Gender and Generational Differences in Conflict Management Styles for a Public Sector Organization in Puerto Rico

The purpose of this study was to examine gender and generational differences in conflict management styles for a public organization in Puerto Rico. A total of 80 individuals participated in the study. An independent-sample t-test revealed that there was a significant difference in the scores for males compared to females in two conflict management styles: integrating, males (M = 28.22, SD = 4.56), and females (M = 30.46, SD = 2.97); t (78) = 2.66, p = .009 (two tailed); and avoiding, males (M = 20.90, SD = 4.90) and females (M = 24.88, SD = 3.22); t (78) = 4.3, p = .000 (two tailed). However, there were not significant differences in obliging, cooperating, or dominating styles for males and females. One-Way ANOVA revealed not statistically significant differences in conflict management styles between Baby Boomers and Generation X, and significant differences in obliging and dominating styles between Baby Boomers and Generation Y, at the p < .05 level. Conversely, there was a significant difference between Generation X and Generation Y in the obliging style at the p < .05 level. Recommendations for future research include an examination of the relationship between national culture and conflict management styles