Journal articles on the topic 'Conflict resolution in relationships'
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Tucker, Corinna Jenkins, Susan M. Mchale, and Ann C. Crouter. "Conflict Resolution." Journal of Family Issues 24, no. 6 (September 2003): 715–36. http://dx.doi.org/10.1177/0192513x03251181.
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This study examined (a) sex differences in adolescents' conflict resolution with mothers, fathers, and siblings; (b) how adolescents' personal qualities and the nature of their family relationships relate to effective conflict resolution with family members; and (c) the direct role of conflict resolution in adolescents' adjustment and the moderating role of conflict resolution in the relationship between conflict with family members and adolescents' adjustment. Participants were 92 girls and 93 boys (mean age = 14.5 years) and their parents and siblings. Findings indicated that girls and boys used less effective conflict resolution strategies with siblings than with mothers or fathers and that adolescents' personal qualities were linked with effective conflict resolution. Effective conflict resolution was generally linked to better adjustment. Evidence for the role of conflict resolution effectiveness as a moderator was limited. Findings are discussed in terms of similarities and differences in adolescents' relationships with mothers, fathers, and siblings.
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Petrovic, Danijela, and Milica Vucetic. "Types of conflict, types of relationships and preferred conflict resolution strategies: Implications for constructive conflict resolution programmes." Zbornik Instituta za pedagoska istrazivanja 44, no. 1 (2012): 163–78. http://dx.doi.org/10.2298/zipi1201163p.
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Constructive conflict resolution programmes are based on the idea that children and youth do no have sufficient knowledge of the procedures and skills for conflict resolution, which is why the conflicts they take part in soon become destructive. Notwithstanding the indubitable practical significance of the constructive conflict resolution programmes, it can be objected that they are not sufficiently based on empirical findings about the characteristics of conflicts in childhood and adolescence. Hence, this paper explores different types of conflict with peers and friends with the aim of determining the preferred conflict resolution strategies and using the obtained results to consider the implications for the improvement of constructive conflict resolution programmes. The research was conducted on the sample of 286 adolescents. The method of hypothetical conflict situations was used for studying the preferred conflict resolution strategies. The key results, which should be taken into account when developing constructive conflict resolution programmes, indicate that the preference for a conflict resolution strategy varies depending on conflict type (problem solving is mostly used in conflicts occurring due to opinion differences and disrespect of agreement, unlike the conflicts arising due to provocations, stubbornness and dishonesty) and relationship types (in conflicts with friends, adolescents prefer problem solving, while in peer conflicts they more frequently opt for competition).
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Canaan Messarra, Leila, Silva Karkoulian, and Abdul-Nasser El-Kassar. "Conflict resolution styles and personality." International Journal of Productivity and Performance Management 65, no. 6 (July 11, 2016): 792–810. http://dx.doi.org/10.1108/ijppm-01-2016-0014.
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Purpose – Conflict in the workplace creates a challenge for many of present day managers. The purpose of this paper is to explore the moderating effect of generations X and Y on the relationship between personality and conflict handling styles. Design/methodology/approach – The study is conducted using a sample of 199 employees working in the electronic retail sector in a non-Western culture. The five-factor model of personality traits is used to measure personality, while conflict styles are measured using Rahim’s Organizational Conflict Inventory II. Findings – Results indicate that generations X and Y moderate the relationship between specific personality traits and conflict handling styles. Research limitations/implications – This study investigated the moderating effect of generations X and Y on a sample of employees within the electronic retail service sector in Lebanon. It is recommended that future research examine such a relationship in other sectors and cultures for generalizability. Since generation Z (born in the late 1990s) will soon be entering the job market, further studies should include this cohort when investigating the relationships. Finally, for a deeper understanding of the relationship, it is advisable to use both qualitative and quantitative data collection methods. Practical implications – The understanding of what influences an individual’s choice regarding his/her choice of conflict resolution styles is of great use to supervisors in general and human resource managers in particular. This will assist in developing training programs that help employees acquire the appropriate skills necessary to control their impulses in a conflict situation. Training should comprise conflict resolution and communication skills that could help bridge the gap between generations. Effectively managing generational conflict in the workplace can positively contribute to the level and frequency of future conflicts, which in turn, can lead to favorable organizational outcomes. Originality/value – Earlier research that examined the relationship between personality and conflict management styles have found varying results ranging from weak to strong relationships. The understanding of what influences an individual’s choice of which management style he/she chooses is of great use for managers in general and human resource managers in particular. This study showed that the inconsistency could be the result of some factors that moderate this relationship. The age of individuals contributes to the strength or the weakness of the various relationships between personality and conflict handling styles. Findings suggest that generations X and Y do not moderate the relationships among the personality traits and the dominating and obliging conflict styles. They do, however, have varying moderating effects on the relationships between specific personality traits and the integrating, avoiding, and compromising styles.
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Koch, Hope, Jie (Kevin) Yan, and Patrick Curry. "Consumerization-conflict resolution and changing IT-user relationships." Information Technology & People 33, no. 1 (May 21, 2019): 251–71. http://dx.doi.org/10.1108/itp-11-2017-0411.
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Purpose The purpose of this paper is to understand how the digital workplace, in particular employees using consumer tools at work (users), impacts how internal IT departments function and their relationships with users they have historically supported. Design/methodology/approach An interpretive, longitudinal case study highlighting how one IT department coped with the conflicts using consumer tools at work creates a trend called IT consumerization. Findings Internal IT departments manage the conflicts IT consumerization poses through an ongoing process of conflict and conflict resolution. This impacts the IT department’s relationship with users along three dimensions: IT-control, user-self-sufficiency and IT-user partnerships. Originality/value While there is an ongoing debate about internal IT departments needing to change, the study shows how one IT department did change in response to IT consumerization. The authors develop a data-driven model grounded in theories that explains how IT departments cope with the conflicts IT consumerization poses.
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Sychev, Oleg, and Igor Anoshkin. "Russian-Language Versions of Inventories Measuring Styles and Effectiveness of Conflict Resolution in Close Relationships." Психология. Журнал Высшей школы экономики 21, no. 1 (2024): 32–54. http://dx.doi.org/10.17323/1813-8918-2024-1-32-54.
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The article presents the results of the development of Russian-language versions of two inventories proposed by L. A. Kurdek to assess the conflicts in close relationships: The Ineffective Arguing Inventory and the Conflict Resolution Style Inventory. The theoretical basis of these inventories is the result of studies that have revealed the important role of conflict in the stability of the family and described the unproductive pattern of conflict behavior. In a sample of 415 people (43 % men) aged 18 to 66 years old (M = 28.02; SD = 8.05) in premarital (42%) or marital (58%) relationships the factor structure of the questionnaires was confirmed using confirmatory factor analysis, as well as acceptable internal consistency coefficients of the scales were obtained. The validity of the questionnaires is proved by the expected correlations of ineffective arguing and three conflict resolution style scales (positive, conflict engagement, and withdrawal) with indicators of the frequency of conflicts in a couple, relationship satisfaction, attachment style, empathy, and forgiveness. The fourth conflict resolution style (compliance) showed weak correlations with only some validity criteria, which reflects a less important role of this style in the conflicts of premarital and married couples. Correlations of conflict scales with age and duration of relationships were not significant, weak gender differences were revealed only in the tendency to a positive style of conflict resolution (higher in women). The proposed inventories can be useful in future studies of marital conflict, as well as in preventive and counselling work.
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Adham, Tawfig Khidir Ibnouf. "Conflict Resolution in Team: Analyzing the of Conflicts and Best Skills for Resolution." Scholars Journal of Engineering and Technology 11, no. 08 (August 6, 2023): 152–62. http://dx.doi.org/10.36347/sjet.2023.v11i08.001.
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This research study aimed to investigate and assess effective conflict resolution skills and interventions for managing conflicts within the team. Through a comprehensive literature review, a range of conflict resolution skills were identified and categorized into distinct domains. The first domain highlighted the significance of understanding cultural differences and emotional awareness in conflict resolution processes. The second domain emphasized the importance of fostering a cooperative and inclusive team atmosphere to facilitate conflict resolution. The third domain underscored the value of providing constructive feedback as an effective skill to address conflicts. In the fourth domain, effective communication and establishing positive relationships, were emphasized as crucial factors in resolving conflicts. The fifth domain recognized the significance of leadership skills in managing and mediating conflicts within the team. The sixth domain emphasized the skills of trust-building to encourage open dialogue and conflict resolution. The seventh domain highlighted the necessity for effective managerial strategies and decision-making processes in conflict resolution. Finally, the eighth domain encompassed various skills such as problem-solving skills, consistency and clarity skills, conflict analysis skills, active listening skills, and empathy skills, all of which were identified as essential in addressing conflicts within the team. The findings of this research study provide valuable insights into the diverse array of conflict resolution skills applicable to managing and resolving conflicts within the team.
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Yildiz, Banu. "Attachment, Growth Fear and Conflict Resolution in Close Relationships." International Journal of Psychology and Educational Studies 10, no. 2 (April 30, 2023): 453–62. http://dx.doi.org/10.52380/ijpes.2023.10.2.1011.
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Effectively addressing and resolving conflicts in close relationships plays an important role in maintaining healthy relationships. Therefore, in this study, it is aimed to examine the predictive role of attachment styles (anxiety and avoidance) and the growth fear in close relationships on constructive and destructive conflict resolution strategies in close relationships. A total of 492 individuals, 299 women (60.8%), and 193 men (39.2%) between the ages of 18 and 38 who were romantically involved and married, participated in the study. The outcomes of the multiple regression analysis show that anxiety, avoidance, and growth fear have a predictive role on the effective-destructive 'exit' sub-dimension, which includes abandonment behaviors in conflict resolution. The passive-destructive 'neglect' sub-dimension, which includes conflict-ignoring behaviors, is predicted by anxiety and growth fear. The avoidance and the growth fear negatively predicted the active-constructive 'voice' sub-dimension, which includes the behaviors in which the factors causing conflict are discussed through dialogue. Finally, the passive-constructive 'loyalty' sub-dimension, which includes behaviors such as waiting in hopes that the factors causing conflict will disappear, is predicted positively by the anxiety and negatively by the avoidance. Gender also has a predictive effect on the loyalty sub-dimension. The results obtained from the research were discussed according to the relevant literature, and recommendations were made to mental health experts and researchers. It is hoped that the findings of this study will guide the treatment of conflict resolution processes among partners in relationship counseling processes.
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Vealey, Robin S. "Conflict Management and Cultural Reparation: Consulting “Below Zero” With a College Basketball Team." Case Studies in Sport and Exercise Psychology 1, no. 1 (January 2017): 83–93. http://dx.doi.org/10.1123/cssep.2017-0008.
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Although sport psychology consultants typically engage in conflict resolution as part of team interventions, cases of extreme relationship conflict in teams resulting in distrust, tension, and hostility require special consideration for the consultant who is starting “below zero” when beginning a consultant relationship with a program. Such a case warrants not just culture building, but cultural reparation and the development of resolution efficacy among team members. The purpose of this case study is to describe an intervention program with a college basketball team that was experiencing multiple relationships conflicts and an extremely dysfunctional team culture. The intervention focused on (a) enabling players to take ownership of and be accountable for a “smart system” team culture, (b) initiating a process to build resolution efficacy that focused on accepting and managing task conflict (while reducing relationship conflict) and emphasized interpersonal risk-taking and vulnerability to build trust, and (c) enhancing coach-athlete relationships. Reflections on the case include the importance of vigilance about ethical boundary and confidentiality issues in “below zero” situations and the role of coaches who prefer transactional leadership styles in building team culture and resolution efficacy for conflict.
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Ashby, Nicole, and Cathrine Neilsen-Hewett. "Approaches to conflict and conflict resolution in toddler relationships." Journal of Early Childhood Research 10, no. 2 (April 17, 2012): 145–61. http://dx.doi.org/10.1177/1476718x11430070.
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Khoirun Nisa and Qurrotul A’yuni. "Resolution Of The Main Character's Inner Conflict In The Novel Sunset & Rosie By Tere Liye (Wolfgang Kohler's Theory)." INTERDISIPLIN: Journal of Qualitative and Quantitative Research 1, no. 4 (June 29, 2024): 213–24. http://dx.doi.org/10.61166/interdisiplin.v1i4.43.
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The problem discussed in this research is conflict and its resolution in the novel Sunset & Rosie by Tere Liye. This research aims to describe the conflict and problem solving (resolution) contained in the novel Sunset & Rosie by Tere Liye. The theory used is Wolfgang Kohler's which discusses a deep understanding (insight) that creates problem solving (resolution). This aims to find out how the characters behave in dealing with the conflict that occurs. The method used in this research is descriptive qualitative, namely a method intended to create systematic, factual and accurate descriptions, images or paintings regarding the facts, characteristics and relationships between the phenomena being investigated. The data source in this research is the novel Sunset & Rosie by Tere Liye. The research results illustrate that in the novel Sunse & Rosie by Tere Liye there are several inner conflicts and their resolutions, namely, two individual conflicts with themselves and five individual conflicts with other individuals. Conflict resolution is found using several efforts including tolerance, negotiation or offers, taking concrete action, providing promises or guarantees and so on.
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Hemphill, Michael A., Emily M. Janke, Barrie Gordon, and Haley Farrar. "Restorative Youth Sports: An Applied Model for Resolving Conflicts and Building Positive Relationships." Journal of Youth Development 13, no. 3 (September 18, 2018): 76–96. http://dx.doi.org/10.5195/jyd.2018.603.
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When handled effectively, conflict provides opportunities to strengthen relationships and assist youth in developing peaceful conflict resolution skills. Sport participation is one context in which youth develop skills and encounter conflict. The purpose of this study was to develop an applied model that addresses conflict resolution in sport-based youth development programs. Using qualitative interviewing, a community-engaged approach guided the selection of participants and data analysis. We used the models of restorative practice and Teaching Personal and Social Responsibility (TPSR) through sports to guide our study. Following interviews with a variety of community partners, we found that the values of sport are often in conflict with restorative practices. However, a relational approach such as TPSR aligns well with the values of restorative practices. Based on our findings, an applied model was developed to illustrate how restorative practice can be utilized in a sport context. The Restorative Youth Sports (RYS) model recognizes that conflicts and tension are natural and inherent to all relationships. When handled appropriately, conflict provides opportunities to strengthen relationships. Youth sport provides a unique context where youth are presented with problems and conflicts to solve and promote healthy relationships among youth.
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Puryanto, Sidik. "RESOLUSI KONFLIK PEMBELAJARAN JARAK JAUH DALAM PRESPEKTIF TEORI TEKNOLOGI KOMUNIKASI." Dharmas Education Journal (DE_Journal) 4, no. 2 (October 5, 2023): 645–52. http://dx.doi.org/10.56667/dejournal.v4i2.1136.
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Distance learning has become a global trend in the field of education, but conflicts have emerged as a significant challenge in this context. This article outlines potential conflicts that may arise in distance learning, such as technical conflicts, physical/intellectual limitations, student-teacher relationships, student-to-student interactions, conflicts with educational institutions, as well as psychological and evaluation-related conflicts. Using the perspective of communication technology theory, this study demonstrates how communication media play a role in influencing conflicts and their resolutions. The theory of medium richness illustrates the richness of media in delivering information and facilitating interactions, which impact conflict resolution. The sociotechnical systems (STS) approach emphasizes the importance of integrating technology, humans, and the environment in addressing conflicts. The theory of media ecology (ME) illustrates how media influence individual perceptions and behaviors. Conflict resolution strategies based on communication technology theory encompass effective communication, technology training, guidelines and procedures, media monitoring, and increased social interaction. Resolving conflicts in distance learning is crucial for enhancing learning effectiveness, student motivation, student-teacher relationships, mental well-being, and the credibility of educational institutions. While technological strategies are important, human and environmental factors also play a role in preventing and resolving conflicts. In conclusion, conflict resolution strategies based on communication technology theory can assist educational institutions in creating a more positive distance learning experience for students and teachers, while considering both technological and human-environment aspects.
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Causby, Vickie, Lettie Lockhart, Barbara White, and Kathryn Greene. "Fusion and Conflict Resolution in Lesbian Relationships." Journal of Gay & Lesbian Social Services 3, no. 1 (October 3, 1995): 67–82. http://dx.doi.org/10.1300/j041v03n01_06.
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Lacity, Mary, and Leslie Willcocks. "Conflict resolution in business services outsourcing relationships." Journal of Strategic Information Systems 26, no. 2 (June 2017): 80–100. http://dx.doi.org/10.1016/j.jsis.2017.02.003.
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Kadenova, Zh, and D. Акимкызы. "The Importance of Pedagogical Competence and Tact in Resolving the Conflict between Teacher and Student." Bulletin of Science and Practice 10, no. 6 (June 14, 2024): 557–62. http://dx.doi.org/10.33619/2414-2948/103/64.
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Conflicts between teachers and students can significantly affect the learning environment and academic results. This article examines various strategies for resolving conflicts between teachers and students, emphasizing the critical importance of pedagogical competence and tact for the effective resolution of such situations. Based on existing literature, empirical research and practical findings, this study aims to provide a comprehensive understanding of conflict resolution in educational institutions and to highlight the role of pedagogical competence and tact in strengthening positive relationships between teachers and students. Through in-depth analysis of theoretical foundations, case studies and best practices, this study provides valuable information on how teachers can deal with conflict by being empathetic, professional and focusing on promoting student growth and well-being. This study is aimed at studying the complex nature of conflicts between teachers and students, studying the underlying causes, manifestations and consequences of such conflicts. Focusing on conflict resolution strategies based on pedagogical competence and tact, this study aims to shed light on effective approaches to conflict management and strengthening positive relationships in educational institutions.
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Mustofa, Bisri, and Sunhaji Sunhaji. "Kedudukan dan Pengelolaan Konflik dalam Organisasi Pendidikan." Jurnal Kependidikan 8, no. 1 (May 29, 2020): 59–70. http://dx.doi.org/10.24090/jk.v8i1.4201.
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The purpose of this paper is to describe the position and management of conflict in educational organizations. it is a way of maintaining harmonious relationships at school. Harmonious relationships at school will make the learning environment comfortable and conducive to the learning process. Harmonious relationships at school will make the learning environment comfortable and conducive to the learning process. And vice versa, if the relationship between members of educational organizations is disharmonious, it can lead to an uncomfortable learning environment. This disharmonious relationship is usually caused by conflicts between individuals in schools. Conflict can become a serious problem in any organization, regardless of the form and level of complexity of the school organization, if the conflict is allowed to drag on without resolution. Therefore, the expertise to manage conflict is needed for every leader of educational organizations
Keyword: Position and conflict management, Educational Organization
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Hussein A. Al Battawi. "New Methods of Conflicts Resolution: Incentives and Disincentives for managing Conflict." قضايا سياسية, no. 73 (July 27, 2023): 352–261. http://dx.doi.org/10.58298/732023402.
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Conflict is an inherent part of human interactions and can arise in various settings, such as personal relationships, workplaces, and international affairs. Although of conflict is an inevitable part of human interactions, but new approaches to conflict resolution offer a more constructive and collaborative way of resolving conflicts. We therefore can refer to approaches, methods, or techniques that figured out as tools to settle the differences in the context of conflicts. Some of these that tools well known such as negotiation or bargaining, and third — party or mediation, adjudication and economic incentives and disincentives for managing conflict. Some of methods or techniques are relatively new to the peacekeeping community, such as problem solving workshops, conflict resolution education in the field, and training in conflict management techniques.
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Jaelani, Achmad, Uus Ruswandi, and Mohamad Erihadiana. "CONFLICT STUDIES TOWARDS PEACE STUDIES (CONFLICT RESOLUTION)." IJGIE (International Journal of Graduate of Islamic Education) 2, no. 1 (March 4, 2021): 40–52. http://dx.doi.org/10.37567/ijgie.v2i1.343.
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The purpose of writing this article is to study and understand the study of conflict towards peace. This research is motivated by the diversity of ethnicity, ethnicity, language, culture, religion and other differences that cause conflicts between people. The impact and changes that occur after this conflict raise the question of how this conflict can make changes that give birth to various forms and patterns of conflict and provide solutions for resolution. This paper will explain several subjects which will later illustrate the position of conflict studies towards the study of peace. The first part of the writing will discuss the conflict and the dynamics of the conflict. In the second part of the discussion will focus on the relationship between conflicts with solutions to resolution and the variety of conflicts that arise from changes that occur.
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Sarkar, Adrija, and Vigraanth Bapu K. G. "Adult Attachment Styles and Conflict Resolution Strategies Among Romantic Relationships." International Journal for Research in Applied Science and Engineering Technology 12, no. 4 (April 30, 2024): 1755–60. http://dx.doi.org/10.22214/ijraset.2024.60135.
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Abstract: To assess the relationship between Adult attachment styles and Conflict resolution strategies among romantic relationships, a correlational design was used. Responses were collected from 121 individuals, out of which 113 responses were selected and the rest 8 responses had to be eliminated due to not meeting the cut-off scores. Conflict Resolution Inventory-Self Version (CRSI-Self) scale and 36-item Experience in Close Relationships-Revised Questionnaire (ECR – RQ) scale were used. To analyze the collected data, Spearman Correlation and Mann Whitney U-test was used. The results showed significant differences between the two groups in avoidant attachment styles and acceptance styles in conflict resolution strategies. The study found a positive relationship between anxious attachment style and conflict engagement, self-protection, and acceptance, while a weak negative relationship existed between anxious and positive problem-solving styles. K
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Aguirre, Queen Mae C., Loraine D. Ungab, Christian B. Cometa, and Claire Lynn B. Culajara. "Assessment of Correlation between Attachment Style and Romantic Conflict Management Skills among University Students." Asian Research Journal of Arts & Social Sciences 22, no. 5 (May 22, 2024): 39–52. http://dx.doi.org/10.9734/arjass/2024/v22i5536.
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Understanding Attachment Styles and Romantic Conflict Management Skills is crucial for addressing relationship challenges like recurring conflicts and communication breakdowns due to unresolved attachment issues, which can cause emotional damage and deteriorate relationship quality over time. This study explores the relationship between Attachment Styles and Romantic Conflict Management Skills in university students, with 350 college respondents providing a diverse sample. The study found that attachment styles particularly avoidant attachment have a slightly high level while romantic conflict management skills show variations in subscales with compromise and avoidance tending toward higher levels. The Spearman's rank correlation coefficient showed a weakly positive connection, rejecting the null hypothesis and highlighting the influence of attachment styles on romantic conflict management skills. Moreover, the linear regression analysis identified avoidant and anxious attachment as significant predictors of Romantic Conflict Management Skills, suggesting that these styles may play a role in determining how conflicts are resolved in relationships. These results improve our understanding of the relationship between college students' attachment styles and their ability to resolve romantic conflicts. The study suggests that institutions should offer workshops on communication, attachment styles, self-awareness, and conflict resolution to foster healthy student relationships and provide counselors with guidance. Future research should explore additional variables and use advanced sampling techniques.
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Nan, Susan Allen, and Andrea Strimling. "Coordination in Conflict Prevention, Conflict Resolution and Peacebuilding." International Negotiation 11, no. 1 (2006): 1–6. http://dx.doi.org/10.1163/157180606777835784.
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AbstractThis issue of International Negotiation focuses on coordination in conflict resolution. It includes nine articles that discuss theoretical concerns and practical insights about coordination among organizations involved in various aspects of conflict prevention, conflict resolution and peacebuilding, highlighting the utility of applying negotiation theory to the analysis of their relationships, interactions, and cooperative processes. This article presents a thematic overview of the articles and concludes by outlining areas for further development of theory and practice.
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Delatorre, Marina Zanella, and Adriana Wagner. "How Do Couples Disagree? An Analysis of Conflict Resolution Profiles and the Quality of Romantic Relationships." Revista Colombiana de Psicología 28, no. 2 (July 1, 2019): 91–108. http://dx.doi.org/10.15446/rcp.v28n2.72265.
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This study aimed to identify conflict resolution profiles and assess relationship quality levels associated with each profile. The participants were 750 heterosexual couples living in southern Brazil. They filled out measures about conflict resolution strategies, relationship quality, and sociodemographic data. A latent profile analysis was conducted in order to classify participants regarding conflict resolution. Variance and association analyses were also conducted in order to examine relationships between the resolution profiles and other study variables. Four profiles were identified: Low Conflict/Withdraw, Validator, Hostile, and Volatile. The Validator profile showed higher relationship quality, followed by Low Conflict/Withdraw and Volatile profiles, which did not differ from each other, and the Hostile, which showed low levels of relationship quality. We conclude that even though validation and negotiation are desirable, emotionally intense strategies may also be beneficial for couples in some contexts.
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Szamburski, Krzysztof, and Rafał Bodarski. "Resolution of Interpersonal Conflicts in the Context of Methods and Strategies Applied in Dispute Resolution." Journal of Security and Sustainability Issues 13, no. 1 (July 18, 2023): 195–202. http://dx.doi.org/10.47459/jssi.2023.13.21.
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Conflict is an inherent aspect of social life, presenting itself in various forms, which can be categorized into five types: relationships, data, interests, structural, and values. Relationship conflicts involve communication issues, intense emotions, stereotypes, and retaliation. Resolving relationship conflicts requires displaying respect for the other person. Data conflicts arise from lack of information or incorrect interpretation. Conflicts of interest occur when needs or goals cannot be satisfied. Structural conflicts result from limited access to necessary resources or efficient work tools. Values conflicts involve differences in values and rules. Conflicts within organizations arise due to resource allocation, differing positions, goals, or values. Negotiations are widely considered the most effective means of resolving conflicts. Negotiations involve interpersonal communication aimed at achieving mutually satisfying agreements. Negotiation strategies can be classified into win-lose, lose-win, lose-lose, and win-win approaches. Win-win strategies prioritize mutual benefits, while winlose and lose-win strategies focus on individual gains. Avoidance and rivalry strategies are examples of lose-lose approaches. Mediation is a conflict resolution method involving a neutral third party. It is useful when legislative or normative acts prevent resolution, or when confrontation is costly or dangerous. Mediation relies on cooperative negotiation and is effective when parties desire to maintain a future relationship, value confidentiality, or wish to avoid court proceedings. However, mediation is not suitable for criminal conflicts or cases involving incapacitated parties. In mediation, the parties make the final decision under the guidance of the mediator. The mediator facilitates understanding, agreement, and reconciliation between the parties. They help identify potential solutions and conditions for resolving the dispute. Mediators do not assess evidence or make binding decisions but aim to promote mutual understanding and acceptable resolutions.
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Adăscăliţei, Andra-Mirabela. "The experimental approach of conflict resolution (implications for the school environment)." Univers Pedagogic, no. 4(76) (December 2022): 102–9. http://dx.doi.org/10.52387/1811-5470.2022.4.18.
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The perspective of conflict resolution values for students requires persuasive communication in conflict resolution, which, as an intervention strategy, involves sizing the curricular offer in such a way as to provide students with the necessary framework to overcome conflicts that inevitably manifest themselves in the educational field. Students must be involved in solving concrete situations, it being necessary for them to become responsible and cooperative. Having as a favorable premise the educational opportunities promoted by persuasive communication as a conflict resolution strategy, students will be able to calmly and coherently manage the conflicts that arise in the social environment. It is recommended that schools play a decisive role in promoting solutions that work in the management of interpersonal relationships.
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Siregar, Ballian, Sumardjo Sumardjo, Sarwititi Sarwoprasodjo, and Ninuk Purnaningsih. "The Role of Communication as Agrarian Conflicts Resolution (Systematic Literature Review." Studies in Media and Communication 12, no. 2 (May 10, 2024): 377. http://dx.doi.org/10.11114/smc.v12i2.6729.
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Conflict is a natural reality, an unavoidable fact of life that often gives birth to creativity and fosters the emergence of innovative ideas. Its presence is frequently a catalyst for change. The conflict in this research is communication over the resolution of the Indramayu Farmers Union - Perum Perhutani agrarian land conflict in Indonesia. Conflict always involves differences in values, power, or perception. Communication is essential in developing relationships between two or more entities in conflict. This research method systematically observes scientific journal articles appropriate to the study topic, namely communication on agrarian conflict resolution. This research aims to describe the role of communication in resolving agrarian conflicts, especially agrarian land conflicts. The results of the study show that five (5) essential themes have become new thinking in resolving agrarian conflicts: (1) consistency of legal supremacy; (2) cooperation through mutual agreement; (3) mediation involving actors who can influence government policy and involvement; (4) negotiation by bringing together conflicting parties so that it is easier to convey disclosures; and (5) participatory communication, which places the parties in an equal communication atmosphere.
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NORIN, ORN. "A model for Enhancing EI Performance in Conflict Resolution." Frontiers in Business, Economics and Management 15, no. 2 (May 27, 2024): 272–78. http://dx.doi.org/10.54097/jrpx7r79.
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This study explores a methodology to improve the performance of Emotional Intelligence (EI) in dispute resolution, utilizing quantitative analysis of 287 respondent's questionnaire data. This study examines how well active perception, Emotion understanding and task complexity predict outcomes of EI performance in conflict resolution, focusing on each of their roles and relationships. It is discovered that active perception significantly influences and strongly predicts EI performance in conflict resolution. Similar to active perception, Emotion understanding shows significance as mediator of the relationship between EI performance and active perception as well. In order to predict Emotional Intelligence, active perception and Emotion Understanding have various relationships. The study determines how important and influential these factors are in a relationship to each other. Although Emotion understanding and active perception have a high predictive value on EI performance in conflict resolution. These findings demonstrate how important it is for Emotional Intelligence (EI) training programs to emphasize active perception, emotion understanding and task complexity in order to promote successful conflict resolution outcomes. For professionals who want to develop competencies in Emotional Intelligence (EI) and advance organizational effectiveness in conflict resolution setting, the research offers insightful information. This research deploys transaction cost theory as the groundwork.
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Rokhim, Rofikoh, Arief Wibisono Lubis, Andrew Deni Yonathan, and Rezza Aldan Benaldi. "Conflict resolution management to support sustainable palm oil production." E3S Web of Conferences 211 (2020): 05008. http://dx.doi.org/10.1051/e3sconf/202021105008.
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Palm oil is one of the major plantation commodities and contributes significantly to the GDP of Indonesia. One of the areas known for palm oil production is Jambi, where smallholder plantation dominates. The literature shows that the plantation sector is often characterized by conflicts, including small-scale farmers and big companies. Therefore, appropriate conflict management strategies should be put to mitigate these conflicts’ potential adverse impacts. This paper aims to review the existing literature on conflict management strategies and examine these strategies’ factors. It highlights the different conflict management styles: integrating, obliging, dominating, avoiding, and compromising. For example, the literature shows the relevance of Big Five personality, where positive relationships are documented between integrating style with conscientiousness, agreeableness, openness, and extraversion Therefore, this paper argues the importance of incorporating psychological factors in determining appropriate conflict resolution management due to this possibility of strategy implementation among actors with different psychological factors.
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Rodrigues, David L., Aleksandra Huic, Diniz Lopes, and Madoka Kumashiro. "Regulatory focus in relationships and conflict resolution strategies." Personality and Individual Differences 142 (May 2019): 116–21. http://dx.doi.org/10.1016/j.paid.2019.01.041.
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COURTAIN, Audrey, and Fabienne GLOWACZ. "‘Youth’s Conflict Resolution Strategies in their Dating Relationships’." Journal of Youth and Adolescence 48, no. 2 (September 20, 2018): 256–68. http://dx.doi.org/10.1007/s10964-018-0930-6.
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Zimmerman, Ericka P., and Valerie Herzog. "Conflict Resolution Strategies and Improving Relationships for ATs." Athletic Therapy Today 14, no. 4 (July 2009): 36–39. http://dx.doi.org/10.1123/att.14.4.36.
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Coleman, Hardin L. K. "Conflict in Multicultural Counseling Relationships: Source and Resolution." Journal of Multicultural Counseling and Development 25, no. 3 (July 1997): 195–200. http://dx.doi.org/10.1002/j.2161-1912.1997.tb00329.x.
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van Buren, Dorothy J., and Donald A. Williamson. "Marital relationships and conflict resolution skills of bulimics." International Journal of Eating Disorders 7, no. 6 (November 1988): 735–41. http://dx.doi.org/10.1002/1098-108x(198811)7:6<735::aid-eat2260070602>3.0.co;2-z.
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Islami, Hatixhe. "MARITAL CONFLICTS RESOLUTION STYLES." CBU International Conference Proceedings 4 (September 17, 2016): 569–72. http://dx.doi.org/10.12955/cbup.v4.815.
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Conflict as a social phenomenon has an important role in our lives, which is why it is so important to understand this phenomenon. That involves recognizing the mechanisms of emergence, development, methods of study and their resolution. The practice of social work and previous treatments with spouses shows that the marital relationship as an interpersonal relationship represents the specific basis for the emergence of conflicts. The obtained results are part of a study on the characteristics of marital relations and their influence on the choice of the spouses’ patterns of behavior during conflict situations. The results suggest that the choice of different strategies of behavior in a situation of conflict among our respondents mainly depends on: the degree of insistence in fulfillment of personal interests, and the level of cooperation in addressing the interests of others. As a dominant style in marital conflict resolution our respondents use the avoiding style. During the study, gender differences between spouses, how they perceive, understand, and resolve marriage conflicts were found. Women are more critical toward their abilities to resolve conflict. In such situations they often use negative behavior, compared to men who are more likely to deny or avoid situations of conflict. Marriages where violence in involved are mainly based in destructive patterns of behavior in marital conflict resolution.
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Rayamajhi, Yadav Bahadur. "Important Factors Applicable in Bilateral Relationships and Conflict Resolution." Journal of APF Command and Staff College 6, no. 01 (August 15, 2023): 75–90. http://dx.doi.org/10.3126/japfcsc.v6i01.57586.
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Important factors applicable in bilateral relationships and conflict resolution are strategies, models, theories, and policies. In simple term, strategy is a long-term plan intended to achieve. An example to follow or imitate is a model. An idea to justify a course of action is a theory whereas law, regulation, and procedure used is a policy. Strategy embodies interest based priorities, which has short, medium, and long-term implications for a country. Model gives template that guides in constructing a system. Theory is essential tool for state craft. Guidance, constancy, accountability, efficiency, and clarity on how an organization operates are provided by policies. The objective of the paper is to examine important factors applicable in bilateral relationships and conflict resolution and highlight important relevant factors. To prepare the paper, qualitative methodology, explanatory research design, descriptive and analytical study design, and secondary sources of related textual and virtual documents are used. .After discussion, relevant strategies of ‘progressive nationalism, frequent dialogues and visits at high level, border diplomacy, pushing into regular constructive dialogues, playing diplomatic roles by a third country, and using International Boundary Research Unit (IBRU);’ models of ‘geo-economic and territorial project model of cross-border integration, bilateral trade flows, and partial settlement in resolving disputes;’ theories of ‘FDI inflow and bilateral political relationships, problem workshops, creation of international regime, and international organizations (IOs) brokered bargaining;’ and policies of ‘bilateral relationships, defense diplomacy, bilateral economic relations, bilateral diplomacy, nonalignment with equal friendships for all and diversification, an equal and respectful but not reciprocal relationships, leaders’ visits and diplomatic conflicts, third party intermediaries, enduring rivalries, pursuit of legal settlement, compromise or escalation or maintenance of status quo or swapping of territory, and uti possidentis or ground realities are highlighted to be adopted by the governments.
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Ospanbayeva, M. P., G. U. Оralymbetova, and M. S. Tileubayeva. "STUDY OF INTERPERSONAL CONFLICT RESOLUTION WITHIN PSYCHOLOGICAL ATTITUDE THEORY." Bulletin of Dulaty University 14, no. 2 (May 20, 2024): 185–92. http://dx.doi.org/10.55956/maxh7082.
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Ways of solving interpersonal conflicts within the framework of the theory of psychological relations were analyzed in the article. The level of tensions in the relationships of the couples who participated in the experiment was determined by the subjects' own assessments. The test subjects had the opportunity to determine the results independently after the psychotherapeutic effects carried out in a period of 2 months. The nature of interpersonal conflicts was grouped according to the degree of visibility, duration, content of interaction in the course of the research. It became known that the degree of resolution of bilateral tensions is related to the length of the "hidden period" in the process of conflicts. It was found that conflicts, which flare up quickly and escalate quickly which are recognized by the respondents as highly controversial whom are easily amenable to psychotherapy. On the other hand, it was concluded that the conflicts, which do not have the appearance of an open conflict are assessed as not having too high a degree of escalation, require intensive intervention. It was conducted by M.Kh.Dulaty Taraz Regional University. The intermediate results of the experiments were reported and discussed at the seminar of Zhambyl region psychologists on the theme «The role of psychological activity in the development of the Mediation Institute».
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Kim, Dae-Geun. "A Study on the Internal Conflict of Daegu Metropolitan Ciry and Gyeongsangbuk-Do Start-Up Company:A Grounded Theory Approach." National Association of Korean Local Government Studies 24, no. 4 (February 28, 2023): 211–28. http://dx.doi.org/10.38134/klgr.2023.24.4.211.
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This study analyzed the cause of conflict, the development of conflict, and the progress of conflict resolution for members of start-up companies located in Daegu and Gyeongsangbuk-do using the grounded theory methodology. In order to achieve the research purpose, in-depth interviews were conducted with 10 members of start-up companies based in Daegu and Gyeongsangbuk-do with 5 or more employees for less than 7 years. The grounded theory method of Strauss and Corbin (1998) was used to analyze the results. As a result of the analysis, it was confirmed that the conflict among the members of the start-up company was caused by problems related to tasks and interpersonal relationships, and as members accepted the realistic situation of the start-up company to solve this problem, negative results such as task avoidance, turnover intention, anxiety, and lethargy were expressed. However, as a strategy to accommodate the marginal environment and situations of start-ups and resolve conflicts, it was found that they made their own efforts such as relationship improvement and task performance as a result of conflict resolution through efforts. Through this study, start-up companies provide practical implications that the development of conflict resolution due to their own efforts, not the conflict resolution methodology caused by a third party, can affect performance improvement.
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Ogbonna, Hyginus Obinna, and Chidi Slessor Mbah. "Climate Change and Conflict Resolution in Africa: The Nexus." Mediterranean Journal of Social Sciences 13, no. 3 (May 5, 2022): 42. http://dx.doi.org/10.36941/mjss-2022-0022.
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The paper focuses on the nexus between climate change and conflict resolution in Africa. Its general objective is to assess the nature of relationship between climate change and conflict resolution, with the specific aims to identify how the interconnections between the twin concepts affect national security, and to propose policy-based recommendations to mitigate the anomalies. Its methodology include the use of qualitative descriptive method of analysis, secondary sources of information (books, internet, journals, newspapers, etc), and use of charts in its analysis. It adopted the Functionalist theory for its theoretical framework for needful extrapolations to explaining the nexus between climate change and conflict resolution. Some findings were made; a few of these include 1. There is inextricable causal relationship between climate change and conflict resolution: the more there are climate change-related conflicts, the more conflict resolution mechanisms emerge to resolve them; 2. Its impacts hold negative implications to national security; etc. In view of the findings, the paper therefore concluded that there is a correlation between the two variables, and recommends thus: leadership of the affected communities and the indigenes should be actively involved in resolving the climate change related conflicts; African national governments should take up climate change and conflict resolutions as top priorities in their national budgets with adequate provisions, etc.
Received: 27 February 2022 / Accepted: 29 April 2022 / Published: 5 May 2022
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Adetola, Obatunde B., Jonathan K. Oyedeji, Comfort O. Oyafunke-Omoniyi, and Abiodun A. Ogunola. "Nature and Dynamics of Peace and Conflict in Yoruba land: A Qualitative Scoping Review." Nigerian Journal of Sociology and Anthropology 21, no. 1 (June 20, 2023): 13–39. http://dx.doi.org/10.36108/njsa/3202.12.0120.
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Conflict is one of the dynamic social relationships upon which the survival of a society is predicated, hence conflict resolution mechanisms are developed to ensure peace and stability in society. Given the nature of conflict and conflict resolution strategies, this review adopts the historical method by exploring publications on peace and conflict causation in Yoruba land with primary purpose of establishing the use and abuse of names as tools for resource control in peace and conflict understanding. Forty-two publications met the inclusion criteria and the review adopted metasynthesis/ qualitative approach. It was noted that conflict and conflict resolution mechanisms existed in the pre-Oduduwa era that revolved around self-interests, political ambition and rebellion. The 19th century Yoruba land witnessed emergence of socio-political, migrant-settler differences, fears of domination types of conflicts. Disputes over economic resources, boundaries and political gains emerged during the colonial period as new forms of conflict with the introduction of modern litigation and legal fireworks. While sources of conflict continued to increase in post colonial Nigeria, mechanism for resolution also became more dynamic to accommodate all possibilities in conflict resolution. Publications examined in this review were mainly qualitative and theoretical; focused on specific locations hence, findings may not be generalized.
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Cao, Ge, and Vicky C. Tam. "Using an interactional perspective to examine patterns of conflict resolution among Chinese adolescents and parents involved in schoolwork conflicts." International Journal of Chinese Education 10, no. 1 (April 20, 2021): 221258682110058. http://dx.doi.org/10.1177/22125868211005859.
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Parent-child conflict resolution is an interactive process by nature. Adopting a family systems perspective, the present study examines patterns of schoolwork conflict resolution among Chinese adolescents and parents, placing an emphasis on parent-child interactions. Qualitative methods using a grounded theory approach are adopted, with twelve parent-child dyads participating in joint interviews and follow-up individual interviews. Three patterns of adolescent-parent resolution of schoolwork conflicts are identified: (a) adolescents complying with parental coercion reluctantly: parents use parent-centered resolution strategies, while adolescents are self-assertive in the beginning but yield to their parents in the end; (b) effective communication: adolescents adopt self-assertive strategies when parents use child-centered strategies, with the outcome being that adolescents have the final say in agreements reached; (c) disagreement in a stalemate: parents’ use of parent-centered strategies and adolescents’ adoption of avoidant and self-assertive strategies lead to a suspension of disagreement. Discussion of the findings sheds light on hierarchical and enmeshed parent-child relationships in China as well as Chinese adolescents’ development of autonomy as exhibited in the patterns of parent-child schoolwork conflict resolution. Suggestions are made for further study of adolescent-parent schoolwork conflicts in Chinese families, and practical implications related to healthy family relationships are discussed.
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Kuncewicz, Dorota. "Conflict Resolution and Relational Patterns in the Families of Origin of Women and Men." Psychology of Language and Communication 15, no. 1 (January 1, 2011): 89–106. http://dx.doi.org/10.2478/v10057-011-0005-1.
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Conflict Resolution and Relational Patterns in the Families of Origin of Women and Men The aim of the studies was to seek an answer to the following question: Which relationship patterns correlate with different conflict resolution strategies in women's and men's intimate relationships? The subjects were 56 engaged couples (aged 19-37) answering Conflict Resolution Strategy Questionnaires, Personal Authority in the Family System Questionnaires and The Family of Origin Scale. The network of correlations between conflict resolution strategies and relationship patterns is more complex for women than for men. In the women's group, the correlation connects constructive strategies (dialogue and loyalty) foremost with patterns defining intimacy (or its components). However, destructive strategies (exit and neglect) are related to patterns definitive of individuation levels in the family of origin, independence and position. In the men's group, however, the correlation connects conflict resolution strategies (constructive and destructive) to relationship patterns definitive of partner relations. Furthermore, constructive strategies are associated with lower intergeneration triangulation intensity and higher intergenerational intimidation intensity.
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Correa Rodríguez, Nieves, and Juan A. Rodríguez Hernández. "ESTRATEGIAS DE RESOLUCIÓN DE CONFLICTOS EN LA PAREJA: NEGOCIANDO EN LO COTIDIANO." International Journal of Developmental and Educational Psychology. Revista INFAD de Psicología. 6, no. 1 (January 12, 2017): 89. http://dx.doi.org/10.17060/ijodaep.2014.n1.v6.720.
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Abstract.STRATEGIES FOR CONFLICT RESOLUTION IN COUPLES: EVERYDAY NEGOTIATINGConflicts are normal situations in family life wich offer opportunities for personal growth and strengthening family relationships when constructive strategies are provided like negotiation, commitments and agreements. The frequent use of destructive strategies in everyday conflicts is associated with a growing unease in the family and a discontinuity in the family project. Couples show difficulties to implement courses of action culminating in agreements and commitments. This is a logical issue considering that the conflicts and the resolution strategies are complex situations. This work provides an analysis of daily conflict in couples contemplating conflict variables that mediate the use of resolution strategies and transactional processes that characterize these episodes. Finally, some guidelines are suggested to direct research and intervention in the field of conflict and family life.Keywords: Marital Conflict; Conflict Resolution Strategies; Negotiation; Situational Variables; Emotional Variables; Cognitive Variables.Resumen.Los conflictos son situaciones normales en la vida familiar. Suponen oportunidades para el crecimiento personal y el fortalecimiento de las relaciones familiares, siempre que se aborden con estrategias constructivas en las que prime la negociación, los compromisos y los acuerdos. El empleo frecuente de estrategias destructivas en los conflictos cotidianos se asocia a un creciente malestar en la familia poniendo en peligro la continuidad del proyecto familiar. Las parejas muestran dificultades para poner en marcha cursos de acción que culminen en acuerdos y compromisos. Lo que resulta comprensible si consideramos que los conflictos y las estrategias de resolución son situaciones complejas. Este trabajo ofrece un análisis del conflicto cotidiano en la pareja los conflictos contemplando las variables que mediatizan el uso de las estrategias de resolución y los procesos transaccionales que caracterizan estos episodios. Finalmente, se sugieren ciertas orientaciones para encauzar la investigación e intervención en el campo de los conflictos y la convivencia familiar.Palabras clave: Conflicto Marital; Estrategias de Resolución de Conflictos; Negociación; Variables emocionales; Variables Cognitivas, Variables Situacionales.
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Rashid, Ayesha, and Muhammad Hassan. "Understanding the Role of Ethical Leadership and Workplace Conflicts a Mediation Moderation Model: A Time-Lagged Study." iRASD Journal of Management 4, no. 2 (June 18, 2022): 219–40. http://dx.doi.org/10.52131/jom.2022.0402.0075.
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Drawing on Social Learning Theory and Conservation of Resource Concept this research mediation moderation model was supported by a study which is conducted from multiple sources and a study conducted in three-waves in Pakistan. Workplace Conflicts and Ethical Leadership ideas are developed and brought together by these results. This exploration inspected the character of Ethical leadership happening in workplace conflict circumstances. Explicitly, ethical leadership remained prophesied on the way to construct members’ resolution efficacy and consequently upsurge members’ capability to agreement through conflict state of affairs (i.e., relationship and task conflicts) concerning in the workplace political scenarios. We gathered information from a variety of sources, including employees and their direct managers in several Pakistani organizations. The current study employed the survey approach. This study shows a negative relationship between ethical leadership and relationship conflict and task conflicts. Moreover, this study also shows, resolution efficacy plays a role as a mediator between Ethical Leadership and relationship conflict as well as task conflicts. Furthermore, shows that Perception of Politics plays a role as a moderator in the relationship between Resolution Efficacy and Relationship Conflicts as well as task conflicts. Ethical leadership activities possibly will improve employee conflict resolution efficacy, implying that concluded the solicitation of ethical leadership social learning philosophies, leaders may be critical in creating a work environment that morally encourages and fosters employees' conflict resolution efficacy.
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Agusioma, Nickson Lumwagi. "The Influence of Staff Conflict Resolution on Employee Performance at Public Service Commission in Kenya." International Journal of Current Aspects 3, no. II (March 10, 2019): 1–11. http://dx.doi.org/10.35942/ijcab.v3iii.2.
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Staff conflict within organizations is a regular phenomenon in modern day. Employees are the life blood of the organization and thus staff conflict not resolved on time could be detrimental to organization performance. The objective of the study was to determine the effect of staff conflict resolution on employee performance at Public Service Commission in Kenya. The specific objectives were to assess the mediating role of employee participation on organization performance in the Public Service Commission in Kenya and to evaluate the impact of conflict resolutions on organization performance the Public Service Commission in Kenya. This research adopted descriptive survey research design and mixed mode research approach. The target population in this study comprised of the top, middle and low level managers in the Public Service Commission in Kenya. The study sample size of 141 respondents were selected. The study selected the respondents using stratified proportionate random sampling technique based on the management levels. Data was collected mainly by use of semi structured questionnaires. Path regression analysis was used to achieve the study objectives. The study found that conflict resolution positively and significantly affected employee performance. The study also found partial mediating effect of staff participation on the relationship between employee performances. This implied that staff conflict resolution impacts strongly and positively on performance of employees at public service commission. Staff conflict resolution will therefore be a milestone in employee performance. The study concluded that staff conflict resolution positively and significantly affect employee performance at public service commission. The important aspects of conflict resolution are participation of staff in conflict resolution and conflict resolution. Thus, conflict resolution is crucial in enhancing employee performance and hence organization performance. However, optimal results on conflict resolution cannot be achieved without employee participation. The study recommended that public service commission of Kenya should develop staff conflict resolutions mechanisms. Timely resolution of staff conflicts should be encouraged. Mechanisms of determining conflicts among the staff should be established. This will improve performance of the employees. The success of any organization is directly affected by the performance of the employees within the organization, whether or not those employees are dealing directly with customers.
Key Words: Key Words: Staff Conflict Resolution, Staff Participation, Conflict Resolution, Staff Performance, Public Service Commission in Kenya
This is an open-access article published and distributed under the terms and conditions of the Creative Commons Attribution 4.0 International License, United States unless otherwise stated.
About the Authors:
Nickson Lumwagi Agusioma- Doctor of Philosophy Degree in Human Resource Management, Mount Kenya University, Kenya
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Wang, Li-Jun, Wen-Chung Wang, Hai-Gen Gu, Pei-Da Zhan, Xin-Xiao Yang, and Julian Barnard. "Relationships among teacher support, peer conflict resolution, and school emotional experiences in adolescents from Shanghai." Social Behavior and Personality: an international journal 42, no. 1 (February 15, 2014): 99–113. http://dx.doi.org/10.2224/sbp.2014.42.1.99.
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We investigated the relationships among teacher support, peer conflict resolution, and emotional experiences at school in 2,782 students from 12 secondary schools in Shanghai, China. The results demonstrated that: a) most of the students had positive perceptions of teacher support, effective peer conflict resolution, happiness, and communication satisfaction in school context; b) males used more negative peer conflict resolution strategies than did females; c) in all school experiences, significant differences were found between students in different grade levels; and d) teacher support was found to have a positive influence on student happiness, satisfaction, and peer conflict resolution, and effective peer conflict resolution also had a positive influence on student happiness and satisfaction, but negative emotion was found to reduce happiness and satisfaction.
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Pistole, M. Carole. "Attachment in Adult Romantic Relationships: Style of Conflict Resolution and Relationship Satisfaction." Journal of Social and Personal Relationships 6, no. 4 (November 1989): 505–10. http://dx.doi.org/10.1177/0265407589064008.
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Lebedev, Nikolay, and Yulia Lebedeva. "Some Aspects of Maintaining Optimal Conflict-Free Relationships Between the Participant of Criminal Proceedings." Siberian Criminal Process and Criminalistic Readings, no. 2 (40) (June 13, 2023): 32–38. http://dx.doi.org/10.17150/2411-6122.2023.2.32-38.
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The authors present arguments in support of their views on the specific features of the work of an investigator (inquirer) aimed at managing conflicts emerging during the pre-trial proceedings on criminal cases. The authors argue that conflict management, in certain investigative circumstances, is more effective for solving and investigating crimes than conflict resolution. According to the authors, the features described in the article are most relevant for normalizing the space of the crime under investigation and maintaining optimal conflict-free relationships between the participants of criminal proceedings. Undoubtedly, the presented list of specific features of managing conflicts emerging during pre-trial and trial criminal proceedings is not comprehensive. However, it is the described features that are most relevant for normalizing the space of the crime under investigation and maintaining optimal conflict-free relationships between the participants of criminal proceedings.
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Leme, Maria Isabel da Silva, Laura Carrasqueira Bechara, and Mariana Kfouri. "An Exploratory Study of Forgiveness’ Place into the Interpersonal Conflicts of Pre-teenagers." Psico-USF 23, no. 3 (July 2018): 409–23. http://dx.doi.org/10.1590/1413-82712018230302.
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Abstract Forgiveness, besides being a controversial issue among researchers in terms of its nature, has not been studied in younger age groups, and neither related to the conflict situations faced by this population. This study aimed to fill this gap, seeking relationships among pre-teens’ strategies to solve conflicts and forgiveness, as well their conceptions about the act and possible relationships with characteristics like religion practice, gender. Therefore, we collected information about pre-teens’ conflict resolution strategies as well religion, the types of situations and persons considered forgivable, and regarding themselves, when and how would they ask for forgiveness. It was found that, although the participants have accurate concepts of forgiveness, the occurrence of such an act in terms of situations and circumstances considered forgivable is not yet related to their conflict resolution strategies. On the other hand, some results related to forgiveness contribute to a better understanding of preteens’ interpersonal conflicts.
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Campbell, Lorne, and Sarah Moroz. "Humour Use Between Spouses and Positive and Negative Interpersonal Behaviours During Conflict." Europe’s Journal of Psychology 10, no. 3 (August 13, 2014): 532–42. http://dx.doi.org/10.5964/ejop.v10i3.763.
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The present research investigated the relation between the use of positive, negative and instrumental humour in the context of romantic relationships and relational well-being as assessed by positive and negative patterns of conflict resolution behaviour. A sample of 116 heterosexual married couples completed scales of relational humour use as well as conflict resolution behaviour. Behaviour of couples while attempting to resolve a relationship based conflict was also coded by independent raters. Actor-Partner Interdependence Model (APIM) analyses showed patterns of actor and partner effects for each type of humour use. Specifically, positive humour use of both partners predicted more positive conflict resolution, whereas negative humour use of both partners predicted less positive conflict resolution. Additionally, instrumental humour use of both partners seemed to predict greater apathy during conflict resolution. Implications for considering couple humor use, assessed for both partners of the dyad, for understanding relational well-being are discussed.
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Ooh Seow Ling and Chua Bee Seok & Ismail Maakip. "SUPERVISORS’ CONFLICT RESOLUTION STRATEGIES: THE MISSING LINK BETWEEN CONFLICT TYPES AND EMPLOYEES’ BEHAVIORS." Journal of Southeast Asia Psychology (SAPJ) 7, no. 1 (July 1, 2024): 11. http://dx.doi.org/10.51200/sapj.v7i1.5168.
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Conflict is inevitable in the workplace. Studies found conflicts in the workplace tend to contribute negative effects on employees’ positive behaviors. However, conflict is not always bad, it depends on the conflict types and the conflict resolution strategies. In this conceptual paper, the missing picture of the relationship between conflicts, conflict resolution strategies, and employees’ positive behaviors will be discussed. Understanding the relationship between these variables enables us to have a better knowledge of how the conflict affects employee behaviors. And, the knowledge will benefit industrial and organizational psychologist, workplace counselors and human resource manager.
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Chaudhary, Rajeshwer Prasad. "Effective Management Style for Resolving Academic and Non-Academic Conflicts in University Colleges in Kathmandu." Nepal Journal of Multidisciplinary Research 6, no. 2 (August 15, 2023): 114–23. http://dx.doi.org/10.3126/njmr.v6i2.57477.
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This article investigates effective management approaches for resolving academic and non-academic conflicts in education. The objective of the study is to identify and examine strategies that promote successful conflict resolution in educational settings. A quantitative research design was employed, combining quantitative data from educators, administrators, and stakeholders. Findings revealed a range of conflicts, including those related to curriculum, interpersonal relationships, power dynamics, and resource allocation. Various management approaches were identified, such as open communication, mediation and negotiation techniques, feelings building, and the establishment of conflict resolution mechanisms and policies. Participants reported positive outcomes when these approaches were applied, including improved collaboration, enhanced student engagement, and a more harmonious educational environment. The findings provide valuable insights for educational practitioners and administrators seeking to foster productive and inclusive learning environments. By implementing effective management approaches, collaborating can handle conflicts, promote collaboration, and enhance overall educational outcomes. Further research is recommended to explore the long-term effects and sustainability of these conflict resolution strategies.