Conflict Management Approaches Research Articles

Mental contrasting and conflict management in satisfied and unsatisfied romantic relationships

Managing relationship conflict is a difficult yet crucial task for romantic partners. We investigated how imagining a conflict’s resolution affects the engagement in resolving that conflict. For instance, people may indulge in positive fantasies about their future, or they may mentally contrast their desired future (successful conflict resolution) with the main inner obstacle (e.g., anger, frustration) in the current reality. In two experiments, we tested whether mental contrasting increases engagement in resolving ongoing relationship conflicts participants perceived as important (i.e., high incentive value) and solvable (i.e., high expectations of success). In Experiment 1 ( N = 274, from predominantly satisfied relationships), mental contrasting compared to indulging improved the resolution of solvable conflicts over two weeks. This effect did not extend to conflicts of highest importance, which we found to be particularly severe. In Experiment 2 ( N = 270, from less satisfied relationships), mental contrasting, compared to indulging and to working on a concentration task, increased mental engagement with highly important, more severe conflicts over two weeks. Results suggest that mental contrasting helps in resolving solvable conflicts. When facing more severe, less solvable conflicts, however, mental contrasting stimulated mental engagement with conflicts. Our findings suggest that teaching people mental contrasting may complement existing conflict management approaches (e.g., in counseling or in self-help apps).

Coexistence through sustainable conservation strategies for sitatunga Tragelaphus spekii in African ecosystems

Sitatunga Tragelaphus spekii is an antelope species adapted to the dense swamps and marshes of Sub‐Saharan Africa, where traditional population survey techniques have been ineffective and encountered difficulties in making estimations. The species formerly occurred alongside waterways throughout the lowland forest zone of West and central Africa, extending into swamp systems in the savanna zones of central, East, and southern Africa. In most parts of Africa, the sitatunga population is declining, and attracting the attention of conservationists. Furthermore, its geographical range has been recorded to have shrunk. The present study reviewed major threats to sitatunga, assessed previous and current management approaches, and proposed new approaches to effectively manage its declining populations in Africa. To achieve the study objectives, published literature, reports, online information, expert knowledge, and personal experience were reviewed to acquire relevant information. Results indicated that sitatunga are threatened due to increased habitat loss, population isolation, political instability, water level changes, habitat fragmentation, illegal hunting, and diseases. Current wildlife management approaches raise many doubts as to their effectiveness. National‐level management may unsustainably segment management actions while the protected area approach manages only part of the range of wildlife. The current tenure system in most parts of Africa discourages human–wildlife co‐existence, whereas human–wildlife conflict management approaches only treat the symptoms and not the root cause of the problems. If wildlife, including sitatunga, are to persist in Africa, management approaches should be changed and include re‐focusing of the management context at the ecosystems and landscape level; assessing the genetic diversity of sitatunga; promoting better wetland management, including the aspect of human dimension in management; using non‐invasive techniques to genetically estimate the minimum population size; assessing inbreeding; and enhancing the implementation strategy of wildlife policy in African countries. Changing the attitude of the local community may take time, but it is a pivotal point if humans and wildlife are to coexist.

Leadership and Conflict Management Styles of Top and Middle-Level Managers of Selected Companies Towards Strategic HR Management

This study investigates top and middle-level managers’ leadership and conflict management styles in selected companies and their impact on strategic HR management. The research explores the relationship between leadership styles, conflict management approaches, and their influence on HR practices and organizational performance. Utilizing a mixed-method design, data were collected from surveys and interviews with managers across various industries. The findings indicate that transformational leadership and collaborative conflict management styles are prevalent among effective managers and positively correlate with strategic HR outcomes. These styles enhance employee engagement, reduce turnover rates, and foster a positive organizational culture. Additionally, the study reveals that top managers are more likely to adopt strategic approaches, while middle managers focus on operational aspects. The implications of these findings suggest that companies should invest in leadership development programs to cultivate these effective styles. The study contributes to the existing literature by highlighting the significance of leadership and conflict management in achieving strategic HR objectives and offers practical recommendations for enhancing managerial practices. Keywords: Leadership, Conflict Management, Higher Education, Human Resources

Beyond Collapse: Negotiating a New World Order When the Old Breaks Down

Abstract The collapse of the existing world order and the rise of a counter order pose problems for the practice of negotiation and mediation as generally conceived. The transition will likely have problems overcoming issues faced in past transitions in 1812, 1919, and 1948 without a full-scale war, yet learn from these experiences. It is not too early to think about the processes and strategies needed to arrive productively at a better new system where negotiation processes can provide useful means to resolve conflicts. This article examines three levels of conflict and how conflict resolution and management approaches might be able to reestablish their capacities in a future system of international relations norms and institutions.

Sustainability of Adoption of New Improved Rice Variety Innovation in West Kalimantan Coastal Areas: Review of Social and Cultural Aspects

As a staple food in Indonesia, rice has significant socio-economic value, especially in regions such as West Kalimantan. However, the variability of rice production poses a challenge to food security and economic stability. This study assesses the sustainability of the adoption of new improved rice varieties (VUBs) in West Kalimantan, focusing on social and cultural aspects using Multi-Aspect Sustainability Analysis (MSA). Focus group discussions and expert interviews were used to identify important factors affecting VUB adoption. The results indicated a sustainable adoption status (54.17%), with potential for improvement (58.33%) in the future. Farmer education emerged as the most sensitive factor, highlighting the need for educational interventions to improve technology access and adoption. In addition, farmers' knowledge of VUB, culture of mutual cooperation, the absence of social conflict, and positive consumer preference for VUB rice are also critical for adoption. Recommendations include targeted educational interventions, improved knowledge dissemination strategies, consideration of the cultural context, conflict management approaches, and market-oriented strategies to sustainably increase VUB adoption. Addressing these factors can contribute to sustainable agriculture and rural development in West Kalimantan and similar contexts, ensuring long-term benefits for farmers and food security.

Conflict Management and Employee’s Motivation Among Frontline Staff in Abuja Hotels

The hospitality industry heavily relies on frontline staff in hotels to provide exceptional service to guests. However, these employees often encounter conflicts stemming from guest interactions, team dynamics, and organizational policies. Effective conflict management is crucial for maintaining service quality and employee satisfaction. Therefore, understanding the factors that motivate frontline staff is essential for organizational success. This study aims to investigate the relationship between conflict resolution strategies and employee motivation among frontline staff in Abuja hotels. The methodology involves adopting and designing a structured survey questionnaire to collect data from diverse frontline employees in three selected Hotels in Abuja. The study will explore their conflict experiences, preferred resolution strategies, and motivational factors. By analysing the data, the study hopes to identify dominant conflict management approaches and understand what motivates these employees. Potential findings may reveal correlations between conflict management styles and service quality. Based on these insights, the research anticipates recommending tailored training programs, recognition initiatives, and policy adjustments to enhance conflict resolution practices and boost employee motivation. Ultimately, improving conflict management and motivation can lead to better service quality and increased guest loyalty in Abuja hotels. Further research will be needed to expand on the study findings.

Examining Conflict Management Strategies Used in Tanzania’s Secondary Schools: A Case in Biharamulo District, Tanzania

The study delves into the pervasive issue of conflicts within secondary schools, emphasizing their inherent nature in human interactions. It emphasizes the vital role of effective conflict management in maintaining a conducive learning environment. The research objectives cover the identification of conflict root causes, assessment of implemented strategies, and their impacts, and provision of recommendations for improved conflict management approaches in schools. Employing qualitative methodology, the study utilizes in-depth interviews, group discussions, and document reviews to collect data. Findings reveal the persistence of conflicts, notably attributed to the lack of a universally accepted resolution framework. Ad hoc methods are employed, lacking consistency and alignment with specific conflict natures, resulting in profound consequences such as student dropout, prolonged conflicts, fear, resentment, and hindered academic progress. The study recommends government intervention in training teachers, rigorous evaluation of school administrators' qualifications, and improvements in teacher welfare coupled with strict punitive measures for teachers’ inappropriate behavior. It concludes by highlighting the ongoing nature of conflicts and the urgent need for a practical approach, urging schools to prioritize understanding conflict causes, implementing effective management actions, and prioritizing the well-being of both teachers and students.

Conflict Management Styles and Organizational Behavior of Public School Heads in The New Normal

This study evaluated the organizational behavior and conflict resolution approaches used by public school heads in Calamba City's Cluster 9 Division. The study was conducted from April to May of 2023. Survey questionnaires were used in the study's descriptive correlational design and stratified random sampling to determine organizational behavior and conflict management approaches. The participants in the study were the school heads and teaching personnel in Cluster 9. There were 140 target respondents in all, and the cluster consisted of 6 public elementary and 2 secondary institutions. The researcher-made questionnaire underwent reliability testing using Cronbach's Alpha and pilot testing before data collection, with five experts validating it. The four-point Likert scale, mean, and Pearson r were used to assess the degree of organizational behavior and conflict management styles' application. An expert statistician who used thew the SPSS software received the collected data. The findings showed that school heads are proactive and skilled communicators with their staff. They use cooperative and accommodating resolution strategies, which is consistent with a supportive and less autocratic workplace. To improve the practices and utilization of conflict management techniques, a proposed enhancement program named Project CARP (Conflict Activity Resolution Program for School Heads in Cluster 9 Division of Calamba) was developed.

Gambaran Kecerdasan Emosional Dengan Gaya Manajemen Konflik Perawat

Conflict is a complex process that cannot be avoided. Conflict needs to be managed positively so that it has a good impact on the development of individuals and organizations. Conflict management is very important in solving problems in the workplace, especially for nurses. Conflict management has a close relationship with the emotional intelligence of nurses in building and maintaining cooperation in order to produce the desired resolution.
 The purpose of this study was to determine the description of emotional intelligence with the conflict management style of nurses. The method used is a search for management style journals in nursing conflict with nurses' emotional intelligence, including designs, studies, samples, and research results of journals that are searched. The journals collected are the latest published journals and have been selected through Google Scholar, an international journal indexed by Sinta.
 The results of the study show that there is a relationship between emotional intelligence and nurses' conflict management. Conflict and its management are motivated by many factors, therefore it is important to properly assess the influencing factors that are expected to have an impact on the conflict management approach used by nurses. So that nurses with high emotional intelligence are able to resolve conflicts and choose a good conflict management style.
 Keywords : Inteligent emotional, style management, nurse’s conflict management

Conflict Management in Healthcare Leadership; A Narrative Review

Conflict resolution is not merely a skill but an essential leadership competency for healthcare professionals. Unaddressed conflicts can have detrimental consequences on patient care, team morale, and organizational productivity. This article delves into the significance of conflict management in healthcare, exploring its multifaceted impact and highlighting the role of leadership in fostering a conflict-resilient work culture. Understanding the root causes of conflicts, such as resource constraints, communication challenges, and differences in personal and professional characteristics, is crucial for developing effective prevention strategies. Healthcare leaders need to adopt proactive approaches to conflict management, emphasizing open communication, mutual respect, and collaborative problem-solving. The article explores various conflict management models, providing healthcare leaders with a toolkit for effective conflict resolution. It highlights the role of emotional intelligence and ethical leadership behaviors in conflict mitigation and discusses the need for a dynamic conflict management framework and its implications in the healthcare environment. It also outlines the need for self-assessment of conflict management skills, essential conflict management strategies and effective leadership tactics to resolve a range of conflict management challenges. It concludes by emphasizing the importance of early intervention and effective handling of conflicts by professional communication. The findings in this article provide a practical roadmap for developing conflict management competencies in healthcare leaders. Importantly, they unravel the nuances of potential conflict management approaches, warranted to establish a conflict-resilient culture in the clinical practice environment.

Development Model of Gender Equality Study in Inheritance Distribution of Tanah Luwu Communities

This research’s aims are 1. analyze the Tanah Luwu people's inheritance distribution, 2. analyze the views of Gender Equality on how to distribute the inheritance of the Tanah Luwu Tribe community, 3. analyze the model for developing gender equality in the inheritance distribution system of the Tanah Luwu people. This study uses an explorative-qualitative research method that describes the development model of gender equality studies in the distribution of inheritance for the people of Tanah Luwu by studying inheritance cases enforced concerning parts and kinship systems. The study shows that the people of the Tanah Luwu tribe generally adhere to Islam; however, they still highly respect the customs passed down from generation to generation to their families, including in inheritance. Therefore, when asked about the inheritance laws that apply, they answer Islamic inheritance laws. However, they use inheritance laws according to their wishes or the appointing system and consider it fair. Gender equality views the inheritance distribution of the people of Tanah Luwu as unfair; thus, there is concern among the heirs. Tension can lead to conflicts or disputes. The gender equality development model is the conflict management and conflict transformation approach.

Modeling Perennial Communal Land Conflict in Nigeria: A Study of Nchoko Igbeagu Izzi, Ebonyi State

This paper focused on modeling perennial communal land conflict in Nigeria: A study of Nchoko Igbeagu Izzi, Ebonyi State The paper looked at the concept elucidation of conflict, land conflict, perennial communal conflict, conflict management and perennial land conflict management. It examined various consequences of conflict. The paper identified, developed and classified major models to conflict management approach into traditional, modern and trad-modern approaches in management of perennial land conflict in Nchoko Igbeagu Izzi, Ebonyi State. The paper was anchored on Greed-Grievance Theory. Research design adopted for the study was both qualitative and quantitative. Primary data were generated through interview and focused group discussion while secondary data was gotten from textbooks and journals. Content Analytical Approach was used to analyze the data. From findings made through oral interview, it was observed that communal land conflict usually burst during planting season of the year and that conflict occurs due to injustice and domination. The implications of this are that production is reduced, supply of goods and services are halted and a lot of attacks were witnessed. The paper concludes that leaders at all levels should be transparent and impartial in handling complaints. However, based on the findings it was recommended that leaders at all level in the community should be transparent and justly handle land complaint, negotiation instead of confrontation should be adopted in conflict resolution and mediators should avoid kick-back in conflict settlement.

CONVENTIONAL AND MODERN WARFARE: A CRITICAL PERSPECTIVE

In the pursuit of a peaceful and secure life, human beings strive to avoid the threat of danger. However, the reality is often marred by disputes, with war being a significant factor that disrupts peace. This paper delves into the distinctions between old and modern models of warfare. Employing a qualitative approach, the study explores relevant literature written by experts on the subject. The research findings reveal compelling differences between old and new wars in terms of their objectives, methods of warfare, and financial backing. Historically, old wars predominantly involved state-to-state conflicts, with state financiers playing a dominant role. In contrast, modern wars encompass diverse players and garner financial support from global sources. Furthermore, new and old wars differ in their target victims, motives, and approaches. These disparities necessitate a corresponding shift in the way these conflicts are addressed and resolved by negotiators worldwide. Understanding the complexities and nuances of modern warfare is crucial to fostering effective strategies for peace building and conflict resolution on a global scale. By examining the transformation of warfare over time, this study contributes to a comprehensive understanding of contemporary security challenges and the importance of adapting conflict management approaches accordingly.

Influence of Negotiation Conflict Management Strategy on Teachers’ Productivity in Secondary Schools in Uasin Gishu County, Kenya

Conflicts are a common phenomenon in any given organization including the school system where there is human interaction. There has been persistent public concern on declining teachers’ productivity in public secondary schools in Uasin Gishu County. This is partly attributable to conflicts. The aim of this paper was to determine the influence of negotiation conflict management strategy on teachers’ productivity in public secondary schools in Uasin-Gishu County, Kenya. The study adopted correlational research design and targeted 156 principals and 1783 teachers from 156 public secondary schools. Krejcie and Morgan sample size determination formula was used to attain a sample size of 427 respondents. The study employed purposive sampling, stratified and simple random sampling approaches. Data was collected using questionnaires. The study used mean, standard deviation, frequencies and percentages and Pearson Correlation Analysis to analyze data which was presented in tables. The study found out that there was a significant positive correlation between negotiation and teachers’ productivity (r = .525; p = .000) in secondary schools in Uasin-Gishu County. The paper concluded that there was a significant positive correlation between negotiation as a conflict management strategy and teachers’ productivity in secondary schools in Uasin-Gishu County showing that negotiation conflict management strategy positively enhances teachers’ productivity in secondary schools. The paper recommends that principals of secondary schools need to adopt conflict management approaches that strongly advocate for negotiation of all arising issues to ensure that compromise is easily reachable. This could be helpful in guiding management decisions and choices as to the most effective conflict management strategies to apply to resolve existing workplace conflicts.

UPSHOT OF CONFLICT MANAGEMENT(CM) APPROACH ON EMPLOYEE PRODUCTIVITY IN NIGERIA TERTIARY INSTITUTION (A STUDY OF DELTA STATE UNIVERSITY, ABRAKA AND DELTA STATE UNIVERSITY OF SCIENCE AND TECHNOLOGY, OZORO)

Conflict circumstance touches the inclusive effectiveness of co-operating organization; asa result of truncating the work development and lowers employee passions. Organizations use available conflict management approaches to build an effective mechanism for conflict management. The study examine the effect of conflict management approaches on employee productivity in the Nigeria Tertiary Institutions. Eighty (80) appropriate designed questionnaire data were obtained from two institution in Delta State, using SPSS analytical tools for analyzing the data. The descriptive statistics and correlation matrix was used to ascertain the kind of relationship that exists between the independent and dependent variables. The testing of hypotheses formulated for the study was conducted using multiple regression analysis with the aid of SPSS correlation. Findings revealed that Collaborating Approach (COA);Accommodation Approach (AA); and Avoiding Approach (AVA) have significant relationship with employee productivity while Compromising Approach (CA) has no impact on employee productivity. The study, therefore, recommends the need for Nigeria Tertiary Institutions top management level staff to organize seminars/workshops for middle and low level management staff on organizational conflict management approach; likewise employees should be enlightened on how to manage their superiors and subordinates in order to enhance organization harmony and management and employees must have the doggedness to work together amicably by formulating potent approach and sustaining acceptable policies as active mechanism for managing conflict on continuous basis.
 Keywords: Conflict, Management, Conflict Resolution Employee-productivity, Higher Tertiary-Institution.

Dispute Resolution in Indigenous Communities in Colombia

Purpose: This study aims to examine dispute resolution approaches in indigenous communities in Colombia.
 Materials and Methods: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low-cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library.
 Results: The literature review on dispute resolution in indigenous communities reveals significant impacts, including changes in conflict management approaches, mediator roles and dispute outcomes. Indigenous mechanisms emphasize community values, identity and autonomy, influencing contemporary practices. However, integration also raises concerns about cultural preservation, land rights and self-governance. Balancing indigenous principles with state laws proves difficult. Strict adherence to community doctrines limits innovation while adaptations threaten cultural heritage.
 Unique Contribution to Theory, Practice and Policy: This study offers a unique contribution to understanding complex relationships between indigenous mediation, identity, governance and conflict resolution. It emphasizes the need for nuanced, balanced and progressive approaches enabling positive coordination of community interests with state responsibilities. The research contributes to theories of indigenous rights, cultural preservation and democratic inclusion by exploring how dispute resolution influences and is shaped by these concepts. It shows community doctrines can guide mediation methods promoting harmony, identity and autonomy, with important implications for diversity, equality and civil liberties. Practices must balance indigenous knowledge and state procedures, community governance and national authority. Mediators negotiate intricate relationships and trade-offs between indigenous principles and statutory laws. Policymakers need sensitive and thoughtful frameworks considering indigenous mediation within official policies and systems.

Facilitation of a free-roaming apex predator in working lands: evaluating factors that influence leopard spatial dynamics and prey availability in a South African biodiversity hotspot.

Apex predators ideally require vast intact spaces that support sufficient prey abundances to sustain them. In a developing world, however, it is becoming extremely difficult to maintain large enough areas to facilitate apex predators outside of protected regions. Free-roaming leopards (Panthera pardus) are the last remaining apex predator in the Greater Cape Floristic Region, South Africa, and face a multitude of threats attributable to competition for space and resources with humans. Using camera-trap data, we investigated the influence of anthropogenic land modification on leopards and the availability of their natural prey species in two contrasting communities-primarily protected (Cederberg) and agriculturally transformed (Piketberg). Potential prey species composition and diversity were determined, to indicate prey availability in each region. Factors influencing spatial utilisation by leopards and their main prey species were also assessed. Estimated potential prey species richness (Cederberg = 27, Piketberg = 26) and diversity indices (Cederberg-H' = 2.64, Ds = 0.90; Piketberg-H' = 2.46, Ds = 0.89), supported by both the Jaccard's Index (J = 0.73) and Sørensen's Coefficient (CC = 0.85), suggested high levels of similarity across the two regions. Main leopard prey species were present in both regions, but their relative abundances differed. Grey rhebok, klipspringer, and rock hyrax were more abundant in the Cederberg, while Cape grysbok, Cape porcupine, chacma baboon, and common duiker were more abundant in Piketberg. Leopards persisted across the agriculturally transformed landscape despite these differences. Occupancy modelling revealed that the spatial dynamics of leopards differed between the two regions, except for both populations preferring areas further away from human habitation. Overall, anthropogenic factors played a greater role in affecting spatial utilisation by leopards and their main prey species in the transformed region, whereas environmental factors had a stronger influence in the protected region. We argue that greater utilisation of alternative main prey species to those preferred in the protected region, including livestock, likely facilitates the persistence of leopards in the transformed region, and believe that this has further implications for human-wildlife conflict. Our study provides a baseline understanding of the potential direct and indirect impacts of agricultural landscape transformation on the behaviour of leopards and shows that heavily modified lands have the potential to facilitate mammalian diversity, including apex predators. We iterate that conservation measures for apex predators should be prioritised where they are present on working lands, and encourage the collaborative development of customised, cost-effective, multi-species conflict management approaches that facilitate coexistence.

Relationship between Mediation Conflict Management Strategy and Teachers’ Productivity in Secondary Schools in Uasin Gishu County, Kenya

Conflicts occur more frequently in school system where there is human interaction. The current paper investigated the extent to which mediation conflict management strategy influence teachers’ productivity, assess the effect of collaboration conflict management strategy on teachers’ productivity, find out how avoidance conflict management strategy influence teachers’ productivity and examine the extent to which teacher support influence the relationship between conflict management and teachers’ productivity. The study adopted correlational research design and targeted 156 principals and 1783 teachers from 156 public secondary schools. Krejcie and Morgan sample size determination formula was used to attain a sample size of 427 respondents. The study employed purposive sampling, stratified and simple random sampling approaches. Data was collected using questionnaires. The study used mean, standard deviation, frequencies and percentages and Pearson Correlation Analysis to analyze data which was presented in tables. The study found out that there was a significant positive correlation between mediation and teachers’ productivity (r = .627; p = .000) in secondary schools in Uasin-Gishu County. The paper concluded that mediation conflict management strategy positively improves teacher productivity in public secondary schools and thus it was recommended that to get the best results in the resolution of workplace disputes, the management or administrators of secondary schools may utilize a combination of several organizational conflict management approaches. This could be helpful in guiding management decisions and choices as to the most effective conflict management strategies to apply to resolve existing workplace conflicts.

Interpersonal conflict and its management among KVK scientists

Conflict is a natural, everyday phenomenon in all private and working spheres. It is an interactive process manifested through incompatibility, disagreement or dissonance within or between social entities i.e. individual, group, organization etc. Like any other organization, Krishi Vigyan Kendra also can be no exception to the fact of existence of conflicts among their scientists. For effective functioning of the KVK, there is a need to know the interpersonal conflict existing among its scientists and its management styles adopted by them. For this investigation, all the 30 KVKs of Gujarat were purposively selected and 3 to 5 scientists from each KVK were selected randomly making total sample of 120 scientists for the study. Majority of them had medium to low level of interpersonal conflict with their superiors and colleagues; while with their subordinates they had medium to high level of interpersonal conflict. Overall extent of interpersonal conflict was medium to low. Collaboration and accommodation were found to be the dominant conflict management approaches among the KVK scientists. Gender, working zeal, attitude towards working in rural area, achievement motivation, self-esteem and interpersonal communication had negatively significant and perception of workload had positively significant correlation with the extent of interpersonal conflict.

An Empirical Examination of the Relationship Between Team Commitment and Conflict Management Orientation in Project Teams

This study examines the relationship between team commitment and the conflict management approach of project team members. Project team members completed measures of team commitment and situational conflict management (approach used in the project team). Pearson product moment correlations support the hypotheses that team commitment is positively associated with cooperative conflict management approaches (compromising and problem-solving), and the Williams T2 test supports the hypothesis that the association between team commitment and a problem-solving conflict management approach is significantly greater than the association between team commitment and a compromising conflict management approach. This research highlights the importance of examining the potential influence of team commitment on the process of managing project conflict.