中文摘要：

作为在组织日常生活中无法避免的现象之一，冲突之于团队及其成员的影响作用存在极大的不确定性，这不仅取决于冲突的内容和强度，更重要的是如何应对。冲突处理模式的选择不仅直接影响到个人与其他团队成员的关系，也在一定程度上决定了个人与团队的绩效和产出。冲突处理模式是一个多维度的概念，主流的二维模型将常见的冲突应对方式分为竞争、协作、妥协、回避和顺从五类，并在此基础上开发了五大经典测量量表——CMS、MODE、OCCI、CMMS和ROCI-Ⅱ。这些测量工具在后续经验研究过程中得到了不同程度的验证和支持，在对其各自的条款内容、心理测量属性和优缺点进行一番比较之后，可以发现其中普遍存在的问题，如信度偏低、效度检验方法单一、社会称许性偏差影响显著等。基础理论模型的完善与测量工具的修正将成为日后研究的重点之一。

英文摘要：

As an inevitable phenomenon of daily life in organizations, conflicts always exert variable effects on work groups and their members. Either functional or dysfunctional outcomes are attributed to the content and intensity of a conflict, and the way to deal with them is also important. A wise and reasonable choice of the The conflict strategies will directly influence not only the relationship between group members, but also their output and performance to some extent. The conflict-handling-mode is a multi-dimensional concept. Nowadays, two-dimensional models are the mainstream, which generally categories conflict-managing methods into five ones-competing, collaboration, compromising, avoiding and obliging. According to the theoretical models, there are five classic scales-CMS, MODE, OCCI, CMMS, ROCI-Ⅱ-and all of them are empirically validated and supported to varying degrees. Comparing the item content and psychometric properties of each scale, we can find both advantages and disadvantages in them, especially some common and noticeable shortcomings, such as low reliabilities, simple validations and significant social desirability bias. Therefore, based on the maturity of theoretic models, further amendment and refining are needed for these instruments in the future.