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Article
Publication date: 10 February 2012

Richard A. Posthuma

The five studies included in this special issue focus on emotions and conflict management. These studies highlight how conflict management research can help managers, employees…

11851

Abstract

Purpose

The five studies included in this special issue focus on emotions and conflict management. These studies highlight how conflict management research can help managers, employees, and organizations more effectively manage the emotional aspects of conflict. This paper aims to summarize these studies.

Design/methodology/approach

Five studies were selected and combined in this single issue so that researchers could have an integrative review of recent research on emotions in the workplace. The studies were chosen to highlight the relationships between emotions and key conflict variables, such as task, relationship, and process conflict; trust; venting; and forgiveness. The studies were also chosen to represent a broad range of samples, including participants from more than 14 countries and cultures.

Findings

These studies indicate that a broad range of positive and negative emotions, such as anger, enthusiasm, excitement, guilt, and remorse, are significantly related in complex and varied ways to various aspects of conflict management. The studies highlight not only the importance of understanding specific emotions in conflict situations, but also the need to understand how and when the regulation of emotions can facilitate effective conflict management.

Research limitations/implications

These cutting‐edge studies demonstrate how emotions are a needed and important addition to the field of conflict management research – above and beyond cognitions and behaviors. Such findings highlight the need for additional research on emotions in conflict situations. Although these studies represent many different countries, more research is needed that specifically compares and contrasts the influence of emotions on conflict management across various cultures.

Originality/value

This special issue is the first publication to focus on the influence of conflict management in many different countries and cultures.

Details

International Journal of Conflict Management, vol. 23 no. 1
Type: Research Article
ISSN: 1044-4068

Keywords

Book part
Publication date: 10 July 2023

Manas Chatterji

The objective of this chapter is to discuss how different techniques in Regional Science and Peace Science and the emerging techniques in Management Science can be used in…

Abstract

The objective of this chapter is to discuss how different techniques in Regional Science and Peace Science and the emerging techniques in Management Science can be used in analysing Disaster Management and Global pandemic with special reference to developing countries. It is necessary for me to first discuss the subjects of Disaster Management, Regional Science, Peace Science and Management Science. The objective of this chapter is to emphasise that the studies of Disaster Management should be more integrated with socioeconomic and geographical factors. The greatest disaster facing the world is the possibility of war, particularly nuclear war, and the preparation of the means of destruction through military spending.

Book part
Publication date: 14 December 2023

Gülşen Kırpık

Spirituality has long played an important role in conflict and crisis management at both individual and organizational levels, and the interest in spirituality is increasing day…

Abstract

Spirituality has long played an important role in conflict and crisis management at both individual and organizational levels, and the interest in spirituality is increasing day by day. Spirituality gives meaning or purpose to one's life and minimizes the potential for conflict, so spirituality has a mitigating role in conflict and crisis processes. In addition, spirituality is thought to foster values such as equality, honesty, compassion, avoidance of harm, respect, peace, justice, forgiveness, sense of duty, reliability, good citizenship, gratitude, optimism, gratitude, love, dedication, and empathy. Therefore, it can be said that employees who have internalized such moral values will definitely reflect them in their actions and discourses in conflict and crisis situations and will achieve successful results. In fact, spirituality drives the behaviors of employees in both crisis management and coping with crisis management. In this context, it can be said that employees with a high level of spirituality can choose the integrative conflict style in conflict situations and can manage conflict positively and thus prevent a crisis from occurring. It is also foreseen that religious spirituality will play a positive role in conflicts and create a peaceful environment in organizations.

Open Access
Article
Publication date: 19 May 2023

Mario J. Donate, Fátima Guadamillas and Miguel González-Mohíno

This paper aims to analyze factors based on organizational knowledge management (KM; transactional memory systems and knowledge-oriented leadership [K-OL]) that help firms to…

2342

Abstract

Purpose

This paper aims to analyze factors based on organizational knowledge management (KM; transactional memory systems and knowledge-oriented leadership [K-OL]) that help firms to mitigate conflicts based on task management at work, with the aim to improve their innovation capabilities (IC). The knowledge-based view of the firm, conflict management theory and cognitive collective engagement theory have been used to build a model of relationships that connects the development of positive KM contexts and management of dysfunctional conflict with IC improvement.

Design/methodology/approach

Data survey collected from inland hotel establishments in Spain is used to test seven hypotheses by means of structural equations modeling, applying the partial least squares technique. Direct, indirect and mediating relationships between variables are examined from the structural path model.

Findings

The results confirm that, as expected, IC improve when K-OL and transactive memory systems (TMSs) are properly implemented by hotel establishments, which leads them to reduce negative effects of task management conflict (TMC). Significant direct effects are found between the key variables of the study and also a significant indirect effect between K-OL and IC through TMS reinforcement and the mitigation of TMC.

Practical implications

This paper provides useful ideas for hotel managers about how to improve KM contexts in their establishments while avoiding TMC. Efforts devoted to creating those contexts by hotel establishments are shown to be effective to improve their IC and create competitive advantages.

Originality/value

The analysis of IC improvement by studying TMC mitigation had not been researched to date by the KM literature. The consideration and testing of a model that integrates KM-related tools such as K-OL and TMS to avoid TMC in the hotel industry is the main contribution of this study.

Article
Publication date: 27 October 2022

Guangdong Wu, Yan Zhu and Zhibin Hu

The issue of conflict has been around for a long time. With the development of economic development and the diversification of industries, conflicts have shown a trend of complex…

Abstract

Purpose

The issue of conflict has been around for a long time. With the development of economic development and the diversification of industries, conflicts have shown a trend of complex development. By reviewing interorganizational conflict in construction, this study aims to identify the formation, development and evolution of conflict and to assist organizational managers in using scientific conflict management tools to deal with and resolve conflict.

Design/methodology/approach

This paper considers the following questions: “What is the overall research status of the interorganizational conflict in construction projects?” and “What are the trendy issues in interorganizational conflicts in construction projects?” This study uses R software's Biblioshiny program to describe the overall conflict between organizations to answer question 1. This study uses Netminer – a social network analysis (SNA) software and text mining to explore research trends and answer question 2.

Findings

Interorganizational conflict has been one of the most important topics in recent years when it comes to conflict issues. This paper intends to examine interorganizational conflict in construction in an attempt to shed light on four main topics regarding the conflict: the application of conflict theory; factors that induce conflict; the effect of conflict on performance; and methods of conflict management.

Research limitations/implications

Through a comprehensive analysis of interorganizational conflict, this study helps to increase the understanding of scholars in the field of conflict research. This study suggests future research directions and provides references for managers to improve their conflict management, decision-making and performance.

Originality/value

This study combines bibliometrics, SNA and text mining research methods. Multidimensional and multiperspectival assessments are performed based on the status of the research, its evolution and trends. The results of this study can be used to guide the resolution of conflict in other industries. This study also enriches the scientific theory related to the interorganizational conflict.

Details

International Journal of Conflict Management, vol. 34 no. 1
Type: Research Article
ISSN: 1044-4068

Keywords

Book part
Publication date: 4 July 2019

Elena G. Popkova

The purpose of the research is to classify conflicts in socio-economic systems.

Abstract

Purpose

The purpose of the research is to classify conflicts in socio-economic systems.

Methodology

It is determined that the existing narrow classifications of conflicts in socio-economic systems within various conceptual approaches partially cross and sometimes contradict each other – so they have to be systematized. For that, the methods of structural and functional analysis and analysis of causal connections are used, with the help of which the author determines criteria of classification of conflicts and their forms for obtaining the most precise system of their classification.

Conclusions

The expanded classification of conflicts in socio-economic systems according to such criteria as form of manifestation of conflict, level of manifestation of conflict, character of causes of emergence of conflict, source of conflict sources, sphere of management of conflict, and expected dominating consequences of conflict is offered. Due to this, it is possible to determine the type of conflict and to select the corresponding managerial measures.

Originality/value

The offered classification possesses the following advantages, as compared to the existing narrow classifications of conflicts in socio-economic systems within conceptual approaches to treatment of the essence of conflict. The first is universal character: the offered classification cannot be used as to all socio-economic systems. Due to this, it will be in demand by systems of various levels – regardless of their specifics. The second is connection to management: the offered classification allows determining the type of conflict and offers recommendations for its management. Due to this, classification of conflicts will be in demand by subjects of conflict management, which will allow increasing effectiveness of this management.

Details

“Conflict-Free” Socio-Economic Systems
Type: Book
ISBN: 978-1-78769-994-6

Keywords

Article
Publication date: 1 January 1999

Dean Tjosvold, Motohiro Morishima and James A. Belsheim

Managing conflicts between employees and supervisors is a critical issue in maintaining productive labor‐management relations. This study uses the theory of cooperation and…

Abstract

Managing conflicts between employees and supervisors is a critical issue in maintaining productive labor‐management relations. This study uses the theory of cooperation and competition to specify the nature of the relationship and the flexible strategies that facilitate mutually beneficial solutions to employee complaints. Results based on interviews of supervisors and union employees in a remote site in British Columbia support the hypotheses that cooperative, compared to competitive and independent, goals promote open‐minded discussions of complaints that result in efficient resolutions which benefit both supervisors and employees. Results suggested that developing cooperative goals and open‐minded negotiation skills can help supervisors and employees to create integrative solutions to shopfloor conflicts.

Details

International Journal of Conflict Management, vol. 10 no. 1
Type: Research Article
ISSN: 1044-4068

Article
Publication date: 28 September 2012

Hannah‐Hanh D. Nguyen and Jie Yang

The main research purposes of this paper are to: conceptualize Chinese conflict management behaviors as contingent on the hierarchical relations of conflict parties in an…

4942

Abstract

Purpose

The main research purposes of this paper are to: conceptualize Chinese conflict management behaviors as contingent on the hierarchical relations of conflict parties in an organizational context; and investigate individual characteristics as moderators in this contingency framework.

Design/methodology/approach

This emic study consisted of two steps: using nine subject matter experts to develop conflict scenarios and conflict management strategies, and using this instrument to collect data from 704 actual employees across China. Multinomial logistic analysis was used to analyze respondents' choice of strategies.

Findings

The findings supported the hypotheses. Chinese role‐playing a supervisor in a conflict with their subordinate tended to use direct, assertive strategies to resolve the conflict, but the results depended on age, education, gender, region and work experience. As a subordinate in a conflict with their supervisor, Chinese chose indirect, harmony‐preserving strategies, particularly when they were older and more interaction adept. In a conflict with a peer, respondents used a broader spectrum of conflict management strategies, depending on their individual characteristics. No “best practices” were found or universal strategies adopted.

Research limitations/implications

The limitations include the lack of random sampling and a scenario‐based method. The emic evidence for a contingency perspective of conflict resolution framework was provided. The conflict scenarios may be used in organizational training of conflict management.

Originality/value

Conflict scenarios and management strategies developed by local subject matter experts were used to evaluate Chinese workers' choices of conflict management strategies. The findings call for the re‐conceptualization of conflict management strategies as a contingent and culture‐specific construct.

Article
Publication date: 12 June 2017

Katharina Löhr, Frieder Graef, Michelle Bonatti, Henry F. Mahoo, Jane Wambura and Stefan Sieber

This paper aims to analyze the transferability of a conflict management model developed for business organizations to a temporary and international research project to serve as a…

2148

Abstract

Purpose

This paper aims to analyze the transferability of a conflict management model developed for business organizations to a temporary and international research project to serve as a support tool for internal communication and in case of conflict.

Design/methodology/approach

The authors analyze the transferability of a conflict management model that was initially developed for business organizations to an international, inter-organizational and temporary research project that is third-party funded. Using a case study, a participatory approach is applied with both qualitative and quantitative methods used.

Findings

The transferability is possible but only with the adaption of conflict prevention. The project’s international and inter-organizational structure further results in a need for decentralization of conflict management responsibilities and diversification of conflict management approaches. Time, financial resources and a high autonomy of cooperation partners limit the degree of participation in the design process.

Research limitations/implications

The research is based on a case study. Research on comparative design processes are needed to verify or extrapolate findings and to help assess the impact of conflict management systems in other large research projects.

Originality/value

This paper contributes to the body of knowledge on conflict management systems. By implementing a conflict management system in a temporary, international and scientific project environment, this case study identifies contextual factors relevant for the system design and provides initial test results. As conflict management systems in research projects are not yet prominent, this adapted model of conflict prevention and management can benefit similar projects.

Details

International Journal of Conflict Management, vol. 28 no. 3
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 5 June 2009

Enver Özkalp, Zerrin Sungur and Aytül Ayşe Özdemir

The aim of this study is to determine Turkish managers' conflict styles in different sectors, namely durable consumer goods, aviation, automotive and banking.

5968

Abstract

Purpose

The aim of this study is to determine Turkish managers' conflict styles in different sectors, namely durable consumer goods, aviation, automotive and banking.

Design/methodology/approach

A total of 130 managers' conflict management styles were assessed by applying the Rahim's 1983 Organizational Conflict Inventory‐II.

Findings

First, integrating and, second, compromising are found to be the most preferred conflict styles of Turkish managers. The other important finding is that preferring obliging styles of conflict management changes according to the status of managers. Obliging is mostly used when the conflict partner has an upper level status.

Research limitations/implications

Additional data from cross‐cultural studies are needed to form a comprehensive understanding of conflict management styles. Also, the number of respondents in the study is not enough to generalize the findings; additional data from different sectors could make the findings more valid.

Practical implications

There seems to be a need for seminars or practice‐oriented workshops on evaluating and understanding the nature of conflict and learning to manage conflict as a beneficial and creative process for the betterment of both individuals in organizations and organizations themselves.

Originality/value

The study provides a revised base for cross‐cultural conflict management studies and also highlights the national dynamics of Turkish managers' relationships, especially for international investors.

Details

Journal of European Industrial Training, vol. 33 no. 5
Type: Research Article
ISSN: 0309-0590

Keywords

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