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Dissertations / Theses on the topic 'Role conflict'

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Published: 4 June 2021
Last updated: 27 July 2024

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1

Rhodes, Jeremy R. Dougherty Kevin D. "Evangelical Democrats and role conflict." Waco, Tex. : Baylor University, 2008. http://hdl.handle.net/2104/5167.

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2

Kabiri, Shabnam. "Role conflict and role ambiguity in construction projects." Thesis, University of Reading, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.735540.

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3

Gröön, Elias. "Educating Conflict : The Role of Educational Structures in Conflict Mobilization." Thesis, Uppsala universitet, Institutionen för freds- och konfliktforskning, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-341452.

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4

Bodenbender, Stanislava. "The Role of Religious Leaders in Conflict Transformation." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-197398.

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Religion has often been viewed as a source of conflict and violence in international relations. Yet history provides that religion has also been a source and inspiration for peace building and non-violent resistance. The role of religious leaders in conflict transformation has been treated as a marginal phenomenon. Appleby (2000) points out that identifying and documenting the roles of religious actors in resolving protracted conflicts remains an unfinished task. This thesis is an attempt to meet such challenge by focusing on religious leaders and their role in search of solutions in deeply rooted conflicts. Working from the premise that religious leaders can make a substantial contribution in conflict transformation, the overarching goal of this thesis is to examine what roles religious actors play and how equipped they are to serve their communities in their capacity as peacemakers.
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5

Simonsen, Gregory. "Masculine Role Conflict in Gay Men: Mediation of Psychological Well-Being and Help-Seeking Behaviors." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc278913/.

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Gender role issues have been an integral part of psychology since the 1970s. More recently, theories and research have surfaced concerning the issues of maleness in our society. Most of these theories focus on masculine gender role and how it affects men in various ways, e.g., their psychological well-being, substance use, relational abilities, and help-seeking behaviors. One area of maleness that has consistently been left out of the Masculine Role Conflict (MRC) debate is that of homosexuality. As a gay man develops, he finds himself at odds with society over something that he experiences biologically as normal and appropriate. It is the contention of this paper that MRC is an issue related to psychological distress among gay men and not psychological weakness in gay men, per se.
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6

Heilmeier, Brian P. "Role Conflict around Disruptive Campus Activism." Ohio University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1603904490988427.

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7

Malone, Laurell Coleman M. S. "The Multiple Roles of Women Pursuing Doctoral Studies." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30544.

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Increases in the employment of women in administrative and managerial careers have drawn attention to a need for research that examines the interdependency of work and family roles, a need that is particularly crucial in the area of academic administration. This was a qualitative study of the strategies and support systems women educational administrators use to deal with the multiple roles they perform in life and work while pursuing doctoral studies. Forty-four women educational administrators enrolled in Virginia Tech's fall 1996 dissertation seminar were selected to participate in a telephone interview. Each participant's responses were recorded and transcribed. Data were sorted using a variable-oriented format. Matrices were used to categorize and analyze the data, note emerging patterns of strategies and support systems, and compare and contrast roles across personal and situational variables. The women in this study cited time as the common factor in most role conflicts occurring during their years of doctoral study. Strategies that centered around time management (prioritize, delegate, compartmentalize,) were used to deal with their multiple roles. Feelings of guilt, stress, exhaustion, and isolation were common. They depended on positive and affective support systems that included family, friends, co-workers, and cohort members to deal with responsibilities of home, work, and doctoral study. A strong sense of commitment, determination, and spiritual faith was credited most often as the one thing that kept them going as they responded to the problems, issues, concerns, and challenges of performing multiple roles in life and work.
Ed. D.
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8

Forrest, Gregory Lee. "Job Satisfaction of Female Superintendents: Role Conflict and Role Commitment." Diss., Virginia Tech, 2017. http://hdl.handle.net/10919/76741.

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This study examined the relationship between the job satisfaction of female superintendents, role conflict, and role commitment. The population included all female superintendents in the states of Maryland, Virginia, and North Carolina. Job satisfaction and role conflict were assessed using survey instruments while role commitment was a one question item determining the prioritization of work first, important relationships first, or work and relationships equally. Higher scores in the survey instruments indicated higher overall job satisfaction and internal role conflict, respectively. The relationship between and among variables were investigated using Pearson product-moment correlation coefficient, a multiple regression analysis, and ANOVA. This study found that unlike both male and female secondary principals in the Midwest (Eckman, 2004), role conflict and role commitment had no statistically significant relationship with job satisfaction for this population. Role commitment and role conflict, however, had a significant, positive relationship where those more committed to work first felt greater internal role conflict while those committed to important relationships first felt less internal role conflict. Finally, professional vs. self was the factor that created the most role conflict while the nature of work and co-workers were factors that contribute most to job satisfaction while operating conditions was the weakest source of job satisfaction.
Ed. D.
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9

Brinkley, Maddison-Lee. "Role conflict of business rescue practitioners." Diss., University of Pretoria, 2016. http://hdl.handle.net/2263/60512.

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10

Naidoo, Kameshni. "Workplace conflict : the line manager's role in preventing and resolving workplace conflict." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95588.

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Thesis (MBA)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: The costs of conflict within organizations is higher than is often realized due, amongst others, to lowering morale and lower productivity of employees. One of the most common reasons provided during exit interviews when employees resign from organizations, is the manner in which conflicts were addressed by management. A high turnover of employees has a significant cost to organizations as companies have to spend more money to recruit new employees than they would have needed to had the conflicts that had arisen were effectively resolved. Often as a result of poor conflict resolution within organizations, companies are faced with high litigation costs when employees seek resolution from labour courts and other dispute resolution bodies. The main objective of this study was to identify the role line managers play in resolving and preventing conflicts and to establish strategies that line managers can implement when faced with conflict in their teams. The research methodology for this study first involved a study of relevant literature to determine the theory regarding conflict resolution within organizations. Research reports, dissertations, internet websites, articles and books were used in an attempt to formulate a theoretical basis for this study. Thereafter an empirical survey was conducted among employees of an organization that had already undergone a restructuring process as well as an organization that is currently undergoing a restructuring in order to determine the employees’ views on how conflict within their organizations has been or is being resolved. Questionnaires were formulated by the writer and submitted to responders. The reason the writer had used organizational restructuring as a point of departure for the empirical study, is that organizational restructuring is an example of a project within companies whereby many conflicts arise and line managers need to be proficient in being able to handle these conflicts as well as be able to prevent conflicts from arising. Finally, an analysis of the empirical study was performed so that adequate and relevant conclusions and recommendations could be established.
AFRIKAANSE OPSOMMING: Die koste van konflik binne organisasies is hoër as wat dikwels besef as gevolg van, onder andere, tot die verlaging van moraal en laer produktiwiteit van werknemers. Een van die mees algemene redes wat gedurende afrit onderhoude wanneer werknemers van organisasies bedank, is die wyse waarop konflikte deur die bestuur aangespreek is. 'N hoë omset van die werknemers het 'n beduidende koste vir organisasies as maatskappye het meer geld te spandeer om nuwe werknemers te werf as wat hulle sou nodig het om die konflikte wat ontstaan het is effektief opgelos. Dikwels as gevolg van swak konflikoplossing binne organisasies, maatskappye uitgedaag word met 'n hoë litigasie koste wanneer werknemers soek resolusie van arbeid howe en ander geskilbeslegting liggame. Die hoofdoel van hierdie studie was om te identifiseer die rol lynbestuurders speel in die oplossing en voorkoming van konflikte en strategieë wat lynbestuurders kan implementeer wanneer hulle gekonfronteer word met die konflik in hul spanne te vestig. Die navorsingsmetodologie vir hierdie studie het die eerste keer betrokke by 'n studie van die relevante literatuur om die teorie te bepaal ten opsigte van konflikhantering binne organisasies. Navorsingsverslae, proefskrifte, internet webtuistes, artikels en boeke is gebruik in 'n poging om 'n teoretiese grondslag vir hierdie studie te formuleer. Daarna was 'n empiriese opname uitgevoer onder die werknemers van 'n organisasie wat reeds 'n proses van herstrukturering ondergaan sowel as 'n organisasie wat tans herstrukturering ondergaan om die werknemers se menings te bepaal oor hoe konflik binne hul organisasies opgelos was en/of huidiglik opgelos word. Vraelyste is deur die skrywer geformuleer en aan individue uitgehandig. Die rede waarom die skrywer gebruik het organisatoriese herstrukturering as 'n punt van vertrek vir die empiriese studie, is dat organisatoriese herstrukturering is 'n voorbeeld van 'n projek binne maatskappye waarby baie konflikte ontstaan en lynbestuurders moet vaardig wees in staat is om hierdie konflikte te hanteer, asook in staat wees om die ontstaan van konflikte te voorkom. Ten slotte is 'n ontleding van die empiriese studie uitgevoer sodat voldoende en relevante gevolgtrekkings en aanbevelings vasgestel kon word.
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11

Rassenfoss, Sarah E. "Managing women's role conflict : the effects of social change, attitude, and status /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487260859495579.

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12

Newman, Lea. "The role of culture in conflict resolution." Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://bosun.nps.edu/uhtbin/hyperion-image.exe/08Mar%5FNewman.pdf.

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Thesis (M.A. in Security Studies (Far East, Southeast Asia and Pacific))--Naval Postgraduate School, March 2008.
Thesis Advisor(s): Biermann, Rafael. "March 2008." Description based on title screen as viewed on May 6, 2008. Includes bibliographical references (p. 69-73). Also available in print.
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13

Popova, Zora. "The role of social capital for post-ethnic-conflict reconstruction." Thesis, University of Bath, 2009. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.521563.

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Examining the phenomenon of post-conflict reconstruction, the research challenges the appropriateness of the uniform application of general policies and practices to any particular environment. As a context- and conflict-dependant practice, a post-conflict reconstruction that aims at achieving lasting peace and sustainable development should address specific needs through relevant mechanisms. This is especially relevant for post-ethnic-conflict cases. The thesis argues that post-conflict reconstruction after an ethnic conflict should address as a matter of priority the problems related to the recovery or construction of societal micro-frameworks with respect to the macro-unit in focus. Based on the explored concepts of social capital, a model outlining its specific fragmentation after an ethnic conflict is elaborated and the research discusses the mechanisms that have the potential to contribute to the achievement of planned and desired reconstruction outcomes and levels of success. To test the theory against empirical findings, the case of Bosnia and Herzegovina is examined, as it provides good examples for the negative impact of ethnic conflict on macro and micro socio-political levels and for the discrepancies between expected and achieved results. The reconstruction practice in Bosnia and Herzegovina is considered in the context of policies and programmes designed and implemented by representatives of the international and local community, with a focus on the efforts directed towards social capital rebuilding.
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14

Morís, Fernández Luis 1982. "Audiovisual speech processing: the role of attention and conflict." Doctoral thesis, Universitat Pompeu Fabra, 2016. http://hdl.handle.net/10803/385348.

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Events in our environment do rarely excite only one sensory pathway, but usually involve several modalities offering complimentary information. These different informations are usually integrated into a single percept through the process of multisensory integration. The present dissertation addresses how and under what circumstances this multisensory integration process occurs in the context of audiovisual speech. The findings of this dissertation challenge previous views of audiovisual integration in speech as a low level automatic process by providing evidence, first, of the influence of the attentional focus of the participant on the multisensory integration process, particularly the need of both modalities to be attended for them to be integrated; and second evidence of the engagement of high level processes (i.e. conflict detection and resolution) when incongruent audiovisual speech is presented, particularly in the case of the McGurk effect.
Los eventos que suceden a nuestro alrededor, no suelen estimular una única modalidad sensorial, sino que, al contrario, suelen involucrar varias modalidades sensoriales las cuales ofrecen información complementaria. La información proveniente de estas diferentes modalidades es integrada en un único percepto a través del proceso denominado integración multisensorial. Esta tesis estudia cómo y bajo qué circunstancias ocurre este proceso en el contexto audiovisual del habla. Los resultados de esta tesis cuestionan los enfoques previos que describían la integración audiovisual como un proceso automático y de bajo nivel. Primero, demuestra que el estado atencional es determinante en el proceso de integración multisensorial. Más concretamente, presenta pruebas de la necesidad de atender a ambas modalidades, visual y auditiva, para que ocurra el proceso de integración. Y en segundo lugar, presenta pruebas de la participación de procesos de alto nivel (i.e. detección y resolución de conflictos) cuando existe una incongruencia entre la modalidad auditiva y visual, especialmente en el caso del efecto McGurk.
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15

Hoeness, Stefanie, and Adam Kamal. "An emotional ownership perspective on the dynamics of role conflicts and relationship conflicts within family businesses." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-26871.

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Problem: Family-owned and –managed businesses constitute the majority of organizations worldwide. Yet, although, because of their  special enmeshment of family and business spheres, conflicts constitute a central threat to those types of organizations, not much has been done to study this phenomenon specifically in a family business context. Minding the actuality that especially the family related factors that contribute to the occurrence of role and relationship conflicts within family firms remain understudied, this thesis will take an emotional ownership perspective to examine the phenomenon from a different angle. Purpose: To advance the general understanding of role and relationship conflicts within a family business setting, the purpose of this thesis is to determine the role emotional ownership plays in regard to role and relationship conflicts within family firms. Method: This qualitative study utilizes a case study strategy including a total of six case companies and eight research respondents. Data is thereby collected from semi-structured interviews and documentary secondary data. The analysis of the empirical findings is conducted following a two-step process. First, the empirical findings of the distinct case companies are cross-analyzed. Then the emerging patterns are formulated into a general model. Conclusions: Family owners’/employees’ feelings of emotional ownership towards the firm do influence the occurrence/intensity of role and subsequent relationship conflicts within family firms. The exact nature and impact of this influence will however depend on a number of factors. Those factors include (i) the existence of rules and regulations to govern the separation of family- and work related roles within the family and the firm, (ii) family-related factors, like the existence of a “peacemaker” and/or “decider”, strong family cohesion and/or trust among the family and its members, as well as (iii) cultural factors such as “respect for the elders”.
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16

gauntner, joseph. "Boundary Spanner Role Conflict in Public Urban Universities." Cleveland State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=csu1385549972.

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17

LoCascio, Stephanie Nievar Angela M. "Maternal employment factors related to role strain /." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/ark:/67531/metadc12156.

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18

Deal, Erin. "Organizational Conflict Styles of Managers: The Effect of Gender Role Orientations." University of Akron / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=akron1468248013.

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19

Khumalo, Mapula Gertrude. "Role conflict experienced by married black woman educators / by Mapula Gertrude Khumalo." Thesis, North-West University, 2004. http://hdl.handle.net/10394/176.

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The purpose of this study was to determine the nature of role conflict experienced by married black woman educators by means of a review of literature and an empirical investigation. The empirical study was also aimed at determining role conflict factors experienced to a great extent and those experienced to a slight extent. Chapter 1 deals with the problem statement, aims of the research and the methods employed to achieve the purpose of the study. The second chapter highlights the nature of the woman's role. The description of the role was given. This chapter also provided a discussion of the legal framework on the role of a woman as indicated by the legislation of the Republic of South Africa, mostly guided by the Constitution, which remains the supreme law of the country. The discussion of the nature of women's role within the home was given. Discussions on a woman as a homemaker and a mother and the physical, spiritual, moral, social, and emotional welfare were given. The nature of women's roles outside the home was presented. In the third chapter the nature of role conflict was investigated. The description of role conflict was laid out. Attention was given to a discussion of both the intra-role conflict and inter-role conflict. Factors contributing to a woman educator experiencing intra-role conflict within her home and profession were discussed. Factors contributing towards inter-role conflict were also identified and discussed. The empirical research design, questionnaire as research tool and the construction of the questionnaire were discussed in chapter four. The duly completed questionnaires returned by the woman educators as respondents were empirically analysed and interpreted in this chapter. The last chapter, chapter five, gives a summary of all the chapters, the research findings and recommendations based on the research findings derived from the previous chapters as well as an ultimate statement. The research findings indicate that most of the respondents expect their husbands to support them physically and psychologically. It is found that in addition to lack of support from husbands, time constraints are another main contributing factor towards role conflict experienced by woman educators. Despite their hard work, they are unable to accomplish all that they need to. These two factors: lack of spouse support and time constraints, need to be given the necessary attention in future research.
Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2004.
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20

Fillpot, Cynthia Ann. "Role conflict and hardiness as predictors of role and life satisfaction for women occupying multiple roles." CSUSB ScholarWorks, 1994. https://scholarworks.lib.csusb.edu/etd-project/900.

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21

Rowe, Diane Mary. "Work-family role conflict, a new theoretical model." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq22666.pdf.

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22

Herath, Ihalagedera Herath Mudiyanselage Nishantha Nandaji. "Role of Military in Post-Conflict Sri Lanka." Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/6812.

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Sri Lanka has suffered a violent conflict between the government of Sri Lanka (GoSL) and the Liberation Tigers of Tamil Eelam (LTTE) for nearly three decades. By the time LTTE was crushed in 2009, over 80,000 had been killed, 11,656 Tamil Tigers were either arrested or surrendered, and 294,000 people had been internally displaced during the final phase of the conflict. Furthermore, almost all the infrastructure in formerly terrorist-held areas was damaged or destroyed. The GoSL recognized its obligation to provide humanitarian relief; essential services, rehabilitation, and development support to people in LTTE-controlled areas and began post-conflict reconstruction. The GoSL decision to house internally displaced persons (IDPs) prevented much-needed, international-community support during the initial stage of reconstruction. The drain of GoSL resources due to the prolonged conflict and reconstruction in the Eastern Province forced GoSL to use the military to fill gaps in the post-conflict reconstruction process. By doing so, the GOSL was able to resettle 97% of the total IDPs, providing them infrastructure facilities and livelihood opportunities, while reintegrating more than 90% of ex-combatants after their rehabilitation by the end of 2011. This study will examine the way in which the military used its capabilities to shape the reconstruction process.
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lemos, samy. "The Role of Conflict in Sub-Saharan Africa." Scholarship @ Claremont, 2018. http://scholarship.claremont.edu/cmc_theses/1940.

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Sub-Saharan Africa is the provider of many critical natural resources. With such resources, one would expect these countries to have thriving economies. Why is the opposite case true? To answer such a question, this paper examines a few critical causes that may justify the current economic situation these African countries are experiencing. Specifically, the paper observes the economic impact of civil war and terrorist conflict in sub-Saharan Africa from 1971 to 2016. To explore the changes in GDP per capita for all these years, this thesis sheds light on three independent variables: year of conflict, education level, and foreign direct investment for many of the 47 sub-Saharan African countries. Replicating Paul Collier’s Bottom Billion, this thesis will delve into more recent trends of the past two decades, and why the lack of economic advancement is pertinent to these countries. With the results obtained, this thesis proposes solutions to lowering the impact of civil conflict, and steadily advancing the economies across the African continent.
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Cox, Brenda Marie. "Role Conflict and the School Resource Officer Position." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278581/.

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This was a quantitative study designed to determine the role orientation and role behavior of school resource officers in public secondary schools in a metropolitan area of central Texas. The perception of role orientation and role behavior was assessed by two relevant groups: secondary school principals and school resource officers. Each group's perception of role orientation and role behavior was compared to determine if role conflict was an inhibiting factor in the job performance of the recently created school resource officer position. This instrument relied heavily on the work of James Telb who conducted a 1982 study involving the role perceptions of public safety officers in public institutions of higher learning as viewed by senior patrol officers and campus judicial officers. A questionnaire was distributed to both groups to assess perceptions of role orientation of school resource officers as either service oriented or law enforcement oriented. A statistically significant difference in role orientation was identified between groups on two factors: maintenance of traditional police values and police discretionary powers and handling of behavioral scenarios.
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Philip, Catharine Mary. "The role of mediation in industrial conflict resolution." Master's thesis, University of Cape Town, 1989. http://hdl.handle.net/11427/17232.

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This dissertation analyses the role of industrial mediation within the framework of the relationship between the underlying causes of industrial conflict and the resolution of this conflict. The inextricable relationship between economics and politics means that the underlying causes of industrial conflict need to be located within both the socio-political arena and in the contradictions within the labour process. The Independent Mediation Service of South Africa (IMSSA) has played a crucial role in facilitating the institutionalisation of extra statutory or independent industrial mediation in response to the changing nature of industrial relations in the country. IMSSA is rooted in the pluralist approach to industrial relations. Pluralism is rejected in this dissertation for its implicit acceptance of the existing socio-political status quo and for its belief in the legitimacy of the social system as a fair and democratic one. Thus, a critical question in this research is what is the role of mediation if pluralism is rejected as a starting point for analysis? A distinction is drawn between manifest and latent conflict in this dissertation. The primary hypothesis, which is confirmed, is that mediation addresses the manifest, rather than the latent conflict. This challenges the claim of the problem-solving approach of mediation that the process uncovers the underlying conflict. Instead, this research reveals that mediation is dispute-specific and has the potential for solving the immediate conflict, rather than removing the fundamental sources of this conflict. Further, the role of mediation is limited by the very nature of the collective bargaining process which restricts the expression of the latent conflict. It is argued that, although mediation may be accused of palliating the conflict in the sense that it settles the dispute without addressing the structural causes of the conflict, mediation plays a significant role in the collective bargaining process. This is revealed in the role that mediation plays in improving bargaining skills, empowering the weaker party, legitimising the negotiating parties, educating the parties, overcoming mistrust and promoting understanding between adversaries. Thus, mediation has the potential for significantly affecting the working relationship and altering the dynamics of this relationship in terms of enhancing the essential relationship-building dimension of this relationship and facilitating an approach to bargaining in good faith. The effects of mediation therefore extend beyond the immediate conflict settlement. Mediation is not a response to procedural inadequacies and the utilisation of this process does not reflect inadequate negotiation skills. Instead, the increasing number of industrial mediations may be seen to be a reflection of more sophisticated industrial relations which reveal an acknowledgement of the need to compromise as a prerequisite for successful collective bargaining. Research was conducted and hypotheses tested through primary research which involved interviews with leading management representatives and trade unionists in the Cape Town and Port Elizabeth-Uitenhage regions and mediators in these two areas as well as in Johannesburg and Pretoria. Interviews were conducted oh an open-ended, but structured basis. The two primary regions were chosen for their representation of different trends in the utilisation of industrial mediation. FOcus in the Port Elizabeth-Uitenhage region centred on why mediation has been utilised relatively less frequently in this region than elsewhere in the country. It was found that, although specific forces have shaped the unique nature of collective bargaining in this region, the attitude towards mediation arose not from more militant or confrontational policies, but from a number of misperceptions and faulty assumptions concerning the process and role of mediation.
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Phillips, Julie Ann. "Spouses' conflict profiles and the role of affect." Diss., The University of Arizona, 1991. http://hdl.handle.net/10150/185531.

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Marital research has demonstrated that one of the most important factors related to marital satisfaction is spouses' response to marital conflict. Three types of conflict behavior have been previously identified: problem solving, coercion, and avoidance. Problem solving has been linked to marital satisfaction, whereas coercion and avoidance have been linked to marital dissatisfaction. Previous marital researchers have studied couples' response to marital conflict as though spouses' typical response to conflict consists of only one of these types. In addition, marital researchers have only recently begun examining the role of emotion and cognitive processes in marital conflict. The present study is descriptive in nature and addresses three goals. First, subgroups of spouses and couples are identified based on the pattern of conflict behaviors they endorse. Second, relationships among perception of partner conflict behavior, specific emotions, and perception of self conflict behavior are explored. Third, sex differences found with regard to the first two goals are examined. Subjects consisted of two samples, a clinical sample and a research sample, resulting in a heterogeneous total sample of 117 couples. Cluster analysis identified four subgroups of husbands and five subgroups of wives. Differences in husband and wife clusters were consistent with previous marital conflict research. Although the valence of emotion was found to differentiate among the various subgroups of spouses, the type of emotion (e.g. sadness versus anger) was not found to differentiate these groups. However, regression analyses identified more complex relationships which varied with group identity and gender. In these relationships, the type of emotion was important. Limitations of the present study, clinical implications, and implications for future research are discussed.
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Addison-Laurie, Evelyn. "The Role of an Ombudsman in Mitigating Conflict." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3583.

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Bullying behavior is a contributing factor to hostile work environments, and can cause human consequences that affect morale, performance, and productivity. The purpose of this qualitative exploratory case study was to identify the strategies that ombudsmen and human resource managers (HR) use in mitigating workplace conflict. Corporate social performance was the conceptual framework that guided this research. Nine HR managers, an ombudsman representative, and 8 ombudsmen located in New York City and in other states were interviewed based on their experience in conflict mitigation. Data extracted from the participants' shared stories along with position description documents were synthesized thematically and analyzed for emergent themes. Six themes emerged through analysis: neutrality, trust, interactive coaching competencies, contrasting roles, preventive conflict mitigation strategies, and systemic and cultural analysis. The theme of trust emerged as a key strategy to resolve conflict. The implications for social change include increased organizational accountability, fairness, security, and reduction of discrimination as the work of ombudsmen indirectly lead to cultural changes within organizations.
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Eriksson, Viktoria, and Emma Bergeling. "Ingen verksamhet utan personal - En jämförelsestudie som betonar vikten av en trivsam arbetsmiljö för att motverka mobbning på arbetsplatser." Thesis, Örebro universitet, Institutionen för juridik, psykologi och socialt arbete, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-68122.

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In the following study, we capture managers' experiences of bullying at the workplace, in both social services organizations as well as other human-affairs organizations such as healthcare organizations. The aim of the study is to seek both explanations and understanding of the extent, nature and impact of bullying in the above professions. Furthermore we compare these professions with each other to find out how different organizational and social stressors can affect workers in different ways. In addition, the study focuses on seeking understanding of the manager's own experiences regarding benefits and limitations when it comes to managing various forms of bullying. The present study seeks to answer the following questions through a multistrategic approach consisting of quantitative data in the form of public statistics as well as qualitative data based on six semistructured interviews with social services organizations and other human-affairs organizations. The results of this study show that there is a significant changes over time when it comes to social worker’s and health care worker’s vulnerability to bullying at the workplace. This study has found that organizational and social factors may affect employees' perceived mental stress, which in turn can result in escalating conflicts and an unsustainable working environment. This study therefore emphasizes the importance of managers' social support and prompt action to pay attention to potential bullying situations, both concrete and diffuse.
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Boweni, Gaopotlake Puxley. "A strategy for principals to manage role conflict as experienced by male and female educators / Gaopotlake Puxley Boweni." Thesis, North-West University, 2013. http://hdl.handle.net/10394/8653.

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The focus of this research is to develop a management strategy for school principals to assist educators deal with role conflict. Role conflict has proved to be one of the stumbling blocks towards educators’ career advancement as well as bringing and causing unnecessary tension at home. The nature of the educators’ home and the workplace roles has changed dramatically over the years as a result of the democratic dispensation. No longer is the work of a woman solely in the home whereas the same can be said of the man, wherein he had to provide for the whole family by working alone outside of the home. The success of any home presently, depends upon the joint efforts of both partners wherein they are expected to assist each other in preparing their children to face the outside world with renowned confidence. At work, affirmative action has proved to be the right tool in trying to strike a balance between men and women regarding occupying managerial positions. However, literature study has proved that the process is still farfetched as some women (married ones especially) prefer not to venture into those top positions due to pressure accompanying those positions. Their fear of assuming managerial positions is also fuelled by too much time they might spend at work which may negatively affect their marriage relationships. For this study a quantitative research method was preferred. A questionnaire was developed for participants to fill in at their own time without being coerced to do so. In all of these activities that the researcher was engaged in, ethical aspects of the empirical study was followed to the latter with the anonymity of participants being a top priority. After collecting data from participants, it was forwarded to the statistical consultation services for analysis and interpretation. Information was then obtained regarding whether a relationship of practical significant difference exists between the different biographical variables and the factors that contribute towards educators experiencing role conflict or not. Thereafter, some important findings were made from the results of the empirical study. The findings revealed that a management strategy was developed for principals to assist educators manage role conflict. In developing a management strategy for principals, different action steps are to be taken followed by monitoring and evaluating of each to determine progress. Recommendations for educators to deal effectively with role conflict were made followed by a motivation of each.
Thesis (PhD (Education Management))--North-West University, Potchefstroom Campus, 2013
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Selby, Brian W. "The Relation of Attachment, Adjustment and Narcissism to Masculine Gender Role Conflict." Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc2228/.

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The purpose of this study was to assess the relationship between masculine gender role conflict, attachment variables, narcissism, and adjustment. It was expected that men who reported higher masculine gender role conflict would also report unhealthy attachment, have a greater degree of narcissism and poorer adjustment. This study employed a sample of undergraduate males who completed self-report questionnaires measuring masculine gender role conflict, narcissism, adjustment, and attachment. Hypotheses were tested using canonical correlation techniques. Results indicated that healthy attachment was related to low masculine gender role conflict; however, unhealthy attachment was not related to high masculine gender role conflict. In terms of narcissism, higher amounts of narcissism were related to high amounts of gender role conflict, but in a subset of results individuals who reported low masculine gender role conflict also reported higher narcissism in areas that are assumed to relate to positive self regard. Results related to adjustment indicated that high masculine gender role conflict was related to less psychological well-being replicating past studies. Theoretical and methodological issues were discussed in light of these findings.
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Thompkins, Christine Durham. "The Relationship Between Gender Role Conflict and Shame in College Males." Youngstown State University / OhioLINK, 1999. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1001954930.

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Ruggiero, Ronald M. "Role Conflict and Nonsexual Boundary Violations Among Correctional Officers." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/165.

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Role Conflict and Nonsexual Boundary Violations Among Correctional Officers by Ronald Ruggiero Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Human Service--Criminal Justice Walden University May 2014 Abstract Despite the growing presence of prisons in American society, little is known about challenges experienced in the job performed by correctional officers (COs); specifically, no research has investigated how their intermediary status between inmates and prison management can result in role conflict. This descriptive case study explored role conflict among 10 retired CO's and the presence of inmates who enter prison with a high public profile. It also examined and if nonsexual boundary violations are prompted by COs' role conflict. Role conflict theory provided the framework for the study. Open-ended interview questions were generated to address the study's research questions, which concerned the effects of role conflict on COs' perceptions of prison operations, safety, and employee morale. Interviews were audio recorded and transcribed, then analyzed for recurring themes using open and axial coding. Three themes emerged from the analysis: high-profile inmates were described as more popular, more intelligent, and more manipulative than regular prisoners. These differences heightened the possibility for affinity between inmates and CO's, which contributed to perceptions of role conflict among the COs assigned to guard high-profile inmates. This study contributes to social change by providing insight into the challenges of COs' job roles that may influence the training and development for prison staff and management of high profile inmates.
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CRAGUN, RYAN T. "A ROLE CONFLICT THEORY OF RELIGIOUS CHANGE: AN EXPLANATION AND TEST." University of Cincinnati / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1179340860.

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Bitbol-Saba, Nathalie. "La gestion des conflits de rôles chez les auditrices légales en situation d’interactions avec le client." Thesis, Sorbonne Paris Cité, 2015. http://www.theses.fr/2015PA05D001/document.

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Cette thèse a pour objectif de contribuer à la compréhension des conflits de rôles vécus par les auditrices légales. Ces conflits de rôles et leurs modes de gestion sont analysés dans un contexte professionnel et relationnel spécifique : celui des interactions avec le client. Cette thèse se présente sous la forme d’une étude de terrain qualitative combinant trois méthodes de recueil des données : observations non participantes, entretiens semi-directifs et récit de vie. L’échantillon d’étude est composé d’auditrices exerçant dans les grands cabinets anglo-saxons dits Big 4 ainsi qu’auprès de professionnelles ayant fait le choix de l’exercice en libéral, d’auditeurs et de client(e)s. Nous identifions six rôles endossés par les auditrices en situation d’interactions avec le client, dont le rôle d’objet sexuel, absent de la littérature comptable. Les interactions peuvent ré-activer des conflits de rôles déjà vécus de l’intérieur des firmes, en générer de nouveaux, inhiber ou supprimer certains conflits de rôles. Nous mettons en évidence deux conflits inter-rôles qui relèvent d’une co-construction de sens entre l’auditrice et le client. Ils induisent deux modes de gestion des conflits de rôles différents et non mutuellement exclusifs. Le premier est composé de cinq tactiques interactionnelles adaptatives qui font l’objet d’une typologie. Le second relève de questionnements de fond et d’une réinterprétation quant au rôle de professionnelle prescrit par les firmes d’audit. Il envisage la conciliation de registres d’interactions à la fois masculin et féminin avec le client. Enfin, des différences en termes de conflits de rôles et de leur gestion sont identifiées entre les auditrices exerçant en Big 4 et celles exerçant en libéral au sein de petites ou moyennes structures
This thesis aims to help better understand role conflicts experienced by female statutory auditors. These role conflicts and the way they are managed are analysed in a specific professional and relational context: that of interactions with the client. This thesis is presented in the form of a qualitative field study combining three methods of collecting data: non participative observations, semi-directed interviews and life history. Our sample includes female auditors working in Big 4 firms and medium or small sized firms, as well as male and female clients. It reveals six roles taken on by female auditors, including that of sexual object, absent from accounting research. Interactions with clients can reactivate role conflict experienced within the firms, generate new ones, inhibit or even suppress some of them. It identifies two inter-role conflicts arising from a co-construction of meaning between the female auditor and the client. It also reveals two kinds of role conflict management which are not mutually exclusive. The first is composed of six adaptative interactional tactics which reinforce an established order of gender and where women are both victims and agents of their condition. A typology of these adaptative interactional tactics is proposed. The second, which could be qualified as radical, comes from a deep questioning of the professional role defined by audit firms. It consists of a reinterpretation of the professional role of female auditors. It envisages the reconciliation of both masculine and feminine modes of interaction with the client. Differences in termes of conflict roles and role conflict management are identified between female auditors working in Big 4 firms and female auditors working in medium or small sized firms
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Hatchman, Bartie Gartrell Pipes Randolph Berlin. "Women's gender role attitudes, career salience, and paid work family conflict." Auburn, Ala., 2009. http://hdl.handle.net/10415/2027.

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Omar, Abduljabar A. "Perceptions of Role Conflict, Role Ambiguity, and Job Satisfaction among Selected Human Resource Development Practitioners." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278527/.

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The purpose of this study was to investigate the role ambiguity, role conflict, and job satisfaction perceptions among selected Human Resource Development (HRD) practitioners. The study's target population was the American Society for Training and Development (ASTD)—Dallas Chapter. The independent variables used in this study consisted of HRD practitioners' gender, age, length of HRD experience, educational level, and HRD role category.
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Cross, Jeremy A. "The British student-athlete experience : identity, commitment and role conflict." Thesis, Loughborough University, 2004. https://dspace.lboro.ac.uk/2134/7610.

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This thesis aimed to develop a clearer understanding of the academic and psychological patterns of elite student-athletes. In particular, it takes a psychological perspective on how these dual role individuals cope with potential role conflict and maintain balance in their lives. The thesis is comprised of four studies: Study I investigated the academic outcomes (grade point averages) and academic preparation (A level points) of 120 elite British student-athletes compared to the average of their non student-athlete peers (n = 5395). The results showed that firstly, some student-athletes - in particular those who were male, younger and who played team sports - were more academically 'at risk' than others. Study 2 presented a systematic review of student-athlete psychological outcomes. A variety of research implications were found, including the need to; measure student-athlete role conflict; link objective and psychological outcomes in the same study; measure student outcomes as well as athletic ones; utilise a studentathlete specific measure of career maturity; research the elite British student-athlete experience; and undertake comparative U.S./U.K. student-athlete research. Study 3 took its lead from the implications of the systematic review. Firstly, Study 3a aimed to construct and initially validate a multidimensional and bidirectional measure of student-athlete role conflict, using the conceptualisations of work-family role conflict from the organisational psychology literature (Carlson, Kacmar and Williams, 2000). The outcome of this study was a 23-item measure of student-athlete role conflict. Secondly, Study 3b aimed to use the role conflict. measure to investigate the psychosocial patterns of elite student- athletes finding that objective outcomes (e.g. GPA, sporting level, hours in role), identity, role conflict and career maturity associate and differ in ways that would be anticipated, i.e. sport with sport and academic with academic (including career maturity). In particular, career maturity positively associated with student identity. However, higher nonexclusive and more intrinsically committed identities helped protect against role conflict. Thus, from a personality perspective, to maintain one's identity balance, the study concluded that one could either adopt appropriate role behaviours or increase role commitment. Study 3c compared U.K. and U.S. student-athletes finding that, although no different in terms of overall GPA and career maturity, U.S. studentathletes experienced significantly more role conflict and were motivated significantly more extrinsically in both their sport and study compared to U.K. student-athletes. Study 4 used a cyclical and collaborative action research approach to understand and respond to a specific elite British student-athlete environment. Role conflict issues were identified and tackled bye ither behavioural psychoeducational programming or by structural management recommendations. The programme of research in this thesis highlights the benefit of taking a psychological perspective on the student-athlete experience. In particular it suggests that college sport can be more than developing one's sporting ability whilst becoming academically qualified. When structured in a developmentally appropriate way, sport and study can act as complementary activities to enhance personal development.
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Cooper, Amy Rachelle. "Negative affectivity and its impact on role conflict, role ambiguity, and job satisfaction." FIU Digital Commons, 1999. http://digitalcommons.fiu.edu/etd/2522.

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Four alternate (mediational, suppressor, moderator, and direct effects) models of the role of negative affectivity on the correlation between role conflict or role ambiguity with job satisfaction were investigated. The correlations reported in the literature were cumulated using the principles of psychometric meta-analyses (Hunter & Schmidt, 1990) to test the models for the effect of negative affectivity on 1) the role conflict-job satisfaction relationship, and 2) the role ambiguity- job satisfaction relationship. Of the nine meta-analyses conducted, correlational data were found in support of all hypothesized direct effects models, most mediational models, but no moderator or suppressor models.
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Kaabur, Mohammed Mohammed. "Antecedents and consequences of role conflict and role ambiguity in Libyan industrial firms." Thesis, Cardiff University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.388389.

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Simmons, Cheryl Lynn. "Managers' and non-managers' conflict resolution styles: The effect of gender role." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1396.

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41

Sundström, Rasmus. "Upplevelsen av att dela hem och arbete med samma person." Thesis, Mälardalen University, Department of Social Sciences, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-402.

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Syftet med denna studie var att undersöka hur multipla roller upplevs och hanteras av personer som delar en professionell och en privat domän. Tidigare forskning har visat att multipla roller ofta upplevs som stressande och är en grund till konflikter i såväl den privata som den professionella domänen. Åtta personer i fyra intervjupar intervjuades individuellt med hjälp av en semistrukturerad intervjuguide. Studiens resultat visar att samtliga deltagare har positiva upplevelser kring de delade domänerna då de anses ge en ökad förståelse för den andra parten och leda till en utvecklad relation. Vidare forskning föreslås koncentreras kring negativa upplevelser av fenomenet då denna undersökning inte undersökt detta.

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Mohlin, Henrik, and Fazila Muratovic. "Crossing borders despite conflict : The role of communication routes." Thesis, Växjö University, School of Social Sciences, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-1419.

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Can cross-border interaction: interpersonal, economic, and otherwise, help ease relations between neighbouring political entities facing conflicts of interest and other differences?

1. How and why are border crossing communication routes created and maintained?

2. Under what circumstances are they used and how?

3. In what ways do they alter the conditions of a conflict between the parties that they link?

4. How do governments relate to the communication route and in what ways do they fit it into their policies?

Seeking to reconcile the theories of the international system advanced by Hedley Bull and John W. Burton, we conduct a comparative case study, based on contemporary media and scholarship, of the situations regarding Senegal and the Gambia, as well as the two de facto (if not de jure) republics of Cyprus to answer these questions. Having sought to estimate the causes and effects of border crossing, we find that host factors, in particular divergent economies and the utilization of international partners, may in fact come to stem from the issues of border-crossing activity and contribute to complicating existing conflicts rather than resolve them.

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Bell, Keith Stewart. "The role of parliamentary committees in transforming intergroup conflict." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ54582.pdf.

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Penner, Pamela L. "The role of identity in a resource-based conflict." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/MQ54566.pdf.

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Simon, R. R. "The role of religion in Israeli-Palestinian conflict resolution." Thesis, University of Bradford, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499869.

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Carter, Jennifer. "The role of identity on peer conflict and aggression." Honors in the Major Thesis, University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1374.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Sciences
Psychology
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47

Swanson, Vivien. "Occupational stress, job satisfaction and role conflict in doctors." Thesis, University of Stirling, 1997. http://hdl.handle.net/1893/2201.

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Based on a transactional model of stressors, mediators/moderators and strains, this large scale study investigated occupational stress, job satisfaction and role conflict in doctors in Scotland using a self-report questionnaire methodology. The sample of 986 doctors included male and female general practitioners (GPs) and specialist consultants. The relationship between sources and levels of occupational stress and job satisfaction was investigated using scales from the Occupational Stress Indicator (OSI) (Cooper et al 1988), considering the role of intervening variables mcludmg age, gender, marital/parental status, medical speciality, coping and attitudes. The relationship between occupational and domestic stressors and satisfactions was examined using theoretically denved models of additivity and asymmetric permeability of roles. A range of analytic procedures mcluding multivanate analysis of variance, hierarchical regression, factor analysis and qualitative content analysis methods were employed. Results mdicated that GPs recorded greater stress and lower job satisfaction than consultants on the OSI scales Managenal or structural occupational factors, and factors intrinsic to medical work were major stressors. Patient care was both a main source of stress and job satisfaction. The rather small magnitude of differences in stress and satisfaction between subject groups, and between subject groups and norms for the OSI scales was offset by clear evidence of stress related to doctors occupational roles, domestic roles, and gender roles elucidated using more qualitative methodologies. Subjects' age, gender and medical speciality were shown to affect the relationship between occupational stress and job satisfaction. Younger doctors, male GPs and female consultants experienced greater stress and less job satisfaction. Coping efficacy was negatively related to occupational stress and positively related to job satisfaction for GPs, and male and female GPs employed different styles of coping with stressors. Comparison of consultant specialities revealed differences in sources and levels of occupational stress and job satisfaction with Public Health Consultants recording most stress. Both male and female doctors with multiple occupational and domestic role demands reported higher levels of stress. Stress from work to home was found to be greater than stress from home to work for both male and female doctors. Recommendations and implications of the research for doctors, patients, and the National Health Service are discussed.
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Akinde, Adebisi. "Religious conflict in Nigeria : a role for religious education." Thesis, University of Hull, 1989. http://hydra.hull.ac.uk/resources/hull:3575.

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Thompson, Linda. "Mothers in higher education : guilt, role conflict and strain." Thesis, University of Westminster, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.434378.

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Brasdovich, Lisa J. "Overloaded? Examining Predictors of Work-Family Conflict Through Role Overload." Cleveland State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=csu1463077760.

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