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The current work aims to introduce the concept of conflict perception and construct a scale that measures individual differences in perceptions about conflicts along religious, national and material dimensions. The concept and the measure are developed in the context of the Israeli–Palestinian conflict.

The research design combines three methodological elements: 14 focus groups in Israel and the West Bank, which represent diversity in place of residence, religion, age and political background; an expert panel review; and a survey of 411 student respondents that was conducted between September 29 and October 9, 2013, among university students in Israel and Palestine.

The findings show that conflict perception is an individual’s subjective view regarding the essence of the conflict and its central issues, the identities of the parties involved and their motivations, which may include material, ideological or symbolic motives, or any combination thereof. A novel scale consisting of five statements that can measure conflict perception that was developed, validated and implemented via a survey sample showed that Palestinians in the West Bank and in Israel have a religious perception of the conflict, whereas Jews have a national perception of the conflict.

First, the paper introduces a new concept that sheds additional light on the micro foundations of peoples’ attitudes in conflict situations. Second, it develops and validates a measurement tool for conflict perception that may be usable, with necessary adjustments, in other conflicts. Third, it demonstrates that parties to the conflict do not necessarily share similar perceptions about the conflict, a finding with far-reaching consequences for conflict resolution at both the scholarly and policy levels.

The purpose of this paper is to examine the effects of asymmetric perceptions of task conflict (i.e. one person experiencing more conflict than the other) on the anticipated relationship with the partner, as well as subjective and objective performance.

In a 2 × 2 between-participants experimental design, we manipulated participants’ perception of task conflict (perceive task conflict vs does not perceive task conflict) and the perceptual conflict composition of their group (asymmetry vs symmetry). Participants were randomly allocated to each of the four experimental conditions. Eighty-four psychology students at a Dutch university participated (25 men and 59 women; average age = 21).

Results show that when individuals realize that they have asymmetric task conflict perceptions, they have lower expectations about having a positive relationship with their partner and perform worse compared to when they have symmetric task perceptions (i.e. both experiencing either low or high levels of conflict).

Past research on conflict has not often taken into account that individuals involved in a conflict can experience different amounts of conflict. By conducting an experimental study, in contrast to past research on conflict asymmetry, we can better understand the causal relationship between (a)symmetry of conflict and outcomes. We also provide insight into the mediating chain that examines how conflict asymmetry interferes with work processes and leads to negative work outcomes.

The purpose of this paper is to examine the social, economic and demographic determinants of rural households' risk perception of farmer–herder (FH) conflicts in Nigeria. The paper also investigates two aspects of FH conflict risk perception relating to food production and physical insecurity.

A FH conflict risk perception model is constructed and tested using exploratory factor analysis (EFA), ordinary least squares (OLS) and seemingly unrelated regression equation (SURE) models. The study uses cross-sectional data from 401 rural households in Nigeria.

Results show that in addition to economic determinants like farm size, land ownership and crop diversity, socio-demographic variables like age and number of languages spoken are significant predictors of household risk perception of FH conflict. Second, although gender and frequency of FH conflict have no significant effect on the risk perception of FH conflict, there is a significant moderating effect of frequency of FH conflicts on the influence of gender on the risk perception of FH conflict. Third, findings also highlight the important predictors of the risk perception of FH conflicts relating to food production and physical insecurity.

Findings give insight into policies targeted at influencing the risk behaviour of rural households. This is important to aid the development of efficient risk management initiatives.

Purpose – This chapter proposes a theoretical framework – the Conflict Templates Model – that depicts how people conceptualize their outcome interdependence in conflict and negotiation situations. We focus on perceptions of outcome interdependence in dyadic conflicts, with a particular emphasis on intergroup interactions.

Approach – Integrating ideas and concepts from game theory with social psychological principles, we propose that: (a) people's mental representations of interdependence are predictably constrained to a small set of mixed-motive games; (b) different motivational goals often lead group members to endorse different games to describe the same intergroup conflict; and (c) these interdependence perceptions influence parties' strategic behavior, and ultimately, their outcomes.

Findings – We review empirical evidence that provides initial support for each of these propositions and discuss future directions for research on the mental representation of conflict and negotiation.

Originality/value – We generate a number of novel predictions concerning the mental representation of conflict. We also discuss how identifying disputants' mental representations can help conflict managers devise effective strategies for managing and resolving conflicts.

The competence model of conflict communication suggests that individuals who use various conflict styles will be perceived differently in terms of appropriateness and effectiveness. A simulated organizational decision‐making task involving 100 randomly‐paired dyads consisting of business students suggested that an integrative conflict style is generally perceived as the most appropriate (in terms of being both a polite, prosocial strategy and an adaptive, situationally appropriate strategy) and most effective style. The dominating style tended to be perceived as inappropriate when used by others, but some participants judged themselves as more effective when they used dominating tactics along with integrating tactics. The obliging style was generally perceived as neutral, although some participants perceived themselves to be less effective and relationally appropriate when they employed obliging tactics. The avoiding style was generally perceived as ineffective and inappropriate. Finally, compromising was perceived as a relatively neutral style, although some participants judged their partners to be more effective and relationally appropriate if they compromised. Overall, these results and others provide general support for the competence model's predictions, while also suggesting some modifications and directions for future research.

The present study aims to examine the moderation of the employee's age on the manifestation of “experience of hurt” to “commitment to future conflict” among the three intra-cohort segments of millennials. The study also examines the mediation of “perception of duplicitous organization” between hurt and “commitment to future conflict.”

Cross-sectional data was collected using survey method and analyzed by structural equation modelling on SPSS AMOS 25 software.

The results are based on single-source cross-sectional data. The result indicates that “perception of duplicitous organization” is positively impacted by the experience of hurt at the workplace. It also acts as a mediator between hurt and “commitment to future conflict”. There is significant moderation of age for all the relationships in the model. For instance, age moderates both the paths of hurt resulting in “perception of duplicitous organization” and aggressiveness, where the group of young employees have significantly higher path coefficients.

The managers need to be more considerate and interact frequently with the younger employees as they are more prone to develop aggression and are impressionable to form a “perception of duplicitous organization” after an experience of hurt. The manager needs to establish a high-quality relationship and a positive image of the organization with subordinates to prevent the manifestation of hurt to a “commitment to future conflict”.

To the best of the knowledge of the authors, this study is the first of its kind to study the moderation of age within the larger cohort of millennials.

The purpose of this paper is to explore the factors that influence perceptions of work-life balance among owners of copreneurial firms. Research on work-life balance in the context of family firms has focussed on the effects that perceptions of balance can have on the emotional well-being of business owners and performance of the firm. Less attention has been given to understanding the factors affecting an owner's perceptions of work-life balance. This paper not only explores the antecedents of perceptions of work-life balance but does so with copreneurs, or couples who own and manage a firm.

Data for this study were collected using surveys. In all, 210 copreneurs with businesses in nearly 20 industries answered questions about their perceptions of work-life balance, work-life conflict (WLC), life-work conflict, communication practices, characteristics of their jobs, and spousal support.

WLC was negatively related to perceptions of work-life balance. Job involvement, flexibility at work, and permeability of communication were significantly related to perceptions of WLC. Interestingly spousal support did not affect individual perceptions of life-work balance, but had a direct influence on perceptions of work-life balance.

The sample was not randomly selected, and participants were surveyed at only one point in time. Notwithstanding these limitations, the findings have implications for advancing research and theory in the areas of family business, work-life issues, and communication. While the paper focus on copreneurial firms, the findings may have implications for family firms and co-founded ventures.

The potential benefits of copreneurs’ increased awareness of these findings (from readings or through coaching) are important given prior research demonstrating that family to work conflict and work to family conflict affect the emotional well-being of family business owners, their satisfaction with work, and firm performance.

This project offers two important contributions to research in family firms. First, it focusses on copreneurial firms as a unique type of family firm which has the potential to shed light on the differences between family firms. Second, results from this study provide a picture of the predictors of work-life balance for couples who are firm owners.

This study aims to reveal the association between task conflict and job satisfaction with the mediating role of incivility and the moderating role of self-esteem. In addition, the data collected from the UK and Turkey were analyzed separately, and the aim was to contribute to the literature in this field by analyzing the research model in a cultural context.

This research focuses on the relationship between managers and subordinates in organizations. In this study, a survey method was applied to 708 subordinates, both UK and Turkish citizens, working in nine different industries. The obtained data were first analyzed in combination; then, the data of both countries were analyzed separately, and the effect of cultural differences on the research model was investigated.>

According to the results obtained, the relationship between task conflict and job satisfaction is negative, and subordinates’ perceptions of incivility play a mediating role in this relationship. In addition, subordinates’ self-esteem level has a moderating role in the effect of task conflict on job satisfaction through incivility. However, there is no evidence of an effect of culture on this model.

This study contributes to the literature by presenting new evidence on the antecedents of job satisfaction. In addition, it is one of the pioneering studies that provides evidence of the impact of the perceptions and personal characteristics of disputants in a task conflict on task conflict outcomes. Furthermore, this study contributes to the limited cross-cultural studies in the conflict and job satisfaction literature.

The purpose of this paper is to examine the moderating effect of discretion and social capital on the relationship between individual perceptions of team conflict and employee-level outcomes. The authors propose that both employee discretion and unit-level social capital influence the negative effects of perceived conflict on employee stress and turnover intentions. They argue that an individual’s perceptions of these central organizational characteristics are likely to alter the consequences associated with conflict and the manner in which individuals respond to it.

This study empirically tests the moderating effects of discretion and unit-level social capital on the relationship between individual’s perception of team conflict and employee-level outcomes. Analysis was conducted with survey data from a sample of health care care providers in 90 units across 20 nursing home organizations. We applied hierarchical linear modeling analyses to test our hypotheses.

Results demonstrate that employee discretion moderates the relationship between perceived task conflict and job stress. Unit-level social capital was shown to moderate the relationship between perceived relationship conflict and employee turnover intentions. Our findings also document a varied moderation effect at low to moderate levels of conflict versus high levels of conflict. This finding suggests that the moderating role of contextual variables is more nuanced and complex than the existing conceptual frameworks acknowledge.

This study contributes to the research on conflict and conflict management by extending a multilevel approach to the effect of conflict and by providing new insights regarding the contextual manner in which conflict affects workplace outcomes.

The effects of discretion and unit-level social capital on how conflict is metabolized by organizations and their members varied. Contextual factors matter differently for different individual level outcomes. In attempting to manage the consequences associated with workplace conflict, organizations and their managers must consider different contextual factors.

This study contributes to the research on conflict and its management in organization by providing new insights regarding the contextual manner in which conflict affects organizational and individual outcomes. This study provides support for the claim that the relational and task-related context under which employees experience conflict affects employee stress levels and the extent to which they report their intentions to leave the organization.

In recent years organizational scholars and practitioners have avidly pursued an in‐depth understanding of demographic diversity and its consequences. This study contributes to such an understanding by examining how an individual's demographic distance from others in a work group shapes his or her perception of the group's conflict and performance. Data from 233 members of 42 blue‐collar groups reveal that gender and tenure dissimilarity increase the perception of emotional conflict, indirectly reducing individual ratings of group productivity. These results suggest a process by which relational demography may indirectly affect members' confidence in their group.