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Despite an enormous body of literature on conflict management, intra-group conflicts vis-à-vis team performance, there is currently no study investigating the conflict prevention approach to handling innovation-induced conflicts that may hinder smooth implementation of big data technology in project teams.

This study uses constructs from conflict theory, and team power relations to develop an explanatory framework. The study proceeded to formulate theoretical hypotheses from task-conflict, process-conflict, relationship and team power conflict. The hypotheses were tested using Partial Least Square Structural Equation Model (PLS-SEM) to understand key preventive measures that can encourage conflict prevention in project teams when implementing big data technology.

Results from the structural model validated six out of seven theoretical hypotheses and identified Relationship Conflict Prevention as the most important factor for promoting smooth implementation of Big Data Analytics technology in project teams. This is followed by power-conflict prevention, prevention of task disputes and prevention of Process conflicts respectively. Results also show that relationship and power conflicts interact on the one hand, while task and relationship conflict prevention also interact on the other hand, thus, suggesting the prevention of one of the conflicts could minimise the outbreak of the other.

The study has been conducted within the context of big data adoption in a project-based work environment and the need to prevent innovation-induced conflicts in teams. Similarly, the research participants examined are stakeholders within UK projected-based organisations.

The study urges organisations wishing to embrace big data innovation to evolve a multipronged approach for facilitating smooth implementation through prevention of conflicts among project frontlines. This study urges organisations to anticipate both subtle and overt frictions that can undermine relationships and team dynamics, effective task performance, derail processes and create unhealthy rivalry that undermines cooperation and collaboration in the team.

The study also addresses the uncertainty and disruption that big data technology presents to employees in teams and explore conflict prevention measure which can be used to mitigate such in project teams.

The study proposes a Structural Model for establishing conflict prevention strategies in project teams through a multidimensional framework that combines constructs like team power conflict, process, relationship and task conflicts; to encourage Big Data implementation.

The purpose of this paper is to propose that a more optimal regulatory focus in conflict reflects a mix of promotion and prevention considerations because conflict often elicits needs for promoting well-being as well as needs for preventing threats to security and interests. Two studies using distinct methodologies tested the hypothesis that social conflict is associated with better outcomes when the parties construe the conflict with a regulatory focus that reflects a combination of both promotion and prevention orientations.

Study 1 was an experiment that framed the same low-intensity conflict scenario as either prevention- or promotion-focused, or as both. In Study 2, we mouse-coded stream-of-thought accounts of participants’ actual ongoing high-intensity conflicts for time spent in both promotion and prevention focus.

In Study 1, the combined framing resulted in greater satisfaction with expected conflict outcomes and goal attainment than did either prevention or promotion framing alone. However, a promotion frame alone was associated with greater process and relationship satisfaction. These results were replicated in Study 2.

Prior research on regulatory focus has emphasized the benefits of a promotion focus over prevention when managing conflict. The present research offers new insight into how these seemingly opposing motives can operate in tandem to increase conflict satisfaction. Thus, this research illustrates the value of moving beyond dichotomized motivational distinctions in conflict research, to understand the dynamic interplay of how these distinctions may be navigated in concert for more effective conflict engagement. It also illustrates the value of mouse-coding methods for capturing the dynamic interplay of motives as they rise and fall in salience over time.

Conflict between project parties is among the major risk factors in public–private partnership (PPP) in developing countries that has, in extreme cases, led to the failure or distress of many PPP projects. This paper aims to explore conflict prevention measures for PPPs in developing countries using Ghana as a case study.

From a comprehensive review of literature, a list of conflict prevention measures was derived; further, a questionnaire survey was conducted with PPP experts from Ghana. Kendall’s coefficient of concordance test, range normalization method and factor analysis were used for data analysis.

Results show four significant conflict prevention measures for PPPs in developing countries, they include extensive stakeholder consultation in decision makings, clear goals and mutual benefit objectives, clarity of roles and responsibilities of parties and transparent appeal procedures. Using the factor analysis technique, the prevention measures are grouped into three unrelated categories, they are efficient communication structure and risk assessments, transparency and openness and proficient service delivery.

The research findings inform policymakers and local practitioners of the strategic measures and procedures needed to minimize the occurrence of conflicts in PPPs in developing countries.

To achieve an integrative and coherent approach to conflict prevention and peace building, a framework or infrastructure is needed. This framework should incorporate state and non-state actors and set out a clear division of labor, a precondition for effective action aimed at preventing violent conflict. A parallel infrastructure must also be established in conflict zones. The pillars below describe the infrastructure proposed.

Project conflicts are inevitable. Megaproject conflicts need to be managed across different levels. The purpose of this study is to investigate the role of individual-level regulatory focus and organization-level team mindfulness in managing megaproject conflicts.

By combining the individual motivation basis and organizational background of conflict resolution, this study constructed a multi-level structural equation model. The hypothesis is tested based on data collected from 182 respondents.

The findings of this study show that project manager's promotion focus has a direct positive effect on task conflict and a negative effect on relationship conflict. Prevention focus has a positive effect on relationship conflict and a negative effect on task conflict and process conflict. Team mindfulness has a negative effect on relationship conflict and process conflict and a positive effect on task conflict. Task conflict was negatively affected by the interaction between team mindfulness and promotion focus. The interaction between team mindfulness and prevention focus had a positive effect on relationship conflict.

This study verifies the positive role of project manager's promotion focus and prevention focus in conflict management and clarifies the strengthening role of team mindfulness in constructive conflict and the prevention role in destructive conflict. This study also confirms that team mindfulness can act as a reinforcement and complementary factor of regulatory focus in megaproject conflict, contributing to the current understanding of the project manager's role in megaproject mindfulness contexts.

Although several studies have evaluated effective factors for conflict occurrence, researchers have developed few methods of determining preventive capacities and determining preventive measures on the basis of an analysis of chain of risks that cause conflict. The purpose of this paper is to devise a mechanism for conflict prevention by evaluating chain of risks that cause conflict and different conflict types.

Efforts centered on facilitating the prevention conflicts through analyzing the effects of chain of risks on change causes, decomposing the mixture of conflict types in each conflict and determining the contribution of each conflict type to conflict creation.

The paper expands the existing body of knowledge on conflict management through the determination of complex relationships, namely, the relationship between conflict causes and project parties and the coherence between project parties and conflict types.

A practical example is analyzed to demonstrate the proposed approach capabilities. The results showed that using the developed approach to determine conflict type can serve as a means of control in projects and the developed approach can be incorporated into construction contracts as a conflict resolution mechanism. This paper presents an understanding of complex relationships among the chain of risks which cause conflict, the important players in conflict management process and different conflict types. It also provides a basis to select an effective management method for each conflict.

The purpose of this study is to demonstrate how employee commitment and identification affect the intra-group conflicts and to demonstrate the moderator role of some dimensions of core self-evaluation (CSE) on the relationship between commitment and conflict. Exploring relationships can provide a better understanding of the nature of intra-group conflicts and the development of prevention and conflict management strategies.

This study uses case studies to illustrate the factors that amplify and weaken conflicts. Case studies describe conflicts within a single multinational company.

According to the results, the high levels of affective commitment and the degree of group identification reduce the relationship conflict, and the impact of affective commitment on the relationship conflict is moderated by the degree of self-esteem. The high levels of normative commitment and the degree of organizational identification reduce the process conflict, and the impact of normative commitment on process conflict is moderated by the degree of self-control. The high levels of professional commitment and the degree of occupational identification reduce the task conflict and that the impact of professional commitment on the task conflict is moderated by the degree of self-efficacy.

The results should also be confirmed by research using a quantitative method.

Managers need to increase employees’ commitment in a targeted way to increase their performance and to prevent conflicts. An important lesson for recruitment professionals is that in jobs where conflict prevention is particularly important, CSE levels that determine personality traits should also be tested.

The degree of commitment and identification also largely depends on organizational circumstances and the support of the manager. The factors brought into play by the employees, including the personality of the staff involved in the conflict, also play a role in conflicts. While these do not trigger it, some personality variables influence the outcome of conflicts. The study demonstrates that targeted enhancement of employee commitment and identification can address intra-group conflicts and that CSE is able to prevent certain types of intra-group conflicts through its moderating effect.

The aim of this article is to formulate and represent some common characteristics about conflict of interest as a global legal occurrence. All the conclusions made here are based upon 11 European countries legislations. As do similarities so do differences in every separate legislation give us the reasoning that there is a common European model on conflict of interest. The aim of the article is to provoke a discussion on this topic which is to help creating a new and better European legislation in the field of conflict of interest.

The basic methods used for writing the article are comparison and analysis on the judicial system concerning conflict of interest in the treated European countries.

Conflict of interest is extremely important governmental instrument in the fight against corruption and spending funds or using public properties for private purposes. Besides some of the analyzed countries, i.e. Germany, where such an act is treated as a crime according to the criminal code, the conflict of interest is an administrative offence. Finding conflict of interest is a matter in the field of administrative control, so when there is a conflict of interest, it follows that administrative punishment should be enforced. There exists a conjunction between the substantive staff dealing with conflict of interest in much of the mentioned countries. Two main types of finding were described – by a specialized governmental body or by the appointment authority or by some other internal for the departmental system body.

The article claims that conflict of interest aims for higher public trust towards institutions and to consolidate democracy. As far as conflict of interest is often applied when the concern is spending a considerable funds, including supranational, there comes the question for the need of a new supranational legislation. A review was made on the conflict of interest in European countries. Free movement of people, goods and capital in EU boundaries demands a broadening of the existing legislative system.

This chapter examines the role of political recycling – the practice of repeated utilization of former high-level politicians in government – in forestalling or, at least, minimizing conflicts among political players. Drawing upon observations from recent political experiences of Japan, the chapter first demonstrates that political recycling in Japan is deeply embedded in the society's cultural practices rather than in the system of liberal democracy, which its leaders espouse. Political recycling in Japan, in fact, exhibits features that are antithetical to liberal democracy. The dynamic relationship between political recycling and conflict prevention in Japan are then analyzed as well as the implications of the analysis for places in Africa where political conflict has been rampant.

Physicians' uniquely privileged social status gives them influence to help prevent conflict in addition to treating its victims. Yet the peacebuilding role of physicians has received little attention in medical education. In this paper, the authors tackle both and provide some concrete guidance to medical schools interested in taking it on.

Using Qualitative Description, a review of literature and expert interviews in violence prevention, peacebuilding, medicine and medical education, three statements are posited: improved healthcare may enhance the prospects for peace; there are mechanisms by which healthcare may potentially enhance peacebuilding; and medical education can be designed to support these mechanisms. A “peace audit” is developed against which to evaluate the efforts of medical schools towards peacebuilding. This audit is used to assess a medical school in Nepal that is invested in peacebuilding.

Medicine has a role, both in resolving conflict, and in preventing its occurrence. The experts believe that physicians have a responsibility to go further than treating the wounded and address the root cause of conflict: the structural violence of poverty and economic disparity.

This paper considers the mechanisms by which medicine supports peacebuilding, and the consequences of this for medical education. The literature to date has not dealt with this issue.