Four studies included in this Special Issue investigate the relationships of organizational justice (procedural, distributive, and interactional) to the five styles of handling conflict with supervisor (integrating, obliging, dominating, avoiding, and compromising); a structural equations model of the five styles of handling conflict, task and relationship conflicts, and felt stress; relationships of proportional conflict composition and perceptual conflict composition to group effectiveness; and resistance barriers to team effectiveness. These studies together make a contribution to the literature on conflict management.
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