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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

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

Keywords

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

Article
Publication date: 20 July 2022

Hyelim Lee, Xiaochen Angela Zhang, Yoon Hi Sung, Sihyeok Lee and Jeong-Nam Kim

This research aims to examine how two management strategies (symmetrical communication and inclusive management) work in handling workplace conflicts

Abstract

Purpose

This research aims to examine how two management strategies (symmetrical communication and inclusive management) work in handling workplace conflicts (interpersonal/organizational levels), especially with regard to employee advocacy and job turnover intentions.

Design/methodology/approach

A total of three employee survey datasets were used to test hypotheses and research questions. Two secondary datasets were obtained in South Korea (N = 600 and N = 285), and one dataset was collected in the USA (N = 381). A series of hierarchical multiple regressions were performed for each dataset.

Findings

All three studies showed that interpersonal workplace conflict increased not only job turnover but also advocacy. In addition, in South Korean employees, both symmetrical communication and inclusive management increased employee advocacy and decreased job turnover intentions. However, in the US data, only symmetrical communication had such effects, enhancing employee advocacy and lowering job turnover intentions.

Originality/value

The study provides insights for practitioners into how to handle workplace conflicts from the perspective of communication (symmetrical communication) and/or behavioral strategies (inclusive management). Also, as an index to examine the effectiveness of management strategies, this study suggests advocacy behavior of employees given its effect of “rallying the troops.”

Details

Journal of Communication Management, vol. 26 no. 3
Type: Research Article
ISSN: 1363-254X

Keywords

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.

Open Access
Article
Publication date: 6 June 2022

Andrea Caputo, Mariya Kargina and Massimiliano Matteo Pellegrini

The purpose of this study is to map the intellectual structure of the research concerning conflict and conflict management in virtual teams (VT), to contribute to the…

Abstract

Purpose

The purpose of this study is to map the intellectual structure of the research concerning conflict and conflict management in virtual teams (VT), to contribute to the further integration of knowledge among different streams of research and to develop an interpretative framework to stimulate future research.

Design/methodology/approach

A data set of 107 relevant papers on the topic was retrieved using the Web of Science Core Collection database covering a period ranging from 2001 to 2019. A comparative bibliometric analysis consisting of the integration of results from the citation, co-citation and bibliographic coupling was performed to identify the most influential papers. The systematic literature review complemented the bibliometric results by clustering the most influential papers.

Findings

The results revealed different intellectual structures across several types of analyses. Despite such differences, 41 papers resulted as the most impactful and provided evidence of the emergence of five thematic clusters: trust, performance, cultural diversity, knowledge management and team management.

Research limitations/implications

Based on the bibliometric analyses an interpretative research agenda has been developed that unveils the main future research avenues. The paper also offers important theoretical contributions by systematizing knowledge on conflict in identifying VTs. Managerial contributions in the form of the identification of best practices are also developed to guide conflict management in VTs.

Originality/value

The uniqueness of this paper is related to its effort in studying, mapping and systematizing the knowledge concerning the topic of handling conflicts in VTs. Considering the current contingencies, this research is particularly timely.

Details

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

Keywords

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

Keywords

Article
Publication date: 27 April 2022

Mladen Adamovic

A dynamic and changing international business environment and higher needs for innovation have increased the importance of creativity in organizations. Organizations need…

Abstract

Purpose

A dynamic and changing international business environment and higher needs for innovation have increased the importance of creativity in organizations. Organizations need creative employees to develop new methods and procedures that stimulate innovation. However, prior research indicates that employees are sometimes passive and avoid engaging in creative behavior. To promote individual creative behavior, this study aims to better understand the role of task conflict and conflict management. More specifically, the authors draw on Deutsch’s conflict theory of cooperation and competition to test whether an employee’s conflict management moderates the indirect relationship between task conflict and creativity through cooperation.

Design/methodology/approach

To test the hypotheses, the authors conducted a three-phase survey study with 428 employees from different German organizations.

Findings

The results suggest that task conflict has only a positive indirect relationship with creativity through cooperation with teammates when employees avoid a competitive conflict management style.

Originality/value

The authors draw on Deutsch’s conflict theory of cooperation and competition to integrate research on task conflict and conflict management, allowing them to explain why and when task conflict with teammates influences an employee’s creativity. The findings show that task conflict is particularly beneficial for cooperation and creativity if employees avoid closed-minded discussions and competitive interactions with coworkers.

Details

International Journal of Conflict Management, vol. 33 no. 4
Type: Research Article
ISSN: 1044-4068

Keywords

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

Keywords

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

Keywords

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