Organizational Conflicts During Universities Transformation: Destruam et Aedificabo

Abstract

Introduction. The authors tackle the topical problem of assessing the conflict level between subidentical groups: “management academics” (professors and lectures staff) and “academic managers” (administrative managing staff). The aim of the paper is to construct a new method of quantitative assessment of the conflict level between professional groups generated by the organizational culture; to study the dynamics of the change in the conflict level between professional and age-based cohorts existing in Russian universities. Materials and Methods. In this study, the conflict level is defined as a difference of common cultural vectors found for each of target age-groups, demonstrating generations’ behavioral features and their professional competence, set up as the result of analysis of expert assessments with the help of organizational culture methods developed by the Organizational Cultural Assessment Instrument of K. Сameron and R. Quinn. Empirical data are taken from sociological research involving 384 respondents from 18 universities representing 12 regions of the Russian Federation. Results. It is shown that activity of the considered target bunches is under significant influence of hierarchical (bureaucratic) organizational culture. This objective circumstance of proceeding transformation processes forms the basis for fragmentation of existing academic identity into those intra-university bunches which are combined both in terms of valuable patterns of generations and patterns formed under the influence of social and economic conditions. Interference of various age-grade valuable patterns under permanent current transformation invokes escalation of strife, its minimum level is reached in identical age-grades of professors and lectures staff (“management academics”) and administrative managing staff (“academic managers”). A certain influence on the level of conflicts between the target groups under consideration is produced by the degree of goals adequacy and objectives of the university available resources (competence, material, technical, and financial base). Discussion and Conclusion The novelty of the conducted research lies in consideration of conflict problems in universities arisen from the increasing differentiation of general cultural vectors of university communities. Complex, sustainable and reproducible nature of this social phenomenon, linking together both value and behavioral aspects of university communities, requires a transformation of research tactics. The research materials might be useful in practical work of heads of universities as scientific and methodological recommendations for the study and prediction of conflict processes in universities.

Keywords

• organizational culture
• general culture vector
• academic identity
• university subidentities
• conflict level