Chinese Models of Conflict Resolution

Abstract

Findings of empirical researches in reference to several models of confl ict resolution constructed by Western psychologists were reviewed to demonstrate the limitation of imposed etic approach, some indigenous models were also criticized for their emic approach of naïve positivism. Based on the premise of methodological relationalism, it argued that a theoretical framework for managing confl icts with vertical in-group, horizontal out-group, or horizontal in-group people should consider the following aspects: (1) harmony maintenance, (2) personal goal attainment, (3) coordination strategies, and (4) dominant responses.When a subordinate is in confl ict with his/her superior in a vertical relationship, s/he has to protect his/her superior's face for the sake of maintaining interpersonal harmony. In this case, the dominant response may be endurance. If s/he wants to express his/her opinion, s/he usually uses the strategy of indirect communication. If s/he intends to pursue his/her personal goal, s/he may do so privately.