes of Seventh-day Adventist Church Members in Thailand This research project is conducted in partial fulfillment of the requirements for the Degree of Master of Business Administration, Faculty of Business Administration, Asia-Pacific International University by Thitaree Sirikulpat (Student ID:201480021), telephone: 036 720 757, E-mail: [email protected]. This questionnaire is for the Seventh-day Adventist Church members who are organization’s workers in Thailand. The data received from respondents will be used to link and expand the knowledgebase of the conflict management practice of the Seventh-day Adventists Church members in Thailand. Your completed answers will be valuable for this research and please be assured that your data will be kept strictly confidential and will be used only for overall analyzes and academic purpose of this study. This questionnaire contains 2 different sections. The first section is about your personal information and the second section is about your conflict management practices at the workplace. This questionnaire will require approximately 5-10 minutes to complete all the sections. Part I: Personal Information Please tick the following box indicating your personal information. 1. Gender Male Female 2. Age range 15 – 25 yrs 26 – 35 yrs 36 – 45 yrs 46 – 55 yrs 56 yrs and up 3. Marital status Single Married Divorced Other
67 Highest Education High School Bachelor Degree Master Degree Doctoral Degree I am an employee of EIS AIU TAM AIMS Muak Lek Other Membership with SDA Church 0 – 5 yrs 6 – 10 yrs 11 – 15 yrs 16 yrs and up Part II: Conflict Management Practices at the Workplace Please rate your opinion by marking (√) on the following items depending on your level of agreement. 5 = Always 4 = Frequently 3 = Sometimes 2 = Seldom 1 = Never Questions Ratings 5 4 3 2 1 Communication Skills 1. I clearly communicate with my co-worker to avoid conflict at the workplace. 2. When I prepare to meet to discuss a conflict, I try to arrange for a mutually acceptable time setting. 3. When I start to discuss a conflict with the other party, I choose my opening statement carefully to establish positive realistic expectation. 4. I try to bring all our concerns out in the open so that the issues can be resolved in the best possible way. 5. During a conflict, I ask questions to clarify a statement that I’m not sure of. 6. I negotiate with my co-worker so that a solution can be reached.
68 Questions Ratings 5 4 3 2 1 4. During the conflict discussion, I listen actively to what is being said by other party. 5. I listen with an open mind to alternative options. Social Skills 6. I am sensitive to another person’s feeling and emotion. 7. I feel empathy with my co-workers who are in trouble. 8. I generally try to satisfy the needs of my coworkers. 9. I exchange accurate information with my coworkers to solve a problem together. 10. I go along with the suggestion of my coworkers. 11. I collaborate with my co-workers to come up with acceptable decisions to both of us. 12. I try to keep my disagreement with my coworkers to myself in order to avoid hard feelings. 13. I try to be aware of how my negative and positive self-perceptions influence the way I deal with a conflict. 14. In order not to harm the relationship, I may temporarily put aside some of my own less important personal wants. Adventist Culture 15. When in conflict with my co-worker, I find it easy to forgive him/her. 16. When in conflict with my co-worker, I pray for him/her. 17. When in conflict with my co-worker, I try to solve it promptly with a desire for unity, peace, and love for him/her.
69 Questions Ratings 5 4 3 2 1 18. When conflict arise, I consider the interest of my co-worker rather than myself. Bible Teaching 19. In managing conflict, I act in harmony with biblical principles for reconciliation with my coworker. 20. When conflict arise, I don’t keep the anger in my heart. 21. When conflict arise, I use the teaching of the Bible as my guide. 22. I handle conflict at individual level, then group level, and then spiritual leader. 23. In difficult conflicts, I would consider requesting a third party facilitator as suggested by the Bible. 24. I use the moral principle that states “do to others what you want them do for you.”
70 Appendix 3: Informed of Consent Conflict Management at the Workplace: Practices and Outcomes of Seventh-day Adventist Church Members in Thailand Dear Participant, I invite you to participate in a research study entitled: Conflict Management at the Workplace: Practices and Outcomes of Seventh-day Adventist Church Members in Thailand. I am currently enrolled in the Master of Business Administration of AsiaPacific International University, in Muak Lek, Saraburi and am in the process of writing my Independent Project. The purpose of this study is to investigate on how the SDA church members manage conflict at the workplace with the influence of the application of their fundamental belief, moral laws, and interpersonal practices. The enclosed questionnaire has been designed to collect information on this topic. Your participation in this research project is completely voluntary. You may decline altogether or leave blank any questions you don’t wish to answer. There are no known risks to participation beyond those encountered in everyday life. Your responses will remain confidential and anonymous and will be only used to link and expand the knowledgebase of the conflict management practice of the Seventh-day Adventists Church members in Thailand. If you agree to participate in this project, please answer the questions on the questionnaire as best you can. It should take approximately 5-10 minutes to complete. If you have any questions about this project, feel free to contact Thitaree Sirikulpat (Student ID:201480021), telephone: 036 720 757, E-mail: [email protected]. Thank you for your assistance in this important endeavor. Sincerely yours, Thitaree Sirikulpat Researcher ********************************************************************* For participant only I hereby acknowledge that I have read and understood the above information and I agree to participate in this research by signing below. Signed ………………………………participant
71 Appendix 4: Permissions to Collect Data 1. Permission from Adventist International Mission School From: Patricia Foster <[email protected]> Sent: Thursday, March 29, 2018 8:39 AM To: Thitaree Sirikulpat <[email protected]> Cc: Ranjan Penugula <[email protected]> Subject: Re: Request for permission to distribute survey form Dear Thitaree, We will be happy to participate in your survey, I will forward to Teacher Rojean, our Administrative Assistant. She will work with you. Sincerely, Patricia Foster On Thu, Mar 29, 2018 at 8:31 AM, Thitaree Sirikulpat <[email protected]> wrote: Dear Mrs. Foster, I am currently working on my independent project titled: "Conflict Management at the Workplace: Practices and Outcomes of SDA Members in Thailand." Please find attached questionnaire. Therefore, I would like to request for your permission to include AIMS as one of my respondents. Your favorable consideration will be greatly appreciated. Sincerely,
72 2. Permission from Ekamai International School (EIS) From: Kim Vergilio Quimba Jr <[email protected]> Sent: Tuesday, April 3, 2018 2:50 PM To: Thitaree Sirikulpat <[email protected]> Cc: Prachack Jitbunyad <[email protected]> Subject: Re: Request for permission to distribute survey form Dear Ms Thitaree, EIS ADCOM already approved your questionnaire to be sent to our SDA employees. Please update us on any development of how many respondents answered/submitted the online survey. I already informed them to fill the form on or before Songkran holidays. We are expecting at least maybe 100 people to answer it. If no one responded, we will make a follow-up on Wednesday. Have a good day. Kim 3. Permission from Mission Adventist Hospital (MH) From: Sirivadee Wongwacharadumrong [mailto:[email protected]] Sent: 05/04/2018 5:29 PM To: President Secretary Cc: [email protected]; Dr.Attasit Chuenchop; BAH President Subject: Re: FW: Permission to collect data for research project Dear Kh. Thitaree, Upon MH Ethic Committee voted to approve that you can do the research of the said topic with our SDA workers. With the condition that we require the letter from your advisor certifying this project research and the consent form for the respondents to give you the information as questionnaire. We have approx. 49 SDA workers. After your analysis is completed, please give us the result. Please send the document to HR mgr.; Khun Busabong Chulapetch for internal process. Kind regards, Sirivadee for MH President
73 4. Permission from Asia-Pacific International University (AIU) Dear K Thitaree, This email is to inform you that at the recent Ranking, Research and Development Committee on April 4, 2018, the following action was taken: Blessings, Mrs. Arlyn RESEARCH PROJECT REQUEST (SURVEY) Mrs. Thitaree Sirikulpat RRDC 2018-67 Whereas K Thitaree Sirikulpat a Master’s Candidate in Business Administration at Adventist Pacific International University is conduction her Thesis Research entitled “Conflict Management at the Workplace: Practice and Outcome of SDA Members in Thailand”, and she is interested in collecting data among the AIU SDA Faculty and staff and SDA church members who are working in the vicinity of Thailand; it is Voted to approve the request of K Thitaree Sirikulpat to circulate her survey questionnaire among AIU SDA Faculty and Staff and SDA Church Members.