Generation Z: Navigating Conflict Resolution Strategies at the Workplace Through Their Intimacy Styles

Abstract

Drawing on the interpersonal model of intimacy and the dual concern model, this study utilizes structural equation modelling (SEM) to analyse the relationships between workplace intimacy and conflict management styles, with a particular focus on Generation Z. The research examines how different levels of intimacy influence employees’ approaches to conflict resolution, including compromising, negotiating and avoidance strategies. A survey of 203 individuals with less than three years of workplace experience examines the hypothesis that conflict management styles (CMSs) are shaped by the ability to establish intimate relationships, incorporating self-disclosure, responsiveness and feelings of validation. Findings indicate that individuals with high levels of intimacy are more likely to adopt compromise and negotiation styles in conflict management, suggesting that employees who cultivate close, trusting relationships are more likely to engage in collaborative problem-solving. Conversely, the study found no significant correlation between intimacy and avoidance-based CMS, such as withdrawal and resignation. This suggests that while intimacy fosters constructive conflict resolution, it does not necessarily influence an individual’s tendency to avoid conflicts. The results highlight the importance of fostering workplace intimacy to enhance effective conflict resolution and suggest areas for further research, particularly in understanding the unique conflict management behaviours of Generation Z. The article concludes by discussing the theoretical implications of these findings, their practical applications in organizational settings, and recommendations for future research on workplace intimacy and conflict management.