**Acknowledgements**

The presented findings support the aforementioned concept of understanding gender as a social construct, with an emphasis on gender roles, gender identity, and family expectations in the context of conflict resolution by managers, as well as in terms of more general concepts

The identified and specified significant differences, as well as interactions, not only contribute to the discussion of the dispositional and situational approaches to exploring the conflict resolution methods, but also to a more general theoretical and methodological discussion of

In this context, it is necessary to interpret the already presented findings that men prefer the use of a dominant, competing style of conflict resolution, in contrast to women who rather prefer to avoid the conflict [13], and that women often seek to mitigate the conflict by using the compromising strategy. Men use more physical strength to convince others [42]; they express their dominance and competitiveness. Women try to compromise [43], speaking less in mixed discussion groups. Men take the initiative, direct the conversation, and do not like to be interrupted. On the contrary, women tend to support the discussion, ask questions, and

**Figure 5.** Multivariate analysis of perception of the strategy collaborating − gender × age.

of gender issues.

110 Organizational Conflict

**6. Conclusion**

show interest [38].

dispositional/situational concepts.

This chapter was compiled thanks to the support of the grant projects VEGA No. 1/0909/16 and KEGA No. 003PU-4/2017.
