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The purpose of this paper is to develop a knowledge‐based decision support tool used for assisting en‐route air traffic controllers by generating resolutions for dual aircraft conflicts after being integrated into a model‐based conflict detection and conflict resolution system.

Air traffic controller knowledge, which was obtained from the literature research, about solving aircraft conflicts is represented in a decision tree. Then it is written in Visual Basic programming language. With reference to several rules form the expert air traffic controller knowledge and some factors which affect controller conflict resolution process, the tool generates advisories consisting of eight kinds of separation strategies.

The paper finds that it is expected to increase the safety of air traffic system by supporting air traffic controller in conflict resolution process. Controller workload can be reduced by fast, reliable and acceptable resolution advisories of the tool.

The accuracy of decision tree is limited with the adequacy and quality of knowledge obtained from references, several assumptions and interpretation. Because of the unavailability of a model‐based conflict detection and resolution tool, the tool could not be evaluated in simulations.

After being integrated into a model‐based decision support tool, it can reduce the deficiencies of the model‐based tool such as low degree of resolution acceptance by controllers and low‐resolution speed by providing expert air traffic controller knowledge to the tool.

Two trends mark the contemporary international scholarship on conflict and resolution. The scholarship on conflict has begun to look systematically at intra-state conflicts and track the role of non-state actors, along with the more established trend of analysing inter-state conflict. Conflict resolution has also moved beyond looking at states and national and global-level NGOs to the role of local, non-state actors in preventing and/or minimising conflict. While the “mainstream” scholarly work emphasises a linear process of reaching resolutions in the aftermath of a conflict (e.g. Burton, 1990; Galtung, 1965), a range of “related” scholarship has begun to focus on factors that prevent conflict and their rapid diffusion over wider areas, as well as factors that contribute to longer term, peaceful, resolution (e.g. Das, Kleinman, Lock, Ramphele, & Reynolds, 2001; Sabet, 1998; Varshney, 2001). These related literature look beyond political solutions such as conflict management, boundary adjustments, and treaties, and the role of international and national formal bodies to resolve and manage conflict; their emphasis is on conflict prevention, the healing of conflict victims, and building and sustaining peace. With the recognition, in the 21st century, of the escalating production and spread of weaponry, the power of non-state actors to generate significant conflict, as well as the rapidly growing proportion of people who suffer from and cope with the aftermath of such conflict, the expanded frames for understanding conflict and resolution, requires further attention.

Conflict resolution theory and practice have often neglected the contributions of women in peacebuilding. To obtain a more balanced perspective, the work of women's movements, peace movements, and other social movements have attempted to highlight the importance of women's roles in society and their active participation in peacemaking activities throughout the world. This study hopes to contribute to recognizing gender in conflict resolution by examining the rituals of conflict resolution in Laos and the legacy of women working for peace. Through this gender lens, it highlights the importance of Lao women's work in the soukhouan ceremony, a conflict resolution ritual that is integral to Lao culture. The soukhouan ritual demonstrates characteristics that are vital to any peacebuilding effort, specifically how women are actively working to repair harm, restore relationships, and organize support networks that are essential for reconciliation in communities experiencing conflict. This research adds to conflict resolution literature that validates how women are playing a vital role in all stages of peacebuilding.

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.

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.

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.

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.

This paper aims to identify and explore the overall frequency and characteristics of policy conflicts, with a focus upon those factors affecting conflict resolutions in South Korea.

The study uses data from cases of conflict from the Korean Public Policy Conflict Database (KPPCDB) (1948-2014). For the analysis of data, chi-squared test and multinomial logistic regression are used.

The findings show a total of 2,030 policy conflicts in 1948-2014, most of which were conflicts of interest (47.9 per cent). More than 70 per cent (71.2 per cent) were policy conflicts between the government and the private sector; the field with the most policy conflicts was regional development (21.0 per cent), and 84.1 per cent of all policy conflicts were resolved. The factors that affected conflict resolution by interest were conflicts between the government and private sector, authoritarian government, national regions and capital areas.

This paper suggests reforming the current procedures of conflict management, adopting alternative dispute resolutions, and developing a social-consensus-building process for efficiently resolving conflicts.

This study built a database (KPPCDB) examining 66 years of conflict cases that took place between 1948, the year the Korean Government was established, and 2014. This database covers all cases of policy conflicts that occurred in Korea and provides a comprehensive understanding of the phenomena of policy conflicts and conflict resolution.

The purpose of this article is to propose a conceptual framework for elucidating cross‐cultural paradoxes in dispute resolution and present a case study of a hybrid process that combines aspects of interest‐based mediation and indigenous dispute resolution in order to inform the design of conflict management systems in multinational enterprises (MNEs). Design/methodology/approach – A case study approach utilizing participant observation and informant feedback is used to present an organizational intervention in the Sri Lankan subsidiary of a European MNE. Discussion of the case is framed by theories of culture and conflict and a literature review of indigenous dispute resolution in Sri Lanka. Findings – The case illustrates how one MNE developed a culturally appropriate conflict management system in its subsidiary by crafting an innovative, informal channel for managing conflict and systematically embedding it into the organization alongside its formal conflict management process. Research limitations/implications – The case study approach limits the generalizability of the results. Future research should include a larger sample of countries, organizations, and dispute resolution practices, and incorporate feedback from employees to better assess the efficacy of the intervention. Practical implications – MNEs have an untapped opportunity to develop innovative approaches for managing conflict in their subsidiaries by melding interest‐based and indigenous mediation processes to develop culturally appropriate conflict management systems. Originality/value – This paper contributes to the literatures on cross‐cultural conflict management and conflict management systems design by presenting an innovative approach to the application of hybrid dispute resolution mechanisms in MNEs. This study provides valuable insights for international managers, conflict systems design practitioners, and cross‐cultural conflict scholars.

The purpose of this paper is to explore the influence of conflict management on conflicts at work. Design/methodology/approach – A total of 148 post‐graduate students in management responded to a questionnaire online. Two cluster analyses were performed to identify dispute resolution patterns and organizational dispute states. Then, cross tabulation between the two clusters was performed (Pearson's chi‐square coefficient and Sommer's D statistic). Findings – Cluster analyses identified three styles of dispute resolution pattern – interest‐based, based on controlled power, and power‐based – and three different organizational dispute states: harmony, dissonance, and conflict. Finally, the influence of resolution patterns on dispute states was been confirmed by the cross tabulation. Research limitations/implications – Firstly, Ury et al.'s theoretical typology should be revised, especially for the rights‐based approach. Secondly, the results of our cluster analysis indicate that it might not be necessary to measure the emotional and behavioral dimension of conflict separately. Thirdly, our research confirms the impact of conflict management on conflicts at work. Practical implications – The results show that dispute resolution patterns have a non‐negligible influence on organizational conflict states. In order to increase the likelihood of a harmony state, an interest‐based dispute resolution pattern should be adopted. Originality/value – First, the statistical technique used – cluster analysis – is somewhat innovative. Secondly, this research shows that dispute resolution patterns may affect organizational dispute states.

The purpose of this study is to investigate how national culture and proximity to national borders can influence the conflict styles that co‐workers use between themselves.

In this experiment, samples were drawn from regions near the US Mexican border further north in the USA and further South in Mexico. Total n=549. Participants were presented with different conflict styles of co‐workers and asked how they would respond. A new measure of national origin was developed and used to assess affinity with a particular culture based on familial lineage.

This study shows that conflict resolution styles of co‐workers in the USA are different from those in Mexico. Culture also moderates the relationship among the conflict resolution styles of the co‐workers themselves. Mexicans were generally more contending and less yielding to co‐workers than Americans. However, Mexicans were also more likely than Americans to respond to contending co‐workers by accommodating or by compromising with the co‐worker. National Origin and border location influenced choice of conflict resolution styles in both American and Mexican workers.

Proximity to national borders can influence degrees of cultural identity, which can in turn, influence preferred conflict styles. Degrees of national cultural identity can be measured using familial lineage.

The purpose of this paper is to investigate the conflict resolution styles used by university students in handling conflicts, and to determine the effects (if any) of age, nationality and gender on how students respond to conflicts.

The Thomas-Kilmann conflict mode instrument was adopted to assess the conflict resolution styles (accommodating, avoiding, collaborative, competitive and compromising) of post graduate students in a University in Malaysia. Both ANOVA and t-test analyses were utilized to investigate the relationship between, nationality, gender, age and conflict resolution styles used by students.

Results of this study indicates that female students used competitive style more than male students, while male students are more likely to avoid conflicts. The older students were discovered to use more avoiding, while younger students are more likely to be competitive in nature. The findings did not reveal any significant differences in nationality.

This paper expands its focus from gender (which is the most commonly tested category) to other categories such as age and nationality, thereby giving room for these new categories to be tested extensively in future researches. The results reveal that students not only use different conflict resolution styles to address conflicts, but also there exists differences in the styles used by students of different age groups and gender.

This study aims to investigate scholars’ roles in resolving environmental community conflict, as environmental community conflict is becoming an increasingly serious problem in contemporary China, and it explored the underlying factors and mechanisms that influence successful conflict resolution.

Based on a combination of three types of sources – interviews, participant observation and existing literature, the study compared and contrasted 35 cases through a two-stage study project with 25 environmental community conflict cases in the first stage and ten non-environmental cases in the second.

Results indicate that scholars serve seven roles in community conflict resolution: identification persons for potential sources of community conflict and supporters for the people who evaluate conflict problems before attempting to solve them; advisers for conflict protagonists; leaders of many knowledge-related activities; organizers of entrepreneurial activities for other community members; information brokers between community members and other stakeholders; representatives of the government, firms, community members and other stakeholders; and self-interested participants. While scholars’ participation is important for resolving community conflict, their actions are often not effective. Successful community conflict resolution involving scholars must satisfy eight underlying factors: local scholars’ sustained participation; high capacity; improvement on the organizational level of community members; emphasis on high efficiency knowledge and information transmission; effective finding and use of the community’s social capital; continual optimization on their action strategies; obtainability of some benefits; and non-local scholars’ sustained external support through social capital. The more closely these rules are followed, the more successful scholars’ participation in community conflict resolution will be.

The findings have practical implications for improving the effectiveness of scholars’ participation in community conflict resolution in contemporary China and even in other countries.