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Article
Publication date: 1 March 2005

Richard A. Posthuma

Is there a need for more influential international conflict management research? This question takes on two dimensions. The first is whether there is a need for more…

Abstract

Is there a need for more influential international conflict management research? This question takes on two dimensions. The first is whether there is a need for more influential conflict management research. The second is whether there is a need for more international conflict management research. Both questions can be answered in the affirmative. Research should be influential so that it will help to guide and shape future research efforts. If it is not influential, it is an unfortunate waste of intellectual and other resources. Research should also be more international because business is becoming more international and there are an increasing number of international influences in many areas of everyday life. Thus, it is important for journals to encourage the publication of influential international conflict management research. The extent to which this journal has disseminated influential international conflict management research is addressed in this note.

Details

International Journal of Conflict Management, vol. 16 no. 3
Type: Research Article
ISSN: 1044-4068

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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

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Article
Publication date: 1 September 1996

Daniel Z. Ding

This paper centers on the exploration of Chinese conflict management styles in the context of international joint ventures in the People's Republic of China (PRC). Based…

Abstract

This paper centers on the exploration of Chinese conflict management styles in the context of international joint ventures in the People's Republic of China (PRC). Based on interviews conducted with directing managers in U.S.‐Chinese joint ventures and seminars held in China on conflict management in such ventures, major characteristics of Chinese conflict management styles are discussed. Influenced by the traditional Chinese values, norms, and philosophies, Chinese managers in joint ventures tend to adopt contingent, long‐term, contextual, and holistic approaches to conflict resolution.

Details

Management Research News, vol. 19 no. 9
Type: Research Article
ISSN: 0140-9174

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Book part
Publication date: 4 July 2019

Irina S. Ferova, Ekaterina S. Kovanova, Elena V. Kletskova, Rustem T. Yuldashev and Tatiana V. Tkachenko

The purpose of the research is to develop methodological approach to evaluation of effectiveness of development ofconflict-free” socio-economic system.

Abstract

Purpose

The purpose of the research is to develop methodological approach to evaluation of effectiveness of development ofconflict-free” socio-economic system.

Methodology

The fundamental platform of the research is the classic approach to evaluation of effectiveness of managerial practice in socio-economic system.

Conclusions

A methodological approach to evaluation of effectiveness of development ofconflict-free” socio-economic system is developed; it envisages calculating the ratio of aggregate results (including advantages) from “conflict-free” development of systems to aggregate expenditures for management of conflicts. Successful approbation of this approach by the example of modern “conflict-free” socio-economic systems – Turkey and Japan – showed its readiness for practical application. The obtained results show that in Turkey in 2018 the effectiveness of development ofconflict-free” socio-economic system is acceptable (normal), as the value of the calculated Erbs index is in the interval (1,5;2), that is the results of managing the conflicts exceed the expenditures. In Japan in 2018, effectiveness of development ofconflict-free” socio-economic system is very high, as the value of the calculated Erbs index is in the interval (2;3) – that is, expenditures for management of conflicts are minimum, and results are very high.

Originality/value

Advantages of the developed methodological approach to evaluation of effectiveness of development ofconflict-free” socio-economic system, which emphasize perspectives of its practical application, are the detailed structure, variability, and universal character.

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Book part
Publication date: 19 July 2016

Ariel C. Avgar

This chapter explores the adoption and implementation of a conflict management system (CMS) in a hospital setting. In particular, it uncovers the different motivations and…

Abstract

Purpose

This chapter explores the adoption and implementation of a conflict management system (CMS) in a hospital setting. In particular, it uncovers the different motivations and challenges associated with a CMS across various stakeholders within the organization.

Methodology/approach

The chapter is based on qualitative research conducted in a large American hospital that adopted and implemented a CMS over the course of 15 months. The author conducted extensive interviews with stakeholders across the organization, including top management, union leaders, middle managers, clinicians, and frontline staff. Findings are also based on an array of observations, including stakeholder meetings and conflict management sessions.

Findings

The case study demonstrates the centrality of underexplored, generalizable, and industry-specific pressures that may lead organizations to reconsider their use of traditional dispute resolution practices and to institute a CMS. It also highlights the inherent organizational ambivalence toward the design and adoption, initiation and implementation, and routine use of a CMS and it documents the different types of outcomes delivered to various stakeholders.

Originality/value

The chapter provides a nuanced portrait of the antecedents to and consequences of the transformation of conflict management within one organization. It contributes to the existing body of research exploring the 30-year rise of alternative dispute resolution and CMSs in a growing proportion of firms in the United States. The use of an in-depth case-study method to examine this CMS experience offers a number of important insights, particularly regarding different stakeholder motivations and outcomes.

Details

Managing and Resolving Workplace Conflict
Type: Book
ISBN: 978-1-78635-060-2

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Book part
Publication date: 14 August 2014

Hulda Mjöll Gunnarsdóttir

This chapter examines how structural factors related to gender, managerial level, and economic sector could impact the level of experienced person/role conflict in…

Abstract

This chapter examines how structural factors related to gender, managerial level, and economic sector could impact the level of experienced person/role conflict in management based on a representative survey conducted among managers in Norway. Person/role conflict appears relevant for understanding emotions in organizations and is linked with emotional dissonance and emotional labor through theoretical and empirical considerations. Our findings reveal that the effect of gender remains significant when controlled for economic sector and managerial level. This indicates that experienced person/role conflict can be partially caused by perceived incongruity between internalized and gender role-related expectations as well as managerial role-related expectations.

Details

Emotions and the Organizational Fabric
Type: Book
ISBN: 978-1-78350-939-3

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Book part
Publication date: 13 June 2013

Nelson Oly Ndubisi, Naresh K. Malhotra and Gina L. Miller

Purpose – This study draws on conflict management literature to examine service recovery by service organizations and its effect on the important marketing outcomes of

Abstract

Purpose – This study draws on conflict management literature to examine service recovery by service organizations and its effect on the important marketing outcomes of customer perceptions of service quality (satisfaction, trust, attribution/praise, and value) which influences customer retention rate (loyalty) and thus firm profitability.Design/methodology – Data from 412 banking customers are first employed to test the study’s model, and the results are subsequently cross-validated using a sample of 421 health-care customers.Findings – In services marked by moderate to low customer contact (i.e., task oriented) such as banking, effective conflict management tends to increase customer satisfaction, trust, and perceived customer value. It also has a positive effect on customer loyalty, albeit mediated by the above three variables. However, in high contact service contexts (i.e., personal oriented) like health care, conflict management seems to have relatively weak direct and indirect effects on customer loyalty.Research limitations/implications – The single country (Malaysian) origin of the present study’s data suggests the need for corresponding research in a Western context, where customers likely have different service expectations. Additionally, the research scope could be extended to focus on the relational nature of conflict management (the way in which a conflict is framed and resolved) in service recovery and how this moderates the relationship between perceived service quality and customer loyalty. The bi-industry approach taken in this research could also be extended to other low- and high-contact service sectors.Practical implications – Service organizations may benefit from training their employees on conflict management, honing skills in sensing and halting potential customer conflicts, and instituting a rapid and procedurally robust conflict resolution mechanism.Value/originality – This research is the first to examine firm’s conflict management across two service sectors. It contributes to theory by situating conflict management at the crux of the service failure/recovery relationship quality debate and underlining its relevance for a range of desired outcomes namely, customer satisfaction, customer trust, customer value attribution or customer praise, and customer loyalty.

Details

Review of Marketing Research
Type: Book
ISBN: 978-1-78190-761-0

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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…

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

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Article
Publication date: 26 October 2020

Walter Vesperi, Marzia Ventura and Concetta Lucia Cristofaro

The purpose of this paper is twofold. The first objective is to outline the main theoretical framework on the conflict style phenomenon; the second purpose is to…

Abstract

Purpose

The purpose of this paper is twofold. The first objective is to outline the main theoretical framework on the conflict style phenomenon; the second purpose is to understand the conflict style in a sample of Medical Health Manager.

Design/methodology/approach

The authors based this research on qualitative-quantitative analysis. This study starts with a survey questionnaire as a method to collect quantitative data. Therefore, the authors conducted a survey on the style of conflict management of hospital managers with subordinates. A modified version of the Rahim Organizational Conflict Inventory II (ROCI II) (Rahim, 1983) – Module B is used. This instrument is composed of 28 entries.

Findings

The results of this study offer a double perspective. From a theoretical point of view, the results highlight the main theoretical references related to conflict management. In particular, the main currents of study and the results of empirical evidence have been identified within organizational theory. The empirical part of this study, instead, offers a survey, carried out through the administration of the ROCI II – module B questionnaire.

Originality/value

This paper offers interesting food for thought on conflict management. In particular, it offers theoretical references on the subject and on the validation of the ROCI II - Form B model, in health organizations.

Details

Measuring Business Excellence, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1368-3047

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Article
Publication date: 28 July 2020

Ting Wang, Jianlin Wu, Jibao Gu and Lingyu Hu

Firms often encounter complicated external relationships and conflicts in inbound and outbound open innovation (OI). Conflict management significantly affects innovation…

Abstract

Purpose

Firms often encounter complicated external relationships and conflicts in inbound and outbound open innovation (OI). Conflict management significantly affects innovation results. Guided by resource dependence theory (RDT), this study aims to examine the moderating effects of conflict management styles in the relationship between OI and organizational performance (OP).

Design/methodology/approach

This study focuses on manufacturing and service firms in China, with the respondents composed of senior managers. Using hierarchical regression analysis, data from 270 firm samples are used to empirically test the hypotheses.

Findings

Inbound and outbound OI openness positively affects OP. Cooperative conflict management positively moderates the relationship between inbound OI openness and OP, whereas it negatively moderates the impact of outbound OI openness on OP. By contrast, competitive conflict management positively moderates the relationship between outbound OI openness on OP.

Research limitations/implications

Guided by RDT, this study explores the relationship between OI and OP and the moderating role of conflict management styles. However, it does not measure the level of resource dependence, which is among the future research directions for further validating the results of this study.

Originality/value

This study is among the first to investigate the impact of OI on OP in different conflict management styles. Findings suggest that choosing a suitable conflict management style may strengthen the positive effects of OI on OP.

Details

International Journal of Conflict Management, vol. 32 no. 2
Type: Research Article
ISSN: 1044-4068

Keywords

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