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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

Keywords

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Article
Publication date: 9 October 2017

Richard Posthuma, Claudia González-Brambila, Denver J. Fowler and Said Al-Riyami

To address the increasingly turbulent environments that businesses face, the purpose of this study is to build on prior research to propose a comprehensive model aimed at…

Abstract

Purpose

To address the increasingly turbulent environments that businesses face, the purpose of this study is to build on prior research to propose a comprehensive model aimed at enhancing business school education in Latin America.

Design/methodology/approach

The authors modified and adapted prior meta-analytic research on workplace training programs to create a model that is applicable to the context of business school education in Latin America.

Findings

The creation of this model enabled the identification of many propositions that can guide future research.

Research limitations/implications

In addition to insightful research propositions, the authors also provide specific suggestions on the methods for data collection and analysis.

Practical implications

This model can serve as a comprehensive summary of important factors that education leaders can use to enhance the success of business education in Latin America.

Social implications

In addition to helping to improve business education in Latin America, this model can guide research that will benefit other types of education programs in science, technology, medicine, etc.

Originality/value

The authors used findings to build this integrated mode and adapted and refined the model to fit the setting of higher education institutions.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 15 no. 4
Type: Research Article
ISSN: 1536-5433

Keywords

Content available
Article
Publication date: 4 June 2020

Renhuai Liu, Steven Si, Song Lin, Dean Tjosvold and Richard Posthuma

Abstract

Details

International Journal of Conflict Management, vol. 31 no. 3
Type: Research Article
ISSN: 1044-4068

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Article
Publication date: 26 April 2011

Richard A. Posthuma

This introduction aims to summarize five studies included in this themed issue that focus on conflict management and performance outcomes. These studies highlight how…

Abstract

Purpose

This introduction aims to summarize five studies included in this themed issue that focus on conflict management and performance outcomes. These studies highlight how conflict management research can help organizations perform more effectively.

Design/methodology/approach

The five selected studies were combined into this single issue so that readers can compare and contrast scholarships from many countries and cultures, including Brazil, Canada, Indonesia, The Netherlands, Norway, and Taiwan to see how conflict management research relates to actual performance outcomes around the world.

Findings

These studies show that negotiations conducted by two‐person dyads resulted in higher outcomes when compared to negotiations conducted by multi‐person groups. In addition, when negotiators consider more than one issue at a time and use a constructive problem solving approach, they can reach better outcomes. In addition, higher self‐efficacy of the negotiator can increase objective negotiation outcomes, but only to a point beyond which more self‐efficacy can have a negative effect. One dimension of employee work performance, innovation, is shown to have several interesting relationships with other variables. Two studies found that innovative work behaviors had a positive relationship to workplace conflict. One study showed that task conflict seemed to relate to increased innovative work behaviors. Another study found a positive relationship between a broader measure of innovative work behaviors and conflicted with workers. The positive relationship between task conflict and innovative behaviors seemed to increase when there was more support for innovation. In addition, the positive relationship between innovative behavior and conflict with coworkers seem to decrease when there was more distributive justice in workplace rewards. These studies also showed significant relationships between conflict management and subjective outcomes, such as subjective perceptions of negotiations, job satisfaction, turnover intentions, and relationships between coworkers.

Research limitations/implications

These studies outline ways for organizations to design conflict management principles both to increase the objective outcomes of negotiations and to induce their employees to be more innovative at work.

Originality/value

All five studies used original data not reported elsewhere and gathered in various countries that have not been reported in prior studies.

Details

International Journal of Conflict Management, vol. 22 no. 2
Type: Research Article
ISSN: 1044-4068

Keywords

Content available
Article
Publication date: 4 September 2019

Richard Posthuma

Abstract

Details

International Journal of Conflict Management, vol. 30 no. 4
Type: Research Article
ISSN: 1044-4068

Content available
Article
Publication date: 13 February 2017

Richard A. Posthuma

Abstract

Details

International Journal of Conflict Management, vol. 28 no. 1
Type: Research Article
ISSN: 1044-4068

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Article
Publication date: 12 November 2018

Hong Cheng, Gabriela Flores, Satvir Singh and Richard Posthuma

This paper aims to examine whether the number of employment discrimination laws in a country influences voice and accountability.

Abstract

Purpose

This paper aims to examine whether the number of employment discrimination laws in a country influences voice and accountability.

Design/methodology/approach

The authors compared the number of employment discrimination laws in different countries to perceptions of voice and accountability.

Findings

Results indicate that the number of discrimination laws enacted in a country has a positive impact on the voice and accountability perceptions of citizens. Further, this relationship is found to be moderated by two contextual factors: cultural assertiveness and the percentage of females in the population. Specifically, the positive impact of the number of discrimination laws on voice and accountability perceptions was found to be stronger in highly assertive cultures and in countries with a lower percentage of females in the population.

Originality/value

This is the first study to show a relationship between the number of employment discrimination laws in a country and perceptions of voice and accountability.

Details

International Journal of Law and Management, vol. 60 no. 6
Type: Research Article
ISSN: 1754-243X

Keywords

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Article
Publication date: 10 October 2016

Richard A. Posthuma, Gabriela L. Flores, James B. Dworkin and Samuel Pavel

Using an institutional theory perspective (micro and macro), the authors examined employment lawsuits across case type and alternative dispute resolution methods…

Abstract

Purpose

Using an institutional theory perspective (micro and macro), the authors examined employment lawsuits across case type and alternative dispute resolution methods (negotiated settlements versus trials and arbitrations).

Design/methodology/approach

The authors examined actual data from US federal court lawsuits (N = 98,020). The data included the type of lawsuit, the dispute resolution method used and the outcome of the lawsuit in terms of the dollar amounts awarded.

Findings

The results show that employers were more likely to win in high social context cases (civil rights) than in other cases (Employment Retirement Income Security Act of 1974, ERISA). In arbitrations, plaintiffs won more frequently and were awarded higher amounts in arbitration than in court trials. In arbitration, plaintiffs received more in high social context cases than in other cases.

Practical implications

The results show that employers lose more often and in larger dollar amounts in arbitration than in litigation. However, if arbitration rulings more closely matched the likely outcomes of trials, subsequent litigation would be less likely to be overturned, and transaction costs would be reduced. If this were the case, the arbitration of employment lawsuits would more closely match the arbitration of contractual grievances under the typical labor relations system, where the arbitrator’s decision is usually final and binding. This could be a better outcome for all stakeholders in the dispute resolution process.

Originality/value

This is the first study of its kind to examine actual workplace conflicts that result in employment-related lawsuits from the perspective of social contextual factors.

Details

International Journal of Conflict Management, vol. 27 no. 4
Type: Research Article
ISSN: 1044-4068

Keywords

Content available

Abstract

Details

International Journal of Conflict Management, vol. 25 no. 2
Type: Research Article
ISSN: 1044-4068

Content available
Article
Publication date: 4 February 2014

Richard A. Posthuma

Abstract

Details

International Journal of Conflict Management, vol. 25 no. 1
Type: Research Article
ISSN: 1044-4068

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