Constructive conflict at work

Two field studies of interpersonal conflict in organizations and a simulated dyadic negotiation show that problem solving and forcing are frequently combined simultaneously and sequentially. As a robust finding, conglomerations of problem solving and forcing appear to enhance the parties' joint effectiveness. The best substantive and relational outcomes for the organization are reached through forcing followed by problem solving. Copyright © 1999 John Wiley & Sons, Ltd.     

Competing hypotheses analyses of the associations between group task conflict and group relationship conflict

Although previous research have reported strong and positive intercorrelations between group task conflict and group relationship conflict, several different theoretical rationales exist for the positive link and the empirical literature remains equivocal. To clarify the causal linkage between the two types of conflict, we derived seven models specifying how group task and relationship conflict can be related to each other, including some rival explanations. We tested the competing models using a longitudinal panel design, with data collected from 74 project teams comprising a total of 388 students. The results indicated that relationship conflict led to an increased subsequent task conflict through negative group affect. Task conflict, however, predicted a subsequent relationship conflict under a specific context, that is, groups that had lower levels of trust among the members. Copyright © 2010 John Wiley & Sons, Ltd.     

Tracking managerial conflict adaptivity: Introducing a dynamic measure of adaptive conflict management in organizations

Since Darwin, adaptation to change has been associated with survival and fit. Yet, despite this, leaders and managers often get stuck in dominating approaches to conflict, and few scholars have examined the role of adaptation in managing conflicts effectively over time and across changing situations. The goal of this paper is threefold. First, we develop a new measure for assessing conflict adaptivity of managers [the Managerial Conflict Adaptivity Assessment (MCAA)], based on a situated model of conflict in social relations. We define conflict adaptivity as the capacity to respond to different conflict situations in accordance with the demands specified by the situation. The measure consists of 15 distinct work‐conflict scenarios and provides five behavioral response options, which represent five primary strategies employed in conflict. Individuals who tend to respond to the conflicts in a manner consistent with the situations provided are considered to be more adaptive. Second, we test and find that managerial conflict adaptivity is related to higher levels of satisfaction with conflict processes at work as well as higher levels of well‐being at work. Third, we test the MCAA's construct validity and provide evidence that the MCAA is positively related to behavioral flexibility and self‐efficacy. Copyright © 2014 John Wiley & Sons, Ltd.     

Interrole conflict and marital functioning amongst employed fathers

While the influence of maternal interrole conflict on marital functioning has been investigated, the issue of fathers' interrole conflict has been neglected. Consequently, 67 fathers' (M age = 38.51 years) interrole conflict and marital adjustment are investigated. In addition, the moderating role of personality hardiness is assessed. Using multiple moderator regression and sub-group analyses, hardiness was shown to moderate negative effects of interrole conflict on marital adjustment. Conceptual and practical implications of these findings are discussed.     

基于Event模型的冲突风险新算法

鉴于管制过程中对航空器冲突问题发展的研究,对经典事件模型的结构进行改进,用球形曲面间隔层代替传统的平面间隔层,结合扩展碰撞盒概率关系比计算冲突风险,提高了模板与实际航空器运行状态的切合度。并以模拟航空器飞行数据进行仿真,对改进模型的冲突风险与原模型的进行比较评估,结果表明该算法正确。     

Managing relationship conflict and the effectiveness of organizational teams

Past research has revealed that team effectiveness and satisfaction suffer when teams experience relationship conflict—conflict related to interpersonal issues, political norms and values, and personal taste. This study examined how teams should respond to these conflicts. Three types of conflict responses were studied: collaborating responses, contending responses, and avoiding responses. A field study involving a heterogeneous sample of teams performing complex, non‐routine task showed that collaborating and contending responses to relationship conflict negatively relate to team functioning (i.e., voice, compliance, helping behavior) and overall team effectiveness, while avoiding responses were associated with high team functioning and effectiveness. It is suggested that collaborating and contending responses to relationship conflict distract team members from their tasks, while avoiding responses appear more functional in that they allow team members to pursue task performance. Copyright © 2001 John Wiley & Sons, Ltd.     

Pay satisfaction and work–family conflict across time

On the basis of justice and exchange theories, the authors propose that employees offset their levels of work–family conflict (WFC) with their levels of pay satisfaction. Results based on two waves of data indicate that pay satisfaction has a negative relationship with WFC after controlling for actual pay and other work‐related and family‐related variables. Analysis of pay satisfaction dimensions reveals that satisfaction with benefits and pay structure are negatively related to WFC, whereas satisfaction with pay level and pay raise are not. Number of dependents and level of education moderate the relationship between pay satisfaction and WFC; specifically, having more dependents and higher education attenuates the relationship between pay satisfaction and WFC. Copyright © 2012 John Wiley & Sons, Ltd.     

Work-Family conflict: The effect of job and family involvement

A review of past research revealed inconsistent findings concerning the relationship between job involvement and work-family conflict. This study tested whether family involvement moderates the relationship between job involvement and work-family conflict. Two types of family involvement (spouse and parent) and two types of work-family conflict (job-spouse and job-parent) were assessed. Data were gathered via questionnaire from a sample of nonteaching professionals employed by a large public university in the northeastern United States. As hypothesized, job involvement and job-spouse conflict were positively related for individuals high in spouse involvement and unrelated for individuals low in spouse involvement. Contrary to prediction, parental involvement did not moderate the relationship between job involvement and job-parent conflict. Instead, job involvement was positively related to job-parent conflict regardless of the level of parental involvement. Results are discussed in terms of standards for role performance and strength of role demands. Implications for future research are also discussed.     

Employed mothers: Interrole conflict,spouse support and marital functioning

Increased participation by mothers in the labour force may exert a negative effect on working mothers themselves (e.g. interrole conflict) and influence the marital relationship negatively. Recent research suggests that not all individuals experiencing psychological distress suffer psychological strain (e.g. marital discord). Rather, variables such as social support moderate negative effects of psychological stressors. To test this, sixty-four employed mothers (M age = 36 years) completed interrole conflict and spouse support scales. Marital satisfaction, verbal and nonverbal communication were the criteria operationalized to assess marital functioning. Using moderated multiple regression analyses, interrole conflict and spouse support predicted marital satisfaction and verbal communication significantly. In addition, spouse support may moderate negative effects of interrole conflict on marital satisfaction and verbal communication. With regard to nonverbal communication, spouse support was both a significant main effect and possibly a moderator of interrole conflict. The role of spouse support, conceptual and treatment implications, and future research priorities are identified.     

Work—nonwork conflict and the perceived quality of life

From additive models of overall quality of life, two hypotheses were derived about the relationships among work—family conflict, work—leisure conflict, job satisfaction, family satisfaction, leisure satisfaction and global life satisfaction. In supporting these two hypotheses, path analyses of survey data from a national probability sample of United States workers (n = 823) showed: (1) the direct paths between work—nonwork conflict and global life satisfaction were nonsignificant; and (2) the indirect paths between work—nonwork conflict and global life satisfaction, which are mediated by job satisfaction and nonwork satisfaction, were all significant. Further analyses indicated that, in general, the magnitude of these path coefficients was not significantly moderated by sociodemographic variables. Discussion considered the role of additive models as conceptual frameworks for studies concerned with the effects of work experiences on the overall quality of life.     

考虑等待位置的航空器交叉滑行冲突概率模型

为解决交叉道口冲突范围定义不完整等问题,提出了航空器交叉滑行冲突概率模型。该模型针对交叉滑行道结构特点,以T型交叉口为例,综合等待位置、机身长度、喷流范围等要素,扩展冲突区域,基于实时速度、位置变化构造冲突概率模型,并利用速度分布密度函数对模型求解。仿真验证表明:模型能计算不同运动状态的中型机在T型交叉口处的冲突概率,T型道口等待位置对冲突概率影响较大,等待位置较近将造成冲突判断延迟,等待位置较远会产生虚警误判,致使滑行中断。利用实际滑行轨迹验证,结果表明:模型能够再现T型道口上2架中型机滑行冲突产生、发展及解脱过程,计算结果与实际运行情况一致,能为管制员、飞行员提前判断冲突,及时采取措施提供依据。     

考虑驾驶方式的车辆与航空器交叉冲突评估*

为量化不同驾驶方式下车辆与航空器行驶风险,提出车辆与航空器交叉运行冲突评估模型,该模型将特种车辆驾驶方式分为激进、稳定、保守3类,综合驾驶特性和管制规则定义车辆速度演化规律,结合运行场景、间隔配备等要素确定冲突条件,并基于航空器与车辆实时速度、位置变化构造冲突评估模型。研究结果表明:冲突评估模型能够计算车辆与航空器在十型交叉口的冲突概率;激进方式下车辆先于航空器通过交叉口,风险概率均值相对最大,为0.679;保守方式下航空器先于车辆通过交叉口,最大间隔是安全间隔的4.7倍;稳定驾驶方式可兼顾安全和效率。本文模型能再现十型道口车辆与航空器交叉运行冲突产生、发展及解脱过程,计算结果可用于场面实时冲突识别和预警,能够为机场危险源识别和风险管控提供依据。