The Relationship between Growth Orientation with Conflict Management Strategies of Sport and Youth Offices in West Azerbaijan province, Iran

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1 International Research Journal of Management Sciences. Vol., 4 (3), , 2016 Available online at ISSN X 2016 The Relationship between Growth Orientation with Conflict Management Strategies of Sport and Youth Offices in West Azerbaijan province, Iran Maryam Shekary Nia * Ph.D Student, Department of Public Administration, Urmia Branch, Islamic Azad University, Urmia Iran * Corresponding Author Shekarynia@gmail.com ABSTRACT: The aim of this study was to investigate the relationship between growth orientation with conflict management strategies of sport and youth offices in West Azerbaijan province, Iran. The research method was descriptive and correlation that in term of purpose was applied and was performed as field. The population was all staffs of youth and sport offices, West Azerbaijan province that in the period of study (2015), 174 individuals were working according to the General office of Youth and Sports, West Azerbaijan Province. Due to the limited sample size, the total of population was selected as samples. To collect data, growth orientation questionnaire and conflict management strategies questionnaire were used. Pearson correlation coefficient was used to analyze the data. The results showed that there was a significant and positive relationship between growth orientation, independence and the need for communication with solution-oriented strategy. There was not significant relationship between senses of competence with solution-oriented strategy. There was a significant and negative relationship between grows, independence and competence, with avoidance strategy. There was no significant relationship between need to communicate with avoidance strategy. There was no significant relationship between grows, independence and sense of competence and control strategy. There was a significant and negative relationship between need to communicate with the control strategy. Keywords: Growth Orientation, Conflict Management Strategies, Competence. INTRODUCTION People have physical, social and psychological needs, which provide life satisfaction (Ozer, 2009). A motivational approach that has attracted much attention in recent years is Self determination Theory (SDT) that was presented by Ryan and Deci ( ). The major focus of this theory is on intrinsic motivation, external and addressing three fundamental needs (need for autonomy or independence, competency and need to communicate) in humans. This theory is a powerful framework for human motivation that explains with high accuracy in what people are committed to reach the targets (Menzies and Toman, 2008: Tian et al., 2014). Selfdetermination theory, the concept of three basic psychological needs that independence, competency and communication is specified to performance and healthy growth. To the extent that these needs are constantly satisfaction, people will have performance and growth and experience success and health, in contrast to the same extent, they are released, and controls may have higher non-health and non-optimal performance (Ryan and Deci, 2000). According to Self-determination theory (growth orientation) means the fulfillment of basic psychological needs, which are: independence (autonomy), sense of competence and communication with others. It seems anyone can trust to others and respect to them that has self-worth value. Who can involve others in power devolution that deserve them and they assume that the individual has the ability to self-autonomy and 180

2 independence, and eventually, one can organize good teamwork with proper communication and develop teamwork that is strong in social communication (Sahhafzadeh, 2010). In today's world, many of the essential activities needed to community are carried out by various organizations. The development and survival of community is effected by organizations function. So, we can describe today's society as organizational community. The most important means of achieving progress are organization that can cope with the outcome efficiently and effectively (Alagheh-band, 1991). One of the problems that can be seen in all organizations and units is conflicts at different levels of the organization. Although, to some extent, conflict is natural and even productive, but, when the conflict can be a hindrance to the growth of the company, it can be stated destructive. As a university is consider as a scientific organization of human resources, hence, the conflict between its members could be causing many problems. Conflicts have repercussions on the organization and groups related to it. Since, they include: lack of trust and abuse of suspicion between people, many job changes, loss of interest and motivation of the group, stop working and effective control, hypothyroidism, malingering and the absence. people with personality traits, needs, beliefs, expectations and perceptions of different understandings, conflict within the organization, especially scientific organizations such as the University is inevitable. Conflict is what is done with intention, either concealed or openly. In this process, individual do a conscious effort that by blocking other side path, to thwart his efforts, as a result, the individual is desperate of its goal (Robbins, 2009). Thus, this study sought to investigate the relationship between Growth orientation with conflict management strategies of sport and youth offices in West Azerbaijan province, Iran METHODOLOGY The research method was descriptive and correlation that in term of purpose was applied and was performed as field. The population was all staffs of Youth and Sport offices, West Azerbaijan Province that in the period of study (2015), 174 individuals were working according to the General office of Youth and Sports, West Azerbaijan Province. Due to the limited sample size, the total of population was selected as samples. The study was performed after describing in detail to participants the introductory remarks about the gauges and the purpose of the test, how to response to tests. It can be noted that regarding to ethical considerations, they were assured that the information will be used only in the research and be protected from any abuse after obtaining the consent of the people and giving the necessary knowledge. Following questionnaires were used to measure the variables. Questionnaire of growth orientation (BPNS): Questionnaire of growth orientation (BPNS) by Ryan and Deci (2000) has 21 questions and in the Likert scale (1-5). Each participant receives four separate score that three score is related to each component and the other score is related to the total score (as growth orientation). Three components were independence, competence and communication. Questions 1,5,8,11,13,17 and 20 measure independence component. Questions 3,4,10,12,14 and 19 measure competence. Questions 2,6,7,9,15,16,18 and 21 measure communication components (Sahhafzadeh, 2010). Robbins' Conflict Management Strategies questionnaire: the questionnaire of conflict management strategies by Robbins (1998) has 15 questions and is set based on the Likert scale (1-5). It is able to measure three components of solution-oriented, avoidance and control. Questions 4,9,12,13,2 and 8 measures component-oriented solutions, questions 3,11,14,6,10 and 15 measures avoidance component; and questions 1,5 and 7 components measures control component (Jahanian, 2012). Validity of questionnaires was confirmed by professors and experts. To test reliability and validity, Cronbach's alpha was used. Cronbach's alpha coefficients for all components were larger than 0.7. Since, Cronbach's alpha coefficients was greater than standard value, 0.7, we conclude that the questionnaire had good internal reliability. Pearson correlation was used to analyze the data. In all analyzes, the significance level was considered p <0.05. RESULTS Table 1 shows the mean and standard deviation of variables. Table 1. Descriptive statistics. Mean STDV Minimum Maximum Growth orientation Independence Sense of competence

3 Communication Solution-oriented Avoidance strategy Control The results of Kolmogorov-Smirnov showed that normal distribution of data was (p>0.05). Pearson correlation was used to study the relationship between growth orientations with conflict management strategies. Results are presented in Table 2. Due to the significance level, we can say that there was a significant and positive relationship between growth orientations with solution-oriented. There was significant and positive relationship between the independence with solution-oriented. There was no significant relationship between competency and solution-oriented. There was a positive relationship between communications with solution-oriented. There was a significant and negative relationship between growth orientations with avoidance. There was a significant and negative correlation between the independence with avoidance. There was significant and negative relationship between competencies with avoidance strategy. There was no significant relationship between the communication and avoidance strategy. There was no significant relationship between growth orientations with control. Namely, there was no significant relationship between independence with control. There was no significant relationship between competencies with control. There was a significant and negative relationship between communications with control. Table 2. The correlation between the research variables Solution-oriented Avoidance strategy Control strategy Growth orientation r p Independence r p Sense of competence r p Communication r p DISCUSSION AND CONCLUSION The aim of this study was to investigate the relationship between Growth orientation with conflict management strategies of sport and youth offices in West Azerbaijan province, Iran. Results showed that there was a significant and positive relationship between growth orientations with solution-oriented strategy of managers. Namely by increasing the level of Growth orientation, the use of solution-oriented strategy will increase. The result of research was consistent with the findings of Gagné and Deci (2005) and Sahhafzadeh (2010). As far as, in the solution-oriented strategy is consider to the demands of the two sides (win-win) and on the other hand, people with growth orientation are given according to their features and others are expected to use more solution oriented strategy. There is a significant positive relationship between independence with solutionoriented strategy. The findings show that with increasing independence component, the use of solution-oriented strategy increased, as well. The result of this research was consistent with the findings of Gagné and Deci. (2005) and and Lynch (2010) and Sahhafzadeh (2010). As far as, in the solution-oriented strategy is consider to the demands of the two sides (win-win) and on the other hand, people sense that their environment provide a sense of freedom and choice to them and backgrounds and context that has sense of independence and be free from the control use the trust-based collaboration strategy. There was no significant relationship between competences with solution-oriented strategy. The results of this research were consistent with the results of Sahhafzadeh (2010). In the solution-oriented strategy is consider to the demands of the two sides and sense of competence refer to mastery of the challenges in the person's environment and that individual feel that can be successful in his duties and achieve its goals. Feeling that individual has the opportunities to develop their capabilities and others consider his job a good and important. High competence provides context and orientation due to high levels of potential and possible tendency to solution-oriented strategy. There was a significant and positive relationship between the need to communicate with solution-oriented strategy. It means with increasing need to communicate component, using solution-oriented strategy is also increasing. The result of this research was consistent with the findings of Gagné and Deci (2005) and Sahhafzadeh (2010). As far as, in the solutionoriented strategy is consider to the demands of the two sides (win-win) and partnership approach is based on trust and on the other hand, people need to feel they have a relationship with others and are on their Support and 182

4 are important for them. As far as, the solution-oriented strategy is bilateral relationship and is consistent with communication features, this two-way feature lead to use more solution-oriented strategy satisfy in individuals that have more the need to communicate with others. There was significant and negative correlation between growth orientations with avoidance strategy which with increasing growth orientation levels, using avoidance strategy is reduced, as well. The results of this research results was consistent with the results of Gagné and Deci (2005) and Sahhafzadeh (2010). In avoidance strategy, individual has no ability to face with the rival or does not attention to his wishes. People who are at a high level of growth orientation have the ability to influence growth performance and the ability to have success. According to the theoretical foundations of Growth orientation and avoidance strategy of inverse relationship between these two variables seems logical, therefore, to increase the level of managers Growth orientation, using avoidance strategy is reduced. There is significant and negative correlation between independence with avoidance strategy. The result of research was consistent with the results of Gagné and Deci (2005) and Sahhafzadeh (2010). In avoidance strategy, individual has no ability to face with the rival or does not attention to his wishes and does not try to reach them in front of people who have a higher rate of independence. It seems that due to higher self-esteem and self-awareness, self-care in them is reinforced and has fewer tendencies to avoidance strategy. There was a significant and negative relationship between the senses of competence with avoidance strategy. The results of this hypothesis show that increasing competence management component of managers is reduced using avoidance strategy, as well. The result of this research was consistent with the findings of Gagné and Deci (2005) and Sahhafzadeh (2010). In avoidance strategy, individual has no ability to deal with rival and the power to deal with the other side and is not determined to achieve his goals. In contrast, satisfying sense of competence strengthens effective interaction with the environment and with intention to one's desired results. Due to these features, if the level of competence is further, using avoidance strategy is reduced. Other findings showed that there was no significant relationship between communications with avoidance strategy. The result of this research was consistent with the findings of Gagné and Deci (2005) and Sahhafzadeh (2010). In the avoidance strategy does not pay attention to individual demands and is not determined to achieve his demands. In contrast, in need to communicate, they need to feel the need to communicate with others and are supported by them. According to the theoretical foundations, it seems to be someone who needs to communicate with others and support. They do not use from strategy which does not pay attention to their demands. There was no significant relationship between growth orientations with control. The result of research was consistent with the findings of Gagné and Deci. (2005) and Sahhafzadeh (2010). Control strategy which governs competitive practices and both strategies are based on winning and losing, and the spirit of cooperation has no meaning. In contrast, a person who is at a high level of growth orientation with respect to the features of self attention and others and the need to communicate with others, has a spirit of cooperation with others. In this study, the relationship between growth orientations with control strategy was not confirmed. The probable reason is the features and characteristics of growth orientation. There was no significant relationship between independence and control strategy in the northwest of the country. The result of research was consistent with the findings of Gagné and Deci (2005) and Sahhafzadeh (2010). In the control strategies, individual exclusively attention to his wishes and does not have a cooperative spirit. In contrast, the independence component implies that people feel that their environment provides a sense of freedom and choice for them and feel free from control and are important to people. So, developed individuals do not use a technique that only thinks to themselves in terms of independence and govern the way of winning or losing. There was no significant relationship between managers' sense of competence and control. The result of research was consistent with the findings of Gagné and Deci (2005) and Sahhafzadeh (2010). In the control strategy, person thinks about himself and does not care to the other side. In contrast, to satisfy to competence, positive feedback is needed, it can be given by one's own or others' feedback (praise). Someone who attention to himself and others do not use control strategy that a person only thinks about himself and has not a spirit of cooperation. There was a significant and negative relationship between the need to communicate with the control strategy of managers. This finding indicates that by increasing the components of need to communicate among managers, using control strategy reduced, as well. The result of research was consistent with the findings of Gagné and Deci (2005) and Sahhafzadeh (2010). In control strategy that is the non-cooperative strategy and power oriented strategy, person is focused more on his individual demands. In contrast, in the component of need to communicate with others, a desire to connect with others and seek the support of the warm and friendly relations with others is increase. So, no matter how managers in terms of their relationships with others are at a higher level, using control strategy is reduced. There are several strategies for handling conflicts. The proper uses of these strategies have a positive impact on results. People have different needs and basic psychological needs are as those needs. The importance of satisfaction of basic psychological needs (growth orientation) is consistent for safe and effective practice in all cultures and in all of life. According to the results of hypotheses, there was positive and significant relationship between the growth orientations with 183

5 solution-oriented strategy and there was a significant and negative correlation between growth orientations with avoidance strategy. Given that the developed people have the features that want to work with others as well as close relationships with others and seek the support of others and communicate to others (with a sense of respect and understanding of the opposite), and in the solution oriented strategy is considered to the interests of the parties involved in the conflict (win-win), but in the avoidance strategy does not pay attention to the interests of neither side. Thus, increasing growth orientation of managers, use of solution-oriented strategy is increased and avoidance strategy will reduce. Conflict of interest The authors declare no conflict of interest REFERENCES Alagheh-band A, Principles of Educational management. Tehran: Ravan publication. Gagné M, Deci EL, Self-determination theory and work motivation. Journal of Organizational behavior, 26(4): Jahanian R, The relationship between emotional intelligence and conflict management strategies among hospital managers of Lorestan province. Journal of management. 8: 8-1. Lynch M, Basic needs and well-being: A self-determination theory view. Contemporary Educational Psychology, 35(4): Menzies-Toman D, Self-determined Relationship Motives, Commitment Motivated Cognition, and Relationship Maintenance Processes (Doctoral dissertation, McGill University). Özer G, The effects of need satisfaction, intrinsic motivation and attachment styles within the framework of self-determination, on subjective well-beings of university students. Unpublished master thesis, Gazi University, Educational Sciences Enstitute, Ankara. Robbins S, Principles of Organizational Behavior. translated by Ali Parsaeian and seyed Mohammed Arabi). Tehran: Cultural Research Bureau. Ryan RM, Deci EL, Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American psychologist, 55(1): 68. Sahhafzadeh A, The relationship between growth orientation of educational institutions managers under the doctrine of self-casting (SDT) and their conflict management styles: a case study. M.A. thesis, University of Allameh Tabatabai. Tian L, Chen H, Huebner ES, The longitudinal relationships between basic psychological needs satisfaction at school and school-related subjective well-being in adolescents. Social Indicators Research, 119(1):