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Article
Publication date: 11 April 2016

Carol Reade and Hyun-Jung Lee

The purpose of this study is to investigate whether a societal context of ethnic conflict influences employee innovation behavior in the work domain and whether a collaborative

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Abstract

Purpose

The purpose of this study is to investigate whether a societal context of ethnic conflict influences employee innovation behavior in the work domain and whether a collaborative conflict management style adopted by supervisors plays a moderating role.

Design/methodology/approach

Drawing on the conflict, organizational behavior and innovation literature, the study examines the main and interaction effects of employee sensitivity to ethnic conflict, organizational frustration and collaborative conflict management style of supervisors on employee engagement with colleagues to innovate products, services and job processes. Hypotheses are tested using hierarchical regression analysis, controlling for ethnic diversity in workgroups.

Findings

Employee innovation behavior is greatest when employee sensitivity to ethnic conflict is high, organizational frustration is low and when supervisors are perceived to be highly collaborative in managing conflict, regardless of whether the workgroup is ethnically homogenous or diverse.

Research limitations/implications

The study findings expand our knowledge of the effects of sociopolitical conflict on employee behavior and the role of collaborative conflict management. Future research can address limitations including self-reports, cross-sectional design and single country setting.

Practical implications

The findings of this study suggest that employee innovation behavior can be enhanced through developing collaborative conflict management skills of those in leadership positions.

Originality/value

This is the first study to empirically examine the influence of ethnic conflict on employee innovation behavior and is of value to businesses operating in conflict settings.

Details

International Journal of Conflict Management, vol. 27 no. 2
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 11 January 2018

Katharina Löhr, Michelle Bonatti, Larissa Hery Ito Ribeiro Homem, Sandro Luis Schlindwein and Stefan Sieber

Collaborative research projects are highly complex organizational settings with specific needs and inherent risks that can endanger project success if not managed well. The…

Abstract

Purpose

Collaborative research projects are highly complex organizational settings with specific needs and inherent risks that can endanger project success if not managed well. The purpose of this paper is to enlarge the knowledge of operational challenges in collaborative research projects to improve both project and conflict management.

Design/methodology/approach

On the basis of the concept of systemic conflict, this study conducts a conflict analysis of a collaborative research project on food security to establish how multiple conflict drivers interact.

Findings

The results show that multiple conflict drivers affect the operation of collaborative research projects and the drivers also interact and do not function in isolation. The study also finds that the importance of some drivers differs when comparing project members’ perceptions with the number of interlinkages between drivers. A conflict map is provided to visualize the results.

Research limitations/implications

The empirical evidence provided in this study is limited because it relies on a single case study and on project members’ perceptions.

Practical implications

The research can help not only the research community and, in particular, project management but also funding bodies in dealing with the unpredictability of outcomes created by project dynamics. In addition, the results can feed into future research, project design and management strategies.

Originality/value

The study applies multidimensional conflict analysis to a field that is understudied.

Article
Publication date: 25 January 2019

Mary L. Cooper, Margaret E. Knight, M. Lance Frazier and Daniel W. Law

As exhaustion is a core dimension of job burnout, the purpose of this paper is to demonstrate that individual perceptions of supervisor conflict management style (collaborative

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Abstract

Purpose

As exhaustion is a core dimension of job burnout, the purpose of this paper is to demonstrate that individual perceptions of supervisor conflict management style (collaborative, dominating and avoidant) are antecedents of role stressors (role conflict, role ambiguity and role overload) in public accounting exhaustion.

Design/methodology/approach

Survey results from a sample of 208 public accountants from six firms in upstate New York are used to test the conceptual model using regression and mediation techniques.

Findings

The findings indicate that perceptions of collaborative and dominating conflict management styles are important antecedents to the role stressors that precede exhaustion in public accounting. The findings also indicate that collaborative and dominating management styles have an indirect effect on exhaustion through both role conflict and role overload.

Research limitations/implications

The sample was taken from six accounting firms in one geographic area of the USA and may not be representative of all public accountants. As a result, generalizability may be limited. Theoretical implications include expansion of the existing public accounting exhaustion model to incorporate individual perceptions of conflict management styles as antecedents to role stressors, and consequently to demonstrate the indirect effects of these conflict management styles on exhaustion.

Practical implications

This study’s findings provide practitioners with insight regarding conflict management styles, specifically which ones have a positive versus negative effect on role stressors. This can be considered in hiring, training and promotion decisions in firms’ efforts to reduce exhaustion.

Originality/value

This augmentation of the existing public accounting exhaustion model is unique, as prior research has not examined individual perceptions of conflict management style. This not only enriches the model but also is actionable by public accounting firms seeking to mitigate exhaustion.

Details

Managerial Auditing Journal, vol. 34 no. 2
Type: Research Article
ISSN: 0268-6902

Keywords

Article
Publication date: 29 May 2007

Ping‐Kit Lam, Kwai‐Sang Chin, Jian‐Bo Yang and Weitao Liang

This research paper aims to present the critical managerial issues and a self‐assessment system of conflict management in client‐supplier collaborative new product development…

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Abstract

Purpose

This research paper aims to present the critical managerial issues and a self‐assessment system of conflict management in client‐supplier collaborative new product development (NPD) environment.

Design/methodology/approach

Critical managerial issues and success factors for conflict management in client‐supplier collaborative NPD were first identified. A self‐assessment process and associated methodologies were then established. With the development of a prototype self‐assessment system, the proposed self‐assessment methodologies and process were validated in industry.

Findings

A total of 13 critical factors for conflict management in client‐supplier collaborative NPD environment were identified. Based on the hierarchy model of the factors, a self‐assessment system and process, called PAIR, was established. The proposed self‐assessment system and process was developed and validated with six companies with positive results.

Originality/value

Conflict is an inevitable phenomenon in client‐supplier collaborative NPD, which affects NPD performance in terms of product quality, meeting of target delivery schedule and development cost. The developed system and process enables clients and suppliers to assess their conflict management practices and identify improvement areas. It provides a platform for the collaborating parties to continually improve their conflict management and in turn NPD performance.

Details

Industrial Management & Data Systems, vol. 107 no. 5
Type: Research Article
ISSN: 0263-5577

Keywords

Article
Publication date: 10 August 2015

Gabi Dodoiu

The purpose of this study was twofold: first, to test to what extent a cooperative conflict management style can be related to attitudes, norms and perceived volitional control…

3104

Abstract

Purpose

The purpose of this study was twofold: first, to test to what extent a cooperative conflict management style can be related to attitudes, norms and perceived volitional control. Second, because conflict resolution is an activity that unfolds at the team level, the validity of the theoretical model was tested at the team level of analysis. The aim was to extend the understanding we have on antecedents of conflict management styles and to build a bridge between two different levels of analysis.

Design/methodology/approach

This was done by building on the theory of planned behavior, which, to the authors’ knowledge, has neither been related to organizational behaviors nor to small group dynamics. A questionnaire was distributed to subjects that have experienced working together in teams. In total, 131 team members (grouped in 33 teams) provided answers on the key concepts of the model.

Findings

First, perceived norms and high volitional control relate to individuals’ intentions to engage in cooperative conflict management activities, with intentions not mediating to role of norms on behavior. Second, at the team level, a high level of perceived norms relates to a higher occurrence of a cooperative resolution style. Additionally, high diversity on the attitudes over the value of this style negatively impacts its occurrence.

Research limitations/implications

This study offers a cross-sectional image of an important process in the team. Additionally, relying on the subjects’ self-reports represents a limitation in the current study, considering the goal of the model is to predict behavior. Future research could address this, and additionally, consider team characteristics or individual traits that could add to the model of planned behavior.

Originality/value

This paper adds to the literature as an attempt the bridge individual level constructs team-level processes. Moreover, it provides evidence for potential antecedents of conflict management styles. This latter contribution can be relevant for practitioners as well, that could invest in the institutionalization of favored resolution style to benefit from it.

Details

Team Performance Management, vol. 21 no. 5/6
Type: Research Article
ISSN: 1352-7592

Keywords

Article
Publication date: 24 April 2018

Yong Meng, Haiyun Yu, Zhenzhong Ma and Zhiyong Yang

This study aims to explore the impact of well-educated young Chinese employees’ notions of work on their conflict management styles in the increasingly turbulent workplace to help…

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Abstract

Purpose

This study aims to explore the impact of well-educated young Chinese employees’ notions of work on their conflict management styles in the increasingly turbulent workplace to help better manage work-related conflict in the time of transition in China.

Design/methodology/approach

Self-administered questionnaires were used to collect data from over 400 young Chinese employees. The data were first factor analyzed to explore the underlying dimensions of contemporary work notions in China’s transition period. Hierarchical regression analysis was then conducted to explore the relationship between dimensions of work notions and conflict management styles.

Findings

The results showed that well-educated young Chinese employees’ notions of work consisted of sense of control, fulfilling and rewarding, holistic concerns, personal growth and development and meaningfulness. The results further indicated that young Chinese employees with strong needs to satisfy individual interests in their work tend to use competitive methods to manage work-related conflicts, employees with strong needs to satisfy group interests in their work prefer to use collaborative methods and those who believe in collective efforts in achieving individual goals through group goals’ obtainment are more likely to use collaborative and compromising approaches.

Originality/value

This study provides a new perspective to manage work-related conflict in the Chinese context. The findings of this study are able to help enrich conflict management theories in China and suggest insightful conflict resolution approaches to work-related conflicts in China’s changing environment. This study also helps bridge the research gap between work notions and conflict management styles. The results of this study can greatly facilitate Chinese companies’ endeavors toward crafting a more innovative workforce and help improve employee performance in China’s transition to industrialization.

Details

International Journal of Conflict Management, vol. 29 no. 3
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 20 March 2017

Jennifer Evyonne Simpson, Janet Bardsley, Sharif Haider, Kenneth Bayley, Gill Brown, Amanda Harrington-Vail and Ann Dale-Emberton

The purpose of this paper is to communicate the findings of an empirical research project based on a real world problem that involved the development of a continuous professional…

Abstract

Purpose

The purpose of this paper is to communicate the findings of an empirical research project based on a real world problem that involved the development of a continuous professional development (CPD) framework for a children’s integrated service workforce. In addition, to give attention to the notion that children’s integrated services have not necessarily been viewed from the perspective of conflict management and that this has meant ensuing conflicts that characterise such organisations are more often than not ignored.

Design/methodology/approach

A case study approach involving a mixed methodology consisting of semi-structured interviews for senior managers and service leads; a quantitative survey for frontline practitioners and focus groups for service users, carers and children.

Findings

Rather than the service being fully integrated, services were aligned, and this was reflected in the conflict between professional cultures, reinforcing an “us and them” culture. This culture had seemingly permeated all aspects of the organisation including the senior management team. It was also noted that certain systems and processes, as well as bureaucracy, within the service were seen as hindering integrated working and was in effect a catalyst for conflict.

Research limitations/implications

What has become evident during the course of this empirical study is the need to further explore the functioning of children’s integrated services using conflict management theories, tools and techniques so as to understand how best to manage conflict to an optimum where an environment of creativity and productiveness is created.

Practical implications

Therefore, when devising a CPD framework it can be argued that there is a need to address some of the types of conflict at the micro-frontline practitioner level of the organisation, as it is this level where there is opportunity through a variety of mechanisms, for example formal and non-formal learning, ring-fenced time, attendance at conferences, team away days and shadowing opportunities can be used to achieve a greater understanding of professional roles, improve working relationships and engage in the division of tasks in a fashion that will promote collaborative working.

Social implications

The extent to which a children’s integrated service can be the harbinger of a range of multi-faceted conflicts that include the jarring of professional cultures, task conflict, inter-personal incompatibilities and competing value bases cannot be underestimated. Therefore, when devising a CPD framework it can be argued that there is a need to address some of the types of conflict at the micro-frontline practitioner level of the organisation.

Originality/value

Through the application of conflict management theory it will be illustrated how conflict could be used to effectively steer children integrated services towards creativity and productivity through an organisational wide framework that not only embraces dissonance, but also promotes a learning environment that takes advantage of such dissonance to incorporate a hybrid of professional practice and expertise.

Details

Journal of Children's Services, vol. 12 no. 1
Type: Research Article
ISSN: 1746-6660

Keywords

Article
Publication date: 6 September 2022

Namal Thilakarathne, Akila Pramodh Rathnasinghe, Udayangani Kulatunga, Niraj Thurairajah and Lichini Weerasinghe

Most developing countries, such as Sri Lanka (SL), are now looking for the support of foreign construction companies for large-scale infrastructure projects in return for…

Abstract

Purpose

Most developing countries, such as Sri Lanka (SL), are now looking for the support of foreign construction companies for large-scale infrastructure projects in return for expertise and resources. Thus, foreign companies may enter into agreements with local contractors through joint ventures (JVs). However, the priorities of construction project stakeholders may differ, which may ultimately end up in conflicts. Therefore, this research aims to investigate the most suitable conflict management strategies for international construction JVs (ICJVs) considering the SL context.

Design/methodology/approach

The mixed method was used for the research choice by selecting a questionnaire survey and expert interviews. Completed questionnaires (n = 78) were analysed using statistical techniques. The expert interviews with six industry practitioners were piloted to increase the validity and credibility of survey findings through a triangulation process where the collected data was analysed through content analysis.

Findings

The findings confirm that JV parties should first seek collaborative solutions in a conflict and seek legal redress only when those efforts are unsuccessful. Collaborating and compromising were recommended as the most appropriate tactics if an informal approach to conflict management was chosen. Alternative dispute resolution and litigation were identified as formal conflict management strategies.

Originality/value

This study, to the best of the authors’ knowledge, will be the first of its kind in SL, which will lead to a better understanding of conflict management in IJCVs and will encourage other researchers to extend this study through further work.

Details

Journal of Financial Management of Property and Construction , vol. 28 no. 3
Type: Research Article
ISSN: 1366-4387

Keywords

Open Access
Article
Publication date: 18 May 2021

Anni Rajala and Annika Tidström

The purpose of this study is to increase understanding about vertical coopetition from the perspective of interrelated conflict episodes on multiple levels.

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Abstract

Purpose

The purpose of this study is to increase understanding about vertical coopetition from the perspective of interrelated conflict episodes on multiple levels.

Design/methodology/approach

The empirical part is based on a qualitative single case study of a coopetitive buyer-supplier relationship in the manufacturing sector.

Findings

Conflicts in vertical coopetition evolve from being merely functional and task-related to becoming dysfunctional and relationship-related, as the level of competition increases. The nature of conflict episodes influences the development of vertical coopetition, and therefore, the interrelatedness of conflict episodes is important to acknowledge.

Practical implications

Although a conflict is considered functional within a company, it may still be dysfunctional as far as the coopetitive relationship with the buyer or seller is concerned. Competition may trigger conflicts related to protecting own technology and knowledge, which may lead to termination of the cooperation, therefore coopetition should be managed in a way that balance sharing and protecting important knowledge to get advantages of coopetition.

Originality/value

The findings enhance prior research on vertical coopetition by offering new perspectives on causes of conflicts, their management, outcomes and types. The value of taking a multilevel approach lies in the ability to show how conflicts occur and influence other conflicts through the interrelatedness of conflict elements on different levels.

Details

Journal of Business & Industrial Marketing, vol. 36 no. 13
Type: Research Article
ISSN: 0885-8624

Keywords

Article
Publication date: 1 February 2011

Lionel Bobot

The purpose of this paper is to present and test a conceptual framework, where relationship quality is: directly affected by both the conflict management approach used and the…

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Abstract

Purpose

The purpose of this paper is to present and test a conceptual framework, where relationship quality is: directly affected by both the conflict management approach used and the type of conflict found within the relationship, and enhanced or diminished by conflict management approach's moderating affect on the impact of type of conflict on relationship quality.

Design/methodology/approach

The unit of analysis for this study was purchasing retailers who interact with industrial salespeople. Data used for this research were collected through interview questionnaire surveys aimed at the French retailers association during February 2009. A total of 320 French retailers were sampled to fill out the questionnaire. A total of 131 retailers completed and returned the survey for a response rate of 41 percent. The measures were developed and analyzed using the two‐step approach recommended by Gerbing and Anderson with LISREL 8.3.

Findings

This study finds that functional conflict positively affects the quality of the retailer‐supplier relationship and this effect is amplified when retailers use a collaboration conflict management approach. However, the positive effects of functional conflict are mitigated by retailers engaging in accommodating and compromising approaches. Dysfunctional conflict did not positively or negatively affect the overall relationship quality in this study. Its management determines whether it will have a positive or negative effect on relationship quality.

Research limitations/implications

While the results presented here in general support the basic premises of the research, several limitations must be noted and there are several areas of future research that could be conducted using the current data set. First, an identical instrument could be administered to a sample of suppliers. This change might give some indication of the differences in suppliers' and retailers' perceptions of conflict management strategies and their effects on relationship quality. Another relevant addition to the understanding in the retailer/supplier arena might include the effect of teams instead of individual retailers on manifest conflict and relationship quality.

Originality/value

The survey results provide new insights on how retailers can use conflict management behaviors to cope better with functional and dysfunctional conflict and improve relationship quality with suppliers.

Details

International Journal of Retail & Distribution Management, vol. 39 no. 1
Type: Research Article
ISSN: 0959-0552

Keywords

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