Organizational Conflict Management Research Articles

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.

Systematic Review of Studies on The Emotional Intelligence of School Principals

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

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

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

Gender and Organizational Conflict Management: The Mediating Role of Personality

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

Emotional Intelligence: Leading, Managing, Conflict Management and Result in Organizations

Emotional Intelligence: Leading, Managing, Conflict Management and Result in Organizations

EFFECT OF COLLECTIVE BARGAINING STRATEGIES ON CONFLICT MANAGEMENT IN NIGERIAN ORGANIZATIONS (A Case Study of selected union and organizations in Lagos and Ogun state, Nigeria)

The increase in demand for better working conditions of workers in Nigeria has given the rise to conflicts between unions and management. This research analyzed the influence of collective bargaining strategies on conflict management in Nigerian organizations. The objectives of the study were to determine the effect that negotiations have on the emerging third party intervention in an organization and also to examine the effect of reconciliation on joint consultations in an organization. For the purpose of this study primary data was used. The ex-post facto method was employed. Yamane formula was adopted to determine the sample size. A sample size of one hundred and sixty-five (165) employees out of the two hundred and eighty (280) employees was employed. Data was analyzed using manual and electronic based methods through the data preparation grid and statistical package for the social sciences, (SPSS). Linear regression analysis method which also makes use of ANOVA was employed to test the two hypotheses. The findings of hypothesis one shows a significance level below 0.01 which indicate a statistical confidence of above 99%. This implies that Negotiations in collective bargaining have effect on Emerging third party intervention. The findings and result in hypothesis two shows that reconciliation significantly affects joint consultation in collective bargaining. Thus, the study recommends that employers association should continue to play their role in ensuring they improve the working conditions of employees and also play their participatory and supporting role as regards issues relating to collective bargaining and conflict management in their various organizations. It also recommends that employees must carefully understand the implication of every action they take in the organization and be careful when negotiating the terms and conditions of their work and issues relating to their working condition.

Exploring the Link Between Servant Leadership, Procedural Justice, Conflict Management, and Innovative Work Behavior in the Pakistani Textile Industry

Purpose: The drive of this study is to explore the serial mediation role of procedural justice (PJ) and organizational conflict management (OCM) between servant leadership (SL) and innovative work behavior (IWB). Theoretical framework: Previous studies have proved that there is a positive relationship between SL & PJ, OCM & SL, PJ & IWB, and SL & IWB. But there is a gap in validation for a serial mediation role of PJ and OCM between SL and IWB. Design/methodology/approach: A sample of approximately 250 personnel employed in the textile industry in Pakistan was graphed to gather the data. Structural equation modeling (SEM) was used to assess the data. Findings: This study revealed that SL had a substantial and beneficial effect on IWB, whereas PJ had a noteworthy and favorable effect on OCM. Additionally, OCM had a noteworthy and favorable effect on IWB. Research, practical & social implications: The study is beneficial for the growth of the textile industry, where administrative management is recommended to play the role of servant leadership for innovative work behavior of employees. It is also suggested to create an environment of conflict management and procedural justice to boost innovative work behavior. Originality/Value: There is a substantial and beneficial serial mediating effect of PJ and OCM between SL and IWB.

A systematic literature review of the preferred organizational conflict management styles in Malaysia

Conflict is considered an inevitable aspect of human social relationships and an inevitable and significant occurrence in all organizations. This study will review the literature on preference conflict organizational management style in Malaysia. From 2013 to February 2023, a systematic examination of the three most databases was conducted. Articles from peer-reviewed journals that examine conflict management styles in Malaysia and are consistent with the theory of conflict management style were included to achieve the research goals. The reviewers independently applied the selected criteria, extracted the data, and evaluated the quality of the study. Eleven of the 635 studies discovered met the inclusion requirements. The findings indicate that Malaysia’s preferred management style is integrative and compromising. However, if the organization’s demographics are multicultural, Malaysians tend to employ a conflict-avoidance style to avoid significant conflicts. Depending on the circumstances, the research indicates that Malaysians are pacifists and fighters in conflicts threatening their well-being. They attempt to become more respectful while maintaining positive relationships with all parties involved. The study provides several significant contributions for practical purposes and knowledge to interested parties, such as managers and organizational leaders, in determining the best practice for conflict resolution. Further research is required to investigate the state of the employee-employer relationship following the implementation of the proposed conflict resolution style.

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.

Two Approaches to Organizational Conflict Management

Purpose: On the one hand, to characterize two approaches to managing organizational conflicts, i.e. classical and turquoise ones, and to compare their features, and on the other – their initial empirical verification, i.e. to analyze their application in a large local government administration office. Design/methodology/approach: The theoretical characteristics of both considered approaches were developed based on a comparative analysis of the literature on the subject. The basic tools of the empirical research were two questionnaires addressed to managers employed in the considered office, necessary to identify their approaches to managing organizational conflicts. Findings: As a result, a comparative analysis of both considered approaches to conflicts, i.e. traditional and turquoise ones, was made and the extent to which they are used in the analyzed office was assessed. Research limitations/implications: Narrow scope of empirical research. Originality/value: It may be expected that the author’s original analysis will contribute to a comprehensive explanation of the features of both approaches as well as to a remarkable improvement of the conflict management processes in practice.

Eğitim Örgütlerinde Çatışma ve Çatışma Yönetimi

The data obtained show that conflicts are inevitable within educational organizations and if not handled correctly, these conflicts can negatively affect organizational productivity. This article provides an overview of the nature, types and sources of conflicts in educational organizations. The types and effectiveness of conflict management techniques are also discussed. Among the sources of conflicts are factors such as organizational structure, role ambiguity, different value and belief systems, communication problems and resources. The most common types of conflicts in educational organizations include administrator-teacher, teacher-student, teacher-teacher and student-student conflicts. Types and effectiveness of conflict management techniques are also discussed in the article. These include techniques such as compromise, competition, cooperation, avoidance, and conformity. The article also highlights the factors that play a role in the conflict management process. These factors include personality traits, cooperation, communication, trust, and leadership. In conclusion, conflict management within educational organizations is an important factor to increase organizational efficiency. This article highlights the importance of research in this area by presenting a summary of important studies in the literature on conflict management in educational organizations. Keywords: Conflict, Conflict management, Conflict in educational organizations

Employee Engagement Strategies and Organizational Conflict Management. A Study of Hospitality Industry in Delta State, Nigeria

The study was conducted to examine the effect of employee engagement practices on organizational conflict management. The study, anchored on the stakeholders’ theory, adopted the survey research design hence data were collected from primary sources through the use of a structured questionnaire. The population of the study consists employees of hospitality firms in Delta State, Nigeria. Findings of the study show that internal mediation, collective bargaining and alternative dispute resolution strategies have a significant positive effect on organizational conflict management. The study also finds that employee task definition has a positive but not a significant impact on organizational conflict management and concludes that workforce conflict engagement practices influence the implementation of conflict management in hospitality companies in Delta State, Nigeria. The study recommends amongst others that managers should adopt collective bargaining and alternative dispute resolution strategies since they are found to be effective in managing conflicts in organizations.

The Modified Role to Empower Workers in the Relationship between Organizational Conflict Management Practices and Employee Performance: A Study of Telecommunications Companies Operating in the Kurdistan Region of Iraq

The study aims to identify the role of empowering workers in improving the performance of workers in telecommunications companies (Korek Telecom, Asia Cell, Zain Iraq) operating in the Kurdistan Region-Iraq, by answering the following question: (How can empowering workers improve institutional performance in companies Communications operating in the Kurdistan region?), due to the importance of the study variables, its contents and dimensions, a sample of workers who occupy administrative and technical positions in the companies surveyed were selected as the study community, and their number is (400) workers, and the questionnaire was distributed to them, from which (378) forms were retrieved The qualitative approach was adopted to study the latent variables, and it was also relied on the quantitative approach in analyzing data and data using the statistical program (SPSS V26) and (AMOS V26)، The results of the study found that there was statistically significant effect at the level of significance (α ≤ 0.05) to empower workers with its dimensions: (participation of information, freedom and independence), in improving the performance of workers. To ensure their success in performing their duties at work.

Reconnoitering The Impression Of Procedural Justice On Organizational Conflict Management And Innovative Work Behaviors In Higher Educational Institutes Of Pakistan

Reconnoitering The Impression Of Procedural Justice On Organizational Conflict Management And Innovative Work Behaviors In Higher Educational Institutes Of Pakistan

CONFLICT MANAGMENT IN THE INTERNATIONAL ORGANIZATION

The article is devoted to the fact that conflicts are inevitable in our lives and that conflict management in the international organization is one of the most important areas in the activities of the head because it affects the productivity of employees and it affects the results of the work of the organization as a whole. The article discusses the mechanisms of management as well as the definition of conflict and how to manage stress to avoid conflict situations in the organization. For most companies, the main reason was and remains a conflict of interest of employees, and that would prevent or resolve an existing conflict the article reveals the stages of conflict development and the characteristics of ways to resolve conflicts, as well as methods of behavior of individuals or groups in the conflict, called methods of conflict prevention in the organization, reveals what is conflict forecasting since it plays a not unimportant role in personnel management in the organization. To resolve conflict situations, the leader can turn to methods such as smoothing, cooperation, compromise, etc. The use of these strategies can help resolve conflicts. One of the most effective methods of conflict resolution is a compromise, since most often the conflicting parties use a compromise, since the friendly steps towards which one of the conflicting parties makes, make it possible to achieve an asymmetric (one side can give in more, the other will give in less) or even symmetrical ( parties are trying to make mutual concessions approximately equal to each other) agreement. The main thing to remember is that managing conflicts between employees is a controlled process, and even people with opposite views on the situation can agree. And do not forget about the prevention and forecasting of conflicts in order to prevent the appearance of discontent and tension in the team. Conclusions based on the results of the study are formulated.

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.

Construction and Validation of Organizational Conflict Types and Conflict Management Styles Inventories

Conflicts occupy a pertinent role in every aspect of human life and organizational settings are not an exception. In the absence of indigenous, comprehensive and latest assessment measures for organizational conflict types and management styles, the present study aimed to develop and validate inventories for both constructs by converging on the sociocultural context. Ensuing an exploratory sequential design, the investigation started with a qualitative study in which five focus group discussions (FGDs) were conducted with 30 professionals (including teachers, bankers, engineers, managers and doctors) who shared their experiences of organizational conflicts by highlighting types and management styles. From an initial pool of 137 items (65 & 72 items respectively), the subject matter experts finalized 55 items each for organizational conflict types and management style inventories. In study II, exploratory factor analysis was administered on a sample of 400 adult professionals resulting in a six-factor Qayyum-Younas Organizational Conflict Types Inventory (QY-OCTI) with 40 items. It was later confirmed by running a Confirmatory Factor Analysis on another sample of 400 professionals. In study III, EFA was conducted on a sample of 310 participants that revealed a six-factor model of the Qayyum-Younas Organizational Conflict Management Styles Inventory (QY-OCMSI) with 48 items and this model was later confirmed by running CFA on a sample of 490 participants. These scales have significant research, academic and organizational setting-based implications.

MANAJEMEN KONFLIK DALAM ORGANISASI SISWA INTRA SEKOLAH DI SMA PLUS AL-HASAN

In the dynamics of an organization, the occurrence of a conflict is indeed something that is very prone to occur. Given how the competition is very tight, it creates a conflict that we cannot avoid. Then conflict management is used in terms of managing and overcoming and tackling well the existence of a conflict within the organization.
 The focus of this research is how is conflict management in an intra-school student organization that occurred at SMA PLUS AL – HASAN? with the aim of knowing how to manage conflict in an organization, the importance of conflict management in an organization and conflict resolution strategies in an organization.
 This research uses a descriptive qualitative research method which in collecting data uses a technique of observation, interviews and documentation.
 This research has produced several things related to how conflict management in organizations, the importance of conflict management in organizations and how to strategy a conflict resolution in an organization.

Assessing the Impact of Demographic Characteristics of EGYPTAIR Airlines’ Employees on Organizational Conflict Management Styles

Assessing the Impact of Demographic Characteristics of EGYPTAIR Airlines’ Employees on Organizational Conflict Management Styles

The code of ethics as a tool for managing ethical conflicts in the service sector organizations in the same way as in financial institutions in St. Petersburg, Russia

This paper is devoted to the code of ethics as a tool for ethical conflict management in service sector organizations in the same way as in financial institutions in St. Petersburg, Russia. It was compiled on the basis of three previous studies: a pilot survey among service workers in 2014 (N 135) that identified problems, set goals and objectives, facilitated developing and testing methodological tools; formalized interview in 2015-2017 (N 483, including 64 managers and 419 employees), when primary empirical information was accumulated; analytical and project research in 2017-2018, whose purpose was to process and analyze the data obtained, to identify the conditions for the establishment of a behavioral ethics for service workers, and to develop practical design recommendations and social technology to build a behavioral ethics for service employees. Thus, this study determined that the code of ethics design and implementation will prevent conflict occurrences at a service sector company. The conclusion was that the introduction and operation of a code of ethics require the involvement not only of company frontline employees, but also of the CEOs.