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Examines a seemingly simple case of gender conflict by analysing the multi‐levelled, intra‐personal, interpersonal‐intergroup, and mass unconsciousness of gender conflict. Both process analysis and psychodynamic analysis are used to show that gender does not stand apart from other demographic diversity factors.

The purpose of this paper is to study examine the social identity of Ultra-Orthodox students enrolled in institutions of higher learning in Israel, and specifically the ways in which the identity of Ultra-Orthodox students who interact with other groups on campus compares to the identity of self-segregated Ultra-Orthodox students. Traditionally, Ultra-Orthodox students have preferred self-segregated educational institutions. Today, however increasing numbers of Ultra-Orthodox Jews are enrolling in regular academic institutions. Although they study in separate, homogeneous classrooms, they interact with secular students within the framework of the institution.

A four-part questionnaire dealing with attributions, feelings, personal identities, and social proximity was administered to the Ultra-Orthodox students.

As hypothesized, the students in self-segregated institutions exhibited a different identity than the students in secular institutions. Contrary to the hypotheses, the self-segregated students had positive feelings toward secular Israeli students and a greater desire for social proximity than the more integrated group. Explanations center on structural identity theory.

In this naturalistic study, the encounters between Ultra-Orthodox students and other students in their academic institution were random, unplanned, and unmonitored, unlike previous studies of intergroup relations in institutions of higher education. These students were not involved in cooperative tasks, which theoretically could help improve the relationships between Ultra-Orthodox and secular students.

The purpose of this paper is to describe how religious symbols might impede employees’ motivational cultural intelligence (CQ) in some international contexts, and how multinational managers might employ this knowledge to respond in a manner that mitigates risks to knowledge sharing.

The paper uses several theories (e.g. CQ, social categorization, expectancy, and contact theories) to develop a conceptual model about the nature of the risk to employees’ motivational CQ. It then draws on models of acculturation to explore how multinational corporation managers might respond.

It is conjectured that the salience of religious-based value conflict, learned both vicariously and through direct experiences, will adversely impact motivational CQ, and that the introduction of religious symbols may exacerbate this relationship. A framework of possible interventions is offered, and each intervention approach is evaluated in terms of how it may mitigate or exacerbate the risks raised by the model.

The proposed model requires empirical validation.

Multinationals are advised how (and why) to treat the preservation of motivational CQ as central to any intervention in the conflict over religious symbols.

An uninformed response to controversy over religious symbols could impede knowledge sharing and potentially exacerbate broader societal tensions (UN Global Compact, 2013). Therefore, this paper addresses a clear socio-economic need.

Controversy over the use of religious symbols in the workplace has generated considerable international media attention, but has been neglected by cross-cultural management research.

The purpose of the study is to identify barriers to collaboration among female administrators at a Ghanaian technical university (TU), based on the social identity theory (SIT).

A mixed-method approach was adopted, integrating qualitative interviews of 15 female administrators and completing structured questionnaires from 117 randomly sampled female administrators. The SIT, as the analytical framework, identified themes emerging from the data on barriers to collaboration among female administrators. While exploratory factor analysis identified measures of factors hindering collaborations, the use of structural equation modeling (SEM) enabled the confirmation of relationships among the barriers to collaboration with female administrators.

There existed statistically significant relationships between four of the barriers: intergroup relations conflict, trust with stakeholders and among females and structural barriers (SBs). For the quantitative analysis, it was found that SBs, intergroup relations, conflict and trust were statistically significant except for weak cultures. For the qualitative, results showed that SBs, lack of trust with stakeholders and among females and intergroup conflict hinder collaboration.

The study has a limited scope in using only one TU and focusing on a particular gender. The implications of this research will enrich the literature on barriers to female administrative collaboration in technical education based on the SIT.

Promoting administrative collaborations in the TU will ensure sustainability and efficient administrative systems.

Institutional policies should include gender inclusivity and equality on networking opportunities and provide mentorship programs for efficient administrative systems.

We used the SIT to determine barriers to collaboration among female administrators in a technical education institution, and the mixed methodology added a unique dimension to the study.

This study examines the relationship between gender and religious affiliation to the preferred conflicts styles of 384 student participants living in and attending university in South Africa, Israel, Bosnia‐Herzegovina and Northern Ireland. Participants report living in stressful social contexts that are often characterized by reports of terrorism perpetrated by paramilitaries, the state, violence that is brought on by long standing ethnic hatreds and years of division between major groups contending for control of political and social institutions, civilian uprisings, and in some cases low scale civil war. The results indicate that the independent variables—gender and religion—provide statistically significant observable differences in how people report they engage in conflict as seen in their choice of conflict styles. In particular, the findings on gender differences provide a surprising result that is partially attributed to the contextual factors of warfare and one's active participation in it. The results on religious affiliation provide a number of intriguing patterns among various religions including a desire to accommodate or collaborate with others and a strong dislike of avoidance. There are other more specific patterns that can be partially attributed to contextual factors as well. With so many contexts being present in the study a number of intriguing explanations and working hypotheses are brought forth to help explain why these patterns on gender and religious affiliation exist.

This study aims to examine the effects of ethnic and social identities on negotiation decision making in the context of the Cyprus conflict.

The author conducts a theory‐driven case study of the 1959 Zurich‐London agreements on Cyprus, analyzing the positions of Turkey, Greece, Britain, and the Turkish and Greek Cypriot communities during the negotiation process. The analytical method is the applied decision analysis procedure.

The analysis of the Zurich‐London negotiations over Cyprus suggests that even in the presence of adversarial ethnic ties, decision makers who have a shared (and salient) social identity are more likely to employ collective‐serving decision strategies and seek even‐handed solutions that will not jeopardize their mutual interests. Here, Turkey and Greece – both NATO members – decided to settle on a commonly agreed negotiation outcome despite their ethnicity‐driven, clashing interests over Cyprus. In contrast, decision makers with severe ethnic fragmentation with no shared social identity (as with the Turkish and Greek Cypriot communities) are more prone to employ self‐serving decision strategies and seek zero‐sum negotiation outcomes that will exclusively benefit them.

Regarding the applied decision analysis procedure employed in this study, it is necessary to acknowledge the subjective nature of the construction of the decision matrices with respective values/ratings, even though such procedure is based on empirical and situational evidence.

The study introduces a novel theoretical and analytical framework to the literature on negotiation decision making in identity‐based conflicts by combining the social contextualist perspective with the polyheuristic decision model and using applied decision analysis. By anchoring the analysis in the historical context of the Cyprus conflict, the study also contributes to the relatively underdeveloped literature on conflict management in the Middle East.

The purpose of this study is to investigate the management of intragroup conflicts occurring in project design teams during pre-contract stages that affect the project deliverables of construction projects implemented in Sri Lanka.

A qualitative approach with a case study research strategy was used in the study. The required empirical data were collected by conducting expert interviews and reviewing the documents used in four selected projects implemented in Sri Lanka. All the projects used traditional separated procurement systems and had re-measurement contracts. Manual content analysis was used to analyze the collected data.

The study findings revealed the different types of intragroup conflicts that arise during the pre-contract stages of projects within project design teams of construction projects implemented in Sri Lanka and the causes and effects of those conflicts on project deliverables. The study recommends proactive strategies that can be adopted to manage those conflicts.

A dearth of literature on the association between the intragroup conflicts that arise during the design stages of construction projects and project deliverables exists. This study bridged this research gap. It is novel because it reveals the impact of intragroup conflicts that occur during the pre-contract stages of construction projects on project deliverables and identifies several proactive strategies that will assist in managing those intragroup conflicts.

This study examines the method of scenario analysis as a means of exposing hidden assumptions which cause misattributions that lead to multicultural conflict and as a way of assessing cross‐cultural understanding. Results from thirty‐five critical incident interviews of technical professionals and semi‐structured scenario questionnaires from graduate business and engineering students are presented. The results provide support for the use of scenarios as a method of exposing hidden assumptions leading to multicultural conflict and as a process which helps participants deal with the conflict. Implications for organizational research and practice are discussed, including the use of scenario analysis as an evaluation and measurement tool for culturally‐related conflict in organizations.