Conflict and Conflict Management

TL;DR: In this paper, the authors examine the relationships between identity, conflict, and organizational learning, using a comprehensive practice-based model of inter-organizational learning, and suggest that interorganizational conflict is a situation where individual to individual learning can ultimately influence the learning that occurs in their organizations.

TL;DR: The authors examined some unsuccessful cases of emergency management in Taiwan, Japan, and the United States through the lens of culture theory and developed a simple framework to illustrate the link between Hofstede's cultural dimensions (power distance, individualism versus collectivism, femininity versus masculinity, uncertainty avoidance, and long-term versus short-term orientation), conflict management styles (collaborating, dominating, compromising, avoiding, and accommodating approaches), and organizational cultures (pyramid, family, machine, and market).

Abstract: This research was carried out descriptively to determine the effect of work-family conflict on life satisfaction and job satisfaction. The sample of the study consists of 418 people. The data were collected using the snowball sampling method and Google survey; The Demographic Information Form was collected through the Minnesota Job Satisfaction Scale and the Life Satisfaction Scale. Independent Sample T-Test, ANOVA Test, and Correlation Test were used to evaluate the data. 67.9% of the participants are women, and 29.9% are between the ages of 2 and -31; 20% are veterinarians, and 40.4% are undergraduate degrees. Work-family conflict total score average is 49.63 ± 13.15, life satisfaction total score average is 15.19 ± 4.63, and job satisfaction average score is 3.45 ± 0.74. According to the correlation analysis results; A negative relationship was found between work-family conflict and life satisfaction and a negative relationship between work-family conflict and job satisfaction. There is also a positive relationship between job satisfaction and life satisfaction. In the comparisons, it was determined that the variables of age, education level, profession, monthly income, total working time in the current workplace, facilities of the institution, and daily average working hours affect the scale scores of work-family conflict. In addition, it was determined that the variables of having a child, taking work home, age, education status, profession, monthly income, total working time in the current workplace, facilities of the institution, and daily average working hours affect the job satisfaction scale scores. Life satisfaction scale scores are; Marital status, having children, taking work home, age, education status, profession, monthly income, total working time in the current workplace, facilities of the institution, and average daily working hours are affected. As a result, it was determined that demographic variables affect work-family conflict scores, life satisfaction, and job satisfaction scale.

TL;DR: In this paper , the role of alternative dispute resolution (ADR) in environmental conflicts is examined and studied and evaluated by studying real environmental conflicts from different countries to provide recommendations and suggestions to boost ADR methods.

TL;DR: In this article, the authors proposed that the degree of asymmetric channel relationships is more dysfunctional than those characterized by symmetric interdependence, and they showed that asymmetric relationships are more stable than symmetric relationships.

TL;DR: In this article, a general model of interdepartmental conflict and its management is presented, together with a review of the relevant literature, integrating the contextual determinants of organizational conflict emphasized by sociologists and the dynamics of conflictful relationships studied by social psychologists.