Effectiveness Of Conflict Management Research Articles

The mediating role of job burnout in the effect of conflict management on work stress in nurses

In the health sector, which is one of the sectors where human interaction is intense, nurses experience work stress for various reasons. Conflict management skills of nurses have an important role in overcoming the obstacles caused by work stress (such as job burnout). The effect of conflict management on work stress varies according to job burnout. The purpose of this study was to determine the mediating role of job burnout in the effect of conflict management on work stress in nurses. A total of 392 nurses working in Şanlıurfa province in Turkey participated in the study. The survey method was used for the study in which the participants were included between 24.04.2023 and 02.05.2023, both face-to-face and online. The questionnaire includes questions about the personal characteristics of nurses, as well as the General Work Stress Scale, Job Burnout Scale, and Conflict Management Scale as measurement tools. There is a negative and significant relationship between conflict management and work stress (r=) and job burnout. There is a positive and significant relationship between work stress (r=-.574, p < .01) and job burnout (r=-.573, p < .01). It has been determined that job burnout has a mediating role in the effect of conflict management on work stress. It is recommended to develop nurses’ conflict management skills.

Peculiarities of Pedagogical Management in Conflict Management in the Framework of Foreign Language Teaching in an Extralinguistic University

The article deals with the specifics of pedagogical management in conflict management in higher education in the context of foreign language teaching. The role of conflict management is analysed, key classifications and types of conflicts in the context of different levels of the educational process are described. It is noted that conflict management is extremely important for foreign language education because its effectiveness is directly related to the quality of communication between teachers and students, which depends on the effectiveness of conflict management and the nature of the communication environment as a whole. The authors pay attention to the essence and evolution of pedagogical conflicts, peculiarities and specifics of their resolution. It is noted that when managing conflicts in foreign language education it is important to implement the strategy of cooperation (cooperation, integration), characterised by a high level of orientation of interests of both subjects of conflict resolution, building a balance of interests, recognition of the value of interpersonal relations. The leading strategy of behaviour should reflect the stages and principles of conflict levelling within the framework of the modern conflict resolution paradigm based on mediation technologies, both on the part of students and on the part of the teacher.

Effect of Conflict Management together Occupational Health and Safety on Work Productivity through Work Motivation at PT. Karya Muda Nasional in Mandailing Natal Regency

The purpose of this research is to analyze effect of conflict management together occupational health and safety on work productivity through work motivation at PT. Karya Muda Nasional in Mandailing Natal Regency. This research is a causal research with a quantitative approach. Population in this study are employees of PT. Karya Muda Nasional, totaling 80 employees. This study uses a saturated sample, namely all employees of PT. Karya Muda Nasional is sampled in this study as many as 80 employees. Data collection method used is using questionnaire, interview, and documentation study. The data analysis method uses structural equation modeling in partial least squares. The results of the study show that conflict management has a negative and insignificant effect on work productivity at PT. Karya Muda Nasional in Mandailing Natal Regency. Occupational health and safety has a positive and significant effect on work productivity at PT. Karya Muda Nasional in Mandailing Natal Regency. Conflict management has a negative and insignificant effect on work motivation at PT. Karya Muda Nasional in Mandailing Natal Regency. Occupational health and safety has a positive and significant effect on work motivation at PT. Karya Muda Nasional in Mandailing Natal Regency. Work motivation has a positive and significant effect on work productivity at PT. Karya Muda Nasional in Mandailing Natal Regency. Work motivation can mediate effect of conflict management on work productivity at PT. Karya Muda Nasional in Mandailing Natal Regency. Work motivation can mediate effect of occupational health and safety on work productivity at PT. Karya Muda Nasional in Mandailing Natal Regency.

The Effect of Conflict Management, Work Environment and School Climate on Teacher Job Satisfaction at Madrasah Aliyah, Hulu Sungai Tengah District

This study aims to analyze the direct and indirect relationship between conflict management, work environment, school climate to teacher job satisfaction in Madrasah Aliyah Hulu Sungai Tengah Regency. This research is a correlational research with a quantitative approach. The study population was 263 Madrasah Aliyah teachers. The sample technique used was proportional random sampling of 159 people. Analysis of research data using descriptive statistics with path analysis. Data collection was carried out using instruments consisting of conflict management (15 items), work environment (20 items), school climate (20 items) and job satisfaction (25 items). Test the validity and reliability of the data using Alpha Cronbach. The research data were analyzed using path analysis to see direct and indirect relationships between variables, by first conducting normality tests, homoscedasticity tests, multicollinearity tests and correlation tests. The results showed that there is a relationship between: (1) conflict management with teacher job satisfaction, (2) conflict management with the work environment, (3) conflict management with school climate, (4) work environment with teacher job satisfaction, (5) school climate and teacher job satisfaction, (6) indirect relationship of conflict management through the work environment with teacher job satisfaction, (7) indirect relationship of conflict management through school climate with teacher job satisfaction

The Effect of Conflict Management, Work Environment and School Climate on Teacher Job Satisfaction at Madrasah Aliyah, Hulu Sungai Tengah District

The Effect of Conflict Management, Work Environment and School Climate on Teacher Job Satisfaction at Madrasah Aliyah, Hulu Sungai Tengah District

The Effect of Conflict Management and Work Environment on Employee Performance with Human Resource Management as a Mediating Variable

The purpose of this study is to analysis how conflict management and work environment affects employee performance. This study also examine human resources management as a mediating variable. Analysis using 45 respondent who works with local and foreign company. This study using smartPLS as test kit and likert scale. The novelty of this study is human resources management has no role as a mediating variable. The evaluation of the model in this study used the evaluation of the outer model and inner model carried out with the help of smartPLS 4.0. Hypothesis testing was carried out with human resources management as a mediating variable, the relationship between the work environment and work performance was 0.491 while for conflict management with work performance was 0.033 where with these results the relationship became influential or could be said to be weakened. So it can be concluded that human resources management cannot mediate between latent variables.

The Influence of Conflict Behavior and Conflict Management on Employee Performance at PT. Pos Indonesia Ambon Branch

Conflict is often caused by systems and structures. An inappropriate system will easily lead to conflict and differences in positions in the structure will also lead to conflict. Differences in team members in terms of education, organization, ability, cultural background, can produce different perspectives in completing tasks which are antecedent factors of conflict. The purpose of this study is to analyze and explain the effect of conflict behavior on employee performance, the effect of conflict management on performance and the effect of conflict management on strengthening conflict behavior on employee performance. The unit of analysis in this study were employees of PT. Pos Indonesia Ambon Branch, totaling 108 people. The results showed that 1) the conflicting behavior of the relationship indicators with items of feeling disliked, the presence of tension at work, the presence of personal barriers and indicators of task conflict with items rejecting other people's ideas, refusing other people's ways of working, looking down on other people had a significant effect on employee performance, 2) management with item collaboration conflict indicators actively looking for joint solutions, offering solutions for employees, item confrontation indicators ignoring the ideas offered, making decisions unilaterally, item accommodation indicators paying attention to the ideas offered, accepting every idea that is offered. offered, responding to every complaint, affecting employee performance, and 3) conflict management behavior collaboration, confrontation, accommodation has an effect on strengthening relationship conflicts and task conflicts on employee performance

Efektifitas Manajemen Konflik sebagai Upaya Meningkatan Kinerja Pada Dinas Komunikasi dan Informatika Kabupaten Purwakarta

Conflict management plays an important role in directing negative conflict to positive conflict. Conflicts that occur are not always negative, sometimes they perceive conflict as something that is considered to have a positive impact in a discussion of topics in decision making. This study aims to analyze the sources or causes of conflict at the Office of Communication and Information (Diskominfo) of Purwakarta Regency, to determine the effectiveness of conflict management as an effort to improve performance at the Department of Communication and Information (Diskominfo) of Purwakarta Regency, and to determine the factors that influence the effectiveness of management. conflict at the Department of Communication and Information (Diskominfo) Purwakarta. The research method used is qualitative, the data sources used are interviews, observations and literature review. Research Results: The cause of conflict in the Office of Communication and Information (Diskominfo) of Purwakarta Regency in general is due to differences in the characteristics of employee behavior who cannot accept and understand each other, differences in employee perceptions in the form of differences of opinion about work and the division of work tasks that are not appropriate. with the wishes of the employees. The source of the conflict is included in the criteria for dysfunctional conflict, which is a confrontation or interaction between groups that endangers or hinders organizational performance to achieve organizational goals. The conflict resolution process at the Office of Communication and Information (Diskominfo) of Purwakarta Regency can be said to be effective, because of discipline and good communication. The conflict management process carried out includes approaching each party involved in the conflict, then analyzing the things that are considered before deciding how to take appropriate action in providing solutions to conflicts that occur so that they will know the right way to handle conflicts that occur, then the next thing is the implementation of conflict resolution solutions that will be carried out. The factors that affect the effectiveness of conflict management at the Office of Communication and Information (Diskominfo) of Purwakarta Regency can be said to be effective because they have goals, systems and supervision and program preparation in accordance with planning.

Abdul, G., A., &amp; Sehar, S. (2015). Conflict management and organizational performance: A case study of Askari Bank Ltd. Research Journal of Finance and Accounting. 6(11), 201. Adhiambo, R., &amp; Simatwa, M. (2011). Assessment of conflict management and resolution in public secondary schools in Kenya: A case study of Nyakach District. International Research Journal 2(4), 1074-1088. Adomi, E., &amp; Anie,

The Constitution of Kenya specifically recognizes the freedom of association to form and belong to trade unions. However, despite the adoption of the Labour Relations Act, union practice is still hampered by excessive restrictions. The EPZ companies are labor intensive requiring a large amount of labor to produce its goods or service and thus, the welfare of the employees play a key role in their functions. This study sought to determine the effect of trade union practices on employees’ welfare at export processing zones industries in Athi River, Kenya. The specific objectives sought to determine the effect of collective bargaining agreements, industrial action, dispute resolution and trade union representation on employees’ welfare at export processing zones industries in Athi River, Kenya. The study employed a descriptive research design. Primary data was collected by means of a structured questionnaire. The target population of the study was employees in EPZ companies in Athi River, Kenya with large employees enrolled in active trade unions. The unit of observation was the employees in the trade unions. The findings indicated that collective bargaining agreements had a positive and significant coefficient with employees’ welfare at the EPZ industries. Industrial action had a positive but non-significant effect with employees’ welfare at Export Processing Zones industries. Dispute resolution had a positive and significant coefficient with employees’ welfare at the EPZ industries. Trade union representation had a positive and significant coefficient with employees’ welfare at the EPZ industries. The study recommended that trade union should avoid the path of confrontation but continue dialogue through the collective bargaining process and demands should be realistic in nature with what is obtainable in the related industry. An existence of a formal two way communication between management and trade unions will ensure that right message is properly understood and on time too. Keywords: Collective Bargaining Agreements, Industrial Action, Dispute Resolution, Trade Union Representation, Employees Welfare &amp; Export Processing Zones

転倒・転落予防のための看護師とセラピストへのコンフリクト・マネジメント効果

転倒・転落予防のための看護師とセラピストへのコンフリクト・マネジメント効果

A Study on the Effectiveness of Conflict Management in the Private Retail Sector, in Copperbelt Province

Background: Conflict management is a process of limiting the negative aspects of conflict and increasing positive aspects of the conflict. It is for this purpose that this study is designed to examine the strategies involved in conflict management in the workplace, and in particular, the private retail sector in Copperbelt Area.Methods: The study was done from the beginning of 2016. The methodology used for this study quantitative method using questionnaires, interviews, and observations, while secondary data generated from official documentations. The study considered a total of 50 respondents from the three retail industries in Copperbelt, respectively. Results: Having studied the opinions of the various stakeholders as far as this research is concerned, it is stated that conflict management systems have proved to be otherwise effective, further resulting in directing employee energies towards the achievement of organizational goals and objectives. 74% of respondents accounted for positive responses recorded as being effective, whereas 26% recorded as a negative response.Conclusion: The study recommended that Organizations should be enlightened about conflict management processes at the time of incorporation to clearly understand measures to be taken when the need arises.

THE EFECT OF CONFLICT MANAGEMENT STYLES ON EMPLOYEE PERFORMANCE AMONG LEBANESE INDUSTRIAL FIRMS

This paper studies the effect of conflict management on employees’ performance among some industrial firms in Lebanon. First, conceptual framework was developed based on extensive literature review where conflict management styles and employee performance were discussed comprehensively in terms of definitions and related previous studies. Due to the lack of empirical studies in the Lebanese industrial sector, this empirical study was conducted to test the proposed research hypotheses. Thus, a quantitative approach was adopted through conducting an online survey among 93 employees from three different industrial organizations specialized in producing construction materials, plastics, and wood and metal furniture in Lebanon. The response rate was limited due to COVID-19 Pandemic, where only 63 employees responded. Data analysis was conducted through SPSS. Descriptive statistics were obtained and research hypotheses were tested using Pearson correlation and regression analysis. The results obtained showed that in general, conflict management has positive and significant effect on employees’ performance but to a weak extent. Particularly, only collaborative, compromising and accommodating styles had weak positive correlation with employee performance. Future surveys may involve more companies on a larger geographical scale, and include additional number of workers, for the purpose of attaining more reliable results.

Leadership and Conflict Management Style Are Associated with the Effectiveness of School Conflict Management in the Region of Epirus, NW Greece.

There are few options available for school managers who wish to effectively tackle school conflicts. The aim of the present work was to assess the issue of school conflict, its sources, and the effectiveness of different conflict management styles in Secondary Education school units in Greece. Teachers (n = 128) from twelve randomly selected schools in the region of Epirus, NW Greece, participated in the present work. Teachers’ views on their school Principals’ leadership style as well as the sources, the type(s), and the severity of conflict in their school unit were surveyed. Conflict appeared to be a frequent issue in schools. Frequent sources of conflict included interpersonal and organizational parameters. School leaders exhibited a range of conflict management styles. Compromise and Collaborative styles were frequently observed, followed by Smoothing and Forcing. Avoidance was less frequently exhibited by school leaders. The transformational and transactional leadership styles exhibited were equally effective in successful conflict resolution, whereas a laissez-faire leadership style was not. The results indicate that leadership and conflict management style can be associated with the effectiveness of conflict management.

The Effectiveness of Conflict Management in Private University Management Efforts

The Constitution of the Unitary State of the Republic of Indonesia has mandated in the article to achieve the goals set in the printing of quality human resources not only thought by the government but there is cooperation with the private sector for its success. Private educational institutions cooperation with state educational institutions in an effort to alleviate the world of education.The purpose of this research is to describe and explain that conflict management is needed in the management of private universities covering academic fields, facilities, and infrastructure, student field to exist, the researcher will also reveal how the style of handling conflicts carried out in the field of research sites. The design of research was qualitative research and case study design. The location of thestudy was in oneof a private university in the Scope of Coordinator of Private College VII-East Java. The collecting data used interview, observation, and documents, and the data analysis by single case analysis, the validity of the data with Triangulation.The results showed that in university, which had 6 faculties with 12 study programs and postgraduate program 2, showed that the characteristics of each study program are very reflected conflict management in determining conflict resolution. In the academic field there is very little conflict because it is using anAcademic Information System detailing all assessment indicators, but in the learning process related to the professionalism of the teacher has not shown the accuracy of the data, while the conflict management style applied in the field of human resources, facilities, and infrastructure in support of management style activities dominating conflicts are carried out and are considered safe, the institution’s journey needs to be considered in order for more effectiveness to increase by defining a clear strategy. The avoiding conflict management style field is actually less precise, but it happens so, conflict resolution is carried out using self-regulation and third party intervention. Effectiveness will be realized if there is activity, usefulness, and the suitability in an activity of a private university that performs tasks to achieve the intended target.

Dispute or Mediator? : The Selection and Effectiveness of Conflict Management in Civil Wars

Dispute or Mediator? : The Selection and Effectiveness of Conflict Management in Civil Wars

The Perception Gap about Conflict Factors and Solutions by Experience of Returning to Farming

Targeting people returning to farming and also people preparing for returning to farming, this study analyzed differences in awareness of conflict factors and conflict management focusing on the conflicts experiencing in the process of their movement and settlement process in rural area. In the results, people preparing for returning to farming showed higher awareness of conflicts and also higher necessity of conflict management than people already returning to farming. Also, both groups preferred individual conflict management to structural conflict management. Based on the results like above, the implications can be summarized like below. First, it would be necessary to have programs informing possible conflicts in advance in the process of returning to farming and also relieving psychological anxiety by providing prior-learning to people preparing for returning to farming. Second, it would be necessary to have individual conflict management measures to establish mutual trust and to form community spirit through regular social gatherings between original residents and people returning to farming. Since the effect of conflict management can be maximized only when the structural and individual conflict managements are properly harmonized, it would be necessary to have the structural conflict management which is relatively felt difficult.

Frame analysis of the politics of identity and conflict at territorial frontiers: the case of Jarso-Girhi in Eastern Ethiopia

This paper examines the public framing of the politics of identity and conflict in Chinaksen and Tulli-Guled districts where the Jarso and the Girhi have lived together as sedentary farmers. These are the districts wherein the two groups now experience socio-political and resource-based conflicts with identity underpinnings. The paper is based on qualitative data generated through intensive one-on-one interviews and focus group discussions. For analytical leverage, the paper draws on various mutually reinforcing sociological and social-psychological theories. The paper attempts to address the place of social framing in the conflict environment and the implication of frame-based positional and cognitive orientations on intergroup relations and interactions. The central argument of the paper is that in a context where identity groups are embroiled in competitive discourses, conflict framing serves as a vehicle through which members communicate their constrained and contested perceptions and understandings. Based on the analysis, the paper addressed the implication that the effectiveness of conflict management and resolution efforts and the efforts to reconstruct social integration in this context rests in a grassroots embrace and promotion of the values of transformative justice and interrelationships.

Relationship Conflict, Conflict Management, and Performance of Information Technology Teams

ABSTRACTThis study examines how team collaboration and goal setting mediate the effects of team relationship conflict and conflict management on team performance. Primary data were collected from students who worked in teams to design functional information systems (IS). The data were then analyzed using structural equations modeling (SEM). The mediators – team collaboration and goal setting – positively affected each other and performance. Full results support a partial mediation model in which 60% of the total effect of relationship conflict and 80% of the total effect of conflict management on team performance are carried through team collaboration and goal setting. This work is the first of its kind that theoretically posits and empirically tests a mechanism through which team conflict and its management relate to team performance.

Negotiated capital: conflict, its resolution, and workplace social capital

PurposeThe purpose of this paper is to examine the effects of conflict and conflict resolution on employee perceptions of unit social capital. The paper aims to test the overarching proposition that social capital is affected by different types of conflict and by organizational methods used to manage them.Design/methodology/approachThe paper's hypotheses were tested using survey data collected as part of a case study conducted in a large Ohio hospital that had adopted a conflict management system. Survey data from 791 hospital employees were used to test hypotheses regarding the relationship between conflict and its management and social capital.FindingsAnalysis of the data supports the paper's proposition that different forms of conflict affect perceptions of social capital differently. Relationship and task conflict were significantly and negatively related to employee perceptions of social capital. Conflict regarding patient care issues, on the other hand, was significantly and positively related to employee perceptions of social capital. Results support the hypothesized direct and indirect effects of conflict management on social capital. In addition to directly increasing perceptions of social capital, one of the conflict management options examined (supervisor‐assisted) moderated the relationship between relationship and task conflict and social capital.Research limitations/implicationsThe research implies that organizational conflict affects social capital. More importantly, different forms of conflict affect social capital in different ways. Furthermore, the findings imply that organizational management of conflict plays an important role in increasing perceptions of social capital. Shortcomings include the use of cross‐sectional data and the generalizability of findings from one hospital to other settings.Practical implicationsThe findings suggest that an organization's approach to conflict and conflict management will affect perceived levels of social capital. In addition, organizations must be nuanced in the way they manage and resolve different types of conflict. Finally, findings suggest that supervisors play an important role in increasing unit social capital by assisting employees in resolving conflict.Originality/valueThe paper provides one of the first empirical examinations of the relationship between conflict, conflict resolution and social capital.

Conflict Resolution Strategy and Managerial Effectiveness: Impact of Gender and Experience in Work Organisations in South-Western Nigeria

This study investigated the moderating influence of gender and working experience on conflict resolution strategy preference and managerial effectiveness in organizations in South-Western Nigeria. Descriptive survey research design was adopted for the study. A total of 165 respondents were selected for the study using purposive sampling technique. A set of questionnaire titled ‘Rahim Organizational Conflict Inventory' (ROCI) developed by Conrad (1991) was used for data collection. The generated hypotheses were tested using Pearson Product Moment Correlation and t-test statistics. The findings revealed that: A significant relationship exists between conflict resolution strategy adopted by the managers and managerial effectiveness (r = 0.431; P < 0.05). There was no significant difference between male and female managers' conflict resolution strategy preference (t (163) = 4.87; P > 0.05). Also, finding reveals that a significant difference exists between female and male managers' conflict management effectiveness (t (163) = 3.76; P < 0.05). Based on these findings, it is recommended that collective bargaining strategy should be encouraged as conflict resolution strategy in order to guarantee effective management of industrial conflict in organizations. Also, both male and female managers should avoid the use of coercion, competition, aggressiveness and pro-task in the course of managing industrial conflict. Keywords: Conflict; resolution strategy; managerial effectiveness; Organisation, Nigeria. The Nigerian Journal Of Guidance And Counselling Vol. 12 (1) 2007 pp. 117-128