Rozprawy doktorskie: „Interpersonal conflict”

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Thybault, John Frederick. "Equipping Christians for interpersonal conflict management". Theological Research Exchange Network (TREN), 2005. http://www.tren.com.

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Yan, King-sun. "A consultancy report on the organization conflict and suggest ways for conflict resolution by management of organizational change of a German buying office in Hong Kong /". Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19909226.

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Sauders, Jodi. "Interpersonal conflict within the context of the organization". Morgantown, W. Va. : [West Virginia University Libraries], 2002. http://etd.wvu.edu/templates/showETD.cfm?recnum=2448.

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Rodriguez, Justin J. "How Skills Learned During Childhood Play Can Improve Interpersonal Conflict Resolution". Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2268.

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This thesis investigates how the behaviors and skills learned during childhood play are conducive towards successful conflict resolution in adulthood. From reviewing the literature, it is clear that pretend play, social play, and games help the socio-cognitive development of a child. Through these types of play, children learn how to become better at taking another person’s perspective, effectively communicate, and regulate their socio- emotional behavior. Additionally, recognizing that negotiation seems to be the most mature way to handle conflict, I argue that children learn to navigate opposition through engaging in their own peer to peer conflicts during play. As a result, using their practiced perspective-taking, communication, and socio-emotional skills learned from play, they improve in their conflict management. Although there has not been substantial studies connecting play and conflict resolution, it is clear that the skills learned during play are associated with constructive resolution–-which as adults, is usually negotiation. Nonetheless, there needs to be more research done on how engaging in conflict and having these broad behaviors and attributes are more directly related to successful conflict management.

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Lavoie, Kim Louise. "Women, anger, and cardiovascular reactivity to interpersonal conflict". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ40184.pdf.

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Taylor, Erin Powell. "The possibility of interagent conflict". Diss., Restricted to subscribing institutions, 2008. http://proquest.umi.com/pqdweb?did=1610483231&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.

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Song, Wen. "Conflict-solving orientation and goal management: Effectiveness of opening messages in interpersonal conflict". The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1420717364.

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Bellerose, Jeannette. "Maintaining interpersonal harmony in the context of intergroup conflict". Thesis, McGill University, 1986. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=72828.

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Mole, Graham William. "Managers in conflict : a longitudinal study of manager behaviour in interpersonal conflicts at work". Thesis, Birkbeck (University of London), 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271146.

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Zinkin, Mary H. "A Study of Ability to Choose Appropriate Conflict Behavior Determined by the Relationship Between Locus of Control and Conflict Behavior Styles". PDXScholar, 1987. https://pdxscholar.library.pdx.edu/open_access_etds/335.

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Two major theoretical controversies were addressed in this study: (1) whether conflict behavior can best be explained by personal characteristics or by situational characteristics and (2) whether there is one best way to handle conflict or several effective ways depending on the situation. Specifically, it explored the relationship between locus of control (internal, powerful others, chance) and conflict behavior (nonconfrontation, solution-orientation, control) in situations where choosing each of these strategies was regarded most appropriate. The study gathered data relevant to four questions: (1) Is there a relationship between an individual's conflict behavior style and personal characteristics such as feelings of power and control? (2) If there is a relationship, does it affect one's choice of conflict behavior in particular situations? (3) Can situations be defined so that a particular conflict behavior could be considered effective and therefore most appropriate? (4) Are all individuals equally disposed to choose the effective conflict behavior in the situation? Characteristics were defined by this researcher forming the basis for regarding choice of a particular conflict strategy as most appropriate in the situation. Conflict situations incorporating those characteristics were then developed and pretested for use in administering the Organizational Communication Conflict Instrument (OCCI) (Putnam & Wilson, 1982). Four conflict situations were used. Levenson's I, P, and C Locus of Control Scale (1973) and Putnam & Wilson's OCCI (1982) were administered to 163 undergraduates at Portland State University. Females comprised 63% of the sample, males--37%. Results of canonical correlations indicated that "powerful others" locus of control orientation was related to choice of nonconfrontation conflict behavior. Multivariate analysis of variance results indicated that the situation, sex, and locus of control variables account significantly for differences in choice of conflict behavior. The Newman-Keuls procedure revealed an unexpected outcome; all subjects reflected a significant tendency to choose the appropriate behavior in the situation. The findings of this study suggest that conflict behavior can be explained by both personal characteristics and situational characteristics. The study also provides evidence that there is not one best way to handle conflict across all situations, supporting a contingency approach to interpersonal conflict.

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Mienaltowski, Andrew S. "Age Differences in Interpersonal Problem Solving: Examining Interpersonal Conflict in an Iterated Prisoner s Dilemma Game". Diss., Georgia Institute of Technology, 2008. http://hdl.handle.net/1853/24709.

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Studies of life span development in everyday problem solving suggest two trajectories of change in adulthood: individuals become less effective at solving well-defined instrumental problems but more effective at managing ill-defined interpersonal problems. Two experiments were conducted to examine the ability of young and older adults to effectively manage an interpersonal problem that has a well-defined measure of instrumental success. Participants played an iterated Prisoner s Dilemma game with same-age, computer-simulated strangers (Experiment 1) and friends (Experiment 2). Success was dependent upon one s ability to put aside self-interest and cooperate with a partner. Computer-simulated partners reciprocated the participants decisions 100% of the time or behaved in a more self-interested manner. Young and older adults tendencies to create conflict with the reciprocating partner and their defensive reactions to the selfish partner were examined. Although young adults outperformed older adults when playing the game on their own, they did not carry this performance advantage into the interactive rounds. In fact, despite their success when playing alone, young adults were no more successful than older adults when interacting with others. Young and older adults both cooperated more with friends than with strangers and more with the reciprocating partner than the selfish partner. However, when the participants first interaction was with a selfish stranger, older adults were more cooperative than young adults and consequently accrued more reward. This is consistent with previous research demonstrating that older adults use more passive interpersonal problem solving strategies than young adults, and it also partially supports the prediction that advancing age leads to more effective strategy implementation when solving interpersonal problems.

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Sinclair, Nancy L. "Children's and adolescents' reports of reactions to interpersonal conflicts in dyads versus groups". Thesis, McGill University, 2006. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=102728.

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The primary focus of this study was to assess children's and adolescents' perceptions of the ways in which peers respond to stressful conflicts that occur amongst them. Key variables that were examined were the social context (a dyad relationship versus a group relationship) and the social atmosphere (a compatible relationship versus an incompatible relationship) in which the conflict occurred. Scenarios were developed to simulate, as close as possible, realistic stressful conflicts that might typically arise in the daily lives of school age children and adolescents. Children and adolescents across three grade levels (1, 5, and 10) were administered a peer report measure in which they indicated to what extent they believed their same-sex peers would respond aggressively. The first part of the procedure required participants to listen to either a social scenario (someone who had been a member of a club was asked to leave) or an academic scenario (someone was given a bad grade by a peer) that described a conflict between two protagonists. The results of this study revealed that, as predicted, females endorsed significantly more aggressive responses for the compatible dyad context compared to the compatible group, incompatible dyad and incompatible group contexts. This finding occurred for overt, covert and withdrawn forms of aggression. These findings were also consistent across the three grade levels. Contrary to the hypothesis, males did not believe that their peers would behave differently across social contexts or atmospheres. Males did however report a higher level of overt and withdrawn aggression than females when the dyad and group conditions were combined. There were no gender differences in the aggressive responses for covert aggression. The implications of females' beliefs that degree of aggression would be highest in the intimate compatible dyad relationship compared to the other relationship contexts were discussed.

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13

Brewer, T. Shawn. "Enlisting and training a support group of spiritual peers in the biblical methods and principles of conflict resolution". Theological Research Exchange Network (TREN), 1996. http://www.tren.com.

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Mienaltowski, Andrew S. "Age differences in interpersonal problem solving examining interpersonal conflict in an iterated prisoner's dilemma game /". Atlanta, Ga. : Georgia Institute of Technology, 2008. http://hdl.handle.net/1853/24709.

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Thesis (Ph.D.)--Psychology, Georgia Institute of Technology, 2009.
Committee Chair: Fredda Blanchard-Fields; Committee Member: Ann Bostrom; Committee Member: Christopher Hertzog; Committee Member: Jack Feldman; Committee Member: Paul Corballis

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Portello, Jacqueline Yvonne. "Sex-typed traits, moral and interpersonal conflict, and conflict management strategies of women managers". Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/31323.

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The focus of this study was to determine whether sex-typed traits (instrumentality, expressiveness, androgyny) and type of conflict (interpersonal and moral) differentiate conflict management styles (dominating, integrating, and compromising) of women managers. The data were collected from 134 supervisors and managers (M age 40.1) from 12 branches of the federal government and 25 ministries and offices of the provincial government (British Columbia and the Yukon Territories). Each respondent completed the Bern Sex-Role Inventory and the Rahim Organizational Conflict Inventory-II. Two research questions were posed. The first question examined whether managers resolved conflicts differently according to their sex-role orientation, regardless of the type of conflict. It was hypothesized that (a) high-instrumental managers would report greater use of the dominating conflict handling style, compared with low-instrumental managers, and (b) high-expressive managers would report greater use of the compromising conflict handling style, compared with low-expressive managers. The second research question examined whether managers resolved conflicts differently according to their sex-role orientation and the type of conflict engaged in (interpersonal or moral). It was hypothesized that high-instrumental managers would report greater use of the integrating conflict management style for interpersonal conflict, whereas they would report greater use of the dominating style for moral conflict. Also, it was predicted that androgynous managers would report greater use of the integrating conflict management strategy for both types of conflict, compared with managers who score high on the undifferentiated dimension. One 2 X 2 X 2 (High vs. Low Instrumentality X High vs. Low Expressiveness X Conflict Type) MANOVA was employed to test the hypotheses. Conflict type was used as the repeated measures factor as it was assessed twice (interpersonal conflict and moral/ethical conflict). Results supported the hypothesis that high-instrumental managers report greater use of the dominating conflict management strategy, compared with low-instrumental managers, F (1,130) = 10.20, p <.002. Analyses also revealed that both high-expressive and high-instrumental managers reported greater use of the integrating conflict management strategy (F (1,130) = 9.26, p <.003, and F (1,130) = 6.21, p <.01, respectively). This finding supports the hypothesis that androgynous managers report greater use of the integrating conflict management strategy, compared with undifferentiated persons. MANOVA, however, found no significant main effects by conflict type for expressiveness or instrumentality, thus failing to support the remaining hypotheses. Based on the study's findings, implications for future research and application are discussed.
Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate

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16

Volonte, Gianna S. "Interpersonal Forgiveness: An Approach to the Israeli-Palestinian Conflict". Oberlin College Honors Theses / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=oberlin1621541859468987.

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Fields, Thomas Brandon. "How Servant Leadership Impacts Interpersonal Conflict Between Employees and Their Supervisors". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5334.

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Managing interpersonal conflict between employees and their supervisors continues to be a challenge for all employees. Researchers have studied how leadership styles relate to conflict management in organizations, but little is known about how servant leadership relates to conflict management in the workplace. Servant leadership is a management style in which one motivates his or her employees by serving them. The purpose of this dissertation was to investigate how 7 servant leadership dimensions exhibited by supervisors correlated with 5 conflict management styles used by employees when employees had a conflict with their supervisor. A web-based survey invitation was shared with social service employees in 1 social service organization, an online participant recruitment service, and several social service-related groups on LinkedIn, and resulted in a sample of 230 participants. Stepwise multiple regression analysis was used to determine if a predictive relationship existed between the servant leadership dimensions, measured by the Servant Leadership Scale, and helpful and unhelpful conflict management styles, measured by the Rahim Organizational Conflict Inventory-II. Servant leadership exhibited by supervisors correlated positively with both helpful and unhelpful conflict management styles used by employees. Findings from this dissertation can facilitate social change by helping supervisors learn how their actions impact their staff members' preferred conflict management styles. Specifically, supervisors can modify their leadership styles to encourage staff members to use the integrating conflict management style when disagreements arise between them and their staff members.

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18

Powell, J. H. "A Network-based framework for strategic conflict resolution". Thesis, Department of Defence Management and Security Analysis, 2009. http://hdl.handle.net/1826/3975.

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Strategic conflict in this work refers to the spectrum of co-operative and oppositional activities in which organisations engage when their interests meet. The origin of the work is in the management and prediction of corporate strategic conflict, but it will be seen that there are significant similarities between corporate struggle and that of international relations. Following a review of the nature of conflict and the characteristics of strategic decision making, the work examines the effectiveness of three existing general approaches to conflict modelling and management, namely informal and qualitative methods; general systems analysis methods; and game theoretic approaches. Desirable criteria for a strategic conflict management framework are derived and a framework is then proposed which has three components: - Setting thefuture environment The future of the organisation is described by a network of states of nature. Resolving the Conflict Within each of the states which represent the future, the options for participants are identified and the possible outcomes and interim states identified. An analysis of the influence and power of the participants over transitions between states is carried out, which indicates likely development paths in the conflict, from which conclusions can be drawn about both the likely outcomes, and about the actions which should be taken by a company to bring about preferred outcomes. Closing the Loop Feedback of information obtained by analysis and by contact with the real world back into the two structures described above allows examination of the effect of changing perspectives and the differing beliefs of participants. The application of the framework is shown through case studies examining thejustifiability and appropriateness of each of its elements and as a whole. These case studies cover both small and large companies, a variety of business conflict cases, both live and retrospective and draw on the recorded material in international relations for examples of non- . commercial conflict. Future development paths are identified for the concept

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Williams, Felice Amanda. "Behavioral Responses to Interpersonal Conflict in Decision Making Teams: A Clarification of the Conflict Phenomenon". Diss., Virginia Tech, 2009. http://hdl.handle.net/10919/29657.

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Interpersonal conflict in organizations plays an important role in performance, but the exact nature of that role remains unclear. Among conflict researchers a shift has occurred from believing that all conflict is debilitating for organizational performance to the realization that there are both positive and negative aspects of conflict. Contemporary research adopts a distinction between task conflict and relationship conflict. Conceptually, a positive relationship has been proposed between task conflict and performance, while a negative relationship has been proposed between relationship conflict and performance. Empirically, however, there has been wide variation in the findings linking either type of conflict with performance. A recent meta-analysis by De Wit and Greer (2008) found that across studies linking task conflict and performance, findings reflected positive, negative and no relationships. Similarly, for relationship conflict, though a predominantly negative relationship was found across studies, there was wide variation in relationship magnitudes across studies. These meta-analytic results show that the effects sizes across both types of conflict studies are mainly negative. However, given the large standard deviation estimates in both cases, there were also positive effect sizes in some of the studies. The wide variation across studies leads to the conclusion that in most studies conflict is detrimental, but in some it truly can be useful. Also, it suggests that the relationship between both task and relationship conflict and performance needs to be clarified. Consequently, this research aims to examine the source of the inconsistencies within the conflict literature by introducing a behavioral taxonomy to help explain the relationship between performance and the two types of conflict. Using a quasi-experimental design to study conflict, I will be able to induce conflict and observe the team behavioral dynamics as they unfold. Revised file, GMc 5/28/2014 per Dean DePauw
Ph. D.

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Reitnauer, Otto Charles. "Anger and missionary-national relationships a selective study of patterns and process /". Theological Research Exchange Network (TREN), 1995. http://www.tren.com.

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Thesis (M.A./Intercultural Studies)--Columbia Biblical Seminary and Graduate School of Missions, Columbia, S.C., 1995.
Abstract. Vol. 2 comprises the appendices. Includes bibliographical references (v. 1, leaves 140-149).

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Tabor, Bonnie. "Conflict management and interpersonal communication style of the elementary principal /". free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3025653.

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Zigarovich, Karissa L. "Student-instructor conflict the relationship between instructor communicative characteristics and student conflict-handling styles /". Morgantown, W. Va. : [West Virginia University Libraries], 2007. https://eidr.wvu.edu/etd/documentdata.eTD?documentid=5258.

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Thesis (M.A.)--West Virginia University, 2007.
Title from document title page. Document formatted into pages; contains v, 56 p. Vita. Includes abstract. Includes bibliographical references (p. 36-46).

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Pratt-Hyatt, Jennifer S. "The experiences of target and non-target confronters of prejudice". Diss., Connect to online resource - MSU authorized users, 2007.

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Nomura, Miki. "Gift giving anxieties as a function of recipient characteristics". Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009nomuram.pdf.

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Lee, Valentina Bruk. "Measuring Social Stressors in Organizations: The Development of the Interpersonal Conflict in Organizations Scale (ICOS)". [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001730.

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Pommert, Julene Adele. "American women and English-speaking Egyptian women communicating about conflict in Ma'adi, Cairo, Egypt /". Thesis, Connect to this title online; UW restricted, 1998. http://hdl.handle.net/1773/8229.

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King, Cheryl Denise 1964. "Grievance expression between coworkers: Reliability and validity of a measurement scale". Thesis, The University of Arizona, 1988. http://hdl.handle.net/10150/291923.

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This study reports the development of the Grievance Expression Scale (GES), a self-report measurement instrument of how organizational members express objections or complaints that they have about one another's behavior. The GES focuses on grievance expression as a precursor to conflict, and was developed in response to a lack of focus in current conflict instruments on conflict communication behavior and the influence of situational variables on that behavior. Additionally, the scale was derived from an interdisciplinary theoretical base, incorporating organizational conflict management research in communication, management, anthropology, and sociology. Four forms of the GES were administered to 830 currently employed adults waiting for jury duty and attending a city street fair. A four-factor scale was found, consisting of third party, confrontation, toleration, and discipline factors. Reliability, content, discriminant, and construct validity of the GES were supported. Further development should include tests of theory utilizing the GES.

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TAKAI, Jiro, Takuya YOSHIDA, Satomi NAKATSUGAWA, 次郎高井, 琢哉吉田 i 智美中津川. "対人葛藤における建設的潜在化方略選好の規定因". 名古屋大学大学院教育発達科学研究科, 2012. http://hdl.handle.net/2237/16157.

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Jacobson, Steven M. "The attachment, caregiving, and sexual systems relationship to conflict communication in adult pair-bond relationships". Full text available online (restricted access), 2003. http://images.lib.monash.edu.au/ts/theses/Jacobson.pdf.

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Keener, Emily. "Boys' and girls' strategies for managing peer conflict in adolescence". Morgantown, W. Va. : [West Virginia University Libraries], 2010. http://hdl.handle.net/10450/11263.

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Thesis (Ph. D.)--West Virginia University, 2010.
Title from document title page. Document formatted into pages; contains vi, 123 p. Includes abstract. Includes bibliographical references (p. 60-67).

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Dahlkvist, Eva. "Konflikter och konflikthantering inom sjuksköterskeyrket : - en litteraturstudie". Thesis, University of Gävle, Department of Caring Sciences and Sociology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-285.

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Werawat, Wanasiri McCarthy John R. "Interpersonal conflict handling styles of private vocational school principals in Thailand". Normal, Ill. Illinois State University, 1995. http://wwwlib.umi.com/cr/ilstu/fullcit?p9633405.

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Thesis (Ph. D.)--Illinois State University, 1995.
Title from title page screen, viewed May 18, 2006. Dissertation Committee: John R. McCarthy (chair), Larry D. Kennedy, George Padavil, William Tolone. Includes bibliographical references (leaves 99-106) and abstract. Also available in print.

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Wang, Qi. "Linking goals to avoidance in interpersonal conflict situations a cognitive approach /". College Park, Md. : University of Maryland, 2006. http://hdl.handle.net/1903/3866.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2006.
Thesis research directed by: Communication. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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Baugh, Frank Godard. "The influence of interpersonal flexibility on work team conflict over time". Texas A&M University, 2004. http://hdl.handle.net/1969.1/1286.

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Today a majority of business organizations utilize work team designs in an effort to gain a competitive edge. A multitude of factors exert varying levels of influence on work teams, however, few are as potentially pernicious as conflict. Although conflict in work teams has received much attention within the literature, there is notable absence of investigations that have considered the influence of interpersonal factors on conflict within team settings. The present longitudinal, field investigation sought to address this deficit by examining the influence of interpersonal flexibility on work team conflict and conflict-related consequences in 20 naturally occurring M.B.A. project teams. The following research questions were addressed: (1) What is the relationship of interpersonal flexibility to team conflict? (2) What is the relationship of interpersonal flexibility to team outcome? (3) To what extent does interpersonal flexibility predict team conflict occurrence? (4) To what extent does interpersonal flexibility predict team outcome? (5) What is the trajectory of team conflict and outcomes over time based on member interpersonal flexibility? In addressing the questions, a series of Pearson correlations, one-way ANOVA, and GLM repeated measure analyses were conducted. Results suggest a connection between interpersonal flexibility and the experience of work team conflict. Interpersonal flexibility was negatively associated with conflict occurrence and positively associated with satisfaction, commitment, and effectiveness at some points in time. More importantly, interpersonal flexibility seems to explain a small to moderate amount of variance in the conflict and team outcome variables. Individuals and teams with a higher degree of interpersonal flexibility tended to report lower levels of conflict within their work teams and more satisfaction with their team membership. A consistent relationship between interpersonal flexibility level and member commitment or team effectiveness was not established. In addition, team interpersonal flexibility was not demonstrated to be predictive of team performance. The present investigation suggests that interpersonal flexibility exerts an important influence in work teams. However, additional research is essential toward fully understanding how and to what degree work team functioning can be explained by interpersonal flexibility.

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Kleef, Gerben Alexander van. "Emotion in social conflict the interpersonal effects of emotions in negotiations /". [S.l. : Amsterdam : s.n.] ; Universiteit van Amsterdam [Host], 2004. http://dare.uva.nl/document/73573.

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Speakman, James Ian Forbes. "Key account manager's internal selling role : an exploration of interpersonal conflict". Thesis, Cranfield University, 2008. http://hdl.handle.net/1826/4093.

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Acting in a boundary spanning role within their organisations, the key account manager in representing their customers’ needs internally is required to manage a wide range of complex internal relationships. This can often lead to incidents of conflict between the key account manager and other individuals or groups of individuals within the organisation in non-sales functions. Using the Critical Incident Technique (CIT), (Flanagan, 1954) together with an interpretive framework for data coding (Spiggle, 1994), this research investigates conflict and the key account manager’s internal selling role. This research also explores how the key account manager perceives intraorganisational, interpersonal conflicts and investigates the complex behavioural sequences adopted to manage them. In doing so this research addresses some of the shortcomings of the traditional view of the nature of organisational conflict and how it is managed while extending our understanding of the key account manager’s internal selling role. In contrast to the majority of research into personal selling, this research takes an interpretive approach through the analysis of transcripts from a series of CIT interviews with key account managers in the field. Twenty-nine key account managers from seven participating FMCG, Blue Chip organisations in the U.K. and U.S. participated in the research. From the CIT interviews conducted, 112 critical incidents were described with both positive and negative outcomes. This research provides further insight into the complexity of conflict, suggesting conflict is inherent within the key account management internal selling role, that incidents of conflict do not occur in isolation, that these conflict episodes are complex, having multiple components and that a combination of behaviours can be used in their management. In addressing these issues in the key account management context, this research further develops our knowledge of personal selling and the key account manager’s internal selling role by providing an analysis of the recollections of how conflict is perceived and managed by the key account managers involved.

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37

Elmagri, M. I. "The causal factors of interpersonal conflict in the Libyan cement industry". Thesis, University of Salford, 2014. http://usir.salford.ac.uk/31158/.

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Organisations are becoming more complex and diverse in responding to globalisation and to internal and external changes, and this complexity makes them more vulnerable to different types of organisational conflict. One study stated that Libyan Cement Companies have suffered and are still suffering from the phenomenon of conflict either between individuals, groups, departments, or organisations and needed to be studied in depth. Therefore, this study aims to develop a framework for the causal factors of interpersonal conflict (IPC) in the Libyan Cement Industry (LCI), in order to improve the interpersonal conflict management in this industry, by providing recommendations to the LCI administration for their reduction. The scope of the research lies in the field of social sciences; the reality (results) of the study is constructed differently by participants as they hold different beliefs, behaviours and attitudes. Consequently, interpretivism is the most appropriate research philosophy. The logic of this research is theory building rather than theory testing; therefore the study falls under inductive logic and adopts a qualitative approach. The main research strategy is multiple embedded case studies of the two organisations of the Libyan Cement Industry. The findings were obtained from 48 semi-structured interviews that were conducted with the managers and the employees in different manufactories of the LCI, and then triangulation with other sources such as documentation and direct observation to enhance the validity and reliability of the research results. The data is analysed by using thematic analysis via coding the data, categorising the codes into themes and summarising the findings at various stages. The results of the study show that IPC is at a high level in the LCI and the causal factors of this kind of conflict were found to be due to: individual differences factors; behavioural factors; organisational factors; financial factors; and external environmental factors. Through comparing the results of the field study with what is found in the literature of the factors causing IPC, some factors that cause IPC in the Libyan environment have not yet been mentioned in previous studies; such as: contradictions between the organisation’s policy and the state’s laws; mismanagement; and tribal fanaticism. These unique factors that appeared in the Libyan environment are represented as the main contributions to knowledge for the study. In addition, the findings of this research strengthen the existing literature on IPC and its causal factors and reduce the gap in knowledge applying to Libyan studies, and will help the Libyan Cement Industry to manage IPC in an appropriate way. The findings would also be helpful for many managers, and could be used in many empirical studies on IPC and its management.

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38

Hoel, H., i Sabir I. Giga. "Destructive Interpersonal Conflict in the Workplace: The Effectiveness of Management interventions". Manchester Business School, 2006. http://hdl.handle.net/10454/3837.

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No
This report, by Helge Hoel and Sabir I Giga of the University of Manchester Business School, with contributions from Brian Faragher, can be accessed here. The research has resulted in the successful completion of the first academic anti-bullying intervention study, comparing the effectiveness of interventions across different organisational contexts and involving the implementation of a complex design in order to apply scientific rigour. Phase 1 established for the first time the apparent scale of bullying at work, and the sectors in which it appears to be most prevalent. Research evidence obtained from this work was input to phase 2 which was completed in 2006 and was designed to Establish a risk assessment tool kit for assessing the risk of bullying in organisations Identify the interventions most likely to be effective in given situations Although the study was unable to establish beyond doubt the efficacy of a particular intervention, there is evidence to suggest that theoretically sound, well planned and aptly delivered interventions can make a difference, particularly when sufficient time is allocated and the proportion of staff being trained is significant enough to have an impact upon behaviour. A conference to launch the findings of this research took place in November 2006. It attracted substantial media attention. The application of these tools in organisations where bullying does occur had the capability to substantially improve morale and staff retention, and to reduce risk of claims for compensation or at employment tribunals.

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39

Naidoo, Kameshni. "Workplace conflict : the line manager's role in preventing and resolving workplace conflict". Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95588.

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Thesis (MBA)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: The costs of conflict within organizations is higher than is often realized due, amongst others, to lowering morale and lower productivity of employees. One of the most common reasons provided during exit interviews when employees resign from organizations, is the manner in which conflicts were addressed by management. A high turnover of employees has a significant cost to organizations as companies have to spend more money to recruit new employees than they would have needed to had the conflicts that had arisen were effectively resolved. Often as a result of poor conflict resolution within organizations, companies are faced with high litigation costs when employees seek resolution from labour courts and other dispute resolution bodies. The main objective of this study was to identify the role line managers play in resolving and preventing conflicts and to establish strategies that line managers can implement when faced with conflict in their teams. The research methodology for this study first involved a study of relevant literature to determine the theory regarding conflict resolution within organizations. Research reports, dissertations, internet websites, articles and books were used in an attempt to formulate a theoretical basis for this study. Thereafter an empirical survey was conducted among employees of an organization that had already undergone a restructuring process as well as an organization that is currently undergoing a restructuring in order to determine the employees’ views on how conflict within their organizations has been or is being resolved. Questionnaires were formulated by the writer and submitted to responders. The reason the writer had used organizational restructuring as a point of departure for the empirical study, is that organizational restructuring is an example of a project within companies whereby many conflicts arise and line managers need to be proficient in being able to handle these conflicts as well as be able to prevent conflicts from arising. Finally, an analysis of the empirical study was performed so that adequate and relevant conclusions and recommendations could be established.
AFRIKAANSE OPSOMMING: Die koste van konflik binne organisasies is hoër as wat dikwels besef as gevolg van, onder andere, tot die verlaging van moraal en laer produktiwiteit van werknemers. Een van die mees algemene redes wat gedurende afrit onderhoude wanneer werknemers van organisasies bedank, is die wyse waarop konflikte deur die bestuur aangespreek is. 'N hoë omset van die werknemers het 'n beduidende koste vir organisasies as maatskappye het meer geld te spandeer om nuwe werknemers te werf as wat hulle sou nodig het om die konflikte wat ontstaan het is effektief opgelos. Dikwels as gevolg van swak konflikoplossing binne organisasies, maatskappye uitgedaag word met 'n hoë litigasie koste wanneer werknemers soek resolusie van arbeid howe en ander geskilbeslegting liggame. Die hoofdoel van hierdie studie was om te identifiseer die rol lynbestuurders speel in die oplossing en voorkoming van konflikte en strategieë wat lynbestuurders kan implementeer wanneer hulle gekonfronteer word met die konflik in hul spanne te vestig. Die navorsingsmetodologie vir hierdie studie het die eerste keer betrokke by 'n studie van die relevante literatuur om die teorie te bepaal ten opsigte van konflikhantering binne organisasies. Navorsingsverslae, proefskrifte, internet webtuistes, artikels en boeke is gebruik in 'n poging om 'n teoretiese grondslag vir hierdie studie te formuleer. Daarna was 'n empiriese opname uitgevoer onder die werknemers van 'n organisasie wat reeds 'n proses van herstrukturering ondergaan sowel as 'n organisasie wat tans herstrukturering ondergaan om die werknemers se menings te bepaal oor hoe konflik binne hul organisasies opgelos was en/of huidiglik opgelos word. Vraelyste is deur die skrywer geformuleer en aan individue uitgehandig. Die rede waarom die skrywer gebruik het organisatoriese herstrukturering as 'n punt van vertrek vir die empiriese studie, is dat organisatoriese herstrukturering is 'n voorbeeld van 'n projek binne maatskappye waarby baie konflikte ontstaan en lynbestuurders moet vaardig wees in staat is om hierdie konflikte te hanteer, asook in staat wees om die ontstaan van konflikte te voorkom. Ten slotte is 'n ontleding van die empiriese studie uitgevoer sodat voldoende en relevante gevolgtrekkings en aanbevelings vasgestel kon word.

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40

Tribolet, Jamie Corbett 1951. "Interpersonal conflict styles of adult children of alcoholics and adults from non-alcoholic families". Thesis, The University of Arizona, 1988. http://hdl.handle.net/10150/558082.

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Wheeler, Savannah V. "Relational Satisfaction and Perceptions of Nonverbal Communication during Conflict". Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/honors/197.

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The goal of the presented research was to examine the relationship between relational satisfaction and nonverbal interpretation during a conflict. Specifically, we hypothesized that participants who reported being dissatisfied with their closest relationship would be more likely to make negative interpretations of facial expressions during a conflict episode. Participants completed a survey that measured their relationship status, level of satisfaction, and interpretations of descriptions of facial expressions being made during a series of conflict scenarios. Developing a better understanding of the role of nonverbal behaviors may help encourage healthier conflict management

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42

Willingham, Randy. "Fighting for peaceful fighting a teaching ministry moving church members from suppressing to managing conflict /". Theological Research Exchange Network (TREN), 1995. http://www.tren.com.

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Thesis (D. Min.)--Abilene Christian University, 1995.
Includes abstract. Includes notebook developed for a seminar entitled "Peaceful fighting : a Christian way of managing conflict" (leaves 86-259). Includes bibliographical references (leaves 234-38, 260-64).

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43

Au, Kin-chung. "Stand-up or give in? combining self salience and opponent's stance in understanding interpersonal conflict processes /". Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/b40204029.

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Yuen, Wing-chun Anita. "Empathy versus reciprocity : mutually exclusive?: a study into the confounding effects of empathy andreciprocity on interpersonal conflict management training". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B29697761.

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45

Au, Kin-chung, i 區建中. "Stand-up or give in?: combining self salienceand opponent's stance in understanding interpersonal conflictprocesses". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B40204029.

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46

Rorabaugh, Blair F. "Healing of relationships in a fractured church". Theological Research Exchange Network (TREN), 1994. http://www.tren.com.

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Clifton, Julie A. "An investigation of the role of the investment model and attachment in the dissolution of nonmarital romantic relationships". Virtual Press, 1991. http://liblink.bsu.edu/uhtbin/catkey/834140.

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This study was carried out to determine whether or not attachment would enhance our ability to predict the breakup of nonmarital romantic relationships. In phase one of the study, 217 introductory psychology students completed measures of attachment, satisfaction, investments, alternatives, commitment, length of current relationship, and asserts that commitment to a relationship will be greater to hundred thirteen of these individuals were contacted seven weeks later to follow-up on the status of their relationships. Fifty-four of these relationships had ended at follow-up. Through regression analyses, only moderate support was found for the investment model. This model the extent that an individual is highly satisfied, has invested heavily in it, and does not see his/her alternatives as particularly attractive. Contrary to predictions, than it was to the length of the of time spent associating with the attachment was found to be more strongly related to investments and commitment relationship or the amount partner. Whatever contribution attachment may have made to the prediction of breakup appears to have been suppressed by commitment, which was found to be the best single predictor of breakup. Finally, more women than men were found to be the initiators of the breakup of their relationships, but these differences were only marginally significant.
Department of Psychological Science

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48

Wood, Gordon M. "A biblical model for pastors and churches in conflict". Theological Research Exchange Network (TREN), 2001. http://www.tren.com.

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Martin, Sarah. "NEGATIVE APPRAISALS OF INTERPARENTAL CONFLICT AND CONFLICT BEHAVIORS IN ADOLESCENT ROMANTIC RELATIONSHIPS: THE INFLUENCE OF CONFLICT GOALS". Connect to this title online, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1160068634.

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Fatfouta, Ramzi [Verfasser]. "Dealing with interpersonal conflict : psychological and neuroimaging investigations of forgiveness / Ramzi Fatfouta". Berlin : Freie Universität Berlin, 2015. http://d-nb.info/107700723X/34.

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