Abstract
Purpose. The purpose of this study was to describe the conflict management styles of the California community college campus police chiefs and security directors, and to determine the degree to which their conflict management styles relate to their job satisfaction. Methodology. The researcher used descriptive and correlational research. Two survey questionnaires were utilized to collect data and answer four research questions. For each item on the Job Satisfaction Survey and each conflict management style described by the results of the survey statistics specifically; frequencies, percentages, correlations, means, and standard deviations were determined. The Mann-Whitney U, The t-test, Kruskal-Wallis H, and the chi-square tests were used to determine significant differences between groups. Findings. (1) The Synergistic conflict management style was the preferred style used; (2) the Compromising conflict management style is the secondary or backup; and (3) ten police chiefs and security directors preferred other conflict management styles. (4) Six job satisfaction areas received low score responses. (5) No significant difference between job satisfaction and conflict management styles was determined by the police chiefs and security directors. (6) A small difference between certain ethnic groups', job satisfaction, and choice of conflict management styles was determined. (7) No significant difference regarding gender conflict management styles and their job satisfaction existed. Conclusion/recommendations. Overall the police chiefs and security directors prefer the Synergistic, conflict management style and use the Compromising conflict management style as secondary. There were small differences between the police chiefs and security directors who chose other conflict management styles and their job satisfaction. There was not a significant difference between gender, conflict management styles, and job satisfaction. Recommendations. (1) The job satisfaction variables that the police chiefs and security directors gave low scores to should be addressed in order to ensure their success and job satisfaction. (2) Improved communication and training on conflict management styles could possibly impact job success for police chiefs and security directors.