Organizational Conflict Research Articles

The Impact of Organizational Climate on Reducing Organizational Conflict / A Field Study in the General Company for Iraqi Grain Trade / Salah Al-Din Branch

The study aimed to clarify the impact of the organizational climate in managing the organizational conflict in the General Company for Iraqi Grain Trade / Salah al-Din Branch, and what are the problems or obstacles that face the provision of an appropriate climate through which to reduce conflict within the company, which can be understood from the point of view of managers and employees Or for frequent customers in the Iraqi General Company for Grain Trade, and the study problem was represented by: Is there an impact of the organizational climate represented by (administrative leaders, organizational structure, reward) on the organizational conflict in the General Company for Iraqi Grain Trade, the study community is represented by the General Company for Grain Trade, Salah Branch Debt, where the number of employees in the company reached 200 (employees) and the study included a random sample of different administrative levels equal to 132). The study concluded that there is an impact of the organizational climate represented by (administrative leaders, organizational structure, and reward) on the organizational conflict in the General Company for Trade Iraqi grain, the study recommended the need to strengthen teamwork and encourage cooperation as well as the involvement of workers in the development of plans and programs to confront the conflict.

Effect of perceived job risk on organizational conflict in tourism organizations: Examining the roles of employee responsible behavior and employee silence

Job risk and organizational conflict create pervasive dilemmas within the tourism industry that significantly concern managers and practitioners. However, little research has informed the relationship between job risk and organizational conflict. Based on conservation of resources theory, this study adopted a multi-study design and examined the effect of perceived job risk on organizational conflict in the tourism industry in both tourist hotels (Study 1, n = 495) and tourist attractions (Study 2, n = 401). In addition, the roles of employee responsible behavior and employee silence in moderating the effect of job risk on organizational conflict were examined. Study 1 and study 2 results indicate that in the hotel and tourist attractions context perceived job risk is positively related to organizational conflict but neither employee responsible behavior nor employee silence has significant moderating role in the relationship between perceived job risk and organizational conflict. This study provides empirical support for the effect of perceived job risk on organizational conflict, and offers implications on organizational conflict management in hotels and tourist attractions.

Can Organizational Conflict and Work Stress Improve Teacher Performance During Pandemic?

The COVID-19 pandemic changed teachers' habits in teaching, from offline to online methods, causing various problems resulting in organizational conflicts and work stress, which further affected teacher performance. This study aims to determine the level of organizational conflict, work stress, and teacher performance, as well as the influence of organizational conflict and work stress on teacher performance during the Covid-19 pandemic. The research method used is quantitative, with data collection techniques through questionnaires and interviews. Data analysis uses multiple linear regression. The results showed that: Most teachers experience organizational conflicts, work stress, and teacher performance at a moderate level. There is a positive influence of organizational conflict and work pressure on teacher performance, which means that organizational conflict and work stress improve teacher performance during the Covid-19 pandemic. The results of this study are helpful in the field of school management, which shows the importance of professionalism, communication, and good cooperation to resolve organizational conflicts and work pressures, so that teacher performance improves.

Evangelical Organizations’ Responses to Domestic Violence: How the Cultural Production of Religious Beliefs Challenges or Enshrines Patriarchy

Background A significant body of research has established the central role of religion in creating and preserving cultural beliefs about gender. But existing studies have tended to focus more on the multiplicity and flexibility of religious beliefs about gender, and less on the ways in which the cultural production of varying religious beliefs about gender can involve active conflict. Attending to the institutional processes that shape the production of competing beliefs is important for considering how religion can challenge or enshrine patriarchy. Purpose This paper examines how religiously formed beliefs about gender are produced through organizational conflict to shape varying public responses to survivors of domestic violence. Methods The paper employs a qualitative, comparative research design to analyze the public discourse of two evangelical organizations that were founded to produce and promote two competing gender ideologies in the contemporary evangelical movement: complementarianism and egalitarianism. Analyzing the public discourse of the Council on Biblical Manhood and Womanhood and Christians for Biblical Equality from 1987 to 2018, I coded for the ways in which both their beliefs about creation, sin, and submission and their references to one another's ideologies shape their different attention to abused women's experiences. Results Christians for Biblical Equality both presents domestic violence as a distortion of God-ordained equality and critiques patriarchal theology for contributing to domestic violence. The Council on Biblical Manhood and Womanhood both presents domestic violence as a distortion of God-ordained male authority and defends their ideology against criticisms that it promotes abuse. This intersection of beliefs and organizational conflict results in either centering or pivoting away from abused women's experiences. Conclusions and Implications This study illustrates the importance of examining how the institutional processes that produce hegemonic and alternative religious belief systems about gender are marked by the negotiation of both organizational and gendered power. In making this argument, the paper contributes to our understanding of how religiously formed cultural belief systems can challenge or reinforce patriarchy.

조직 갈등 인식의 세대 차 연구: X, Y 세대를 중심으로

This study approaches organizational conflict from the perspective of generation theory. Although it may be difficult for individuals to be grouped as individual beings with unique values, they share similar identities and attitudes from the environment surrounding them and weave a cluster of generations. Therefore, individuals tend to easily accept generational values in order to belong to the generation themselves. It is an anachronism to dismiss the conflicts that heterogeneous generations face in a bureaucratic society with hierarchical order as simply the inadequacy of individuals who cannot adapt to the work environment. After the retirement of the baby boomers, Generational change of bureaucracy causes the need for a re-discussion of public values. In this study, organizational conflicts are divided into relationship conflicts and task conflicts to analyze the differences between the groups of Generation X and Y. As a result of the analysis, there are intergenerational differences in the perception of organizational conflict. Specifically, in relational conflicts, Generation X concentrates on the formation of relationships between colleagues and takes personal sacrifice for granted, whereas Generation Y has a high demand for respect and protection for private life. In task conflict, it is found that Generation X is familiar with a controlled and formal task behavior based on a connectedness and a commitment, but Generation Y is fatigued with the directive task process and prefers a fair task handling method.

Regulatory conflict and its relationship to organizational justice among the heads of sports clubs in Nineveh province

The search aims to identify: - Regulatory conflict and its relationship to organizational justice among the heads of sports clubs in Nineveh province. The researchers used the descriptive approach to suit the nature of the current research, and the eye of the research included the heads of sports clubs in Nineveh province, and the researchers used the statistical package (spss25) and the researchers assumed that there is no statistically significant moral correlation between the organizational conflict and organizational justice among the heads of sports clubs in Nineveh province. The researchers concluded: - there is a statistically significant reverse moral correlation between the organizational conflict and organizational justice of the heads of sports clubs in Nineveh province. The researchers recommended: - Holding courses and workshops for the heads of sports clubs in Nineveh province on ways and methods of conflict resolution and how to deal with them. - Applying laws and decisions to all employees without bias, and providing employees with all the details that concern them. - The distribution of tasks, responsibilities and ways of carrying out work in clear ways so that it does not become a space for conflict for overlapping work between workers. - Conducting studies similar to the current study to be more extensive in terms of sample and society. - Work to build positive working relationships between club presidents and employees of the sports institution.

MADRASAH HEAD COMMUNICATION; TRANSFORMATION TOWARDS MADRASAH MANAGEMENT EFFECTIVENESS

This research is based on facts for academics curious about how to Communicate with the Head of the Madrasa; Transformation Towards Effectiveness of Madrasah Management. The goal is to realize the effectiveness of teacher performance and student learning and minimize organizational conflicts with the communication style they need to compete in international competitions, as well as to provide answers and help madrasas improve educational standards. The research used is descriptive qualitative research. Descriptive qualitative research, namely research conducted by Sugiono and Kuntjojo to study a practice unusually to learn new information that has never been known before. The study subjects included madrasah heads, teachers, parents, and students. The communication research of the head of the madrasa is emphasized in 3 forms interpersonal, group, and mass communication.

Conflict of Interest as a Negative Phenomenon of Society

Conflict of interest is a negative phenomenon that we encounter every day of our lives. Society around the world, including Kosovo, encounters conflict of interest even without being aware that it is contrary to the legal basis of the country where it works or operates. People often have one-sided preferences, through which they favor others, thus offering them opportunities for benefits which in many cases make them gain power. Conflicts of interest can occur whenever we take action that brings us personal benefits. The authors based on their research have concluded that conflict of interest is a personal conflict of interest versus organizational conflict of interest. Economists in recent times are debating whether it is necessary to adopt a code of ethics to deal with widespread concerns about conflict of interest. But unfortunately the unethical behavior of man at work towards money and wealth is like a magnet which can not be detached.

Fog, friction, and control in organized conflict: punctuated transitions to instability

We explore the effects of Clausewitzian fog and friction using a data rate theorem–based model of the phase transition from control to failure for inherently unstable systems that include, but are not limited to, the many possible modalities of organized conflict. Fog-and-friction challenge any and all cognitive structures facing dynamic patterns of threat or opportunity, whether control is manifested through an institution, a machine entity, or some composite. The fundamental nature of challenge appears independent of the degree of sophistication of those institutions, entities, or composites, and of the technical modalities employed. The dialog/Zweikampf of organized conflict is—and will remain—an intimate and most human enterprise. Implications for other existential threats of inherently unstable circumstance, like pandemic disease or climate change, are evident.

Hybrid Logics and Organization: A Framework to Identify Conflicts Between Institutional Logics

Hybrid organizations are arenas of conflict when they combine elements from different institutional logics. These conflicts, however, are largely unknown, or at best vaguely explained. We propose a framework to identify conflicts in hybrid organizations. We introduce this framework and apply it to unveil conflicts in organizations that combine commercial and public-sector logics. We show that combining these logics gives rise to three conflicts—managerial locus of attention, redeployment of idle resources, and regulatory oversight. Then, we analyze the impact of these conflicts on different dimensions of governance. Our application results in sets of practices capable of mitigating the impacts of conflicts, preserving organizational efficiency and public interest. We generalize the use of this framework to compare other institutional logics. Our work strengthens the analytical properties of research in institutional logics and provides actionable insights to manage hybrid organizations.

New Adversities, New Strategies?: How to Create a Better World During Adverse Times

Adversity is a common occurrence in organizational life. Challenging, unexpected events can undermine organizational functioning and disrupt performance. A large portion of research on this topic, within management literatures, focuses on adversity faced by organizations as an entity. However, adversity also has a significant, debilitating impact on employees, hindering their ability to go about their daily work. Yet surprisingly few efforts are made to identify how employees face, manage, prepare for, and potentially grow from their adverse work experiences. In supporting the conference theme of “Creating a Better World” this symposium brings together international experts to build and test new theoretical insights about how experiences of adversity are managed at work. Four presentations introduce novel contexts for the study of adversity at work (teams and team performance, employee perceptions of customer-related safety behavior, work-life inclusion inequality and perceptions of unfairness), exploring sources of adversity both outside (e.g., COVID-19) and within (e.g., work-life inequality) organizations. Reactions to adversity are captured at individual, team, customer and climate level, with each paper integrating research on adversity with theories from wider management literatures (e.g., self-expansion theory, Conservation of Resources theory, regulatory theory) and empirically testing propositions based on these theories. We aim to contribute to a more comprehensive understanding of this topic so that our findings can be of value to employees who have endured harm, to organizations who can be better positioned to support their human capital, and to scholars within organizational behavior, conflict management and human resources through fostering new avenues of research. The Effects of team Disclosure and Team Cohesion on Resilient Team Performance Presenter: Cody Bradley; U. of Arkansas Presenter: Adam C. Stoverink; U. of Arkansas Presenter: Marilla Kingsley; U. of Arkansas Regulatory Focus and Employee Reactions to Unsafe Customer Behavior Presenter: Maureen L. Ambrose; U. of Central Florida Presenter: David X.H. Wo; Iowa State U. Presenter: Jake Telkamp; Iowa State U. U.S. Faculty Work-Life Inclusion and Blurring Boundaries in the Overwork University Presenter: Ellen Ernst Kossek; Purdue U. Presenter: Tammy D. Allen; U. of South Florida Presenter: Todd Bodner; Portland State U. Presenter: Benjamin R. Pratt; U. of Central Oklahoma Presenter: Matthew Piszczek; Wayne State U. Presenter: Anthony Misisco; Michigan State U. The Nature and Consequences of Talking about Injustices at Work Presenter: Rashi Dhensa-Kahlon; Birkbeck, U. of London Presenter: Jacqueline A-M. Coyle-Shapiro; London School of Economics

THE POSSIBLE RELATIONSHIP BETWEEN ORGANIZATIONAL CHANGE AND ORGANIZATIONAL CONFLICT AWARENESS STUDY ON

Örgütsel değişim, örgütlerin ihtiyaçları ya da zorunluluklarından kaynaklanan dönüşümlerdir. Bu dönüşümler çoğunlukla güç olmakta ve belirli sorunlarla karşılaşabilmektedir. Örgüt yapısının bu duruma istekli olmaması, iş görenlerin bu duruma hazır olmamaları gibi sebepler değişime direnmeye neden olabilmektedir. Bu direnç örgütün misyonunu yerine getirmede aksamalara neden olabileceği değerlendirilmektedir. Örgütsel çatışma ise, örgüt içindeki kıt kaynakların dağılımında, iş süreçlerinin iş görenler arasında görevlendirilmesinde ve örgüt içinde çeşitli sorunların, iş görenler arasında anlaşmazlıklara dönüşmesi durumudur. Örgütsel değişime direnmede, örgütsel çatışmada, örgütler için istenilmeyen durumlardır ve çözümlemeleri güç olan sorunlardır. Bu iki sorunsalın çözümü için yönetsel çözüm önerileri ve sorunun en az zararla atlatılabilmesi için çözüm yöntemleri çalışma içerisinde tanımlanmaya çalışılmıştır. Her iki değişkenin de nedensel bağlarla birbirlerini etkiledikleri fikirsel çerçevede değerlendirilmektedir. Bu iki kavram arasındaki olası ilişkinin alanda daha fazla dikkate alınması, daha fazla üzerlerinde çalışma yapılması için farkındalık sağlayabilmek üzere kaleme alınan bu çalışma, alan yazın taraması yapılmak suretiyle, literatür derlemesi yapılarak, iki değişken arasındaki etki, fikirsel anlamda ortaya çıkarılmaya çalışılarak amaç açıklanmaya çalışılmıştır. Çalışma kavramsal çerçevede ele alınmış ve alan yazınına özgün bir bakış getirilmeye çalışılmıştır.

Pengaruh Budaya Organisasi, Lingkungan Kerja dan Work Family Conflict Terhadap Kinerja Karyawan Hotel The Madeline Kota Bengkulu

This study aims to determine the effect of organizational culture, work environment, work family conflict on employee performance at The Madeline Hotel Bengkulu City, either partially or simultaneously. There are several factors that will be discussed in this study, including the work environment organizational culture and work family conflict. The object of this research is the Hotel The Madeline, Bengkulu City, with a total of 55 people. In this research, the writer uses the method of collecting data by means of observation, interviews and questionnaires. There are several data analysis techniques used in this study, using instrument tests, namely validity test, reliability test, classical assumption test, coefficient of determination, and also hypothesis testing. From the results of multiple linear regression, the regression equation is as follows: Y = 9.369 + 0.622(X1) + 0.101(X2) + 0.193(X3). Meanwhile, the results of the hypothesis testing that have been carried out can be seen that the Organizational Culture variable (X1) obtained tcount of 5.320 (higher than the ttable value, or tcount > 1.67 (see distribution in table t), and a significance level of 0.000 (significant < 0.05) Work Environment Variable (X2) obtained tcount of 1.006 (lower than ttable value, or tcount < 1.67 (see distribution in table t), and significance level of 0.319 (significant > 0.05) and Work Family Conflict variable (X3 ) obtained tcount of 1.719 (lower than the value of ttable, or tcount > 1.67 (see distribution in table t), and a significance level of 0.092 (significant > 0.05). So it can be concluded that the hypothesis is accepted, meaning that there is an effect either partially or simultaneously between Organizational Culture (X1), Work Environment (X2) and Work Family Conflict (X3) on the Employee Performance variable (Y).This can be seen at a significance level of 0.000 <0.05 in The Madelin Hotel, Bengkulu City.

Prospects for the use of educational escape room in training psychologists to provide help in crisis situations

Introduction. Training psychologists to provide help in crisis situations should include the formation of not only a high level of professional skills (hard skills), but also a range of social skills (soft skills), including skills of creativity, critical thinking, effective communication, time-management, flexibility and stress resistance, which requires to implement the advance forms and methods of learning. One of such innovation, which is actively implemented in higher education for the development of flexible skills in specialists in various specialties, is the use of educational escape room (EER) as a new form of game learning. That is why to analyze the feasibility of introducing a new form of education into the training of practical psychologists is very relevant. Aim. To identify prospects for use of EER to train psychologists to provide help in crisis situations, as well as for their professional and personal development. Results. A significant number of publications on the researched problem testifies to the high interest of the educational community in the implementation of new intellectual forms of game learning in higher education institutions. The article reveals the meaning of the concept of "educational escape room", as well as the importance of use EER for development of social skills (soft skills) in future psychologists. The expediency and possibility of using EER to train psychologists to provide help in crisis situations are analyzed. The authors of the article see the expediency and prospects of using EER for professional development of psychologists in such fields as organizational psychology, economic psychology, business psychology, conflict psychology, health psychology, educational psychology and others. Conclusions.The information presented in the article can be useful in the implementation of quest technology for the professional and theoretical training of future psychologists, as well as for the development of their social skills.

Administration and Management in an Educational Institution

Based on the system-activity approach, the article presents an analysis of the interaction of administration and motivational management, which aims to effectively manage the implementation of state educational standards in the practice of educational institutions. The authors believe that ignoring the importance of management and emphasizing the priority of administration leads to the fact that the most common problem in educational organizations is working with personnel. The authors point out that these problems are of a motivational and organizational nature because they relate to the rejection of changes in the work organization, irresponsibility, incompetence, lack of initiative of participants in activities, internal organizational conflicts, and organizational inefficiency. In the article, the authors discuss the solution to such pressing problems as management vision, human factor, subjective-functional management, subordination, regulations, orders, instructions, etc. The article also notes that one of the most important tasks of management is the transformation of participants in educational relations into a community of like-minded people who will be interested in introducing a new state educational standard and motivated to achieve both personal and socially significant results. Thus, the article explains that in an educational organization, priority is given to personality-oriented management aimed at the individual. Therefore, management tasks and areas of interest are not only personnel who “decide everything”, but also persons involved in the activity and management of an educational organization, their interrelationships, worldviews, positions, abilities, solving problems of their activity, their subject of interest, socially reflexive competence, their Motivation and focus on achieving results. Keywords: value-semantic attitudes, motivation, management.

Management Capabilities and Organizational Conflict Strategies in Improving the Performance of Public Elementary Schools

The study aimed to investigate the effect of the school heads? management capabilities and organizational conflict strategies in improving the performance of public elementary schools. It utilized descriptive and correlational methods to gather data. The respondents of this study were 153 public elementary teachers in the Division of Quezon in Candelaria West District, who were randomly selected. The researcher used the Slovin formula to identify the number of samples. It was conducted during the third quarter of 2021-2022. Adapted and modified questionnaires from Rahim Conflict Inventory-II were used in generating data. Based on the result of this study, the management capabilities of the school head in terms of planning, communicating, decision-making, delegating, problem-solving, and motivating were perceived by the respondents as highly practiced. Meanwhile, in terms of organizational conflict strategies, the accommodating strategy garnered the highest mean and was found to be the ?highly practiced? strategy in dealing with conflict. Likewise, compromise and collaborative strategies were also perceived as ?highly practiced? while the competition and avoiding strategies were perceived as ?practiced?. The school's performance as described in its leadership practice of the school head, interpersonal relationship, shared school vision, instructional and mentoring support, and parent and community involvement were "highly performing." The study revealed a significant relationship between management capabilities and organizational conflict strategies to the performance of the school. The study recommends organizing a series of workshops, seminars, conferences, and orientation programs on conflict resolution strategies for principals and teachers. This is appropriate for increasing the educators' knowledge, particularly about emerging ideas and innovations in conflict resolution in schools

Influence of entrepreneurial ambidextrous leadership on ambidextrous innovation: An integrated model construction of ‘cognitive/affective’ composite perspective in Chinese context

BACKGROUND: China’s 14th Five-Year Plan for National Economic and Social Development and the Long-Range Objectives Through the Year 2035 clearly points out that it is necessary to implement innovation driven strategy, promote enterprise technological innovation, and better play the important role of entrepreneurs in enterprise technological innovation. Therefore, it is of great significance to explore the impact of entrepreneurial leadership on enterprises’ technological innovation. OBJECTIVE: From the perspective of technological innovation stream, we divide ambidextrous innovation into mainstream innovation and new stream innovation. Integrating ambidexterity theory, innovation streams theory and cognitive affective personality system theory (CAPS), we explore the mediating mechanism of entrepreneurial ambidextrous leadership on ambidextrous innovation from cognitive path, affective path and cognitive-affective compound path. METHODS: Based on the data collected from 254 top managers in 12 provinces in China, we conducted descriptive statistical analysis, reliability and validity analysis, regression analysis and bootstrap mediating effect test on the sample data. RESULTS: Our empirical results revealed that: 1) entrepreneurial ambidextrous leadership positively related with the ambidextrous innovation; 2) organizational paradoxical cognition plays a partly mediating role between ambidextrous leadership and ambidextrous innovation; 3) organizational affective conflict plays a partly mediating role between ambidextrous leadership and ambidextrous innovation; 4) organizational paradoxical cognition negatively related with organizational affective conflict; 5) organizational paradoxical cognition and organizational affective conflict play a chain mediating role between entrepreneurial ambidextrous leadership and ambidextrous innovation. CONCLUSIONS: Combined with the cognitive affective personality system theory, our research explores the mediating mechanism of entrepreneurial ambidextrous leadership on ambidextrous innovation from cognitive path and affective path and “cognitive-affective” compound path, which not only have great theoretical contributions, but also have important significance in enterprise management practice.

CONFLICT COMMUNICATION IN RESEARCH AND DEVELOPMENT INSTITUTIONS: A CASE STUDY AT LIPI

This study analyzed organizational conflicts at the Indonesian Institute of Sciences (Indonesian: Lembaga Ilmu Pengetahuan Indonesia (LIPI)) that occurred in 2019. LIPI is the largest research & development institution in Indonesia with the task of promoting sciences. For this reason, the presence of conflicts disturbed its performance. In this study, the researchers applied a qualitative method with a case study approach. Data were collected through semi-structured in-depth interviews and document study. The results indicated that the source of the conflict was the issuance of LIPI Regulation No. 1/2019 concerning the Organization and Work Procedure of LIPI. Besides, the causes were the presence of conflicts of interest related to the struggle for limited resources, different conceptions & goals in managing the organization, and communication barriers. The impacts of the conflict were demonstrations, the emergence of apathy, individualism, and opportunism in some employees, and the delay of internal services. This conflict was resolved through dialogue, mediation, and speeding up the policy implementation process. In this conflict, the Head of LIPI was the actor who had high power and interest, while human resources (in science and technology and its supporting) and non-civil-servant government employees were internal actors who had high interests but weak power.

CROSS-CULTURAL MANAGEMENT

Purpose: Globalization has made global changes, and a rapid increase of multinational corporations which has resulted in creating more businesses that have more culturally diverse workforce. Cultural diversity affects the performance of an organization and various conflicts can be occurred because of misunderstandings among the culturally diverse workforce. The purpose of this study is therefore to contribute to the current field of cross-cultural management and how cultural diversity is managed.
 Methodology: The study investigates four chosen cross-cultural aspects to see how issues within these areas can be minimized.
 Unique Contribution to Theory and Practice: The knowledge of cultural differences within these aspects will contribute to a better understanding of how these differences can be managed in a Swedish multinational organization with a subsidiary in India.

Örgütsel Çatışma ve Psikolojik İyi Oluş İlişkisi: İş Yerinde Dışlanmanın Düzenleyici Etkisi

The purpose of this study is to determine the relationship between organizational conflict and the psychological well-being of employees and to test the moderating role of workplace ostracism in this process. We distributed the questionnaires to 811 individuals working in the public and private sectors in Turkey through simple random sampling. 425 persons participated in the questionnaires. We didn’t assess 16 questionnaires because the participants didn’t respond from start to finish. Thus, we evaluated 409 questionnaires and tested them according to the purpose of the research. We used the IBM SPSS v26, Lisrel 10.20 programs, and Process Macro v3.3 plug-ins for data analysis. According to the results of the analysis, we can see that organizational conflict and ostracism in the workplace have a negative impact on psychological well-being. We have also proven that workplace ostracism moderates the relationship between organizational conflict and psychological well-being. In the conclusion section of the study, we have compiled the results of the analysis and compared them with other findings in the literature. In the literature review, we noted that the moderating role of workplace ostracism in the relationship between organizational conflict and psychological well-being has never been studied. This study, therefore closes an important gap in the literature on organizational behavior.