Organizational Conflict Research Articles

A Short Review of Various Models of International Human Resource Management

Nowadays, organizations are going international to capitalize on the opportunities in terms of a bigger market, cheaper resources, and flexible policies. Various types of organizations are working at the international level. They are like international companies, multinational companies,globalorganizations,translationalorganizations,international schools,international universities, etc. For this, managers need to upskill themselves to promote their organization at the international level. But we often see, a lack of proper skillset causes organizational conflict, and thus, productivity is hampered. This article is suitable for entry-level managers as well as students of human resource management who will lead a company at the international level in the upcoming days.

Systematic Review of Studies on The Emotional Intelligence of School Principals

Emotional intelligence, which forms the basis for individuals to cope with emotions effectively, can also contribute to how effectively leaders address the needs of the individuals they serve, how they motivate others, and how they develop a sense of belonging in the workplace. This research aimed to examine the studies on the emotional intelligence of school principals who lead education through systematic analysis and to draw attention to the importance of emotional intelligence in educational management. The study examined studies published in peer-reviewed journals aiming to examine the emotional intelligence of school administrators. The study results show that research on the emotional intelligence of school principals has increased in recent years; descriptive, correlational, and predictive designs are followed in studies, and self-assessment tools are preferred for data collection. Moreover, there are significant relationships between emotional intelligence and self-efficacy, political skills, workplace happiness, crisis management, and conflict resolution of principals. Principals' emotional intelligence can predict organizational synergy, conflict management, leadership, managing differences, time management, organizational citizenship, and job satisfaction.

The Effect of Strategic Flexibility in Reducing Organizational Conflict

هدف البحث لاستكشاف اثر المرونة الاستراتيجية كمتغير مستقل من خلال ابعاده (المرونة الانتاجية، المرونة التسويقية، المرونة التنافسية) في تقليل الصراع التنظيمي بابعاده (استراتيجية التجنب، استراتيجية السيطرة والقوة، استراتيجية التسوية، استراتيجية التعاون) في شركة الاتحاد للصناعات الغذائية، تمثلت مشكلة البحث بامكانية التقليل من حدوث الصراع التنظيمي من خلال المرونة الاستراتيجية التي تتمتع بها المنظمة، يمثلت اهمية البحث بمعالجته لموضوع عملي وواقعي تعاني منه العديد من المنظمات بحسب المصادر وهو تأثيرات الصراع التنظيمي وهذا وهذا ما يدعو اليه المنهج الوصفي التحليلي الذي اعتمده البحث، اعتمد البحث على الاستبانة كأداة رئيسة لجمع البيانات من عينة البحث التي تمثلت بالمدراء والمسؤولين في الشركة وكان عدد الاستبانات الموزعة (107) اما عدد الاستبانات الصالحة للتحليل فكان (100) تم تحليل البيانات من خلال استخدام برنامج (ٍSmart PLS)، خرج البحث بجملة من الاستنتاجات كان اهمها اثبات تأثير ابعاد المرونة الاستراتيجية في تقليل الصراع التنظيمي. الكلمات الرئيسة: المرونة الاستراتيجية،الصراع التنظيمي، شركة الاتحاد

A Comparison of Conflict Management Strategies Used by Heads of Educational Institutions in Punjab

The goal of the present paper was to explore the conflict management strategies used by institutional heads in Punjab. A sample of 144 from heads of schools, principals of colleges, and heads of departments of universities was drawn using a convenient sampling technique. An instrument, the Farooqi Organizational Conflict Inventory (FOCI) used for data collection. SPSS 26 was used for data analysis. The results reported that institutional heads employ avoiding and integrating styles of managing conflicts. Furthermore, no difference in the conflict management styles employed by institutional heads based on their gender, qualification, and experience was found except for the administrative background. It was recommended that research be carried out to explore how conflict management strategies of institutional heads affect teachers’ performance.

Strategies Applied in Resolving Organizational Conflict in the Academe: An Experienced-based Approach

There is no organization with no conflict situations (Kharadze & Gulua (2023), thus, this research identified and analysed organizational conflict in the subject institution. It further investigated the effectiveness of conflict resolution as practiced by the select organization. The study is qualitative in nature and utilized twelve (12) key informants selected by way of purposive sampling. Results revealed common organizational conflicts, strategies and suggestions based on the experience of the select key informants. The following organizational conflicts were culled out: Misinterpretation/Misunderstanding, Failure to Comply, Leadership Conflict, Professional Rivalry, Work Load Distribution and Undesirable Decision-making. On the other hand, the following are the common strategies applied to solve organizational conflict: Teambuilding, One-on-One Interaction, Portraying Positive Disposition, Identifying and Eradicating Root Causes and Policy Re-orientation. Lastly, the following are suggested by the key informants to lessen if not to solve organizational conflict: Socialization Activities, Collaborative Activities, Expert Advice, Helpful Attitude and Openness and Honesty.

PRJAH PROGRESSIVE RESEARCH JOURNAL OF ARTS & HUMANITIES www.prjah.org An International Open Access, Peer-reviewed, Refereed Journal Impact of Work life Conflict, Social Relationship and Job Performance towards Work place Stress

In the present organizational scenario, workplace stress has become a massive challenge due to its connection with psychological, physical, and emotional strain. Considering the importance of such an important aspect, this paper examines the factors that affect workplace stress in the private banking sectors of Sindh Province, Pakistan. This is a quantitative study and utilized cross-sectional data collected from the front-line managers, employing a survey questionnaire. The researchers utilized 280 valid samples to conclude the study. Using the SPSS version 27.0 for Windows, the study's results reveal a significant positive effect of work-life conflict and social relationships on the workplace stress. On the other hand, the study found a negative impact of job performance on workplace stress among the line managers of private sector banks in Sindh, Pakistan. These findings can help company leaders develop and implement quality-of-life strategies and other measures to decrease workplace stress and improve the quality of life of employees and their families, thereby creating social change. The study outcomes would help settle the organizational conflicts that push employees towards deep pressure and stress. Finally, scientific research can play an essential role in the stability of Pakistan's economy by supporting the financial sector. The study may be a robust layout of decreasing pressure and stress among the employees of different sectors.

INTERACTIVE ROLE OF STRATEGIC CLARITY IN THE RELATIONSHIP BETWEEN ORGANIZATIONAL CONFLICT MANAGEMENT AND STRATEGIC DECISION QUALITY

Different supervision methods usually lead to internal organizational conflicts, especially in a multi-unit organization, such as The Iraqi Ministry of Interior (IMI). In this regard, Successful organizational conflict management (OCM) is fundamentally associated with Strategic Clarity (SC) in addressing such conflicts which is also linked to the Strategic Decision Quality (SDQ). However, the complexity of the abovementioned variables is understudied especially in the governmental security-service sectors. The present study provides a comprehensive analysis of the relationships between OCM, SC and SDQ in the IMI. A questionnaire, prepared for measuring the interactive role of SC in the relationship between OCM and the SDQ, was distributed among leaders and managers of that ministry. It was evident that SC significantly enhances the relationship between OCM and SDQ in the ministry, registering a substantial interactive effect of 0.25. The study concluded that the dimensions of SC amplify the strategic connection between OCM and the high-quality SDQ made by administrative leaders in the ministry. This emphasizes the need for further integration and activation of SC as part of the strategic vision, particularly in security challenges.

사회복지사의 조직갈등이 이직의도에 미치는 영향

The purpose of this study is to research the effects of organizational conflict on the turnover intention of social workers and test if job stress and depression had serial multiple mediating effects on the process. For this purpose, the study conducted a self-reported online survey with social workers and analyzed a total of 439 questionnaires. The analysis results are as follows: first, there were significant correlations among organizational conflict, turnover intention, job stress, and depression; second, job stress had mediating effects on the relations between organizational conflict and turnover intention of social workers; third, depression had mediating effects on the relations between organizational conflict and turnover intention; finally, the test results demonstrate that job stress and depression had serial multiple mediating effects on relations between organizational conflict and turnover intention. Based on these analysis results, the study made proposals to prevent job stress and depression to reduce the turnover intention of social workers.

Organizational Justice as Construct to Teachers’ Motivation at the District of Placer, Surigao del Norte

In any organization, unfair treatment among employees sometimes exists. It is, therefore, a worthwhile endeavour of the researcher to conduct a study about organizational justice in the Department of Education sector where this researcher is working as a teacher. This study aims to determine the organizational justice practiced by the secondary school heads/administrators in the district of Placer, Surigao Del Norte, in construct to teachers' motivation. There were 110 teacher respondents from all secondary public schools in the district of Placer Surigao Del Norte therefore universal sampling technique was employed in distributing the survey questionnaires and quantitative research design was used by the researcher. Results show that organizational justice is highly practiced by the school heads/administrators. It was found out that the teacher respondents have high intrinsic and extrinsic motivation. The study revealed that the demographic profile of the teacher respondents has no significant difference in terms of their perception on the organizational justice and their motivation. However, it was found out that there is a significant degree of relationship between the organizational justice and teachers’ motivation. This study suggests that School Administrators must consistently practice Organizational Justice in order to build greater trust and commitment to improve motivation, job performance, and work ethics and diminish organizational conflicts.

Rahim Organizational Conflict Inventory: Instrumentation and Application for Extension Professionals

Conflict is inevitable in workplaces among people of all ages. Extension professionals have a unique position where in a single workday they may be engage with youth and volunteers, as well as colleagues and supervisors. Extension professionals may experience conflict with their stakeholders, volunteers, and supervisors; therefore, they must be able to understand conflict and conflict styles to navigate tense situations. The Rahim Organizational Conflict Inventory (ROCI) is an instrument that can be used to understand one’s interpersonal conflict management style. By having a strong understanding of conflict components and for utilizing the ROCI tool, Extension professionals can manage conflict well and reduce the likelihood of dysfunctional conflict destroying relationships, teams, and organizations.

Fog, Friction, and Failure in Organized Conflict: A Formal Study

Organized conflict, while confined by the laws of physics—and, under profound strategic incompetence, by the Lanchester equations—is not a physical process but rather an extended exchange between cognitive entities that have been shaped by path-dependent historical trajectories and cultural traditions. Cognition itself is confined by the necessity of duality, with an underlying information source constrained by the asymptotic limit theorems of information and control theories. We introduce the concept of a ‘basic underlying probability distribution’ characteristic of the particular cognitive process studied. The dynamic behavior of such systems is profoundly different for ‘thin-tailed’ and ‘fat-tailed’ distributions. The perspective permits the construction of new probability models that may provide useful statistical tools for the analysis of observational and experimental data associated with organized conflict, and, in some measure, for its management.

The Influence of Organizational Culture, Work Attitudes, Work Behavior and Work Conflict On The Employee's Performance of PT. Hastari

The purpose of this study is to understand the Influence of Organizational Culture, Work Attitudes, Work Behavior, and Work Conflicts on the Performance of PT. HASTARI in South Jakarta. The survey population used primary data by distributing the survey to 100 respondents. Analysis of this data uses inference and descriptive analysis. The survey in this study used primary data obtained from the distribution of questionnaires and processed in SPSS 25. From the results of the study, it is known that variables of organizational culture, work attitudes, work behavior, and work conflicts have a positive and significant impact on employee performance are classified as very strong. Dependent variables, or changes in employee performance, are understandably independent variables, a combination of organizational culture, work attitudes, work behavior, and work conflicts. This can be predicted by the ups and downs of employee performance.

The role of the manager in resolving conflicts in the school organization

This article presents the role of the manager, as well as his importance in resolving conflicts between actors in the educational institution. The ways in which a manager helps teachers to behave normally and responsibly are presented, strategies for solving them through partnerships, mediation, evaluation of conflict management activities are presented. The article presents conflict resolution strategies and examples of styles approached by the manager of the educational institution.

Nonlinear effects of enterprise digital transformation on environmental, social and governance (ESG) performance: evidence from China

PurposeThe purpose of this study is to investigate whether the corporate environmental, social and governance (ESG) performance of enterprise is influenced by the enterprise digital transformation. In addition, this study explains how enterprise digital transformation affects ESG performance.Design/methodology/approachThe sample covers 4,646 nonfinancial companies listed on China’s A-share market from 2009 to 2021. The study adopts the fixed-effects multiple linear regression to perform the data analysis.FindingsThe study finds that enterprise digital transformation has a significant inverted U-shaped impact on ESG performance. Moderate digital transformation can improve enterprise ESG performance, whereas excessive digital transformation will bring new organizational conflicts and increase enterprise costs, which is detrimental to ESG performance. This inverted U-shaped effect is more pronounced in industrial cities, manufacturing industries and enterprises with less financing constraints and executives with financial backgrounds. Enterprise digital transformation mainly affects ESG performance by affecting the level of internal information communication and disclosure, the level of internal control and the principal-agent cost.Practical implicationsThe government should take multiple measures to encourage enterprises to choose appropriate digital transformation based on their own production behaviors and development strategies, encourage them to innovate and upgrade their organizational management and development models in conjunction with digital transformation and guide them to use digital technology to improve ESG performance.Social implicationsThis study shows that irrational digital transformation cannot effectively improve the ESG performance of enterprises and promote the sustainable development of the country. Enterprises should carry out reasonable digital transformation according to their own development needs and finally improve the green and sustainable development ability of enterprises and promote the sustainable development of society.Originality/valueThis study examines the relationship between enterprise digital transformation and ESG performance. Different from the linear relationship between the two in previous major studies, this study proves the inverse U-shaped relationship between enterprise digital transformation and ESG performance through mathematical theoretical model derivation and empirical test. This study also explores in detail how corporate digital transformation affects ESG performance, as well as discusses heterogeneity at the city, industry and firm levels. It is proposed that enterprises should take into account their own characteristics and carry out reasonable digital transformation according to their development needs.

Gender and Organizational Conflict Management: The Mediating Role of Personality

Many authors examined the interplay between gender and conflict management preferences, but those findings were often mixed and inconsistent. In the current paper, we tried to explain those inconsistencies by investigating the mediating role of personality for the relationship of gender and conflict management. Rahim’s inventory was used for identifying five conflict management styles, and the Big Five Model theory was a base for assessing participants' personality traits. In an online survey, data were collected from a sample of 1,055 working Poles (52.7% women). Based on the structural equation modeling, we detected multiple indirect mediating paths of gender on conflict management via personality traits, while no direct effect of gender was observed. Despite some limitations, the study sheds light on the role of gender in conflict behavior and the importance of personality traits in conflict management, both from a theoretical and practical perspective.

A gestão orgânica de conflitos desenvolvida em empreendimentos formados por mulheres da economia solidária: uma análise pós-colonialista sobre uma prática feminista de autogestão

Abstract This research arises from Martin’s (1993) studies of women’s management practices.However, it is articulated from the place of self-management within the scope of the Solidarity and Feminist Economy Network (SFEN). Therefore, a new construct to identify some practices that are performed in the Solidarity Economy (SE) was developed:feminist practices of self-management (Bauhardt, 2014; Faria, 2017; Vieta, 2015). The objective is to analyze one of the practices observed in the field: the organic management of conflicts. The main theoretical contributions used to mediate the discussion depart from Martin’s approach (1993), from the perspective of substantive rationality in Ramos (1989), from studies on conflicts in organizations in Guerardi (2009) and Putnam (2010), as well as the postcolonialistview that adheres to the context of women in higher education (Lugones, 2008; Mohanty, 2006). Data collection is based on semi-structured interviews with women from the SFEN and direct and indirect observation in the field between 2018 and 2021. The perspective adopted for data analysis is an oral history based on critical discourse analysis (Meihy, 2002; Wodak, 2004). The results point to the following findings: non-concealment of conflict in self-management processes, organically managed conflict based on intense communication, and conflict management as a learning process that prioritizes experiences and differences. For women, conflict is not a demerit. On the contrary, it is managed in such a way as to strengthen reciprocal ties between members of solidarity enterprises.

Estilo cooperativo ou competitivo de gerenciamento de conflitos? Efeitos no compartilhamento de informações e no desempenho de cooperativas agropecuárias

Abstract This study examines the influence of conflict management styles, both cooperative and competitive, on information sharing and, in turn, on organizational performance. The mediation of information sharing in the relationship between conflict management styles and organizational performance is also examined. The effects of conflict management styles were analyzed at the intragroup level in a field that presupposes cooperation through a survey carried out with professionals who work in agricultural cooperatives. For the analysis of the 91 valid answers, partial least squares structural equation modeling (PLS-SEM) was used. The results indicate a relationship between conflict management styles and information sharing, which is positive for the cooperative style and negative for the competitive style. Furthermore, a positive relationship was observed between information sharing and organizational performance. However, no mediating effect of information sharing on the relationship between cooperative and competitive conflict management styles and organizational performance was found. Based on the results, it is concluded that the cooperative style of conflict management promotes the sharing of information and improves organizational performance. The same was not found for the competitive style of conflict management in the researched cooperatives. This broadens discussions about the possible benefits of conflicts in organizations, contrasting with the approaches about their harmful effects on organizational performance.

Structure, Conflict And Negotiation In Organizations

Structure, Conflict And Negotiation In Organizations

Workplace Conflict and Performance of Organizations

This paper reviews conflict and conflict management strategies for achieving optimal organizational development. Conflict in literature is an inherent occurrence at the workplace whose management can tilt the organization’s performance scale. Understanding conflict in an organizational context, how it manifests, and its impact can help organizations anticipate and de-risk its potential negative impact on performance. This paper reviews the evolving place of conflict in organizational development, analyzes differing perspectives, and highlights documented best practices and models to address conflict and its manifestations in organizations. Further, it expounds how conflict, when not managed well, can lead to a hostile environment that negatively impacts performance. It underscores the need for organizations to proactively identify hostility in the workplace and design effective strategies to manage and resolve conflicts to enhance a productive and positive work environment. We also review the various conflict resolution models that have been proposed, their core application frameworks, and the multiple contexts where these models are applied in organizations to resolve conflicts. Organizational leadership is further recognized as a critical facilitator of systems and strategies to identify conflicts and hostility in the workplace. We also review and propose systems that focus on enhancing communication through policy and staff training to foster and maintain a positive work environment that minimizes the potential negative impact of workplace hostility. Thus, the scope of this paper will look at workplace conflict and hostile work environments and propose solutions to ensure the organization continues to thrive.

Causes of conflicts between teachers and school administrators in schools according to the teachers’ pеrspective

Conflict is a condition that defines a social life. Conflicts and disagreements can arise as a result of differences in values, beliefs, personalities, goals and perceptions of individuals. In an educational organization it is common to have conflicts between teachers and administrators for various reasons. However, it is essential for both parties to cooperate, interact and work together in order to prevent or resolve conflict situations that have arisen. The purpose of the study is to try to determine the causes of conflicts between teachers and school administrators according to the teachers' perceptions. The participants of the research consisted of 30 schools from the city of Ust-Kamenogorsk, Kazakhstan, including Kazakh, Russian and Kazakh-Russian mixed schools all over the city, and 432 teachers who worked in these schools during the academic year 2019-2020. The data were collected using “Personal Information Form” and the “Reasons of Conflict Questionnaire”. The arithmetic means and standard deviation of the organizational conflict questionnaire determined the results of the study. The results of the study revealed, according to the teachers’ perspective the items that “mostly” causes conflicts in schools are the following: “Too much paperwork”, “The administrator keeps teachers under constant and tight control”, “The administrator interferences in teacher's private life”, “The administrator punishes failure rather than rewarding success”, “Differences in perception”, “The administrator is too distant from teachers”, “The administrator pretends to consult teachers when he/she makes the decision”, “The administrator looks down on teachers”, “The administrator neglects his/her responsibilities due to professional incompetence”, “The administrator’s favoritism policy”, “The parties have different views on the management methods”, “The administrator trusts only close people to him/her at school”, “The administrator always uses only written communication type”. As a result, it was concluded that Ust-Kamenogorsk has an unsatisfactory school environment which must be eliminated.