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Sixty‐six male Japanese students verbally interacted with a confederate opponent, who expressed unreasonable requests politely or impolitely. Half of the participants was pressed to respond immediately, while the other half was not. Personality variables were found to determine the participants' responses to the conflict in interactions with the situational variables; that is, verbal aggressiveness increased hostile responses only when the confederate behaved in an impolite manner, and self‐monitoring increased integrative responses only when the participants were not pressed to respond quickly.

As Africa strives to catch up with the rest of the world at the economic, political and sociocultural fronts, there is an increasing coalescence around the need for backward integration and the revival of traditional business management practices as enablers in the global war for economic dominance. Unfortunately, a significant consequence of colonial rule was the systematic denigration and portrayal of traditional African institutions and knowledge systems as inferior to those of the West. Although the negative depiction of the African worldview has been extensively challenged in the academy, changes in their perception and adoption have remained slow. The ‘Igbo Apprenticeship System’ (IAS), widely recognised as the largest business incubator platform in the world today, is a great testament to the sophistication and resilience of indigenous African business models and the need to scale up their impact as a strategic step towards the economic emancipation of the continent. However, one fundamental aspect of IAS's success story that is hardly ever mentioned in the extant literature is its approach to conflict management. Understandably, business by its nature is competitive and conflict-prone. Nonetheless, the Igbos appear to have successfully managed different types of conflicts associated with their traditional business model without recourse to western methods or processes. Using a conceptual approach, this chapter attempts to examine the efficacy of the conflict transformation mechanisms in the ‘Igbo Traditional Business School’ (I-TBS) against the background of emerging challenges in the twenty-first-century business environments in Africa and around the world. From the prism of the Conflict Transformation Theory, the chapter argues that I-TBS can serve as a vehicle for the economic growth of the continent, but it must be prepared to deal with ‘new’ conflicts and demands arising from within and outside of its ecosystem.

This conceptual paper aims to offer a theoretical contribution that explicates the “blind spot” cultural diversity and reward diversity team conflict contingencies, and personal audit as a mechanism for managing the consequences.

The paper suggests a framework for analysing and managing diversity (cultural and reward) driven team conflicts. Given the theoretical foundation, personal audit among team members is recommended as a tool for managing the consequences of such conflict factors.

This paper underlines the team building intervention utility for team effectiveness. It reinforces theoretical foundation that highlights conflict as a determinant of team effectiveness, and reviews two diversity dimensions of team conflicts. Finally, it suggests and explains an “active learning” personal audit model for achieving the conceptualised team effectiveness perspective.

The paper highlights critical but usually overlooked team conflict intricacies in football team management. This framework offers practical relevance in enabling understanding of “attitudes and behaviours” of team members and human resource management in football marketing. Managers would benefit from this perspective and improve team effectiveness, performance and organisation's performance.

The paper offers valuable conceptual insight for development, one that serves the interest of management of football clubs and academia.

This paper aims to deal with a real-life strategic conflict in joint operations (JOs) for facility location decision and planning in an oil and gas field that stretches over two countries and tries to develop a basis for mitigating such conflict.

This paper develops a novel approach using integer linear programming (ILP) to determine optimal facility location considering technical, economic and environmental factors. Strategic decision-making in JOs is also influenced by business priorities of individual partner, sociopolitical issues and other covert factors. The cost-related quantitative factors are normalized using inverse normalization function as these are to be minimized, and qualitative factors that are multi-decision-making criteria are maximized, thus transforming both qualitative and quantitative factors as a single objective of maximization in ILP model.

The model identifies the most suitable facility location based on a wide range of factors that would provide maximum benefit in the long term, which will help decision-makers and managers.

The model can be expanded incorporating other quantitative and qualitative factors such as tax incentives by the government, local bodies and government regulations.

The applicability of the model is not limited to JOs or oil/gas field, but is applicable to a wide range of sectors.

The model is transparent and based on rational and scientific basis, which would help in building consensus among the dissenting parties and aid in mitigating strategic conflict. Such type of model for mitigating strategic conflict has not been reported/used before.

This study aims to present an integrated framework and investigate the enabling roles of governance mechanisms (i.e. contract, interdependence, trust and communication) in the choice of effective conflict resolution strategies (CRS) that in turn facilitate buyer–supplier relationship (BSR) performance.

Using Web-survey, data are collected from 170 Finnish small- and medium-sized enterprises that have key relationships with suppliers. This study uses structural equation modeling to test the research framework and hypotheses of the study.

The results based on empirical evidence demonstrate how the firms’ choice of CRS depends on the governance mechanisms. The problem solving approach is the most preferable choice, while the legalistic approach remains the last resort influenced by different governance mechanisms. Interdependence and trust between firms drive them to compromise while resolving inter-organizational conflicts. The selected strategies by firms may also either reinforce or deteriorate relationship performance.

Supply chain managers should recognize the context in which these choices of CRS are made, as it guides them to anticipate their partner’s behavior as well as influences their strategy choice decisions when coping with conflicts. A trustworthy environment supports in providing a certain level of confidence while interdependency drives firms to compromise. The legalistic strategy can hurt the partner’s feelings and diminish relationship performance.

Conflicts in BSR have become inevitable, but the existing literature is missing evidence on how companies use CRS to enhance relationship performance. Hence, this study differs from those of earlier conflict studies, as it provides a more integrative perspective of buyer–supplier conflict resolution process. This study argues that relationship governance mechanisms can be connected to the choice of effective CRS when tensions arise. Moreover, by assessing the relationship between CRS and relationship performance, this study offers valuable insights to understand that effective strategies enable partners to mutually adapt constructive approaches that facilitate cooperative behavior and accommodate both parties’ interests and needs.

The purpose of this paper is to link public relations to peacebuilding. Although scholarship has discussed public relations as relationship management, the nexus between public relations and peace building has been understudied. To address this deficiency, this research studies the negotiations between the Government of Colombia and the FARC-EP separatist group that lead to the landmark peace treaty between the two entities that had fought for over five decades with thousands of deaths. Three research questions addressed the communication factors that contributed to the two sworn enemies – FARC-EP and the Colombian Government – finally sealing a peace agreement; the specific public relations strategies and techniques that led to relationship building between the two sides leading to the landmark peace agreement; and the use of the indicators of relationship building proposed by scholarship in the negotiations between the Colombian Government and FARC-EP.

The case study method was used and a purposive sample of news reports from three national newspapers at specific key dates yielding a final sample consisted of 504 articles was analysed. A codebook with deductive and inductive categories was developed specially to study the existing communication factors (RQ1), public relations strategies and techniques (RQ2), as well as contributions by relationship indicators (RQ3). Given the sensitivity of the issues, only secondary data could be relied upon for this study.

The results of RQ1 fall within the scope of Grunig’s (2001), Sriramesh’s (1992) and Hung’s (2001) notion of the personal influence model where the leveraging of individuals’ network is important to facilitate communication. Indeed, the relations already existing and established with third parties are revealed to be fundamental to the success of the negotiation process. As for RQ2, findings demonstrate that the Colombian Government used third-party mediation, principled and distributive strategies, while FARC-EP mainly used contending strategies. But results showed that both used compromising during the whole process, and that both transitioned from one-way asymmetrical strategies, such as principled or contending towards compromising along the peace talks. Finally, findings demonstrate evidence of the four indicators of the relationship and their link with public relations techniques. The most evidenced indicators of the relationship were trust, commitment and control mutuality. Trust was the indicator of the relationship the most evidenced in the Colombian case. The dimension was built during the whole process and evolved continually. Distrust was the total between the two enemies at the beginning of the pre-negotiation. However, as parties entered into a relationship, confidence and trust increased.

The inability to obtain primary data is the major limitation of this study. It was caused by the sensitivity of the topic.

This study links public relations to a very practical case that is also vastly understudied/underreported – peacemaking/peacebuilding – while also addressing communication by governments and civil society in Latin America – an area that is largely understudied.

This is the first study that links public relations with peacebuilding.

Measuring the performance of public participation is conducive to improving participation systems. However, such measurement, particularly in urban regeneration projects, is difficult because of the complex indicators and multiple stakeholders involved. The purpose of this paper is to measure the public participation level in urban regeneration projects in China.

This study adopts a perception difference-based method to measure the public participation level in urban regeneration projects in China. Specifically, an indicator system consisting of 12 indicators from three categories was first purposed. A perception difference-based method that integrates ANOVA test and Tukey test were then developed. The method was validated using five represented projects, and the results are interpreted based on a proposed measurement matrix.

Regardless of the type of indicator, the perception of the government aligns with the perception of private sector professions, however, deviates from the perception of citizens. By taking the mean score and the significance level among stakeholders of perception as two dimensions, different patterns of issues in the current participation practice in urban regeneration are manifested.

Theoretically, the proposed indicator system and perception difference-based method combined to provide a holistic view of public participation, which is verified to provide a better measurement. Practically, the authors’ methodology helps in revealing issues in current participation practice and further leading to designing coping strategies. Nonetheless, the proposed method requires further validation in participation practices in China and other countries.

By considering the perception mean and the significance level as two dimensions, a public participation measurement matrix is proposed. The performance in different indicators are classified into four stages accordingly, namely idling, starting, running-in and accelerating.

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.

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.

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.

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.

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.

The purpose of this study is to describe and interpret the interpersonal and intragroup conflict experiences of staff-level employees and leaders in the medical imaging technology field, working in US tertiary care centers to extract mitigation and management strategies.

A total of 13 medical imaging technologists, who were employed in leadership and staff positions throughout the USA, offered their in-depth accounts of workplace conflict in this interpretive phenomenological investigation.

Conflict avoidance was a predominant conflict management style. This style did little to effectively manage workplace conflict. In some cases, it led to deleterious effects on individuals and organizations and created conflict perpetuation. With proper conflict mitigation and management, the conflict perpetuation cycle can be broken.

Generalization beyond the group being studied is not applicable, as it is not the intent of phenomenological research. Four leaders participated in the research study. To examine this population more completely, a greater sample size is required. This recommendation also applies to the staff technologist roles. Another limitation involved the leader/staff-level representation inequality, as well as the male–female representation. These imbalances made it difficult to effectively make comparisons of the experiences of leaders with staff-level technologists, and males with females.

Offering the medical imaging workforce emotional intelligence training, health-care administrators can invest in their leaders and staff technologists. Medical imaging schools can incorporate emotional intelligence training into their curricula. Clear policies may decrease the ill effects of change when unforeseeable occurrences result in schedule modifications. Making technologists fully aware of who is responsible for shift coverage when these events occur may reduce negative impact. Trainings in organizational change, collaboration or positivity may be warranted, depending on findings of cultural assessments. Team-building events and opportunities for employees to intermingle may also be used to improve a departmental or organizational culture.

Mitigating and managing health-care workplace conflict more effectively may prevent patient harm, thus improving the health of members of society.

According to recent studies, conflict, and the incivility that often accompanies it, has been on the increase in US organizations overall, and in health care specifically. Conflict that perpetuates can adversely affect health-care organizations and its employees. This paper offers mitigation and management strategies to prevent such consequences.

This study aims to identify and gauge the sustainability indicators (SUSIs) for sustainable Hydroelectric Power (HEP) project development. It examines major SUSIs under the social, economic and environmental (SEE) fronts and categorizes them under push and pull impacts which helps to identify challenges and opportunities associated with projects. Additionally, the study calculates an empirical sustainability index (SI) to assess the sustainability level of HEP. Finally, the study suggests mitigation measures across stakeholders, which will optimize government/developer/investor investments.

This paper examines the interaction of sustainable HEP development with SUSIs using Uttarakhand as a study area. Additionally, SI has been developed quantitatively. For the indicator classification, the authors conducted a literature review and secondary survey of all affected parties, including investors, developers, NGOs and villagers. The fuzzy logic theory (FLT) is used to determine the SI of the study area and classify projects in their level of sustainability. On the basis of expert opinion and literature review, mitigation measures are proposed across stakeholders.

The authors found that there is a mixed effect of SUSIs on HEP development across various projects in Uttarakhand. Furthermore, the authors suggest that index-based assessment and planned collaboration play a significant role in sustainable HEP development. Mitigation measures should be suggested to all affected stakeholders based on specific project issues, i.e. collaborations, training, public awareness campaigns, and initiatives by the government that would improve sustainability conditions.

In addition to supporting the ongoing and upcoming initiatives launched by the Government of India, including the Green Energy Corridor, independent power producers (IPPs); and the India-Renewable Resources Development Project with IDA and participates in Net zero target.

The structured, sustainable HEP planning suggested in the study will help to conserve society, economy, save resources and in parallel reduce the cost and time of developers and policymakers. This will also help to improve the socioeconomic status of the villagers and prolong the life of the project.

The innovative SI-based push-pull approach identifies a sustainable HEP project planning.