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Journal articles on the topic 'Value conflict'

Author: Grafiati

Published: 4 June 2021

Last updated: 30 January 2023

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1

Sverdlik, Noga. "The Content of Internal Conflicts: A Personal Values Perspective." European Journal of Personality 26, no. 1 (January 2012): 30–44. http://dx.doi.org/10.1002/per.814.

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This paper highlights the importance of considering two facets of the content of internal conflicts: The concrete subject theme of the conflict and the abstract motivations that people perceive as being conflicted (e.g. values implicated in the conflict). The paper demonstrates how personal value priorities contribute to the understanding of internal conflicts. In two studies I examined the relationship between values and the content of internal conflicts. In Study 1 ( N = 250), students described a central conflict that they were experiencing and analysed the values they perceived as opposing in their conflict. Results indicated that the reported conflicts were usually between values not conceptualized as motivationally opposite to each other. Furthermore, personal value priorities were related to the values implicated in the conflict both directly and indirectly by their effect on the themes of the conflicts. In Study 2 ( N = 230), working parents analysed the values they perceive as coming in conflict in two work–family dilemmas. Findings supported the premise that values explain individual differences in the motivational meaning attributed to a conflict even when the conflict theme is held constant. Copyright © 2011 John Wiley & Sons, Ltd.

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Mwesiumo, Deodat, and Nigel Halpern. "Interfirm conflicts in tourism value chains." Tourism Review 71, no. 4 (November 21, 2016): 259–71. http://dx.doi.org/10.1108/tr-07-2016-0020.

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Purpose This paper aims to develop a conceptual framework on interfirm conflicts in tourism value chains. The framework includes types of conflict, triggers of conflict and their preconditions, consequences of conflict and measures for preventing conflict. Design/methodology/approach The framework is developed from a review of literature that is focused largely on tourism value chains, interfirm conflicts and interorganizational relations. It draws on the ideas, concepts and empirical evidence offered in the literature. Findings Conflicts can be distinguished by their level of explicitness and by the motives on which they are grounded. They may be triggered by opportunistic behaviours, coercive demands, perceptions of unfairness or dissatisfaction with partner’s performance. Preconditions include exogenous events, asymmetrical power distribution, antagonism of goals and differences in perceptions of reality and serve as a breeding ground for the triggers. Consequences are typically destructive but may also offer opportunities for constructive outcomes. Joint implementation of formal contracting and relational governance may be used to prevent conflicts. Originality/value This paper provides a conceptual framework that can be used by scholars wishing to conduct more detailed empirical research on the subject. It can also be used by practitioners to assess interorganizational relations within their tourism value chains and to develop appropriate measures for preventing interfirm conflicts.

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Wu, Guangdong, Xianbo Zhao, and Jian Zuo. "Effects of inter-organizational conflicts on construction project added value in China." International Journal of Conflict Management 28, no. 5 (October 9, 2017): 695–723. http://dx.doi.org/10.1108/ijcma-03-2017-0025.

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Purpose The purpose of this research is to investigate the effects of inter-organizational conflicts on the project added value in the Chinese construction industry, and also to examine the mediating effect of conflicts on project added value and the moderating effect of conflict management strategies. Design/methodology/approach A conceptual model was developed, and a structured questionnaire survey was conducted with 667 professionals. The structural equation modeling technique was used to analyze the data. Findings The results showed that task conflict, relationship conflict and process conflict were influenced by subject characteristics of project participants, bilateral relationship characteristics and project characteristics. Similarly, these three types of conflicts interact with each other. Meanwhile, these three types of conflicts influence the added value in construction projects, which are moderated by conflict management strategies. Under a collaborating strategy, task conflict and process conflict were positively associated with project added value, and relationship conflict was negatively associated with project added value. Under a competing strategy, task conflict, process conflict and relationship conflict were negatively associated with added value in construction projects. Therefore, the constructive and destructive effects of conflicts on project added value under different conflict management strategies are verified in Chinese construction projects. Research limitations/implications The variables may not be exhaustive for construction projects and most of them were applied in construction projects for the first time. As a result, their rationality and effectiveness could be further improved. The results implied that inter-organizational conflicts had a constructive effect on project added value and should attract broad attention for future research. Additionally, different driving factors had different influences on these conflicts, and even the driving factors can be divided into different dimensions. Practical implications This study provides a better understanding of the relationship between inter-organizational conflicts and added value in construction projects, and a reliable reference for the project manager to effectively deal with these conflicts. In addition, this research reveals the effects of conflicts on project added value and the path of conflicts transformation. This provides a useful reference for project managers to take advantage of the positive effect of task conflict and process conflict, and to avoid the negative effect of relationship conflict. Originality/value Very few studies attempted to examine the effects of inter-organizational conflicts on project added value in construction projects. Therefore, this research makes significant theoretical and practical contributions to the existing body of knowledge on the conflict management and project added value. This research provides an empirical evidence to support the viewpoint that different types of conflicts can be mutually transformed. Similarly, this study explains how conflicts present functional and dysfunctional effects in construction projects. Both of them are potential theoretical contributions to the existing body of knowledge.

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4

Tranøy, Knut Erik, and Knut Erik Tranoy. "Biomedical Value Conflict." Hastings Center Report 18, no. 4 (August 1988): 8. http://dx.doi.org/10.2307/3563245.

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PEROV, VADIM. "THE CONFLICT OF VALUES AND THE VALUE OF CONFLICT IN N. HARTMANN’S ETHICS." HORIZON / Fenomenologicheskie issledovanija/ STUDIEN ZUR PHÄNOMENOLOGIE / STUDIES IN PHENOMENOLOGY / ÉTUDES PHÉNOMÉNOLOGIQUES 8, no. 1 (2019): 230–46. http://dx.doi.org/10.21638/2226-5260-2019-8-1-230-246.

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6

Yayla, Alper, and Yu Lei. "Information security policies and value conflict in multinational companies." Information & Computer Security 26, no. 2 (June 11, 2018): 230–45. http://dx.doi.org/10.1108/ics-08-2017-0061.

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PurposeThe purpose of this paper is to examine challenges multinational companies face during the diffusion of their information security policies. Parent companies use these policies as their discourse for legitimization of their practices in subsidiaries, which leads to value conflicts in subsidiaries. The authors postulate that, when properly crafted, information security policies can also be used to reduce the very conflicts they are creating.Design/methodology/approachThe proposed framework is conceptualized based on the review of literatures on multinational companies, information security policies and value conflict.FindingsThe authors identified three factors that may lead to value conflict in subsidiary companies: cultural distance, institutional distance and stickiness of knowledge. They offer three recommendations based on organizational discourse, ambidexterity and resource allocation to reduce value conflict.Research limitations/implicationsThe authors postulate that information security policies are the sources of value conflict in subsidiary companies. Yet, when crafted properly, these policies can also offer solutions to minimize value conflict.Practical implicationsThe proposed framework can be used to increase policy diffusion success, minimize value conflict and, in turn, decrease information security risk.Originality/valueThe growing literature on information security policy literature is yet to examine the diffusion of policies within multinational companies. The authors argue that information security policies are the source of, and solution to, value conflict in multinational companies.

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N.UDAYASHANKAR, N. UDAYASHANKAR, and DR K. MURALIDHARAN DR. K. MURALIDHARAN. "A Study on Lifestyle, Religious Values and Value Conflict Among the Working Population in Coimbatore District." Global Journal For Research Analysis 3, no. 1 (June 15, 2012): 163–65. http://dx.doi.org/10.15373/22778160/january2014/75.

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Todorova, Gergana, Kenneth Tohchuan Goh, and Laurie R. Weingart. "The effects of conflict type and conflict expression intensity on conflict management." International Journal of Conflict Management 33, no. 2 (October 29, 2021): 245–72. http://dx.doi.org/10.1108/ijcma-03-2021-0042.

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Purpose This paper aims to add to the current knowledge about conflict management by examining the relationships between conflict type, conflict expression intensity and the use of the conflict management approach. Design/methodology/approach The authors test theory-based hypotheses using a field study of new product development teams in an interdisciplinary Masters program (Study 1) and an experimental vignette study (Study 2). Findings Results show that people are more likely to respond to task conflict and conflicts expressed with less intensity using collectivistic conflict management approaches (i.e. problem-solving, compromising and yielding), and to relationship conflicts and conflicts expressed with higher intensity through forcing, an individualistic conflict management approach. Information acquisition and negative emotions experienced by team members mediate these relationships. Practical implications Knowing how the characteristics of the conflict (type and expression intensity) affect conflict management, managers can counteract the tendency to use dysfunctional, forcing conflict management approaches in response to high intensity conflicts, as well as to relationship conflicts and support the tendency to use collectivistic conflict management approaches in response to low intensity conflict, as well as task conflicts. Originality/value The authors examine an alternative to the prevailing view that conflict management serves as a moderator of the relationship between conflict and team outcomes. The research shows that conflict type and intensity of conflict expression influence the conflict management approach as a result of the information and emotion they evoke. The authors open avenues for future research on the complex and intriguing relationships between conflict characteristics and the conflict management approach.

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Bouckenooghe, Dave, Marc Buelens, Johnny Fontaine, and Karlien Vanderheyden. "The Prediction of Stress by Values and Value Conflict." Journal of Psychology 139, no. 4 (January 2005): 369–84. http://dx.doi.org/10.3200/jrlp.139.4.369-384.

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Stewart, Jenny. "Value Conflict and Policy Change." Review of Policy Research 23, no. 1 (January 2006): 183–95. http://dx.doi.org/10.1111/j.1541-1338.2006.00192.x.

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Kouzakova, Marina, Naomi Ellemers, Fieke Harinck, and Daan Scheepers. "The Implications of Value Conflict." Personality and Social Psychology Bulletin 38, no. 6 (February 27, 2012): 798–807. http://dx.doi.org/10.1177/0146167211436320.

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Korper, Susan H., Daniel Druckman, and Benjamin J. Broome. "Value Differences and Conflict Resolution." Journal of Social Psychology 126, no. 3 (June 1986): 415–17. http://dx.doi.org/10.1080/00224545.1986.9713606.

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Druckman, Daniel, Benjamin J. Broome, and Susan H. Korper. "Value Differences and Conflict Resolution." Journal of Conflict Resolution 32, no. 3 (September 1988): 489–510. http://dx.doi.org/10.1177/0022002788032003005.

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Druckman, Daniel, and Benjamin J. Broome. "Value Differences and Conflict Resolution." Journal of Conflict Resolution 35, no. 4 (December 1991): 571–93. http://dx.doi.org/10.1177/0022002791035004001.

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Puryanto, Sidik. "Konflik, Karakter dan Pancasila: Studi Kepustakaan." Journal of Education, Humaniora and Social Sciences (JEHSS) 4, no. 4 (May 1, 2022): 2351–60. http://dx.doi.org/10.34007/jehss.v4i4.1076.

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The purpose of this study is to analyze the relationship between conflict and character in Indonesia, and Pancasila as a source of character for conflict resolution. As the largest pluralistic country in the world, Indonesia cannot be separated from conflict. History records many identity conflicts caused by ethnic conflicts, religious and racial differences, conflicts between groups, and increasingly strong ideological wars. This research method uses literature study. The resulting literature studies are sourced from books, articles, which are relevant to conflict, interaction, character. The results of this study are (1) conflict is caused by the intersection of character needs and interests; (2) the character of the conflict includes the attitudes, emotions, and habits of various people. Therefore, the effort that must be done is to revitalize the practice of Pancasila values. Pancasila as a spiritual value (the highest cosmos), as well as a moral value, must be implemented in everyday life, with the aim of preventing and resolving conflicts in the present and in the future.

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Broński, Włodzimierz. "Conflict of Values Subject to Mediation Proceedings." Teka Komisji Prawniczej PAN Oddział w Lublinie 15, no. 2 (December 31, 2022): 47–60. http://dx.doi.org/10.32084/tkp.4699.

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The aim of this study was to reflect scientifically on the possibility of resolving value conflicts through mediation proceedings and on methods of resolving them. First, the relationship between law and values was discussed, stating that law and values form an interconnected system of vessels. When it comes to conflict resolution through mediation, law and values provide a mediator with a normative-axiological framework to communicate with the conflicting parties and assist in creating adequate solutions. A deeper analysis of the nature of value conflicts led to an observation that they are caused by divergent value systems upheld by the people involved, but that the difference in preferred values alone does not necessarily lead to conflict. A factor that is a catalyst for value conflicts is a determined imposition of one's own values on others, without tolerance towards the others’ axiology. The final section of the article emphasises that mediation is a legal and values-based instrument, but at the same time it offers an advantage of minimally formalised proceedings. This is why mediation provides an advantageous space for resolving values conflicts, when led by a professional mediator. Based on the assumption that values are non-negotiable, three possible ways for a mediator to intervene in a values conflict were identified, i.e. avoiding defining the problem in terms of values, seeking an overarching value, reframing the parties' perception of the object of the dispute and of the opposing party through the mediator’s sharing their own experience of values.

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Omodo, Kagere Willy, Gilbert Obici Obici, and David Mwesigwa Mwesigwa. "Land Governance Institutions and Land Conflict Management in Lira District, Lango Sub-Region, Uganda." International Journal of Conflict Management 4, no. 1 (January 13, 2023): 22–49. http://dx.doi.org/10.47941/ijcm.1177.

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Purpose: This study aimed to assess the effectiveness of selected land governance institutions in the management of land conflicts in Lango sub-region. Methods and materials: Both correlation and descriptive designs were used and a sample size of 200 was targeted, and sampled using purposive and simple random sampling techniques from whom, questionnaires was administered among members of Land Tribunals, local council courts, and opinion leaders. The response rate of 86% was achieved from which data was analysed. Findings: The study reveals that the correlation between Land Tribunals and land conflicts (r = .120; p-value >.05) is positive and weak; between Local Council Courts and land conflict (r = .224; p-value <.05) is positive and weak; and between Ad-hoc Mediators and land conflict (r = .518; p-value>.05) is positive and strong. Further, the results of multiple regression reveal that Land Tribunals (Beta = .143; p-value >.05) is low in land conflict management; Local Council Courts (Beta = .085; p-value >.05) is low in land conflict management; and that Ad-hoc Mediators (Beta = .479; p-value >.05) is relatively high in land conflict management. Conclusion: It was concluded that Land Tribunals are the least effective in managing land conflicts but Local Council Courts are least effective in managing land conflicts; and that Ad-hoc Mediation is more effective in managing land conflicts in the study area. Recommendations: From the study, it is encouraged that government considers re-enforcing the role of Land Tribunals with the view of making them more effective in land conflicts management; A study on factors leading to rampant land conflicts is proposed.

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Hatiboğlu, Burcu, Özge Sanem Özateş Gelmez, and Çağıl Öngen. "Value conflict resolution strategies of social work students in Turkey." Journal of Social Work 19, no. 1 (February 28, 2018): 142–61. http://dx.doi.org/10.1177/1468017318757174.

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Summary The aim of this study is to examine various strategies of social work students for resolving conflicts between their personal and professional values in the atmosphere of rising conservatism in neoliberal Turkey. Grounded theory was chosen to reflect the feelings and thoughts of 34 students attending a creative drama-based group on critical value education designed by the researchers. Purposeful sampling was employed to identify the participants. Notes and memos, reflective diaries, in-group discussions and a semi-structured focus-group discussion were used to collect data. The data on the conflict resolving strategies of the students are discussed in detail within anti-oppressive perspective in social work practice, theory and education in a neoliberal and neoconservative Turkish context. Findings The study reveals three main categories of conflict resolution strategies: (1) “Suppression”: An uncomfortable way to neutralize personal values, (2) Stretching boundaries via “sanctification”, and (3) “Fatalism” and pussyfooting around the status-quo. Uncomfortable feelings and fears are the basic triggers of these strategies when personal and professional values are in conflict. Applications The study gives us insight about the necessity to be more emotionally reflective and powerful practitioners while challenging the uncomfortable feelings and fear triggered when personal and professional values are in conflict. We argue that we need to adopt anti-oppressive perspective in professional practice, theory and education to overcome conflicts between personal and professional values in a neoliberal context.

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Harinck, Fieke, and Daniel Druckman. "Do Negotiation Interventions Matter? Resolving Conflicting Interests and Values." Journal of Conflict Resolution 61, no. 1 (July 10, 2016): 29–55. http://dx.doi.org/10.1177/0022002715569774.

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This study compared the effects of three interventions and a no-intervention control on the settlement of resource and value conflicts. These variables were arranged in a two (conflict issue: resources vs. values) by four (no intervention vs. other affirmation vs. shared identity vs. transaction costs) between-dyads design in which 127 dyads engaged in a negotiation task. Negotiators reached generally lower joint outcomes in the value conflict compared to the resource conflict, but after the other-affirmation intervention, this pattern was reversed. The shared-identity intervention did not result in higher joint outcomes for value conflicts. Stressing positive concern for the other negotiator may be a more effective strategy than stressing commonalities between the parties: increased concern for self and decreased defense of own opinions may account for this result. Forcing and logrolling behavior are shown to be mediating variables between the type of conflict and outcomes.

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Rajala, Anni, and Annika Tidström. "Unmasking conflict in vertical coopetition." Journal of Business & Industrial Marketing 36, no. 13 (May 18, 2021): 78–90. http://dx.doi.org/10.1108/jbim-08-2019-0381.

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Purpose The purpose of this study is to increase understanding about vertical coopetition from the perspective of interrelated conflict episodes on multiple levels. Design/methodology/approach The empirical part is based on a qualitative single case study of a coopetitive buyer-supplier relationship in the manufacturing sector. Findings Conflicts in vertical coopetition evolve from being merely functional and task-related to becoming dysfunctional and relationship-related, as the level of competition increases. The nature of conflict episodes influences the development of vertical coopetition, and therefore, the interrelatedness of conflict episodes is important to acknowledge. Practical implications Although a conflict is considered functional within a company, it may still be dysfunctional as far as the coopetitive relationship with the buyer or seller is concerned. Competition may trigger conflicts related to protecting own technology and knowledge, which may lead to termination of the cooperation, therefore coopetition should be managed in a way that balance sharing and protecting important knowledge to get advantages of coopetition. Originality/value The findings enhance prior research on vertical coopetition by offering new perspectives on causes of conflicts, their management, outcomes and types. The value of taking a multilevel approach lies in the ability to show how conflicts occur and influence other conflicts through the interrelatedness of conflict elements on different levels.

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Kekes, John. "Pluralism and the Value of Life." Social Philosophy and Policy 11, no. 1 (1994): 44–60. http://dx.doi.org/10.1017/s0265052500004283.

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As an initial approximation, pluralism may be understood as the combination of four theses. First, there are many incommensurable values whose realization is required for living a good life. Second, these values often conflict with each other, and, as a result, the realization of some excludes the realization of others. Third, there is no authoritative standard that could be appealed to to resolve such conflicts, because there is also a plurality of standards; consequently, no single standard would be always acceptable to all fully informed and reasonable people. Fourth, there are, nevertheless, reasonable ways of resolving conflicts among incommensurable values.

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Aqazade, Mahtob. "The Role of Interactive Features within a Mathematics Storybook in Interpreting a Conflict and Conflict Resolution: The Case of Three Fifth Graders." Education Sciences 12, no. 12 (November 30, 2022): 879. http://dx.doi.org/10.3390/educsci12120879.

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Students often experience cognitive conflicts when trying to interpret negative numbers’ order and values because they do not correspond to their prior whole number knowledge. One way to trigger students’ cognitive conflicts and support their conflict resolution meaningfully is through stories. Thus, I used a temperature-related mathematics storybook—Temperature Turmoil—to highlight the cognitive conflict students often experience because of relying on the integers’ absolute value and introduce conflict resolution (i.e., integers have both absolute value and directed value). By incorporating interactive features, I used a multiple-case approach to describe three fifth graders’ cognitive conflict and conflict resolution experiences. Harry, Lola, and Claire were engaged in control, interactive language, and interactive visual version of the storybook, respectively. I analyzed their responses to integer order and value questions on the pretest, session tests, and posttest as well as retellings to characterize the extent of their conflict and conflict resolution. All three benefited from the storybook with Lola making the most growth and using the mathematical language in her retellings more often. Harry, more accurately than others, described the mathematical ideas of the storybook in his retellings. Claire did not make large progress because of misinterpreting the language used in the integer values questions. This paper provides implications for how to make use of students’ common conflicts to facilitate their learning, which adds to the current understanding of using cognitive conflict as a teaching strategy. Further, the findings contribute to underdeveloped research on the benefits and limitations of interactive mathematics storybooks.

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Levi, Isaac. "Value Commitments, Value Conflict, and the Separability of Belief and Value." Philosophy of Science 66, no. 4 (December 1999): 509–33. http://dx.doi.org/10.1086/392752.

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Boyarski, Eli, Daniel Harabor, Peter Stuckey, Pierre Le Bodic, and Ariel Felner. "F-Cardinal Conflicts in Conflict-Based Search." Proceedings of the International Symposium on Combinatorial Search 11, no. 1 (September 1, 2021): 123–24. http://dx.doi.org/10.1609/socs.v11i1.18519.

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Conflict-Based Search (CBS) is a leading algorithm for optimal Multi-Agent Path Finding (MAPF) which features strong performance. In CBS, one conflict in a high-level node is resolved to generate two child nodes, until a node with no conflicts is found. Choosing the right conflict to resolve can greatly speed up the search. It is currently recommended to resolve cardinal conflicts first, resolving them yields two child nodes with a higher cost than the cost of their parent. However, since the recent addition of high-level heuristics to CBS, when resolving cardinal conflicts, the h-value of high-level child nodes often decreases by the same amount as their cost increases. This diminishes the effectiveness of the cardinal conflicts distinction. We propose an expanded categorization of conflicts into f-cardinal, g-cardinal, and non-cardinal. F-cardinal conflicts should be resolved first. Resolving f-cardinal conflicts generates child nodes with an increased f-value relative to their parent. We propose two methods for identifying f-cardinal conflicts. Finally, we demonstrate on standard benchmarks that choosing conflicts according to this expanded categorization increases the effectiveness of modern CBS.

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Craig, Stephen C., Michael D. Martinez, James G. Kane, and Jason Gainous. "Core Values, Value Conflict, and Citizens' Ambivalence about Gay Rights." Political Research Quarterly 58, no. 1 (March 2005): 5. http://dx.doi.org/10.2307/3595591.

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Craig, Stephen C., Michael D. Martinez, James G. Kane, and Jason Gainous. "Core Values, Value Conflict, and Citizens’ Ambivalence about Gay Rights." Political Research Quarterly 58, no. 1 (March 2005): 5–17. http://dx.doi.org/10.1177/106591290505800101.

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Kristiansen, Connie M., and Kimberly Matheson. "Value Conflict, Value Justification, and Attitudes toward Nuclear Weapons." Journal of Social Psychology 130, no. 5 (October 1990): 665–75. http://dx.doi.org/10.1080/00224545.1990.9922959.

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De Dreu, Carsten K. W. "Negotiating Deals and Settling Conflict Can Create Value for Both Sides." Policy Insights from the Behavioral and Brain Sciences 1, no. 1 (October 2014): 156–63. http://dx.doi.org/10.1177/2372732214549016.

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Conflicts are mostly wasteful, and deal-making is often not optimal. Yet agreements in international relations, business, and personal relationships show that people can regulate their conflicts of interest and ideology constructively and sometimes to mutual benefit. When individuals, and their groups, create such mutually beneficial, integrative agreements, they promote economic prosperity, stabilize society, and reduce conflict. Key insights from social-psychological science show (a) when and why people initiate negotiation, (b) how negotiators’ cognitive strategies manage complex and uncertain information, and (c) how their goals and motivations can release their capacity to create value in conflict and deal-making. These integrative agreements grow from both concern for own interests and respect for the other side. Reaching integrative agreements is cognitively taxing and difficult, yet facilitated when negotiators adopt long-term perspectives focused on own and others’ interests rather than immediate competing positions. Institutions can help negotiators to seek integrative agreements that benefit all rather than some by nurturing mutual respect and promoting benign, low-pressure environments.

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Weerasuriya, Sujeeva A., and Michael C. Pietrzyk. "Development of Expected Conflict Value Tables for Unsignalized Three-Legged Intersections." Transportation Research Record: Journal of the Transportation Research Board 1635, no. 1 (January 1998): 121–26. http://dx.doi.org/10.3141/1635-16.

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A high percentage of highway crashes in the United States occur at intersections. These crashes result in property damage, lost productivity, injury, and even death. Identifying intersections associated with high crash rates is very important to minimize future crashes. Identifying the high-risk intersections before crashes occur is a challenge that every traffic/safety analyst faces. Traffic conflict technique is a solution to this problem. Extensive research efforts have been made to estimate mean and abnormal traffic conflict counts at four-legged intersections with varying lane and approach volume conditions. However, similar efforts on unsignalized three-legged intersections have been focused only on two-lane highways. Therefore, a thorough analysis of conflicts at unsignalized three-legged intersections with various lane combinations was necessary. The current study is part of a comprehensive research attempt to develop expected conflict value tables that can be easily used for different intersection configurations. The most common unsignalized threelegged intersection types (total of three) were identified and categorized based on through lanes of the intersection. During the summer of 1995, 12 different traffic conflict types were surveyed from 38 intersections randomly sampled from a five-county area in west-central Florida. Combining a recent 3-year crash history and the collected conflict data of the sampled intersections, new and easy-to-use tables were developed for Florida-based unsignalized three-legged intersections. The tables provide mean, variance, and 90th and 95th percentile conflict rates. These simplified tables can be used to estimate the expected number of crashes, relative safety effectiveness, and operational problems at intersections.

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Joe Ward. "Nietzsche's Value Conflict: Culture, Individual, Synthesis." Journal of Nietzsche Studies 41, no. 1 (2011): 4. http://dx.doi.org/10.5325/jnietstud.41.1.0004.

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Magendanz, Douglas. "Conflict and Complexity in Value Theory." Journal of Value Inquiry 37, no. 4 (2003): 443–53. http://dx.doi.org/10.1023/b:inqu.0000019038.46080.f3.

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Shamoun, Sanny, and Ola Svenson. "Value conflict and post–decision consolidation." Scandinavian Journal of Psychology 43, no. 4 (September 2002): 325–33. http://dx.doi.org/10.1111/1467-9450.00301.

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Brown, C., and W. Kondro. "Conflict emerges over value of handwashing." Canadian Medical Association Journal 181, no. 10 (October 5, 2009): 667–68. http://dx.doi.org/10.1503/cmaj.109-3066.

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Hillman, Donald R. "Understanding Multigenerational Work-Value Conflict Resolution." Journal of Workplace Behavioral Health 29, no. 3 (July 3, 2014): 240–57. http://dx.doi.org/10.1080/15555240.2014.933961.

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Thacher, David, and Martin Rein. "Managing Value Conflict in Public Policy." Governance 17, no. 4 (October 2004): 457–86. http://dx.doi.org/10.1111/j.0952-1895.2004.00254.x.

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Ward, Joe. "Nietzsche's Value Conflict: Culture, Individual, Synthesis." Journal of Nietzsche Studies 41, no. 1 (2011): 4–25. http://dx.doi.org/10.1353/nie.2011.0010.

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Kerwin, Shannon, and Alison Doherty. "An Investigation of the Conflict Triggering Process in Intercollegiate Athletic Departments." Journal of Sport Management 26, no. 3 (May 2012): 224–36. http://dx.doi.org/10.1123/jsm.26.3.224.

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The purpose of this study was to investigate factors that moderate the association between substantive task and process conflicts and personal relationship conflict within Canadian intercollegiate athletic departments. The sample population was administrative office personnel in those departments (i.e., directors, managers, and support staff). Based on previous research and tenets of affective events theory, task participation, trust, cohesion, value dissimilarity, and negative affect were hypothesized to influence the likelihood that task and process conflict would trigger relationship conflict. Trust and value dissimilarity were found to significantly moderate the association between task conflict and further relationship conflict. The findings advance theory with regard to mechanisms that reduce negative conflict and enhance our understanding of intragroup conflict in intercollegiate athletics. Implications for research and practice are presented.

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Boyarski, Eli, Ariel Felner, Pierre Le Bodic, Daniel D. Harabor, Peter J. Stuckey, and Sven Koenig. "f-Aware Conflict Prioritization & Improved Heuristics For Conflict-Based Search." Proceedings of the AAAI Conference on Artificial Intelligence 35, no. 14 (May 18, 2021): 12241–48. http://dx.doi.org/10.1609/aaai.v35i14.17453.

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Conflict-Based Search (CBS) is a leading two-level algorithm for optimal Multi-Agent Path Finding (MAPF). The main step of CBS is to expand nodes by resolving conflicts (where two agents collide). Choosing the ‘right’ conflict to resolve can greatly speed up the search. CBS first resolves conflicts where the costs (g-values) of the resulting child nodes are larger than the cost of the node to be split. However, the recent addition of high-level heuristics to CBS and expanding nodes according to f=g+h reduces the relevance of this conflict prioritization method. Therefore, we introduce an expanded categorization of conflicts, which first resolves conflicts where the f-values of the child nodes are larger than the f-value of the node to be split, and present a method for identifying such conflicts. We also enhance all known heuristics for CBS by using information about the cost of resolving certain conflicts, and with only a small computational overhead. Finally, we experimentally demonstrate that both the expanded categorization of conflicts and the improved heuristics contribute to making CBS even more efficient.

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Zheng, Lai, and Tarek Sayed. "Application of Extreme Value Theory for Before-After Road Safety Analysis." Transportation Research Record: Journal of the Transportation Research Board 2673, no. 4 (April 2019): 1001–10. http://dx.doi.org/10.1177/0361198119841555.

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Because of well-recognized quality and quantity problems associated with historical crash data, traffic conflict techniques have been increasingly used in before-after safety analysis in recent years. This study proposes using an extreme value theory (EVT) approach to conduct traffic conflict-based before-after analysis. The capability of providing confident estimation of extreme events by the EVT approach drives the before-after analysis to shift from normal traffic conflicts to more serious conflicts, which are relatively rare but have more in common with actual crashes. The approach is applied to evaluate the safety effects of converting channelized right-turn lanes into smart channels, based on traffic conflicts defined by time to collision (TTC) and collected from three treatment intersections and one control intersection in the city of Penticton, British Columbia. Odds ratios and treatment effects are calculated from extreme-serious conflicts, the frequencies of which are estimated from the generalized Pareto distributions of traffic conflicts with TTC⩽0.5 s. The results show approximately 34% reduction in total extreme-serious conflicts (i.e., combining merging conflicts and rear-end conflicts), indicating overall a remarkable safety improvement following the smart channel treatment. This finding is consistent with the analysis result based on traffic conflicts with TTC⩽3.0 s. It is also found that the reduction in extreme-serious merging conflicts is small and insignificant. This is caused by the phenomenon that TTC values of merging conflicts become smaller after the treatment, and it is possibly because drivers become more aggressive with the better view of approaching cross-street traffic provided by the smart channel.

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Caputo, Andrea, Giacomo Marzi, Massimiliano Matteo Pellegrini, and Riccardo Rialti. "Conflict management in family businesses." International Journal of Conflict Management 29, no. 4 (August 13, 2018): 519–42. http://dx.doi.org/10.1108/ijcma-02-2018-0027.

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PurposeThe purpose of this study is to map the intellectual structure of the field of conflict management and the field of family business to the investigation of conflicts in family firms, with the aim of contributing to the further integration of knowledge between the two fields.Design/methodology/approachFamily conflicts and work–family balance issues also received a lot of attention, yet studies in conflict management still seem to overlook a thorough investigation of conflict in family businesses. Conflict is a major aspect of family businesses, which differs highly from non-family businesses, and offers an important research avenue for conflict management scholars to contribute to the investigation of major characteristics of organisations that constitute a large part of the value created in the world.FindingsThe results of a bibliometric analysis and systematic literature review show that studies concerning conflict in family business aggregate around three clusters: organisational conflicts; firm growth and conflicts; and family control, performance and conflicts. An interpretative framework is also developed to interpret how antecedents, conflicts and growth dynamics in family business influence performances. Findings show how family conflicts and work–family balance issues received a lot of attention, yet studies in conflict management still seem to miss a thorough investigation of conflict in family businesses.Originality/valueThis paper contributes to the field of conflict management and family business by providing a systematic analysis of knowledge and family firms. This paper can be a starting point for researchers interested in understanding how conflicts affect family businesses.

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Hartawati, Andi. "Conflict Resolution in the Perspectives." Journal of Public Administration and Governance 9, no. 3 (August 21, 2019): 75. http://dx.doi.org/10.5296/jpag.v9i3.14964.

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In a happy household, it based on the principle of mutual responsibility for the rights and obligations of husband and wife. But the reality is that families cannot always be calm and calm, sometimes there are conflicts in it. If the dispute not is resolved, it can lead to divorce. The increase in the number of cases that occur each year makes the writer formulate a problem, namely what is the cause of the conflict between husband and wife and how to resolve the dispute between husband and wife that affects the divorce. By adopting an empirical research approach, namely observing the symptoms of law in society. Causes of husband and wife conflicts such as value conflicts, lack of communication, ineffective leadership, incompatible roles, low productivity, changes in balance, problems not solved overcoming conflict by minimizing divorce making peace with religious observance, and increasing the value of local wisdom "Siri Na Pacce."

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Lauring, Jakob, Poul Houman Andersen, Marianne Storgaard, and Hanne Kragh. "Low-intensity conflict in multinational corporations." Multinational Business Review 25, no. 1 (April 18, 2017): 11–27. http://dx.doi.org/10.1108/mbr-04-2015-0013.

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Purpose This paper aims to identify antecedents for, and consequences of, low-intensity inter-unit conflict in multinational corporations (MNCs). Inter-unit conflict in MNCs is an important and well-researched theme. However, while most studies have focused on open conflict acknowledged by both parties, much less research has dealt with low-intensity conflicts. Still, low-intensity conflicts can be highly damaging – not least because they are rarely resolved. Design/methodology/approach The authors used a qualitative approach to understanding low-intensity conflict relying on 170 interviews in four Danish MNCs. Findings They describe consequences of low-intensity conflict and identify three types of actions by headquarters’ representatives that could lead to the development of low-intensity conflicts, namely, ignoring, bypassing and educating. Originality/value Very few studies have dealt with low-intensity conflict – not least in international business research. The authors argue that the study of low-intensity conflict in MNCs can provide relevant, novel knowledge of MNC functioning.

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Хроменков, Павел, and Pavel Khromenkov. "The Political Value of Linguistic Frequency Analysis." Servis Plus 7, no. 4 (December 11, 2013): 94–100. http://dx.doi.org/10.12737/1703.

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The articles studies the phenomenon of conflict as reflected in the current information area as a system. The author employs qualitative content analysis techniques to substantiate the idea of global controllability of the information stream content, and reveals the conflict-provoking potential of an increased use of conflict vocabulary.

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Miller, Arthur, Tor Wynn, Phil Ullrich, and Mollie Marti. "Concept and Measurement Artifact in Multiple Values and Value Conflict Models." Political Research Quarterly 54, no. 2 (June 2001): 407. http://dx.doi.org/10.2307/449163.

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Miller, Arthur, Tor Wynn, Phil Ullrich, and Mollie Marti. "Concept and Measurement Artifact in Multiple Values and Value Conflict Models." Political Research Quarterly 54, no. 2 (June 2001): 407–19. http://dx.doi.org/10.1177/106591290105400208.

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Lim, Dong-Jin, and Kyung Deuk Kwon. "Policy conflicts and factors affecting conflict resolution in South Korea." International Journal of Conflict Management 31, no. 1 (September 18, 2019): 58–75. http://dx.doi.org/10.1108/ijcma-03-2019-0057.

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Purpose This paper aims to identify and explore the overall frequency and characteristics of policy conflicts, with a focus upon those factors affecting conflict resolutions in South Korea. Design/methodology/approach The study uses data from cases of conflict from the Korean Public Policy Conflict Database (KPPCDB) (1948-2014). For the analysis of data, chi-squared test and multinomial logistic regression are used. Findings The findings show a total of 2,030 policy conflicts in 1948-2014, most of which were conflicts of interest (47.9 per cent). More than 70 per cent (71.2 per cent) were policy conflicts between the government and the private sector; the field with the most policy conflicts was regional development (21.0 per cent), and 84.1 per cent of all policy conflicts were resolved. The factors that affected conflict resolution by interest were conflicts between the government and private sector, authoritarian government, national regions and capital areas. Practical implications This paper suggests reforming the current procedures of conflict management, adopting alternative dispute resolutions, and developing a social-consensus-building process for efficiently resolving conflicts. Originality/value This study built a database (KPPCDB) examining 66 years of conflict cases that took place between 1948, the year the Korean Government was established, and 2014. This database covers all cases of policy conflicts that occurred in Korea and provides a comprehensive understanding of the phenomena of policy conflicts and conflict resolution.

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You, Jingya, Yongqiang Chen, Yuanyuan Hua, and Wenqian Wang. "The efficacy of contractual governance on task and relationship conflict in inter-organisational transactions." International Journal of Conflict Management 30, no. 1 (February 11, 2019): 65–86. http://dx.doi.org/10.1108/ijcma-05-2018-0061.

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Purpose This paper aims to explain how contractual complexity, including contractual control, coordination and adaptation, makes a difference to the task and relationship conflict, and then, to investigate the moderating roles played by both, total interdependence and interdependence asymmetry, in altering the association between the two types of conflicts. Design/methodology/approach This study obtained data through a questionnaire survey in the Chinese construction industry and the final sample consisted of 232 responses. The data were analysed using hierarchy analysis using SPSS. Findings The results are as follows: first, higher contractual control and coordination reduce the level of relationship conflicts, and higher contractual coordination also reduces the level of task conflicts; second, task conflict positively affects relationship conflict; third, task conflict mediates the relationship between contractual coordination and relationship conflict; and finally, when total interdependence is higher, task conflict induces more relationship conflict. On the contrary, high interdependence asymmetry weakens the positive relationship between task and relationship conflicts. Practical implications This study highlights the importance of contracts in conflict management. The findings can guide practitioners in drafting suitable contracts to deal with task and relationship conflicts more effectively. Originality/value This study differentiates the effects of distinct components of contracts on task and relationship conflicts, and then reveals the contingent effects of interdependence on the relationship between task and relationship conflicts in inter-organisational transactions.

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Thacker, Nancy E., and Jillian M. Blueford. "Resolving Value Conflicts With Physician-Assisted Death: A Systemic Application of the Counselor Values-Based Conflict Model." Professional Counselor 8, no. 3 (September 2018): 249–61. http://dx.doi.org/10.15241/net.8.3.249.

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Borooah, Vani Kant, Anirudh Tagat, and Vinod Mishra. "Conflict, caste and resolution: a quantitative analysis for Indian villages." Indian Growth and Development Review 13, no. 2 (October 9, 2019): 319–38. http://dx.doi.org/10.1108/igdr-08-2019-0087.

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Purpose The purpose of this paper is to provide a quantitative assessment of caste-based conflict in India. The data for this paper are from the Rural Economic and Demographic Survey (REDS) of 2006 encompassing 8,659 households in 242 villages in 18 Indian states. Design/methodology/approach Using these data, the authors examine two broad issues: the sources of conflict in rural India and the degree to which these sources contribute to caste-basted, as opposed to non-caste-based conflict; the sources of conflict resolution in rural India: are some conflict-resolving agencies more effective at dealing with caste-based conflicts and others more effective with non-caste-based conflicts? Findings There was a rise in caste-based conflict over the (approximate) period 1996-2006. There are several reasons for the rise in caste-based conflict but, in the main, is the rise in assertiveness of persons belonging to India’s lower castes. In terms of conflict resolution, panchayats and prominent individuals were important in resolving village conflicts: 69 per cent of caste-based, and 65 per cent of non-caste based, conflicts were resolved by one or the other of these two agents. Originality/value This is the first attempt, using econometric methodology, to study caste conflict at a village level in India.

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Reeves-Ellington, Richard. "A Mix of Cultures, Values, and People: An Organizational Case Study." Human Organization 57, no. 1 (March 1, 1998): 94–107. http://dx.doi.org/10.17730/humo.57.1.a2166u13p6054597.

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The key premise of this article is that normative and prescriptive value orientation collisions are underlying causes of organizational culture conflict. This article explores the premise by examining the American University in Bulgaria (AUBG); an organization rife with internal conflicts between its major internal constituencies of American faculty, Bulgarian administrators, and Bulgarian students. Arguably, the conflict reduced the effectiveness of the school's educational mission. For better understanding of the causes of conflict at AUBG, I examine the normative and prescriptive values of each constituency within the internal cross-cultural context of the institution.

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