El estudio de los estilos de gestión del conflicto en las organizaciones, por parte de los directivos, es el objeto de análisis de este trabajo. Realizamos para ello la adaptación y validación del cuestionario ROCI-II (Rahim, 1983a), basado en una aproximación bidimensional—interés propio e interés por los demás—con cinco estilos distintos de gestión del conflicto interpersonal—integración, servilismo, dominación, evitación y tendencia al compromiso—, y evaluamos las estrategias de gestión del conflicto empleadas por los directivos en la actualidad. Los resultados obtenidos confirman que la estructura de los cinco estilos distintos de gestión del conflicto se reproduce en nuestro contexto cultural, hallándose algunos datos de interés en relación a las variables demográficas consideradas en el presente estudio.
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