The TKI measures preferences for five different styles of handling conflict, called conflict modes: Competing, Collaborating, Compromising, Accommodating, and Avoiding. The five modes are described along two dimensions—assertiveness, or the extent to which one tries to satisfy his or her own concerns; and cooperativeness, or the extent to which one tries to satisfy the concerns of another person:
• Competing: assertive and not cooperative
• Collaborating: assertive and cooperative
• Compromising: in the middle on both dimensions
• Accommodating: cooperative and not assertive
• Avoiding: neither assertive nor cooperative
The current norm sample for the TKI consists of 8,000 employed individuals (50% women, 50% men) who completed the assessment between 2002 and 2005. The respondents were chosen to roughly approximate the distribution of organizational levels of users of the TKI assessment. The norm sample was also chosen to mirror the racial and ethnic distribution of the U.S. workforce as closely as possible. Initial analyses on the norm sample indicate that median differences on TKI scores between men and women, different ethnic groups, organizational levels, and educational levels are negligible in terms of practical importance (Schaubhut, 2007).
Several studies have supported the validity of the TKI (Ben Yoav & Banai, 1992; Van de Vliert & Kabanoff, 1990). Other research has been conducted on the relationship of the TKI with the MBTI® assessment (Johnson, 1997; Percival, Smitheram, & Kelly, 1992), as well as on constructs such as behavioral patterns (Volkema & Bergmann, 1995) and organizational communication styles (Morley & Shockley-Zalabak, 1986).
Thomas Kilmann Conflict Mode Instrument (Wikipedia)
...There are some seemingly obvious, but difficult to support, similarities between anger resolution-management style ideas with other tools and theories, such as DISC assessment, Social styles, and even the theory of Five Temperaments, which is based in the theories of ancient Greece.
A similar inventory is the Kraybill Conflict Style Inventory, which is also based on the Mouton-Blake Managerial Grid and identifies five styles of response to conflict.