International Journal of Conflict Management最新文献

{"title":"United we stand: a principle-based negotiation training for collective bargaining","authors":"Michel Mann, Marco Warsitzka, Joachim Hüffmeier, Roman Trötschel","doi":"10.1108/ijcma-05-2023-0088","DOIUrl":"https://doi.org/10.1108/ijcma-05-2023-0088","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study aims to identify effective behaviors in labor-management negotiation (LMN) and, on that basis, derive overarching psychological principles of successful negotiation in this important context. These empirical findings are used to develop and test a comprehensive negotiation training program.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Twenty-seven practitioners from one of the world’s largest labor unions were interviewed to identify the requirements of effective LMN, resulting in 796 descriptions of single behaviors from 41 negotiation cases.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The analyses revealed 13 categories of behaviors critical to negotiation success. The findings highlight the pivotal role of the union negotiator by illustrating how they lead the negotiations with the other party while also ensuring that their own team and the workforce stand united. To provide guidance for effective LMN, six psychological principles were derived from these behavioral categories. The paper describes a six-day training program developed for LMN based on the empirical findings of this study and the related six principles.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This paper has three unique features: first, it examines the requirements for effective LMN based on a systematic needs assessment. Second, by teaching not only knowledge and skills but also general psychological principles of successful negotiation, the training intervention is aimed at promoting long-term behavioral change. Third, the research presents a comprehensive and empirically-based training program for LMN.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"97 ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138504788","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"New-Onset Myasthenia Gravis After ChAdOx1 nCOV-19 Vaccine Inoculation.","authors":"Bo-Da Huang, Hsueh-Wen Hsueh, Shih-Hung Yang, Chao-Wen Lin","doi":"10.1097/WNO.0000000000001548","DOIUrl":"10.1097/WNO.0000000000001548","url":null,"abstract":"","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"11 1","pages":"e298-e299"},"PeriodicalIF":2.9,"publicationDate":"2023-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84214073","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Bolstering employee relations in a public sector undertaking: validation of CODE and PLE model","authors":"Rojalin Sahoo, Chandan Kumar Sahoo","doi":"10.1108/ijcma-06-2023-0105","DOIUrl":"https://doi.org/10.1108/ijcma-06-2023-0105","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of this research is to examine the relationship between employer and employees in a public power sector undertaking through the validation of CODE (compensation, organizational justice, dispute resolution and employee empowerment) and PLE (workforce productivity, employee loyalty and employee engagement) model.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A hypothesized research model was developed and validated by using structural equation modeling (AMOS 20). In total, 303 responses were accumulated by administering a structured questionnaire among the employees of a state-owned power sector.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results revealed that a harmonious climate of employee relations is prevailing in the public power utility. Additionally, the findings suggest that the CODE and PLE model of employee relations are found to be positive and significant by investigating the impact of compensation, organizational justice, dispute resolution and employee empowerment as the predictors; and workforce productivity, employee loyalty and employee engagement as the critical outcomes of employee relations.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>The study recommends some plausible insights for practitioners, decision-makers and policy formulators to develop strategies and policies for nurturing congenial employee relations and also to cultivate a facilitative work environment for generating contented and competent manpower.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Validation of CODE and PLE model of employee relations in the new perspective of power sector undertaking is an epoch-making and novel contribution that offers significant empirical evidence to the extant literature. Moreover, the exploration of employer–employee relations in this context is a unique and innovative effort toward existing research.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"98 ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138504787","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Workplace Conflicts and Employee Performance in Institutions in Kamuli District.","authors":"Richard Mwogereze","doi":"10.47941/ijcm.1533","DOIUrl":"https://doi.org/10.47941/ijcm.1533","url":null,"abstract":"Purpose: To study Workplace conflicts and processes. Methodology: Qualitative-methods study was used where secondary data review and analysis was undertaken. Three variables were examined: (a) the types of conflict, (b) the processes for resolving those conflicts, and (c) the consequences of those conflicts. Findings: findings revealed that the prevalent work-family conflict, poor policies, financial difficulties, bad communication, competition and jealousy between groups have caused conflicts in work places in Kamuli District. Unique Contribution to Theory, Policy and Practice: The study recommended that there is need to minimize the time it takes to be able to discuss a dispute. Secondly, a policy of resolving disputes should be drafted in every institution and effectively implemented at all times in the organization. Employees who feel empowered to resolve a conflict are less likely to let conflict spiral out of control.There is need to reward employees who are able to prevent a conflict from escalating and make suggestions for future conflict prevention. Nevertheless, Workplace Conflicts are inevitable in Work places when employees of different backgrounds and different work styles are brought together but with a deliberate effort, there are multiple processes to resolve those conflicts.","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"57 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139209381","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Dish the dirt! Dual effects of workplace gossip patterns in linking coworker friendship with incivility in the restaurant context","authors":"Mukaram Ali Khan, Muhammad Haroon Shoukat, Syed Sohaib Zubair, Kareem M. Selem","doi":"10.1108/ijcma-04-2023-0080","DOIUrl":"https://doi.org/10.1108/ijcma-04-2023-0080","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>People are more likely to participate in work-related events that might cause positive and negative affective reactions. Prior research linked coworker friendship with incivility; however, few studies investigated negative workplace gossip. Simultaneously, linking coworker friendship with incivility through positive/negative affective responses is lacking. As such, this paper aims to examine this relationship via the dual mediation effect of positive and negative workplace gossip.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A total of 398 subordinates at family restaurants in Greater Cairo were surveyed, and data was analyzed using SmartPLS4.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Coworker friendship significantly influences coworker incivility via positive and negative workplace gossip and other underlying mechanisms.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>Managers should take the initiative to decrease gossip by sharing information promptly and thoroughly and establishing effective channels for information exchange. In the case of an informal plan, restaurant managers may seek to create a welcoming and motivating corporate atmosphere and cultivate social ties among subordinates to prevent the creation of negative gossip. Restaurant managers should give victims of negative gossip timely psychological counseling.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This paper contributes to the restaurant literature on affective emotional responses to coworkers’ judgment-driven behavior from new perspectives.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"99 ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138504786","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Effect of construction project managers’ conflict management styles on team resilience: a moderated mediation model of team followership and team power distance","authors":"Li Ma, Yongqiang Lu","doi":"10.1108/ijcma-04-2023-0064","DOIUrl":"https://doi.org/10.1108/ijcma-04-2023-0064","url":null,"abstract":"Purpose The purpose of this study is to examine how construction project managers’ conflict management styles (CMSs) affect project team resilience from the perspective of social identity theory. Design/methodology/approach This study adopted a cross-sectional survey design and collected paired data from 110 construction project managers and 474 employees in China. Based on the data collected, the authors tested the proposed hypotheses using hierarchical regression analysis. Findings The results show that a project manager’s cooperative CMS positively affects team resilience, and a project manager’s competitive and avoidant CMS negatively affects team resilience. Team followership plays a mediating role in this relationship. The team power distance moderates the effects of a project manager’s cooperative and avoidant CMSs on team followership. Originality/value This paper enriches the existing literature on conflict management in construction projects and have potential guiding significance and application value for team resilience management practices.","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"13 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139233337","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Does family incivility trigger suicidal ideation? The role of emotional exhaustion at work and regulation of emotion","authors":"Balakrishna Ballekura, Lavanya Vilvanathan","doi":"10.1108/ijcma-12-2022-0208","DOIUrl":"https://doi.org/10.1108/ijcma-12-2022-0208","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Despite the prevalence of uncivil behaviors across families and past studies attributing work stressors to suicidal ideation (SI), there is no conclusive evidence of the interactive effect of family incivility (FI) aggravating SI. Hence, the purpose of this study is to explore the association between FI and SI through emotional exhaustion (EE) in the workplace and regulation of emotion.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A time lag (T1 and T2) study is applied for primary data collection using a survey questionnaire. The partial least squares–structural equational modeling algorithm tests reliability, validity and hypotheses.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Experiencing FI exacerbates SI, while the regulation of emotion and EE mediate the association between FI and SI.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Professionals are advised to adopt regulation of emotion that fosters desirable behavior and shields targets from FI and EE, minimizing the intensity of SI.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study significantly adds to how FI and EE aggravate SI and contribute to the body of knowledge on the regulation of emotion in stress and coping mechanisms.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"100 ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138504785","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Conflicts and defensive communication: investigating the mature, neurotic and immature defences of service professionals","authors":"Fatima Vapiwala, Deepika Pandita","doi":"10.1108/ijcma-12-2022-0211","DOIUrl":"https://doi.org/10.1108/ijcma-12-2022-0211","url":null,"abstract":"&lt;h3&gt;Purpose&lt;/h3&gt;\u0000&lt;p&gt;This study aims to examine task and relationship conflict and their linkage with defensive communication strategies, i.e. mature, neurotic and immature defensive communication. Furthermore, Study 1 also investigated the mediating impact of relationship conflict and the moderating impact of a manager’s active-empathic listening in dealing with task conflicts and the defensive communication of the employees. Study 2 intended to assess the causal direction of task conflicts and defensive communication strategies.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Design/methodology/approach&lt;/h3&gt;\u0000&lt;p&gt;This research integrates the Job Demands–Resources framework, Conservation of Resources theory and Conflict Expression framework. Data from 124 professionals in India’s tertiary industry was gathered using a longitudinal approach. Study 1 analyses the dynamics between conflicts and defensive communication while considering managers’ active-empathic listening as a potential mitigating factor. Study 2 was conducted after a 10-month interim to delve into the intricate causal connections between defensive communication strategies and task conflicts. For analysing the data, SPSS was used for conducting confirmatory factor analysis. Furthermore, to analyse the conceptual framework and the hypothesised relationships in this study, partial least squares (PLS) modelling was performed using Smart-PLS 4.0.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Findings&lt;/h3&gt;\u0000&lt;p&gt;Task conflicts have a significant negative association with mature and neurotic defensive communication, whereas they have a strong positive relationship with immature defensive communication. Relationship conflict significantly mediates the association between task conflict and immature defensive communication. The moderating role of the manager’s active-empathic listening was not supported. In addition, the relationship between immature defensive communication and task conflict is significantly positive, outlining their bidirectional association. In contrast, the association between mature defensive communication is significantly negative. This highlights the potential of immature defensive communication to create escalatory conflict spirals and of mature defensive communication to de-escalate them.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Research limitations/implications&lt;/h3&gt;\u0000&lt;p&gt;Defensive communication strategies, commonly explored in the psychological realm, particularly within family and romantic relationship contexts, have received limited attention in organisational behaviour. This longitudinal study offers a unique perspective on the evolution of defensive communication and its impact on task conflict over time, enhancing the understanding of how individuals adapt their communication strategies as conflicts persist or dissipate. The investigation also advances the understanding of conflict spirals, illustrating the potential of mature defensive communication to de-escalate conflicts while revealing a bidirection","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"341 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138516834","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Silent alliances and shifting tides: unveiling the hidden pathways to resolving interstate rivalries – the UAE-Israel case","authors":"Amira Schiff, Chen Kertcher","doi":"10.1108/ijcma-01-2023-0006","DOIUrl":"https://doi.org/10.1108/ijcma-01-2023-0006","url":null,"abstract":"Purpose This study delves into the transformation of UAE-Israel relations, which transitioned from a long-term rivalry to a formal peace agreement in 2020. It aims to uncover the multifaceted elements that influenced both nations’ pursuit of bilateral negotiations, with a special emphasis on the role of unofficial collaboration. Design/methodology/approach Employing a case study approach, the research traces the evolution of the UAE-Israel ties, mapping their progression from covert collaborations to public accords. This exploration is set against a backdrop of political, economic, and societal factors that have historically characterized the broader Israel-Arab conflict. Real-world dynamics and theoretical constructs are analyzed in tandem to derive comprehensive insights. Findings Key drivers for the transformation of UAE-Israel relations included the threat from Iran, internal disturbances, economic stresses, and the strategic advantages of discreet diplomacy. Exogenous catalysts like the Covid-19 pandemic and Israel's annexation plans in 2019-2020 played pivotal roles, capitalizing on pre-existing covert collaborations and shared regional interests. Constructive strategies, notably inducements, effectively reshaped their adversarial relationship. The resultant U.S.-mediated agreement conferred strategic, security, economic, and diplomatic benefits to both parties. Importantly, the potency of conengagement conflict management strategy, especially when bolstered by exogenous factors and growing mutual interest, emerged as a game-changer in terminating longstanding rivalries. Originality/value This study offers a unique perspective on Israel-UAE relations, emphasizing the significance of covert engagements, inducements, and the innovative conengagement strategy in conflict resolution. By examining a relationship devoid of direct armed conflict, the research underscores the interplay of economic, political, and societal factors in reshaping rivalries. This case study serves as a testament to the potential for transformative change in enduring disputes when the right conditions and strategies align, supplementing conventional perspectives and offering valuable implications for policy and mediation initiatives in the Middle East.","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"78 2","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135584899","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Interpersonal conflict and psychological well-being at work: the beneficial effects of teleworking and emotional intelligence","authors":"Annick Parent-Lamarche, Sabine Saade","doi":"10.1108/ijcma-06-2023-0117","DOIUrl":"https://doi.org/10.1108/ijcma-06-2023-0117","url":null,"abstract":"Purpose This cross-sectional study had several objectives. This paper aims to study the direct effect of teleworking on interpersonal conflict, the mediating role that interpersonal conflict can play between teleworking and psychological well-being, the moderating role emotional intelligence (EI) can play between teleworking and interpersonal conflict and whether this moderation effect can, in turn, be associated with psychological well-being (moderated mediation effect). Design/methodology/approach Path analyses using Mplus software were performed on a sample of 264 employees from 19 small- and medium-sized organizations. Findings While teleworking was associated with lower interpersonal conflict, it was not associated with enhanced psychological well-being. Interestingly, workload seemed to be associated with higher interpersonal conflict, while decision authority and support garnered from one’s supervisor seemed to be associated with lower interpersonal conflict. Teleworking was indirectly associated with higher psychological well-being via interpersonal conflict. Finally, EI played a moderating role between teleworking and lower interpersonal conflict. This was, in turn, associated with higher psychological well-being. Practical implications EI is an essential skill to develop in the workplace. Originality/value A deepened understanding of the role played by EI at work could help organizations to provide positive work environments, both in person and online. This is especially relevant today, with the continued increase in teleworking practices and the resulting rapidly changing interpersonal relationships.","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"138 S251","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135776669","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}