Research Journal of Recent Sciences _________________________________________________ ISSN 2277-2502 Vol. 4(5), 14-20, May (2015) Res.J.Recent Sci. International Science Congress Association 14 The Bilateral effect of Conflict Management styles and the Interpersonal Relationship Mohamad Mehdi Parhizgar, Iman Hakimi, Khalil Safari and Farzane sadat Hosseiny Dept. of Management, Payam Noor University, IRANAvailable online at: www.isca.in,www.isca.me Received 15th October 2013, revised 8th February 2014, accepted 21st May 2014Abstract Most of the scholars believe that human is a Social Being which the social nature causes human to make relationships with others by which making relationships with various social aspects could be realized. Humans have to act based on the mental structure, upbringing conditions and the current situation of the environment in a range of communications which are available for them. Conflict is a phenomenon emerged in the organizations from many decades ago up to now which it is an unavoidable phenomenon in humans’ life and it manifests in various forms. In fact, conflict is the individuals’ inclination toward the communication which makes people compassionate toward each other – consequently they would think their interests are against with each other. In present paper, the observation about the Conflict management styles and the interpersonal relationship in Kerman University of Medical Sciences has been provided. The obtained results showed a significant difference exits between variables of conflict management styles and the interpersonal relationship with demographic variables. Keywords: Conflict management styles, interpersonal relationship, mutual effect, relaxation, compulsion, lack of openness. IntroductionThe existence of the accurate communications in the organization is one of the important elements leading to the success in management filed. It has been proved that in case of no accurate communication in the organization, disorders could be resulted. Actually, communication is a true fact in any organization and it is reported that any manager spends his/her time to make communication. But in this relation it has to be stated that there are hedges in the communication field which the manager could gain information about them and identify them in a real world by which the accurate strategy to develop dynamism in the communication has been realized. The communications for a strategic and cohesive mechanism to improve the behaviors for the cooperation is particularly for solving the conflict which it has a positive effect on the ability of organizations to develop the effective interactions3,4. The researchers declare the communication as the fundamental element of the conflict management. Generally, anything causes the disorder in transferring information between the sender and receiver is mentioned as the hedges in making communication. According to the necessity of communication in the organizations, it is necessary for the managers to be informed of the hedges causing obstacles and disorders in their communication which they have to identify those hedges and try to void them. The obtained results of the present paper is about the strategies of conflict management among the managers in the hospitals of Lorestan province showing a significant relationship between strategies of conflict management and the gender of individuals by which it is reported that there is a significant relationship between the age of the individuals and the strategy of conflict management. Main body: The following characteristics put significant effect on the effectiveness of the interpersonal communications: Transparency and Openness: In viewpoint of Samantha, Transparency and Openness mean what humans define about a special person verbally. The people who obsess with their daily work have low extent of the style “openness” which this leads to the conflict between them with others. Empathy: Empathy means both the receiver and sender of a message have a same feeling which they think they are in each other's shoes, so that in such a situation they could understand each other better. The humans with their emotional intelligence, consider their and others’ emotions and feelings as the bases to adjust and control their relationships with others, and this characteristic leads to empathy by which people are encouraged to pay attention and consider other’s interests. Support: An interpersonal relationship is such a relationship developed in a protective environment. The open and empathetic interpersonal communications could not continue for a long in an environment with threat and fear by which the discontinuity could be emerged eventually in this situation. If the staffs in low level be fired due to ignoring bans, in this case nothing would happen for the managers and it is reported that all the policies applied by the managers were deceptive policies causing the staffs get hopeless of support10. Research Journal of Recent Sciences ______________________________________________________________ISSN 2277-2502Vol. 4(5), 14-20, May (2015) Res.J.Recent Sci International Science Congress Association 15 It has been reported that a positive feeling about the general situation in communication filed is so vital and important for interaction between two or more individuals. In other words, lack of inclination by the individuals, or the sender of message leads to cancelation of the communication resulting the discontinuity11. Equality: The interpersonal communications are effective exactly while the equality realizes in the organizations. This does not mean that in the environment without index of equality, people could not communicate with each other12. But to have such an effective relationship with others, a particular attention has to be paid on the index of equality and the common points. Response and responsibility: In summary, the responsibility network orients the communications between the groups, as limits everything in the groups using the instructions. Generally, in the cultures which the responsibility is considered, the mutual relationships are observed more than unilateral relationships, and vice versa; in the cultures which the indices of response and responsibility are realized, the unilateral relationships are observed more than bilateral relationships13. This is a reason showing the conflict as an unavoidable relationship with the job communications in the organizations11. The well deed behaviors include supporting others and considering their welfare, such behaviors expand the social protection and trust14. Selfish people are desired to be admired and they like people respect them which this leads to the decrease of empathy among them and others15. The selfish objectives are such effective elements resulting the conflict and aggression. In this relation, it has to be stated that well deed behaviors could be the reason for the change of the attitude toward the strategies based on self-respectfulness to the strategies which are based on empathy16. Personality influences the type of strategy for resolving the conflict among individuals through emotional, cognitive, and stimuli processes17. Conflict management is conceptualized as the strategies involved in ending the conflict and it reduces the non-functional aspect and increases its functional aspects18. The strategies of research: The strategies for conflict management in various situations: The first strategy is the strategy of competitiveness by which it is reported that if two persons or two groups desire to attain their demands with no cooperation, in this case they compete with each other. The second strategy is such a cooperation based on trust. This is in such a situation that people show good cooperation from themselves and they are desired to attain their demands, this strategy is such a win-win strategy. Here, all want to achieve their demand and in this situation, the strategy of the cooperation based on trust is used19. The third strategy is the Avoidance strategy (loss-loss), actually loss is used in a situation while you are not inclined toward it and reaching to the demands which are not important for you, but anyway you are not intended to cooperate with each other. The fourth strategy is the strategy for resolving the conflict and it is called the compromise strategy (loss-win). Within the assumption of any difference, although the matter is not important for us, it is important for our opponent, and in such a situation we have to compromise to resolve the matter in favor of the opponent. Here we give opportunity to our opponent in order to make him/her prepared to conquer the deal in favor of us20. The fifth strategy is the strategy of conciliation (loss- loss or win-win). Conciliation is possible while each party gives score to another party, unless the problem would not be resolved. In case of conciliation, the cooperation is in an intermediate level which the people are desired to cooperate. Harold, Prince, and other colleagues mentioned the significant relationship between the communication and conflict systems17. Ashrafi et al in his research by the title of “the effect of organizational communication system on the conflict in the physical education offices in west Azerbayegan province”, found out that the interpersonal conflicts in the physical education offices due to lack of freedom in making decision in making relationship and information is effective. For this, a necessary planning for implementing and substituting the accurate and effective organizational communication system has to be planned21. Methodology To peruse the hypotheses in present paper, a descriptive type of research was done. In this research, the questionnaire for the styles of conflict management was translated into Persian language and it was scrutinized by the specialists for several times, and then due to many questions in the main questionnaire, some of the questions were omitted from the questions of each style. To adjust the questionnaire for the interpersonal relationships, firstly most of the hedges in interpersonal relationships were identified and based on the literature mentioned in the articles, several questions represented which the accuracy and validity of such questions were perused by the professors in the management field, finally the questionnaire was distributed among the participants. The statistical society in present paper is involved of all the staffs and professors studied in the field of medical, dentistry and Paramedics in Kerman College. For sampling, 300 individuals and professors studied in the field of medical science were chosen which this was done under supervision of the health ministry. Within the method of cohesive class sampling and also based on the sampling formula ( ), firstly a questionnaire was distributed among 50 staffs and professors randomly, and the standard deviation was determined 0.574 regarding the assurance level (95%) and error coefficient (d=0.05). As a result, 500 individuals were chosen for sampling. Research Journal of Recent Sciences ______________________________________________________________ISSN 2277-2502Vol. 4(5), 14-20, May (2015) Res.J.Recent Sci International Science Congress Association 16 For this, post several times distributing the questionnaires, 650 questionnaires were distributed which only a complete response was seen in 500 questionnaires showing 77% of questionnaires filled completely. It is reported that 41%, 29% of the participants were younger than 35 years old and 35-39 years old, respectively and the remained ones were all elder than 40 years old. 44% of them were male and the remained ones were female. 86.5% of the participants were staffs and the remained ones were member of broad, and 27.7%, 16.8%, and 20.9% of the participants, had less than 5 years, 5-9 years, 10-14 years and more than 15 years work experience, which the other participants had more than 15 years work experience. In this relation, 40.4% and 28.4% of the participants were member of medical and dentistry faculty and the others were working in Paramedics faculty. To peruse the effect of the variables like gender, age, work experience and/or the difference of the variables in the research among the staffs and members of broad, t-test has been used and ANOVA test has been used to peruse the significance of the difference in three faculties. The conceptual framework of research (figure-1): i. The questionnaire of conflict management styles include the definitions like relaxation, compromise, avoidance, Coercion, encounter involving 25 items. ii. The questionnaire of hedges for interpersonal relationships include lack of protection, equality, lack of openness, lack of empathy, lack of response involving 22 items. iii. The coefficient of reliability for the questionnaires in table-1 and 2 has been shown: Table-1 The questionnaire for the styles of conflict management   \n \r \n N of i tems 0.79 25 Table-2 The questionnaire for the hedges of interpersonal relationship   \n \r \n N of items 0.841 22 Results and Discussion Findings: There is not a significant relationship between the variables of the research (the styles of conflict management and the hedges of interpersonal relationship) and demographic variables. At 95% of assurance level using two-way t-test, the value of sig for none of the variables in the research had not any significant relationship with the variables like gender, age, the staff or the member of the broad (The statistical figures were avoided to be depicted here due to a large amount of the variables). A significant relationship does not exist between the styles of conflict management and the hedges of interpersonal relationship by the participants in various faculties. For this, the homogenous test for variances about the variables in this research was done which the results are as following: Table-3 Levene statistic, Df, Df, and Sig for all the styles of the conflict management Levene statistic Df 1 Df 2 Sig Lack of protection 0.772 2 497 0.463 Lack of Positivism 2.381 2 497 0.095 Lack of equality 1.278 2 497 0.281 Lack of openness 4.854 2 497 0.009 Lack of empathy 0.801 2 497 0.450 Lack of response 0.520 2 497 0.596 Coercion 3.333 2 497 0.038 Relaxation 3.737 2 497 0.026 Compromise 0.643 2 497 0.527 Encounter 0.736 2 497 0.480 Avoidance 2.277 2 497 0.105 As shown in table-3, three variables like lack of openness, coercion and relaxation do not have an equal variance, thus the test of Kruskal–Wallisone-way analysis of variance was done which its results are as following: Table-4 The test of KruskalWallis for three variables like lack of openness, coercion and relaxation Lack of openness Coercion Relaxation   8.661 1.109 4.925 df 2 2 2 sig 0.013 0.574 0.085 Finally, it was clarified that only the variable of lack of openness was such a significant variable. Figure-1 The Conceptual framework of research Research Journal of Recent Sciences ______________________________________________________________ISSN 2277-2502Vol. 4(5), 14-20, May (2015) Res.J.Recent Sci International Science Congress Association 17 Thereafter, ANOVA test was done to peruse the difference in the variables of the research in three faculties which the results of it are as in table-5. Table-5 ANOVA test for variables of the research in three faculties df df F Sig Lackof openness In faculties 2 3.656 0.028 Among participants 497 Total 499 Lack of equality In faculties 2 3.504 0.021 Among participants 497 Total 499 Lack of response In faculties 2 4.165 0.217 Among participants 497 Total 499 Lack of protection In faculties 2 3.333 0.050 Among participants 497 Total 499 Encounter In faculties 2 3.034 0.050 Among participants 497 Total 499 Lack of positivism In faculties 2 3.412 0.013 Among participants 497 Total 499 Avoidance of conflict In faculties 2 4.414 0.001 Among participants 497 Total 499 The results of ANOVA test show that there is a significant difference between the seven variables like lack of openness, lack of equality, lack of response, lack of protection, Encounter, Lack of positivism, and avoidance of conflict in the faculties which a distinctive observation provided about each of these variables. Refer to following for this. Table-6 The independent variable like lack of openness (Tam hane) regarding mean difference and sigThe independent variable: lack of openness (Tam hane) Mean difference (I-J) Sig Faculty I Faculty J Paramedics medical, dentistry and Paramedics -0.22137 -0.39316* - 0.079 0.038 - Table-7 The independent variable like lack of equality (LSD) regarding mean and sigThe independent variable: lack of equality (LSD) Mean difference (I-J) Sig Faculty I Faculty J Paramedics medical, dentistry and Paramedics +0.22137* +0.39316* - 0.037 0.030 - Table-8 The independent variable like lack of protection (LSD) regarding mean and sig The independent variable: lack of protection (LSD) Mean difference (I-J) Sig Faculty I Faculty J Paramedics medical, dentistry and Paramedics -0.36083* - -0.38152* 0.027 - 0.001 Table-9 The independent variable: encounter (LSD) regarding mean and sigThe independent variable: encounter (LSD) Mean difference (I-J) Sig Faculty I Faculty J Paramedics medical, dentistry and Paramedics - +0.42170* +0.38164* - 0.015 0.022 Table-10 The independent variable: lack of positivism (LSD) regarding mean and sig The independent variable: lack of positivism (LSD) Mean difference (I-J) Sig Faculty I Faculty J Paramedics medical, dentistry and Paramedics -0.50110* - -0.43110* 0.000 - 0.001 Table-11 The independent variable: Avoidance of conflict (LSD) regarding mean and sigThe independent variable: Avoidance of conflict (LSD) Mean difference (I-J) Sig Faculty I Faculty J Paramedics medical, dentistry and Paramedics +0.36125* - -0.16084 0.040 - 0.345 Research Journal of Recent Sciences ______________________________________________________________ISSN 2277-2502Vol. 4(5), 14-20, May (2015) Res.J.Recent Sci International Science Congress Association 18 According to table 6-11 at 95% of assurance level, the following conclusions could be attained: The extent for the variable “lack of openness” in dentistry faculty is more than the extent of it in Paramedics faculty. The extent for the variable “lack of equality” in Paramedics faculty has a significant difference with the extent of it in medical and dentistry faculties. The extent for the variable “lack of protection” in dentistry faculty has a significant difference with the extent of it in medical and Paramedics faculties. There is a significant difference about the variable of encounter in medical faculties with dentistry and paramedics faculties. Here is a significant relationship about lack of positivism in dentistry faculty and paramedics and medical faculties. The estimation for avoidance of conflict in dentistry faculty has been reported more than the extent of it in medical faculty. A significant correlation exists between the styles of conflict management and the hedges for the interpersonal relationships by the participants in the faculty. According to the obtained results of table-12, it could be perceived that there is a significant relationship in each of three faculties between the coercion style and all the hedges for interpersonal relationships. There is a negative relationship in each of three faculties between encounter style and all the hedges for interpersonal relationships. The relaxation style has not a significant relationship with lack of empathy, lack of equality, and lack of positivism in dentistry faculty, and in medical faculty, there is not a significant relationship between the compromise style and the hedges for interpersonal relationships and in paramedic faculty, there is a negative relationship between lack of protection and two other styles like lack of equality and lack of response. In this relation, it is reported that the compromise style in dentistry faculty has such a negative relationship with two other styles like lack of openness and lack of response21. Table-12 Spearman correlation coefficients about the variables of research in any faculty Spearman ranked correlation coefficient Lack of protection Lack of positivism Lack of equality Lack of openness Lack of empathy Lack of response Coercion Relaxation Compromise Encounter Avoidance of conflict Lack of protection 1.000 1.000 1.000 0.542* 0.612* 0.51* 0.302* 0.351** 0.513*** 0.578* 0656** 0.409*** 0.671* 0.514** 0.715*** 0.421* 0.674** 0.508*** 0.317* 0.422** 0.266*** -0.309* -0.560** -0.213*** -0.317*** -0.479* -0.383** -0.295*** Lack of positivism 1.000 1.000 1.000 0.712* 0.253** 0.680*** 0.583* .714** 0.317*** 0.761* 0.633** 0.642*** 0.317* 0.444** 0.501*** 0.336* 0496** 0.305*** -0.357* -0.463* 0.145** Lack of equality 1.000 1.000 1.000 0.545* 0.769** 0.340*** 0.456* 0.665** 0.830*** 0.450* 0.713** 0.416*** 0.269* 0.583 0289*** -0.297* -0.320*** -0.418*** -0.323* -0.478** -0.207*** Lack of openness 1.000 1.000 1.000 0.638* 0.830** 0.619*** 0.578* 0.801** 0.405*** 0.291* 0.411** 0.185*** -0.306* -0.603** -0.236*** -0.110** -0.523* -0.519** -0.314*** Lack of empathy 1.000 1.000 1.000 0.554* +0.630** 0.328*** 0.261* 0.363** 0.472*** -0.410* -0.424** -0.693* -0.322** -0.407*** Lack of response 1.000 1.000 1.000 0.237* 0.386** -0.429 -0.680** -0.497*** -0.291** -0.260*** -0.421* -0.612** -0.353*** +0.233** Coercion 1.000 1.000 1.000 -0.327* -0.345** -0.382*** -0.169* -0.149** -0.232*** -0.435*** Relaxation 1.000 1.000 1.000 0.370* 0.362*** 0.547* 0.563** 0.751*** 0.344* 0.294*** Compromise 1.000 1.000 1.000 0.329* 0.623** 0.391** Encounter 1.000 1.000 1.000 Avoidance of conflict 1.000 1.000 1.000 Only the significant correlation coefficients are used, *: medical faculty, **: dentistry faculty, ***: paramedic:*** Research Journal of Recent Sciences ______________________________________________________________ISSN 2277-2502Vol. 4(5), 14-20, May (2015) Res.J.Recent Sci International Science Congress Association 19 Table-13 The mean of each of the variables in the research in all three faculties Medical faculty Dentistry faculty Paramedic faculty Variables of research N Mean N Mean N Mean Lack of protection 202 3.2298 142 2.6670 156 3.8443 Lack of positivism 202 3.4487 142 2.0684 156 3.0635 Lack of equality 202 2.5654 142 2.8455 156 3.8538 Lack of openness 202 3.0684 142 3.4091 2.6865 Lack of empathy 202 2.9394 142 3.2487 156 3.2051 Lack of response 202 2.8718 142 3.1000 156 2.8974 Coercion 202 2.9004 142 2.9879 156 3.2051 Relaxation 202 2.8364 142 2.4045 156 2.9840 Compromise 202 3.3333 142 3.5528 156 2.8051 Encounter 202 3.3654 142 2.7909 156 2.9455 Avoidance of conflict 202 3.1487 142 3.9129 156 3.7692 According to table-13, it could be perceived that the most important styles for conflict management in medical faculty are such as encounter, compromise, and avoidance leading to the hedges in interpersonal relationships like lack of positivism, and lack of protection, which in dentistry faculty, the most important styles for conflict management are reported as avoidance, compromise, and coercion leading to the hedges in interpersonal relationships like lack of openness, lack of empathy and lack of response22. Finally about the paramedic faculty, it could be concluded that the most important styles for conflict management are like avoidance, relaxation, and coercion leading to the hedges in interpersonal relationships like lack of equality, lack of protection and lack of empathy23. In this relation, a hypothesis is represented whereby it could be stated that a significant relationship exists between the staffs’ expectations and the styles of the conflict management as well as the hedges in making relationship24. According to table-17 and 18, it could be perceived that the mean for the staffs’ expectations in paramedic and medical faculties is more than the mean for the staffs’ expectations in dentistry faculty which this could be interpreted in a way that with the increase of staffs ’expectations, the feelings like lack of positivism, lack of empathy and lack of equality have been increased in the medical and paramedic faculties, but in dentistry faculty, due to the fact that the staffs’ expectations are so low, so that the variable for expectation has not brought about any hedge in communication25. Also, it could be perceived that, however, staffs’ expectations have been increased, their perception is in such a way that the styles like coercion and force have been used more to control conflict26. Table-14 The staffs’ expectations in medical faculty Medical faculty N Mean Max Mean High expectation 202 2.40 5.00 3.7654 Table-15 The staffs’ expectations in Dentistry faculty Dentistry faculty N Mean Max Mean High expectation 142 1.00 4.20 2.6624 Table-16 The staffs’ expectations in Paramedic faculty Paramedic faculty N Mean Max Mean High expectation 156 2.00 5.00 3.2500 Table-17 Spearman correlation coefficient for medical faculty Spearman correlation coefficient Lack of positivism Lack of protection Coercion and force High expectation  05.49 0.347 0.269 Sig 0.001 0.035 0.005 N 202 202 202 Table-18 Spearman correlation coefficient for paramedic faculty spearman correlation coefficient Lack of equality Coercion and force High expectation  0.406 0.181 Sig 0.000 0.023 N 156 156 Conclusion It seems that if the managers are interested in the styles like encounter and compromise and their ultimate goal be avoidance of conflict, this causes the staffs feel lack of positivism and lack of protection. 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