本研究对新手咨询师督导关系中的冲突及冲突解决策略进行质性研究，对11位新手咨询师和督导师进行半结构化访谈，通过扎根理论分析概括出督导双方在督导冲突中的体验和冲突解决策略。访谈资料共形成493个意义节点，研究者在不断梳理整合的基础上，形成了影响督导冲突的4类核心类属，分别是：文化背景、引发督导冲突的因素、督导冲突过程及解决策略、督导冲突解决后的改变。并围绕着“背景-起因-过程及解决策略-结果和影响”建立了督导冲突解决策略的模型。
研究结果发现：(1)文化背景中的权威议题和冲突应对，影响督导双方的冲突体验及冲突解决策略，而心理咨询受训和多元文化背景能降低督导双方固有的文化背景对于督导冲突的影响。(2)督导师和被督导者在督导中的体验具有差异性，督导师更多地在冲突中去试图理解对方，而被督导者在冲突中倾向于关注内在感受并试图解释冲突的产生原因。(3)督导师和被督导者采取的冲突解决策略具有差异性，督导师主要采取坚持和澄清设置、聚焦于冲突本身和为受督赋能的冲突解决策略，而被督导者主要采用主动沟通、消极应对和寻求外力的冲突解决策略。基于以上结果，建议在学历教育中增加新手咨询师的督导前培训，以降低新手咨询师的焦虑并减少对督导工作的误解；建议督导师对新手咨询师督导时能够主动识别和处理督导冲突。

This study conducted a qualitative study on conflict and conflict resolution strategies in the supervisory relationship of novice counselors, conducted semi-structured interviews with 11 novice counselors and supervisors, analysised and summarized the conflict experiences and conflict resolution strategies in supervision conflict through the grounded theory. A total of 493 significance nodes were formed in the interview data, and on the basis of continuous combing and integration, the researcher formed 4 core categories of supervision conflict, namely: cultural background, factors of causing supervision conflict, supervision conflict process and resolution strategy, and change after supervision conflict resolution. Focusing on "Background-Cause-Process and Resolution Strategy-Outcome and Impact", a cultural influence model of supervision conflict and conflict resolution strategies was established.
The results of the comprehensive study show that: (1) In cultural background authority issues and conflict coping affect the conflict experience and conflict resolution strategies of the supervisors and the supervisees, while the training of psychological counseling and multicultural background can reduce the inherent cultural background shaping of the supervision. (2) The supervisor and the supervisee have different experiences in supervision, the supervisor tries to understand each other more in the conflict, while the supervisee tends to pay attention to the inner feelings and tries to explain the causes of the conflict in the conflict. (3) The conflict resolution strategies adopted by the supervisor and the supervisee were different, with the supervisor mainly adopting the conflict resolution strategy of adhering to and clarifying the supervision settings, focusing on the conflict itself and empowering the supervisee, while the supervisee mainly adopted the conflict resolution strategy of active communication, passive response and seeking external forces.