How Team Conflict management and Relationship Conflict affect their performance in Pakistan: The Role of Team Cohesion, and Support, as well as Compromising, and Integrating conflict management Styles

2021 ◽  
Author(s):  
Syed Hasan Ahmed ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Conflict Management ◽  
Team Cohesion ◽  
Relationship Conflict ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Team Conflict

Young Adult Reports of the Victim–Offender Overlap in Intimate and Nonintimate Relationships: A Nationally Representative Sample

2018 ◽  
Vol 46 (3) ◽  
pp. 415-436 ◽  
Author(s):  
Bruce G. Taylor ◽  
Elizabeth A. Mumford ◽  
Weiwei Liu ◽  
Mark Berg ◽  
Maria Bohri
Keyword(s):  
Conflict Management ◽  
Intimate Relationships ◽  
Verbal Aggression ◽  
Self Control ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Nationally Representative ◽  
High Degree ◽  
Degree Of Overlap

Little is known about the role of conflict management in explaining the victim–offender overlap. This article assesses the victim–offender overlap for adults (18-32) in intimate and nonintimate relationships, covering their relationship with their partner and with friends and acquaintances/strangers. Controlling for conceptually important variables, we explore whether different conflict management styles are associated with a respondent being in the victim-only, offender-only, both, or neither group (separately for verbal aggression, physical abuse for intimate and nonintimate relationships, and sexual abuse for intimate relationships). Data are from a nationally representative panel of U.S. households ( N = 2,284 respondents of whom 871 women and 690 men report being in an intimate partnership). We observed a high degree of overlap between victimization and offending across our abuse measures. We found a range of modestly consistent set of risk factors, for example, conflict management styles and self-control, for the victim–offender overlap for partner and nonpartner abuse experiences.

Testing activity reduces conflict associated strain (ARCAS) model

2019 ◽  
Vol 49 (1) ◽  
pp. 125-148 ◽  
Author(s):  
Vijay Kuriakose ◽  
Sreejesh S. ◽  
Heerah Jose ◽  
Shelly Jose
Keyword(s):  
Negative Affect ◽  
Conflict Management ◽  
Well Being ◽  
Management Style ◽  
Relationship Conflict ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Content Type ◽  
Conflict Management Style ◽  
Affect State

Purpose The purpose of this paper is to test the activity reduces conflict associated strain (ARCAS) model with the aid of AET examining the direct effect of relationship conflict on employee well-being and also discussing the mechanism through which relationship conflict influences employee well-being, and also to test the ARCAS model examining whether passive and active conflict management styles influence this relationship. Design/methodology/approach Responses were collected from 554 software engineers using structured questionnaire and postulated relationships were tested using Process Macros. Findings The study established that relationship conflicts are detrimental to employee well-being. It also established the indirect effect of relationship conflict on employee well-being through negative affect state. Negative affect state is an intra-personal mechanism linking relationship conflict and employee well-being. The study also extended the ARCAS model by establishing that passive ways of handling conflict amplify and problem-solving conflict management style mitigates the adverse impact of relationship conflict. Contrary to the prediction, forcing conflict management style was found to amplify the adverse effect of relationship conflict on well-being through negative affect state. Practical implications The findings of the study highlight the detrimental effect of relationship conflict on well-being and highlight the vital role of individual affective states in the conflict process. Furthermore, the study provides valuable insights for managers on how individuals’ conflict management styles influence the effect of relationship conflict on well-being. Originality/value The study specifically examined the effect of relationship conflict on employee well-being and explored the psychological process through which relationship conflict diminishes well-being. Moreover, the study tested and extended ARCAS model with the aid of Affective Events Theory.

The Role of Shared Leadership in Managing Conflicts in Multigenerational Teams: A Research Framework

2020 ◽  
pp. 227853372096492
Author(s):  
Chayanika Bhayana ◽  
Vishal Gupta ◽  
Kirti Sharda
Keyword(s):  
Conflict Management ◽  
Conceptual Framework ◽  
Team Performance ◽  
Shared Leadership ◽  
Team Member ◽  
Positive Outcomes ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Team Outcomes

With multigenerational teams becoming ubiquitous in contemporary organisations, this article aims to address the need to understand the dynamics within such teams. The study proposes a conceptual framework to examine the role of shared leadership in multigenerational teams in promoting positive team outcomes for such teams. Potential differences in work values, attitudes and behaviours among different generations are likely to predispose multigenerational teams to a higher probability of conflicts, which may negatively impact team outcomes. The study posits that if shared leadership emerges in multigenerational teams, it is likely to promote the adoption of cooperative conflict management styles and inhibit the adoption of competitive and avoidant styles, thereby leading to positive outcomes like team performance and team member satisfaction. By proposing conflict management styles as an important mechanism through which shared leadership promotes positive team outcomes, the study intends to contribute to the emerging literature on shared leadership and conflict management in multigenerational teams.

scholarly journals Role of Conflict Management Styles on Managers’ Self-Efficiency at Iranian Schools in Tehran Province

2019 ◽  
Vol 14 ◽  
pp. 3390-3397
Author(s):  
Aida Mehrad
Keyword(s):  
Conflict Management ◽  
Positive Association ◽  
The Self ◽  
Management Styles ◽  
Men And Women ◽  
Conflict Management Styles ◽  
Meaningful Relationship ◽  
Tehran Province ◽  
Spss Software

The importance of management in different segments of workplace and monitoring of organizational behaviours that appear from managers is supercritical and should be considered increasingly. In some cases, the manager may be faced with different issues and difficulties in the management process, and the level of his/ her performance, and efficiency decreases; furthermore, concentrating more on various aspects of the management when the conflict happened is extremely extensive. By the way, the present research focused on the role of conflict management styles on self-efficiency amongst 259 mangers (men and women) who worked at governmental schools in Tehran Province, Iran. Moreover, the researcher collected the data via two questionnaires; which comprised The Conflict Management Questionnaire, which is proposed by Izadi Yazdan Abadi, and The Self-Efficiency Scale that is developed by Sherer. The findings derived from data analyzing in SPSS Software and illustrated there is a significant relationship between conflict management styles with mangers' self-efficiency at school. Additionally, the styles of conflict management included five main styles such as Accommodating, Avoidance, Collaboration, Competing, and Compromising that have a meaningful relationship with Self-Efficiency. The results shown that Collaboration has a positive association with mangers' self-efficiency and increases its level; on the other hand, Avoidance has a negative relation with the efficiency of managers at schools. Besides, with using styles of conflict management in the correct way that obtain via knowing them perfectly, managers can improve their efficiency and achievement; correspondingly, they endeavor to cope with difficulties and issues at the workplace.

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