Conflict Management Strategies Research Articles

Relationship between Openness Personality Trait and Talent Management of University Faculty: Mediating Role of Avoiding Conflict Management strategy

This study aim was to investigate the relationship between personality traits and talent management of university faculty with a specific focus on the mediating role of conflict management strategies. The objectives of the study were (1) To analyze the relationship of conflict management strategies and talent management of university faculty. (2) To analyze the relationship between conflict management strategies and personality traits. (3) To examine the relationship between personality traits and Talent management with mediating role conflict management strategy. To achieve all objectives researcher developed self-developed research questionnaire. Population of the study was consisting of 741 teaching faculty members in Rawalpindi and Islamabad. There were 375 teaching faculty members as a sample of study in Rawalpindi and Islamabad. Samples of university faculty members were selected by using a Proportionate random sampling technique. The Cronbach's Alpha formula was employed to determine the instrument's reliability, and SPSS was used for analyzing the gathered data. The research on the relationship between personality traits and talent management of university faculty, with the mediating role of conflict management strategies, was important implications for universities seeking to improve the performance and success.

Mitigating Human-Elephant Conflict: a Comprehensive Review of Strategies for Sustainable Coexistence in Support of SDG 15

Introduction: Human-elephant conflict (HEC) presents a growing challenge as shrinking habitats and rising human populations increase the frequency of these interactions, threatening both livelihoods and elephant conservation. This review systematically examines and categorizes HEC mitigation strategies, focusing on early warning systems, crop protection, community-based conservation, and conservation corridors, to promote sustainable human-elephant coexistence. Theoretical guidance is provided by frameworks on biodiversity conservation and community participation, with a methodological approach involving an extensive literature search across Google Scholar, PubMed, and Web of Science for studies published between 2015 and 2024. A Multi-Criteria Analysis (MCA) was employed to assess the effectiveness, sustainability, cost-efficiency, community acceptance, and scalability of these strategies. Results indicate that while early warning systems and crop protection demonstrate strong scalability and effectiveness, community-based conservation outperforms in sustainability and community support. This study underscores the need for an integrated approach that combines technological solutions, community engagement, and landscape management to effectively address HEC. The findings hold significant implications for interdisciplinary research and policy development, aiming to support sustainable development goals, particularly SDG 15—Life on Land. The originality of this review lies in its holistic evaluation of HEC mitigation strategies, offering valuable recommendations for future research and intervention design. Objective: The goal is to evaluate the effectiveness and viability of different human-elephant conflict (HEC) mitigation strategies to identify the most effective, sustainable, and community-accepted approaches. This will guide future research and interventions aimed at promoting sustainable coexistence between humans and elephants. Theoretical Framework: The Human-Elephant Conflict (HEC) Theory examines interactions and conflicts between humans and elephants due to resource competition, while the Community-Based Conservation Model emphasizes local involvement in conservation. Multi-Criteria Analysis (MCA) is used to evaluate and compare HEC mitigation strategies based on various criteria. Together, these frameworks offer a comprehensive understanding of HEC complexities and help assess the effectiveness of potential solutions. Method: The research methodology involves a systematic review and assessment of human-elephant conflict (HEC) mitigation strategies. The study design included a comprehensive literature search in databases like Google Scholar, PubMed, and Web of Science, focusing on studies from 2015 to 2024. Data collection involved extracting and synthesizing relevant articles, followed by using Multi-Criteria Analysis (MCA) to evaluate the effectiveness, sustainability, cost-effectiveness, community acceptance, and scalability of various HEC measures. The process included criteria evaluation and framework development to make recommendations for future research and interventions. Results and Discussion: The results indicate that while Early Warning Systems and Crop Protection Measures are effective and scalable, Community-Based Conservation is the most impactful due to its high effectiveness, sustainability, and community support. The study highlights that combining technology with local community involvement provides a comprehensive solution to human-elephant conflict (HEC). Limitations include variability in strategy success across contexts and the subjective nature of Multi-Criteria Analysis (MCA). Future research should address these limitations and examine strategies in various settings to improve their applicability. Research Implications: The research emphasizes the need for integrated, community-focused mitigation strategies for human-wildlife conflict management. It suggests enhancing conservation policies through technology and local involvement, and advocates for interdisciplinary approaches combining ecological, technological, and social perspectives. Additionally, it recommends improving policy frameworks and resource allocation to foster better human-elephant coexistence. Originality/Value: This study enhances the literature by systematically evaluating human-elephant conflict (HEC) mitigation strategies through a holistic approach that integrates technology and community-based conservation. Its originality stems from the comprehensive analysis and integration of these methods. The research is valuable for shaping policy and improving conservation practices, highlighting the need for interdisciplinary solutions and local involvement to effectively address HEC.

Unpacking the relationship between leaders' age and active conflict management: The moderating role of generativity

AbstractAs organizations face an ageing workforce, it is crucial to understand the role of leaders' age in their interactions with employees. Seminal theories on ageing cast age as a key factor shaping individuals' interpersonal behaviours, for example when handling conflicts. We integrate this notion with insights from generativity research to investigate the role of leaders' age in their active conflict management strategies through two distinct pathways. Depending on a leader's generativity, leaders' age may differentially shape both their perceptions of leader‐member exchange (LMX) quality and their emotion regulation knowledge, thereby advancing either more constructive or more destructive approaches towards employee conflicts. Results from Study 1, a time‐lagged study of 303 leaders, revealed that age is negatively related to their LMX perceptions and, thus, to leaders' constructive approaches towards employee conflicts—but only among leaders with lower generativity. Study 2, a cross‐sectional study of 84 leader‐employee teams, revealed that leaders' age is positively associated with their emotion regulation knowledge, which in turn is negatively related to their destructive conflict management—but only among leaders with higher generativity. Our findings reveal key mechanisms linking leader age to conflict management and underscore leader generativity as a crucial boundary condition in these relationships.

Leadership characteristics to reduce staff attrition and absence related to burnout

Burnout among the paramedic profession is an increasing problem and not enough is being done to improve the current climate. It is for this reason that paramedics should individually contribute to the reduction of this issue by developing their own leadership characteristics, such as emotional intelligence, social intelligence, and stress and conflict management. Evidence suggests that these qualities and behaviours reduce the possibility of being subject to burnout symptomology. Implementing positive stress and conflict-management strategies will create a healthcare environment, which will be more enjoyable to work in. Emotional and social intelligence increase the resilience of prehospital clinicians who are subject to occupational challenges on a daily basis. Wider influences such as ambulance trusts, health services and governing bodies have implemented strategies to tackle this issue but clinicians can lead the change from the front line.

Analiasa Bentuk-bentuk Konflik dalam Lingkungan Kerja.

In the work environment, employees definitely have different identities such as origin, religion, ethnicity and education. However, these differences do not affect the condition of the company unless accompanied by bad behavior from the employees employed there. Inappropriate behavior disrupts communication and communication effectiveness. This creates conflict between employees in both horizontal and vertical relationships. conflict is a dispute between two or more parties who argue due to lack of status or resources and attempt to control or control each other through damage, loss, or other controlled means, resulting in the following consequences Damaging the relationship between the parties. Forms of conflict that often occur in the work environment, namely interpersonal conflict, conflict between groups, and conflict between parts of the organization. Conflict can create positive and negative impacts in the work environment. Conflict can be controlled with appropriate conflict management strategies, one of which is using a conflict management strategy with the Interest-Based Relational Approach (IBRA) introduced by Fisher and Ury, namely by (1) Separating people from problems, (2) Focusing on interests, not a position, (3) Invent options for mutual gain, and (4) Insist on using Objective criteria. By implementing the right strategies, conflict can become an opportunity for organizations to innovate, improve internal processes, and build stronger relationships among employees.

An appraisal of the relevance of consultation in organisational conflict management

Conflict has been proven to be inescapable in the work environment because of the composite nature of organizations. The study on the Appraisal of the Relevance of Consultation in Organisational Conflict Management evaluated the relationship of consultation with conflict management in an organization. Deploying consultation strategies in conflict management douses the degree of impact and incidence of escalated conflict. The study administered a questionnaire to 200 respondents from Banking & Fintech, Manufacturing, Professional Institutes, Ministries, Departments and Agencies of Government, Telecommunication, and Oil & Gas sectors in Southwest Nigeria through Google Forms, while 177 responded. A questionnaire was designed and validated by Industrial and Labour Relations Experts before administering it. Data were analyzed using charts, tabulations, percentages, and Pearson Product Moment Correlation (PPMC) methods. Findings confirmed that relationships exist between conflict management and consultation as a form of social dialogue. Most respondents agreed in strong and mild terms that deploying social dialogue in conflict management can trim down conflict; facilitate collaboration; replace confrontational relationships; establish a harmonious industrial climate; and open and encourage channels for consensus building. Since conflict is an intrinsic feature of organizational relations, sustaining a mutual relationship requires a deliberate commitment to adopt conflict management strategies. Social dialogue through consultation proved to be a potent apparatus for promoting effective conflict management. This highlights the need for organizations to prioritize consultation as a strategic approach to conflict resolution, ensuring harmony and collaboration across workplace dynamics. Hence, it is recommended that consultation should be deployed as a procedure to manage conflict in an organization.

IMPACT OF TRADITIONAL CONFLICT MANAGEMENT STRATEGIES OF NDIEZE AND UMUADA ON SECURITY IN NGWA CLAN IN ABIA STATE, NIGERIA

In spite of conflict management strategies adopted by Ndieze and Umuada in Ngwa clan to manage conflicts such as land disputes, inheritance and inter-family quarrels in Ngwa clan are still grossly understudied. Even when the variables were examined, they were not linked to security of people in Ngwa clan. The study examined the conflict management strategies of the Ndieze and Umuada in Ngwa Clan and its relevance security in Abia State, Nigeria. The study was anchored on the structural-functional theory in order to understand the Ndieze and Umuada as structures of Ngwa clan and how their functions whether manifest or latent affect security in the clan. The population of the study was 1,911,900 comprising of population of Ndieze, Umuada and residents of Isiala Ngwa North, Isiala Ngwa South, Osisioma Ngwa, Aba North, Aba South, Obingwa and Ugwunagbo , which are Ngwa settlements. The sample size is 400 determined using Taro Yamane formula. Data were collected using 5-Point Likert Questionnaire and interview guide. While data from questionnaire were analysed using frequency distribution, mean and percentages, data from interview were analysed using thematic content analysis. Finding from the study showed that there is significant relationship between conflict management strategies of the Ndieze and Umuada and relevance for security in Ngwa clan. It was recommended that due to the significant relationship between conflict management strategies of the Ndieze and Umuada and relevance for security in Ngwa clan, conflict management strategies such as banishment, naming and shaming of individuals that committed offence, payment of fines, ex-communication, among others should be largely used by Ndieze and Umuada in ensuring the protection of lives and properties in Ngwa clan. This is because if the individuals who committed crimes are note named and shamed or punished, the level of disputes in the clan would increase with its attendant adverse impact on security in the clan.

Menangani Konflik dalam Organisasi Pendidikan: Identifikasi, Tahapan, dan Dampaknya dalam Organisasi

Conflict is an inevitable phenomenon in organizational dynamics. Differences in perceptions, goals and resources often trigger conflict. This research aims to examine the importance of conflict management in maintaining organizational sustainability and performance. Through literature studies, this research concludes that effective conflict management can change destructive conflicts into constructive ones, increase productivity, and strengthen relationships between organizational members. In addition, this research also identifies various conflict management strategies that can be applied in the context of modern organizations. Organizational conflict is a conflict that occurs when the goal-oriented behavior of one group clashes or is threatened by the group's goals.

Exploring the Relationship Among Ethical Leadership, Psychological Safety, Conflict Management Strategies, and Job Performance: The Moderating Role of Inclusive Environment

This study examines the relationship between ethical leadership (EL), psychological safety (PS), conflict management strategies (CMSs), job performance, and the moderating role of an inclusive environment in non-governmental organizations (NGOs) in Pakistan. Data for this research were collected through quantitative means from NGOs operating in Gilgit-Baltistan, Pakistan. A total of 170 employees from NGOs (females = 44.7%, males = 55.3%) completed the ethical leadership, psychological safety, conflict management strategies, inclusive environment, and job performance scales. We applied structural equation modeling (SEM) for analysis. As compared with previously conducted studies, the findings determined an insignificant moderating role of an inclusive environment. Social identity theory was utilized to delve deeper into the categorization of ingroups and outgroups within the organizations. The implications of this study extend to both researchers and practitioners. Future research will include an exploration of the effectiveness of organizational interventions.

Leadership characteristics to reduce staff attrition and absence related to burnout

Burnout among the paramedic profession is an increasing problem and not enough is being done to improve the current climate. It is for this reason that paramedics should individually contribute to the reduction of this issue by developing their own leadership characteristics, such as emotional intelligence, social intelligence, and stress and conflict management. Evidence suggests that these qualities and behaviours reduce the possibility of being subject to burnout symptomology. Implementing positive stress and conflict-management strategies will create a healthcare environment, which will be more enjoyable to work in. Emotional and social intelligence increase the resilience of prehospital clinicians who are subject to occupational challenges on a daily basis. Wider influences such as ambulance trusts, health services and governing bodies have implemented strategies to tackle this issue but clinicians can lead the change from the front line.

Adopting Circular Economy Principles: How Do Conflict Management Strategies Help Adopt Smart Technology in Jordanian SMEs?

Smart technology is essential for integrating circular economy principles. This research investigates how conflict management strategies (collaboration, accommodation, avoidance, compromise, and competition) impact the adoption of smart technology, particularly blockchain, in Jordanian SMEs. Additionally, the study explores the moderating role of customer-centric green supply chain management in the relationship between blockchain adoption and circular economy principles. This research addresses a gap in the literature by focusing on Jordanian SMEs, an under-explored context. Data were collected from 421 senior managers, department heads, and executives of Jordanian SMEs, and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), to test the hypotheses and analyze complex relationships. The findings reveal that conflict management strategies are critical in blockchain adoption, with collaboration and compromise emerging as the most influential. Moreover, blockchain adoption positively impacts the implementation of circular economy principles. The moderating effect of customer-centric green supply chain management enhances the sustainability and competitiveness of SMEs through blockchain technology. This research contributes to theory and practice by providing valuable insights into the strategic role of conflict management in driving technological innovation and sustainability within the circular economy framework, particularly in the context of Jordanian SMEs.

ENHANCING TEAM EFFECTIVENESS THROUGH CONFLICT MANAGEMENT: STRATEGIES AND INTERVENTIONS

This study explores how conflict management strategies and interventions can enhance team effectiveness across diverse cultural contexts. The research examines the interplay between team empowerment, knowledge sharing, intra-group conflict, and team performance. A review of 26 academic publications on team dynamics, conflict management, and their impact on team effectiveness was conducted. Archival research methods were employed, including a systematic search strategy for relevant articles and a thematic analysis approach to extract key themes. The findings suggest that team empowerment can influence knowledge sharing and intra-group conflict. Cultural dimensions, such as power distance and collectivism, are argued to moderate the effectiveness of conflict management strategies. The research highlights the need for culturally- sensitive interventions to bridge the gap between theory and practice. Future research avenues are proposed, emphasizing the importance of intervention studies to explore the effectiveness of various conflict management strategies across cultures.

Strategi Manajemen Konflik Dalam Meningkatkan Kinerja Dosen Di Perguruan Tinggi

This study aims to analyze effective conflict management strategies in improving the performance of lecturers in higher education. Workplace conflicts often affect productivity, teaching quality, and job satisfaction among lecturers. Using a descriptive qualitative approach, this research examines how strategies such as mediation, open communication, and collaboration can create a conducive working environment. Data were collected through in-depth interviews with lecturers and university leaders, as well as observations and document analysis. Data analysis was conducted using triangulation. The results show that effective conflict management strategies can improve lecturer productivity, enhance the quality of peer interactions, and foster workplace innovation. Well-managed conflicts not only reduce tension but also increase job satisfaction and motivation.

Psychoeducation as burnout prevention for Hungarian teachers

The aim of this study is to examine the role of psychoeducation in preventing burnout among Hungarian teachers. Psychoeducation is a structured method of delivering professional information, combining elements of education, cognitive-behavioral therapy, and grouptherapy, with the goal of developing coping strategies to maintain health and ensure therapeutic collaboration. As part of the research, a 30-hour training program was developed and implemented with two groups, consisting of kindergarten and special education teachers (N=35). The core components of the training included self-awareness exercises, autogenic training techniques, and conflict management strategies. Changes in participants' burnout levels, psychological immune systems, coping methods, and perceived social support were assessed using pre- and post-training questionnaires (Maslach Burnout Inventory Educator Survey (MBI-ES), Oláh’s Psychological Immune System Survey, Coping Methods Questionnaire, MOS SSS-H Social Support Questionnaire, and Mental Health Test). A significant reduction in burnout was observed. The findings support previous research indicating that psychoeducation can effectively reduce stress and burnout, though its effectiveness may depend on various factors, such as the length and intensity of the program, as well as participants' motivation and commitment. Future research should involve larger sample sizes and longitudinal designs to assess the long-term benefits of psychoeducational interventions more accurately for teacher burnout.

Leadership and Conflict Management: Strategies for Managing Conflict in Higher Education Institutions

This study analyzes conflict management strategies through adaptive leadership models to improve educational institutional performance. This study uses a qualitative case study approach. Data collection was carried out through interviews, observations, and documentation. Data analysis used a thematic analysis approach, coding and identifying main themes related to leadership strategies and conflict management. The study results indicate that transparent and open leadership, developing clear conflict policies, creating a collaborative culture, and utilizing a proactive approach are the main strategies that can reduce the frequency and impact of conflict. These findings emphasize the importance of adapting leadership strategies based on local contexts and organizational culture to improve the effectiveness of conflict management. The implications of this study include providing new insights for leaders of higher education institutions to develop more relevant and contextual conflict management policies and practices. This study also suggests the need for further research to expand the scope of research by considering variations in gender, age, and wider survey methods to obtain a more comprehensive picture. Thus, the results of this study can contribute to developing more effective conflict management policies in higher education environments.

Sudan: Understanding the Dynamics of Terrorism and Conflict Management. A Multifaceted Approach

The research proposal aims to comprehensively examine terrorism and conflict manage ment dynamics in Sudan. It seeks to understand terrorism’s root causes, its interplay with conflict dynamics, and the effectiveness of current management strategies. Employing historical analysis, socio-political inquiry, and economic assessment, the study will explore Sudan’s historical context, identifying key turning points and socio-political dimensions such as governance challenges and identity politics. Additionally, the research will scrutinize terrorism’s economic underpinnings, in cluding illicit economies and external financing. It will evaluate terrorism’s impact on peacebuilding efforts, offering insights into effective conflict management strategies. Expected outcomes include a nuanced understanding of terrorism’s dynamics, actionable recommendations for policymakers, and contributions to peacebuilding efforts. By shedding light on these complexities, the study aims to aid in mitigating terrorism and fostering sustainable peace not only in Sudan but also globally. Keywords: Terrorism, conflict management, Sudan, Africa, dynamics, multifaceted approach, gov ernance, identity politics.

The Effect of Conflict Management Strategies on Job Satisfaction: A Study in the Accounting Sector

The aim of this study is to examine the effect of conflict management on job satisfaction for the accounting sectorand to examine the effect between the conflict management strategies used by employees and their job satisfaction. Also, demographic characteristics are to contribute to the related literature by examining the effect of job satisfaction, conflict management, and conflict management strategies. In this study, survey research method and relational screening model were used. Then, e-survey was applied to 451 accounting professionals through convenience sampling among approximately 200.000 accounting sector employees operating in Turkey and 403 questionnaires were analysed. The factor loadings of the scales were examined, followed by reliability and normal distribution analyses of the relevant scales and then parametric tests were performed. Pearson correlation analysis and regression analysis were performed to examine the relationship between constructive, adaptive, coercive, avoidant and compromising subscales of job satisfaction scale and conflict management strategy scale. According to the results, conflict management has a positive effect on job satisfaction. Also, constructive, accommodative, compromise, avoidant and coercive conflict management strategies were also found to have a positive effect on job satisfaction. When demographic characteristics were analysed, it was found that there was no significant difference between gender, marital status, age, education level variables and job satisfaction, conflict management, adaptive, constructive, coercive, avoidant and accommodative conflict management strategies. It was observed that there was a significant difference between the professional experience variable and compatible conflict management strategy, also between the occupation variable and coercive conflict management strategy.

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The article is devoted to the study of strategic aspects of conflict management in an enterprise. It has been proven that conflict management in an enterprise is an important aspect of strategic management. Effective conflict management can contribute to achieving the goals of the organization, improving the working atmosphere and increasing labor productivity. It has been proven that conflict management strategies in the enterprise management system are an important component of ensuring the effective operation and stability of the organization. It has been established that the development of a conflict resolution strategy requires a thorough analysis of existing contradictions, understanding their causes and taking into account the characteristics of each enterprise. The article proposes an algorithm for strategic conflict management at the enterprise and conflict management strategies. The cycle of implementation, monitoring and correction of the conflict management system is also considered. The conflict competence of employees and managers of the enterprise is analyzed. It has been established that the successful development of this competence requires the participation of relevant specialists, such as psychologists and conflict managers

Managing the Rohingya Refugee Crisis in Aceh: Strategies for Conflict Management

This study examines Aceh's challenges in managing Rohingya refugees and proposes conflict management strategies. Using a qualitative approach, it identifies issues in implementing Presidential Regulation 125/2016 and potential conflicts with local communities. A three-phase conflict management framework is proposed: prevention, cessation, and post-conflict recovery. Prevention strategies include developing institutional mechanisms, early warning systems, and community capacity building. Conflict cessation focuses on establishing specialized task forces and strengthening security systems. Post-conflict recovery emphasizes inclusive economic initiatives, sustained dialogue forums, integrated data management, comprehensive relocation studies, and psychosocial support. The research highlights the importance of collaborative efforts involving government agencies, international organizations, and local communities in addressing the complex challenges of refugee management

Strategy Implementation in Conflict Management to Prevent Violence in Transportation Education Institutions

Education is a fundamental basis for building national civilization. Educational institutions in the transportation sector continue to transform to enhance the quality of education. In connection with the violence in the educational environment, it is vital to carry out this study to provide an overview for the community, teaching, and education staff, and educational policymakers, especially in the transportation sector. The study was carried out using a method in the form of a literature study also called a literature review. The results of this study include: 1) Conflicts in educational institutions usually occur between individuals, groups, or between parts of the environment; 2) Conflict management in educational institutions can be conducted by mediating promptly to prevent conflicts from escalating.; and 3) Implementation of conflict management strategies can be done by creating professional code of ethics learning policies and routine activities to increase team collaboration outdoors (outbound).