Mediation in Hierarchical Conflicts : The Role of Gender and Anger

This paper focuses on mediation in conflicts between employer and employee. Based on theories of power, we expect differences in both the perception and effects of the conflict, as well as differences in the evaluation of the mediation between employers and employees in hierarchical conflict; moreover we expect that employees express more of their anger in the mediation. Based on gender role theories we expect that these hierarchical conflicts have stronger negative effects on women, compared with men, and that gender influences the expression of anger, as well as the perception and evaluation of the mediation. Data were collected from 35 respondents who had been involved in mediation. We used both qualitative (coded reports of meetings and agreements), and quantitative data (survey); 30 out of 35 mediations had resulted in exit of the employee. Results show that there are major differences between the employers and employees. Employees define the problem as a relational conflict, report low well being due to the conflict and to the mediation, and express more anger during the mediations. Females report less well being and satisfaction with the mediation. The results are discussed in terms of the information processing model and further implications for mediators