Group Conflict Research Articles

Individuals prefer to harm their own group rather than help an opposing group

Group-based conflict enacts a severe toll on society, yet the psychological factors governing behavior in group conflicts remain unclear. Past work finds that group members seek to maximize relative differences between their in-group and out-group ("in-group favoritism") and are driven by a desire to benefit in-groups rather than harm out-groups (the "in-group love" hypothesis). This prior research studies how decision-makers approach trade-offs between two net-positive outcomes for their in-group. However, in the real world, group members often face trade-offs between net-negative options, entailing either losses to their group or gains for the opposition. Anecdotally, under such conditions, individuals may avoid supporting their opponents even if this harms their own group, seemingly inconsistent with "in-group love" or a harm minimizing strategy. Yet, to the best of our knowledge, these circumstances have not been investigated. In six pre-registered studies, we find consistent evidence that individuals prefer to harm their own group rather than provide even minimal support to an opposing group across polarized issues (abortion access, political party, gun rights). Strikingly, in an incentive-compatible experiment,individuals preferred to subtract more than three times as much from their own group rather than support an opposing group,despite believing that their in-group is more effective with funds. We find that identity concerns drive preferences in group decision-making, and individuals believe that supporting an opposing group is less value-compatible than harming their own group. Our results hold valuable insights for the psychology of decision-making in intergroup conflict as well as potential interventions for conflict resolution.

A quantitative and qualitative hybrid attributes based imbalanced group conflict analysis method and its application to evaluation of clinical therapeutic effect

A quantitative and qualitative hybrid attributes based imbalanced group conflict analysis method and its application to evaluation of clinical therapeutic effect

Reliance and Automation for Human-AI Collaborative Data Labeling Conflict Resolution

Human data labeling with multiple labelers and the resulting conflict resolution remains the norm for many enterprise machine learning pipelines. Conflict resolution can be a time-intensive and costly process. Our goal was to study how human-AI collaboration can improve conflict resolution, by enabling users to automate groups of conflict resolution tasks. However, little is known about whether and how people will rely on automation during conflict resolution. Currently, automation commonly uses labelers' majority vote labels for conflict resolution, as the top chosen label by most labelers is often correct. We envisioned a system where an AI would assist in finding cases where the labeler majority vote was wrong and where automation is supported for batches or groups of conflicts. In order to understand whether humans could use labeler and AI information effectively, we investigated how and when users rely on labeler and AI information and on automated group conflict resolution. We ran a study with 144 Mechanical Turk workers. We found that automation increased users' accuracy/time, use of automated conflict resolution was relatively similar regardless of whether the automation was based on labeler or AI selected labels, and providing labeler and AI selected labels may reduce inappropriate reliance on automation.

The best person for the job is the most qualified, right? An experimental study about Islamophobia in hiring practices

PurposeIslamophobia is a growing social problem that leads to the discrimination of Muslims. Using Group Conflict Theory and the Integrated Threat Theory as the theoretical frameworks, this study aims to measure the presence of Islamophobia in the hiring practices of the most southern state of Switzerland.Design/methodology/approachAn experimental formative research study was conducted with employees. Based on CVs for two positions, back-office and front-office, candidates were selected for interviews and reasons were provided. Two variables were manipulated to represent the “Muslim appearance” on the CVs: the picture and the name. A content analysis of reasons was conducted in addition to descriptive statistics of survey responses.FindingsA negative perception of Muslim candidates emerged from the answers with a clear difference between the two scenarios: candidates perceived to be Muslim were not rejected from the back-office position, but they were from the front-office position.Social implicationsResults demonstrate that hiring practices in Ticino Switzerland are, in some cases, based on a prejudicial attitude. As long as Muslims were “not seen as Muslims to the customers,” they were judged as acceptable for the job. This has implications for social marketing research and practice aimed to change this discrimination behavior. A next step could be to understand if it is fear of Muslims or fear of what the public might think of Muslims that cause the selection difference between the two jobs. Systems-wide and macro level social marketing research is well suited to investigate such problems and test solutions, in a local context, following the methodology used in this study.Originality/valueA disturbing escalation of the phenomenon of Islamophobia has emerged across the globe. This paper examines a fundamental issue in equity and prosperity, which is equal opportunity for employment. Using experimental design, the authors find that discrimination exists in hiring practices, which is a problem that social marketing is well equipped to address.

Minority dissent, social acceptance and conflict transformation in multiparty systems

PurposeThis study aims to investigate the role of minority dissent (MD) as an antecedent for task (TC) and relationship conflict (RC) in groups engaged in multiparty collaboration. The authors hypothesized that MD triggers both TC and RC and that the association between MD and RC is mediated by TC. Moreover, the authors hypothesized that the positive association between MD and RC is attenuated by social acceptance, while the positive association between TC and RC is attenuated by trust.Design/methodology/approachThe authors have tested the hypotheses in 36 groups comprising in total 145 professionals that attended a two-day workshop on working across organizational boundaries and who filled in three surveys during a multiparty simulation. The authors used multilevel mediation analyses to test the hypotheses.FindingsThe results generally supported the role of MD as an antecedent for both TC and RC as well as the mediating role of TC in the relationship between MD and RC. The attenuating role of social acceptance in the relationship between MD and RC was fully supported, while the attenuating role of trust in the relationship between TC and RC was not supported.Research limitations/implicationsThis study is based on a rather small sample and used a cross-lagged data collection design, and no causal claims can be derived from the findings. Behavioral multiparty simulations create a realistic context in which the authors investigate the dynamics of conflict transformation and explore the interplay of MD, TC and RC.Social implicationsAs nowadays, multiparty systems are engaged in dealing with important societal challenges and because RC is detrimental for collaborative effectiveness, the results have important implications for facilitating effective collaboration in such complex systems.Originality/valueThis study makes an important contribution to the literature on conflict in multiparty systems by showing that as an antecedent of intragroup conflict, MD can have both a beneficial as well as a detrimental impact on the conflict dynamics of multiparty systems. It points out the importance of social acceptance as a buffer against the detrimental role of MD.

Konflik Sosial Tokoh Utama dalam Film Animasi Haikyuu!! Second Season (Kajian Sosiologi Sastra)

Social conflict was defined as a natural social symptom that occurs in social life. Coser divided conflicts into several parts, there are realistic, non- realistic, in- group and out- group conflicts. He argues that social conflict not only viewed from the negative side. This research focuses on social conflicts that occur the Japanese student environment then will analyze more deeply the social conflicts experienced by the main character also will look for the factors that occurs the conflicts. Thie aim of this studies to explains and describing (1) realistic and non- realistic conflicts that occur (2) in-group and out-group conflicts that occur (3) functions of social conflicts. This study used content analysis of qualitative research methods with literary sociology approach. For data collecting technique this study used note- taking technique. The result of this research is (1) the occurrence of realistic conflicts due to a sense of disapproval of a demand (2) the occurrence of non- realistic conflicts due to the need to relieve tensions (3) the occurrence of in-group conflicts because those involved in the conflicts are between member in the same groups (4) the occurrence of out-group conflicts because those involved in the conflicts are between different groups.

Which Group Dynamics Matter: Social Predictors of Student Achievement in Team-Based Undergraduate Science Classrooms.

While group work in undergraduate science education tends to have overall benefit, less is known about the specific peer-peer dynamics that optimize learning during group interaction. The current study used peer ratings and self-reported data from 436 students enrolled in team-based undergraduate science courses (biology or chemistry) to determine group dynamics that predicted both willingness to work with peers in the future and individual achievement in the course. Results show that greater personal connection and contributions predicted willingness to work with a group member (R2biology = 0.75; R2chemistry = 0.59). While active contribution to a group predicted greater achievement, more noncontent interactions (e.g., encouragement, listening to feedback, being polite) predicted lower achievement, despite these being on-task and relevant. Additionally, having group members who were willing to continue working with a student was a positive predictor of that student's achievement regardless of course. Strikingly, students in chemistry were significantly less willing to work with women in their groups compared with men. Finally, not all forms of group conflict predict decreased achievement. These findings highlight group factors such as student behavior within the group, aspects of the group social environment, and peer support that can be targeted for optimizing undergraduate science learning.

대학병원 내부 집단 갈등 해결과정에 관한 연구

This study analyzed the causes of group conflict in university hospitals located in Daegu, the development of conflict, and the case of conflict resolution through arbitration using the grounded theory methodology. For the study, in-depth interviews were conducted on a total of eight executives of the arbitration organization, two representatives of university hospitals, and three union officials who played a role in resolving the conflict. As a result of the analysis, it was confirmed that the conflict between the internal parties of the university hospital was wages, manpower, welfare, and policy decisions, and the conflict between the internal parties was expressed due to the management's inability to accept the labor union's demand. The labor union's act of expressing conflict was confirmed as a strike, and the management's act of expressing conflict was found to be a response that ignored the union's requirements. In addition, it was confirmed that the conflict resolution strategy was taken through compromise through a third party as a conflict resolution strategy as a solution between the parties was not presented due to the amplification of the conflict. It was confirmed that the third party, the Medical City Daegu Council, functions as an arbitration between the parties to the conflict at the university hospital, which resolved the conflict.

Collective racial resentment and emotion: Toward an understanding of Whites' reactions to demands for racial equity

AbstractThere is a long‐standing debate regarding how whites respond to Black political activists who push for racial equity. Symbolic racism researchers have argued that white reactions result from a blend of racial animus and traditional moral values, while conflict theorists have argued they are more a matter of group interests. Others who take a politics centered approach argue that principled objections rooted in political ideology—not racial considerations—are the driving force. In this article, I outline the history of this debate, with a particular emphasis on the symbolic racism and group conflict perspectives and their theoretical foundations. Efforts to synthesize these perspectives have made a case that both feelings are aspects of whites' sense of group position and might be described as “collective racial resentment.” Drawing on this concept, I argue that whites are likely to be angered by Black political activists because they are perceived to be a threat to the group's position. I then propose the more general concept of “collective racial emotion” to capture contexts where whites may feel paternalistic warmth if they believe their group's position is being protected.

The Problem with the Implementation of Cooperative Learning in Speaking Classes for Elementary School

<em>Despite the well-established benefits of cooperative learning, implementation remains a challenge. This research aims to know the problems teachers face in implementing cooperative learning in speaking classes in elementary school. This study used a qualitative design with an interview approach with teachers to investigate problems in implementing cooperatives. This study report involves one teacher who has participated and has implemented cooperative learning for at least three years. The current study uses the interview data collection method to investigate the implementation of cooperative learning in MI TPI Keramat. The result indicates some problems the teacher faced in implementing cooperative learning in the classroom. The main problem faced by students in cooperative learning is group conflict.</em>

Dynamic recognition of naloxone, morphine and endomorphin1 in the same pocket of µ-opioid receptors.

Morphine, the most widely used analgesic, relieves severe pain by activating the μ-opioid receptor (MOR), whereas naloxone, with only slight structural changes compared to morphine, exhibits inhibitory effect, and is used to treat opioid abuse. The mechanism by which the MOR distinguishes between the two is unclear. Molecular dynamics (MD) simulations on a 1-μs time scale and metadynamics-enhanced conformational sampling are used here to determine the different interactions of these two ligands with MOR: morphine adjusted its pose by continuously flipping deeper into the pocket, whereas naloxone failed to penetrate deeper because its allyl group conflicts with several residues of MOR. The endogenous peptide ligand endomorphin-1 (EM-1) underwent almost no significant conformational changes during the MD simulations. To validate these processes, we employed GIRK4S143T, a MOR-activated Gβγ-protein effector, in combination with mutagenesis and electrophysiological recordings. We verified the role of some key residues in the dynamic recognition of naloxone and morphine and identified the key residue I322, which leads to differential recognition of morphine and naloxone while assisting EM-1 in activating MOR. Reducing the side chain size of I322 (MORI322A) transformed naloxone from an inhibitor directly into an agonist of MOR, and I322A also significantly attenuated the potency of MOR on EM-1, confirming that binding deep in the pocket is critical for the agonistic effect of MOR. This finding reveals a dynamic mechanism for the response of MOR to different ligands and provides a basis for the discovery of new ligands for MOR at the atomic level.

Tracing Barbara Bergmann's Occupational Crowding Hypothesis: A Recent History

Abstract Barbara Bergmann was well known for many contributions to economics, but she was perhaps most famous for her 1971 occupational crowding hypothesis. The hypothesis was published during a surge of literature on the economics of discrimination, and it temporarily stood among the mainstream neoclassical theories before being relegated primarily to feminist and stratification economics. This article situates the crowding hypothesis among contemporary competing theories on the economics of discrimination and explains why it did not last in the mainstream camp. Despite Bergmann's neoclassical framing, the model's conclusions did not align with models of perfect competition and more closely aligned with heterodox perspectives on group power and conflict.

Managing Groups: Skills to Uncover the Pre-forming Stage and Distributing Roles

Until organizations exist, groups will continue to exist. As the literature is abundant on what managers could do to ensure that groups function properly, it also discusses group failure and managers' mismanagement the cause of the failure. In this paper, I have kept Tuckman & Jensen's (1977) Stages of Group Development Model at the centre of the discussion and introduced the Pre-Forming Stage that precedes the Forming stage of the Tuckman & Jensen's (1977) model. In this stage, using scholarly concepts, I have identified how people harbour positive or negative mindsets (mostly unaware) about others before starting a conversation at a group level and how adjourning stage from the previous group experience play an active role in it. I have discussed how exploring the Pre-Storming stage managers can identify the source of conflict that could plague the group work if not uncovered. In addition, I have discussed how managers can allocate roles and responsibilities according to group members' strengths and allowable weaknesses (Belbin, 1993) by looking at the strengths of one team member and how they complement the weaknesses of another team member(s). The discussion in this paper adds value to the literature on group development and conflicts, showing skills and mindsets that managers could develop to manage their group. This paper discusses how the seeds of its development (the start of a conflict) are self-sown in the pre-forming stage at an individual level, well before the forming and storming stages of Tuckman and Jensen's (1977) group development model.

Perception Asymmetry of Affect: How Do You Think We Feel?

In collective affect research, an assumption is often made that through processes such as emotional contagion and attraction-selection-attrition members will converge unto a shared group affective tone. While this assumption is not without warrant, a limitation of previous work on interpersonal emotional processes of individuals, individuals within dyadic relationships, or members within teams is the lack of examination into the varying perceptions individuals may form regarding these affective experiences. To examine the development and influence of these affective perceptions, we extend recent works from work group conflict literature to examine the influence of perception asymmetry when applied to affective interactions. Wherein, we describe a novel construct of Perception Asymmetry of Affect (PAA). PAA refers to the congruence (e.g.; low level of PAA) or incongruence (e.g.; high level) of perceptions of affective experiences between two or more individuals. This paper explores the following questions: 1) does perception asymmetry of affect exist; 2) if so, what causes perception asymmetry between individuals and their groups, within dyads, and within groups. This article contributes to literature on collective affect by offering a detailed framework for an understudied phenomenon of diverging or asymmetric perceptions.

Double-Edged Sword? Effects of Identity and Information Faultlines on Group Performance

According to the categorization-elaboration model (CEM), this study examines two mechanisms through which identity and information faultlines might affect group performance. Specifically, this study investigates how other types of faultlines (i.e., identity faultlines and information faultlines) affect different types of group conflict (i.e. relationship conflict and task conflict). The inconsistent findings of group performance are interpreted. Using data from a sample of 701 employees in 70 groups, the results indicate that relationship conflict mediated the negative relationship between identity faultlines and group performance, and task conflict supported a mediating role in the positive relationship between information faultlines and group performance. The results provide theoretical and practical guidance for management, contributing to the development of performance and efficiency of groups and organizations.

Divisiveness, splintering, and the rational interpretation of text

In a historical case study, this paper explores the mechanisms by which the rational interpretation of written text can produce divisiveness and splintering. The mechanisms of division are derived from theories of organizational rationality, cultural logics, organizational memory, and group conflict. The propositions are explored in an analysis of common sense rationality with a focus on the 19th century Stone-Campbell movement. When emotions are not adequately integrated into the culture of rational interpretation, group conflict can arise. The material characteristics of written text combined with a high-diffusion, low-hierarchy, highly recorded and publicized, and proactively contentious, emotionally triggering environment creates a breeding ground for division. The analysis paints a multi-dimensional picture of division and splintering from a sociomaterial standpoint.

A sanctuary built on conflict

This article investigates conflicts in retrospective Facebook groups, i.e., groups created with a particular interest and focus on the past, to analyse how members of these groups understand the past and how they negotiate, resist and challenge each other’s notions of the past. The data comes from a netnographic fieldwork within six such retrospective groups. Theoretical inspiration is drawn from Actor-Network-Theory (Harrison 2013, Latour 2005). The analysis thusly focuses on human (the members of the groups) as well as non-human actors (the operative logic of Facebook) and study how these produce associations between the past and the present. An overall result of the study is that the retrospective Facebook groups are not characterised by conflict. Instead, they are produced as places of sanctuary, where associations with the past becomes a basis for a nostalgic feel-good culture. However, the analysis also shows that the sanctuaries build on the production of a discontinuity and a conflict between the past and the present. Using Boym’s concept of ruinophilia, as well as Bauman’s concept of retrotopia, the article discusses how the conflicted discontinuity between the past and the present produces an us-and-them relationship where group members can come together in a nostalgic as well as a critical care for the world as it (in their perspectives) was supposed to be. The analysis also illustrates how members’ use of sources and references becomes a mere stylistic performance of authority, as the operative logic of Facebook not only enables but also constrains group interactions, reducing the members’ possibilities of having profound interactions and negotiations based on their memories and notions of the past. The article hereby contributes to the emerging research on digital memories in general, and memory work on Facebook in particular.

Bigotry is an Obstacle to Brotherhood and a Cause of Destruction and Hatred in Society: A Research Review

Unity is strength and cause of national power and national development depends on unity. But bigotry is the disease which is enemy of unity and brotherhood. According to Islamic teachings all Muslims are brothers and one ummah. Due to brotherhood every Muslim is sympathetic and helpful to other Muslims, while the concept of nationality, tribe, community and cast is only for mutual identification in Islam. Bigotry and illegitimate pride have harmed humanity since the beginning, even in the present time, Muslims are being irreparably harmed due to country bias, national bias, provincial bias, racial bias and linguistic bias due to which their prestige is being undermined in the world. Bigotry is a dangerous disease that is the root cause of ruin of nation and awareness of it is extremely important. This research paper on awareness of bigotry as well as prohibition of bigotry in Islam, and explains the causes and disadvantages of bigotry. It has been concluded from the research that Islam has strictly prohibited all kinds of thoughts and ideas and matters that can spread linguistic, ethnic or group conflict. Provoking bigotry, fighting on bigotry is unlawful and act of sin. It is an epidemic disease that causes other diseases and causes the destruction and destruction of the society, adopting bigotry is a cause of disgrace in this world and the hereafter.

Group conflict handling under moderate evaluative partial mediation using entropic decision framework

AbstractThe present paper aims to present entropy and fuzzy degrees of the truth‐based framework to handle the group conflict under moderate evaluative, partial mediation. For group conflict handling, the present work considers Thomas and Kilmann's five conflict‐handling modes: competing, collaborating, avoiding, accommodating, and compromising. A methodology proposed in the current work systemically formalizes decision‐making on deploying a conflict‐handling method with mediators' opinions. The formalization of decision‐making elucidated in the present work involves measurements based on entropy and fuzzy degrees of truth. The current work applies the developed formal quantitative framework to a well‐known case of group conflict that involves conflict among a group of engineering students. The case supports the proposed formal framework. Behavioral, psychological, and cognitive facts about engineers come in handy for validation of the proposed framework. The case shows that the proposed approach can be highly generalized, interpretable, and replicable.

Konflik Masyarakat Di Kelurahan Mancani Kota Palopo

This study aims to determine how the dynamics of conflict in the community in the Mancani Village, Palopo City. The type of research used is qualitative research with a case study method or approach. The technique of determining informants was done by purposive sampling with the criteria of informants, namely the population involved in the conflict, the local government and the security forces, totaling 8 people. Data collection techniques were carried out by means of observation, interviews, and documentation. Data analysis techniques used are data reduction, data presentation, and drawing conclusions. The data validation technique used is source triangulation. The results of the study reveal that the dynamics of community conflict in Mancani Village, Palopo City, namely conflict begins with personal conflict and then spreads to group conflict, the main factor being triggered by the influence of alcohol, lack of parental guidance, juvenile delinquency, and ineffective efforts made by the government. Various efforts have been made by the government in resolving the conflict, such as structural handling and customary handling. However, these efforts have not been able to overcome the conflicts in the Mancani Village.