在跨世代職場中，有效的衝突管理和領導方式對組織的和諧與效率至關重要，而隨著不同世代員工處在同一個職場環境，不同的工作價值觀互相碰撞，可能隨之而然產生不同的衝突事件。因此，本研究旨在探討Y與Z世代在衝突管理策略上的差異，並分析工作價值觀、組織文化和領導風格對這些差異的影響。透過質性研究方法，本研究對來自不同組織的辦公室員工進行了多重個案研究，研究樣本包括了Y與Z兩代共10人。
本研究結果顯示，Y世代與Z世代在衝突管理策略上存在明顯差異。工作價值觀與領導風格對年輕世代的衝突管理策略具有重要影響，此外，組織文化與領導風格之間的相互作用也顯著地影響了年輕世代的行為模式。
本研究發現，雖然組織文化的社會化過程有助於新成員的適應及認同，但當這一過程過於制式化時，則可能加劇組織內的衝突，這些結果強調了管理跨世代員工團隊的複雜性。

In current multi-generational workplace, it is important to manage conflict and leadership effectively for the organizational harmony. Through multi-generational employees stay in the same workplace, the different work values from different generation may generate the conflicts accordingly. Thus, this study aims to explore the differences in conflict management strategies between Generations Y and Z, and to analyze how work values, organizational culture, and leadership styles influence these differences. Using a qualitative research approach, this study conducted multiple case studies on office employees from various organizations, including a total of 10 participants from both Generations Y and Z.
The results indicate significant differences in conflict management strategies between Generations Y and Z. Work values and leadership styles have a significant impact on the conflict management strategies of the younger generations. Additionally, the interaction between organizational culture and leadership styles significantly affects the behavioral patterns of these generations.
The study found that while the socialization process of organizational culture helps new members adapt and identify with the culture, an overly standardized process can exacerbate conflicts within the organization. These generational strategies highlight the complexity of managing a multi-generational workforce.

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