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1
Bilyk, Tetiana. « Instruments for studying socio-psychological factors in interpersonal communication dysfunction in marital conflicts ». Організаційна психологія Економічна психологія 1, no 22 (31 mars 2021) : 18–26. http://dx.doi.org/10.31108/2.2021.1.22.2.
Résumé :
Introduction. The changing role of family in the society and the increased rate of divorce highlight the problem of socio-psychological factors that contribute to the emergence of marital conflicts caused by spouses' dysfunctional interpersonal communication. Aim: to determine a set of instruments for studying socio-psychological factors in interpersonal communication dysfunction in marital conflicts. Results. A proposed complex of instruments for studying of socio-psychological factors in interpersonal communication dysfunction in marital conflicts partners includes three groups of tools. The first group is aimed at studying the features of marriage partners' interpersonal interaction in conflict situations and their satisfaction with marriage. The second group includes focuses on studying micro-level socio-psychological factors (the characteristics of marital partners that affect their interpersonal communication in conflict situations). The third group consists of tools for studying meso-level socio-psychological factors (the features of family interaction with social environment and marriage partners' work-life balance, which can contribute to the emergence of marital partners' interpersonal communication dysfunction). Conclusions. The proposed set of instruments for studying the effects of socio-psychological factors on marriage partners' communication dysfunction in conflicts can be used by family counselors, family mediators, family therapists, and family coaches. The set of instruments can also be used for training future marriage partners, in particular, for marital conflict-management training.
2
Rossalia, Nanda, Dwi Larasati et Mohammad Adi Ganjar Priadi. « KONFLIK KERJA-KELUARGA PADA ISTRI YANG BEKERJA & ; MENJALANI LONG DISTANCE MARRIAGE ». MANASA 9, no 2 (21 décembre 2020) : 16–29. http://dx.doi.org/10.25170/manasa.v9i2.1963.
Résumé :
Every woman has a chance to work in any kind of job with any responsibilities, such as workingout of their domicile. For working wives, the differences between a husband’s and a wife’s rolesin the family make the working wive face a lot of conflicts due to their dual role as a worker anda homemaker. It also give effort of every women to make their life steady, even if they have multirole in their families. This can affect marriage satisfaction that it needs a good conflictmanagement to resolve the work-family conflict. This research aims to see the overview of workfamily conflict for wives who are working out of their domicile. This research is using qualitativemethod with semi-structure interview. Participants are wives who are working out of theirdomicile, as a vocal instructure (35), flight attendant (27), and geologist (44), having children anda working husband. Results show that all three participants have had different types of conflict ina various context and experience. Participants experienced job spouse conflict, job parent conflict,and job homemaker conflict. Future research should put focus on related variable with work familyconflict, such as age of marriage, conflict management, and so on.
3
Dey, Seema, et Jyotirmoy Ghosh. « Factors in the Distribution of Successful Marriage ». International Journal of Social Sciences and Management 3, no 1 (21 janvier 2016) : 60–64. http://dx.doi.org/10.3126/ijssm.v3i1.14315.
Résumé :
Successful marriage is a dynamic growing relationship in which the personalities of both partner continue to develop to achieve personal satisfaction. The earlier the adjustments are made, the more likely is the marriage to be happy and the fewer the areas in which the couples fails to adjust, the better are the chances for happiness in the marriage. The findings of the study revealed that factors that emerged to be important for enhancing marital satisfaction were respect for emotion, attitude towards marriage, expression of love, regard for views and importance to the likings of the spouse, ignoring weaknesses of the spouse, sexual adjustment, temperament, value, taste and interest. The lower ranks of management of time, management of income, technological factors and job related factors reflect that these are not considered serious because couples are already enjoying labour saving and luxury items and frequently go for outings. With respect to conflict resolution avoidance was given higher rank in comparison to arbitration.Int. J. Soc. Sci. Manage. Vol-3, issue-1: 60-64
4
Liu, Juhong, et Todd Jackson. « Testing integrated models of relationship satisfaction among married Chinese couples using the actor–partner interdependence model ». Journal of Social and Personal Relationships 36, no 4 (13 février 2018) : 1256–77. http://dx.doi.org/10.1177/0265407518757708.
Résumé :
Enduring dynamics including attachment styles and changes in the nature of interactions during the course of marriage such as increased disillusionment and mounting conflict have been implicated in separate accounts of relationship dissatisfaction and dissolution. However, the viability of integrated accounts is not well understood, especially in collectivist, non-Western contexts. Toward elucidating this issue, we examined links between attachment style, facets of disillusionment versus emergent distress model features, and relationship satisfaction in married, mainland Chinese couples. Both partners in 404 heterosexual couples completed self-report measures of relationship satisfaction, attachment style, key features of the disillusionment perspective (passionate love, relationship aggrandizement, disillusionment), and emergent distress account (problems in conflict management). Dyadic and structural aspects of mediation were tested using the actor–partner interdependence model. Within each gender, associations between elevations in avoidant attachment and reduced relationship satisfaction were mediated by participant and partner experiences of disillusionment on one hand and conflict management difficulties on the other hand. Acceptable fits were observed for final attachment–disillusionment and attachment–emergent distress models. Together, the results suggested increases in relationship disillusionment and conflict are plausible pathways by which high levels of avoidant attachment increase risk for losses of relationship satisfaction within married Chinese couples.
5
Markiewicz, Katarzyna, et Zbigniew B. Gaś. « NATURE OF THE INTERACTIONS BETWEEN WORK AND FAMILY SATISFACTION IN WOMEN ». Acta Neuropsychologica 18, no 1 (26 février 2020) : 29–44. http://dx.doi.org/10.5604/01.3001.0013.9737.
Résumé :
The aim of the present study was to specify the nature of the relationships between work and marital satisfaction in the women. In addition it aimed at revealing as to whether demographic variables, such as age, position, length of service, marriage duration, and the number of children have an impact upon the work and marital satisfaction in working women. The present study included 120 married, working women, and analyses the relationship between job satisfaction and marital satisfaction, taking into consideration emotional and cognitive factors. The participants were mostly office workers, of whom 20 (8%) occupied management positions. The Descriptions Inventory, Job Affect Scale, Questionnaire of Well-matched Marriage, and a scale of work-job interactions were administered. Significant positive correlations across almost all variables of job and marital satisfaction were observed. This means that the increase of marital satisfaction corresponds with the increase in job satisfaction, although the work/family conflict resulted in experiencing negative emotions at work. Moreover, the level of job satisfaction was higher than the level of family satisfaction. It was also found that the age and time spent at work proved to have a negative impact upon job satisfaction. Work-family facilitation proved to be crucial since its exclusion made the interface between all factors of family satisfaction and work insignificant. At the same time, the managerial women suffered from work/family conflict to a greater degree than did office workers. The study revealed also that the needs of older workers should be taken into account to maintain their work/life balance.
6
Dyer, C., et W. K. Halford. « Prevention of Relationship Problems : Retrospect and Prospect ». Behaviour Change 15, no 2 (juin 1998) : 107–25. http://dx.doi.org/10.1017/s0813483900003223.
Résumé :
Whilst nearly all couple relationships start out happy, half of all marriages end in divorce. Relationship education is a potentially effective strategy to reduce the prevalence of relationship problems and divorce. The substantial empirical research on the determinants of relationship satisfaction shows that there are key relationship skills, such as communication and conflict management skills, which impact on the course of relationship satisfaction and stability. Relationship education can teach couples these key relationship skills, and this may prevent relationship problems. However, relationship education is not targeted at those couples who need it most. Research needs to be focused on the effects of relationship education for couples at high risk for relationship problems. The reach of education programs to couples can be enhanced by developing flexible delivery education programs. Relationship education programs also need to promote coping with stressful events that often lead to relationship problems, such as the transition into step-families, the onset of chronic illness, and unemployment.
7
Frye, Nick, Lawrence Ganong, Todd Jensen et Marilyn Coleman. « A Dyadic Analysis of Emotion Regulation as a Moderator of Associations Between Marital Conflict and Marital Satisfaction Among First-married and Remarried Couples ». Journal of Family Issues 41, no 12 (5 juillet 2020) : 2328–55. http://dx.doi.org/10.1177/0192513x20935504.
Résumé :
We examined emotion regulation strategies as moderators of marital conflict and marital satisfaction between first-married and remarried couples. Remarried couples with a stepchild ( n = 108) and first marriage couples ( n = 111) with a child completed online surveys. Perceptions of both spouses were analyzed using actor–partner interdependence modeling. Although remarried spouses reported more marital conflict and lower marital satisfaction than first marriage spouses, emotion regulation strategies did not moderate the association between marital conflict and marital satisfaction differently for first-married and remarried couples. Expressive suppression exacerbated the negative association between marital conflict and marital satisfaction for men, and cognitive reappraisal attenuated the negative association for women. There was one partner effect; husbands’ greater cognitive reappraisal buffered the negative association between husbands’ marital conflict and wives’ marital satisfaction. Marriage order was less important than gender in how emotion regulation moderated the associations among marital conflict and marital satisfaction.
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Lipińska-Grobelny, Agnieszka. « Multiwork, work-family/family-work conflict and satisfaction with life ». Polish Journal of Applied Psychology 14, no 2 (1 juin 2016) : 71–86. http://dx.doi.org/10.1515/pjap-2015-0055.
Résumé :
Abstract The aim of my study was to determine what relations exist between work and family demands, W-F/F-W conflict and job satisfaction, satisfaction with marriage, and life satisfaction among multiworkers and monoworkers. Research involved 218 multiworkers and 218 employees with single employment, who filled out a survey, the Organizational Climate Questionnaire, the W-F/F-W Conflict Technique, the Job Description Questionnaire, the Marital Communication Questionnaire, and Satisfaction with Life Scale. From the data obtained referring to multiworkers, it is shown that W-F conflict is directly affected by the number of working hours, commuting time, job demands, rewards, and leave control. F-W conflict is directly affected by number of children aged up to six years, partner engagement, and the number of children aged 12‒15 years. Satisfaction with life results from satisfaction with marriage and job satisfaction (stronger relationship). Considering the monoworkers, W-F conflict is directly affected by the number of working hours, commuting time, and the rewards at work. F-W conflict is directly affected by engagement of the partner and the depreciation in the relationship. Satisfaction with life results from satisfaction with marriage (stronger relation) and job satisfaction. These results contribute to deeper knowledge on the multiwork phenomenon.
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Juniarly, Amalia, Marisya Pratiwi, Ayu Purnamasari et Tiara Fajria Nadila. « WORK-FAMILY CONFLICT, SOCIAL SUPPORT AND MARRIAGE SATISFACTION ON EMPLOYEES AT BANK X ». Jurnal Psikologi 19, no 4 (20 novembre 2020) : 343–56. http://dx.doi.org/10.14710/jp.19.4.343-356.
Résumé :
This study aimed to determine the contribution of work-family conflict and social support in predicting marriage satisfaction. Eighty-seven female workers at Bank X who met the study's criteria, such as frontline worker, married with children; were involved in this study. The participants' age ranges from 22 to 45 years (M = 33.5; SD = 3.589). The researchers used the Work-family Conflict Scale (20 items, α = .879), the Social Support Scale (12 items, α = .927), and the Marriage Satisfaction Scale (38 items, α = .946). The data were analysed with multiple linear regression. The analysis results showed the value of R = .743; F(2, 84) = 51.652, p < .05, and it indicates that there is a significant role of work-family conflict and social support on marital satisfaction. Besides, a value of b = -.960, p < .05, was obtained, and it means that there is a significant role of work-family conflict on marital satisfaction and b = 1.209, p < .05 were found, meaning that there is a significant social support role on marriage satisfaction.
10
Mitchell, Monique M., et Franklin J. Boster. « Conflict management satisfaction and relational and sexual satisfaction ». Communication Research Reports 15, no 4 (septembre 1998) : 388–96. http://dx.doi.org/10.1080/08824099809362138.
11
P. Greeff, Tanya De Bruyne, Abraham. « Conflict Management Style and Marital Satisfaction ». Journal of Sex & ; Marital Therapy 26, no 4 (octobre 2000) : 321–34. http://dx.doi.org/10.1080/009262300438724.
12
Cramer, Duncan. « Linking Conflict Management Behaviours and Relational Satisfaction : The Intervening Role of Conflict Outcome Satisfaction ». Journal of Social and Personal Relationships 19, no 3 (juin 2002) : 425–32. http://dx.doi.org/10.1177/0265407502193007.
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Roberson, Patricia N. E., Jessica N. Fish, Spencer B. Olmstead et Frank D. Fincham. « College Adjustment, Relationship Satisfaction, and Conflict Management ». Emerging Adulthood 3, no 4 (5 mars 2015) : 244–54. http://dx.doi.org/10.1177/2167696815570710.
14
Kozhukhar, G. S. « The Quality of Interpersonal Relationships and Satisfaction with the Marriage of Young People ». Social Psychology and Society 12, no 1 (2021) : 143–61. http://dx.doi.org/10.17759/sps.2021120110.
Résumé :
Objective. Analysis of the relationship between the assessment of interpersonal relations and satisfaction with marriage among young spouses in an official and civil marriage. Background. Against the background of the growing number of divorces, the need to analyze and understand the factors associated with marriage satisfaction among nowday’s youth is increasing in order to develop programs for overcoming difficulties in communication and maintaining relationships. Study design. The work examined the relationship between interpersonal relationships and marital satisfaction. The presence and nature of the relationship was checked through correlation, regression, factor analysis and automatic modeling (SPSS). The survey was conducted individually or in a group before the start of the pandemic. Participants. 108 young spouses, of which 30 couples, 48 respondents took part without their partners (44.44% of boys, 55.56% of girls) from 20 to 35 years old (M=28.6; SD=2.83). Measurements. Marriage Satisfaction Test Questionnaire (MAR); test questionnaire “Analysis of family anxiety” (ACT); Russian-language versions of the questionnaire “Scale of love and sympathy” and methods of researching partnerships Partnership Questionnaire (PFB); PEA questionnaire to identify the level of understanding, emotional attractiveness and authority (respect) of partners in marriage. Results. A complex system of relationships was revealed between the types of relationships between partners, indicators of family anxiety and satisfaction with marriage. Satisfaction with marriage increases in case of manifestation of love and sympathy in interpersonal relationships, experiences of emotional attraction between partners, respect and rare use of conflict behavior. Predictors of marital satisfaction have been identified, and a standard model of interpersonal relationships has been described, which allows predicting marital satisfaction at a young age. Main conclusion. There is a complex systemic relationship between the assessment of the quality of interpersonal relationships and the perception of satisfaction with marriage in young spouses and partners in a civil marriage, the knowledge of which allows you to create a model of the relationship system in order to predict the satisfaction with marriage of young people and prevent conflicts in relationships leading to their destruction.
15
DeChurch, Leslie A., et Michelle A. Marks. « MAXIMIZING THE BENEFITS OF TASK CONFLICT : THE ROLE OF CONFLICT MANAGEMENT ». International Journal of Conflict Management 12, no 1 (1 janvier 2001) : 4–22. http://dx.doi.org/10.1108/eb022847.
Résumé :
Intragroup conflict research has shown that task conflict can improve group outcomes, but it has not addressed how groups ensure that the positive aspects of task conflict are realized. This study examines the influence of group conflict management on group effectiveness, as well as the moderating role of group conflict management on task conflict—group outcome relationships. Results of a field survey of 96 business school project groups indicated that the use of agreeable conflict management in response to task conflict was associated with greater group satisfaction. Results examining group conflict management as a moderator showed that the relationship between task conflict and group performance was positive when conflict was actively managed and negative when it was passively managed. Similarly, task conflict improved group satisfaction when managed with agreeable behavior, and harmed satisfaction when neutral or disagreeable behaviors were used. Results from this work provide an important first look at how group conflict management behaviors directly impact group outcomes and affect task conflict—group outcome relationships.
16
Kornaszewska-Polak, Monika. « Marital Dialogue – between Conflict, Agreement and Relationship Breakdown ». Journal for Perspectives of Economic Political and Social Integration 22, no 1-2 (1 décembre 2016) : 257–73. http://dx.doi.org/10.1515/pepsi-2016-0013.
Résumé :
Abstract Marital dialogue plays an essential role in shaping the relationship between spouses and supports experiencing personal I in the context of the community – We. In these couples, where dialogue is going well, it fulfils the function of a secure base forming a community based on the foundation of unity. However, contemporary culture denies an interpersonal dialogue the authenticity and engagement, emphasizing individualistic attitudes, preoccupation with oneself, leading to relationship and community disintegration and breakdown. This paper is to present the authors twenty year research into bonds, communication styles, marital conflicts and ways of coping with them. The research shows various issues related to developing the interpersonal dialogue and thus creating bonds and unity in the marriage and family. At first, the research devoted to the transmission of generation patterns in the family is presented and it is followed by presentation of selected psychological factors influencing marriage quality and marital satisfaction.
17
Davis, Jaclyn M., Kerry E. Horrell, Tamara L. Anderson et M. Elizabeth Lewis Hall. « Religious and Role Contributions to the Marital Satisfaction of Evangelical Women ». Journal of Psychology and Theology 46, no 3 (29 août 2018) : 184–98. http://dx.doi.org/10.1177/0091647118794244.
Résumé :
The present study examined how Evangelical Christian women’s marital satisfaction is related to religiosity (i.e., religious commitment and sanctification of marriage), role ideology, and role congruence. Societal messages surrounding roles in marriage tend to conflict with conservative Christian messages, and therefore Evangelical women likely experience unique tension while attempting to negotiate roles in their marriages. Two-hundred forty-nine Evangelical Christian women from across the United States were administered a survey containing a measure of religious commitment, two sanctification of marriage scales, a role ideology attitudinal scale, and a role congruence scale. The results indicated that greater levels of religious commitment and sanctification predicted marital satisfaction. Furthermore, sanctification predicted satisfaction above and beyond religious commitment. Women who demonstrated role congruence were found to be more satisfied with their marriages. More egalitarian women were found to experience greater role congruence, though role ideology was not significantly related to marital satisfaction. The Manifestation of God facet of sanctification moderated the relationships between both role ideology and religious commitment, and marital satisfaction. The findings from this study suggest that religion has important implications for the marital satisfaction of Evangelical women, both in itself and through its interaction with role-related variables.
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Choi, Younyoung. « The influence of conflict management culture on job satisfaction ». Social Behavior and Personality : an international journal 41, no 4 (1 mai 2013) : 687–92. http://dx.doi.org/10.2224/sbp.2013.41.4.687.
Résumé :
In the workplace, conflict and style of conflict management substantially influence individual, group, and organizational effectiveness. In this study I investigated the relationship between job satisfaction and each of a dominant, an avoidant, and a collaborative conflict management culture in the workplace. Using structural equation modeling, I analyzed survey data from 743 people employed as tellers in bank branches in Washington, DC and West Virginia, USA. The results showed that a collaborative conflict management culture has a positive effect on job satisfaction whereas a dominant management culture has a negative effect on job satisfaction. No statistically significant relationship was found between an avoidant conflict management culture and job satisfaction. These findings may be valuable in making decisions about provision of training in conflict management in order to promote a positive working atmosphere within an organization.
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Choi, Younyoung, et Junghee Ha. « Job Satisfaction and Work Productivity : The Role of Conflict-Management Culture ». Social Behavior and Personality : an international journal 46, no 7 (1 juillet 2018) : 1101–10. http://dx.doi.org/10.2224/sbp.6940.
Résumé :
Conflict-management culture is an important factor affecting job satisfaction and productivity in the workplace. We examined the effect of conflict-management culture on individual-level job satisfaction and productivity at work by analyzing data collected from bank tellers in the USA and Korea with multigroup path analysis using Mplus. Results suggested that a collaborative conflict-management culture had a positive effect, and a dominant conflict-management culture had a negative effect on job satisfaction in both USA and Korea. Results differed between the two countries in that in Korea (a) a dominant conflict-management culture was positively associated with productivity, and (b) an avoidant conflict-management culture was positively related to job satisfaction, but no significant effects for either of these were found in the USA. These findings suggest that cultural differences should be considered when exploring the effects of conflict-management styles on individual-level job satisfaction and productivity.
20
Schneewind, Klaus A., et Anna-Katharina Gerhard. « Relationship Personality, Conflict Resolution, and Marital Satisfaction in the First 5 Years of Marriage ». Family Relations 51, no 1 (janvier 2002) : 63–71. http://dx.doi.org/10.1111/j.1741-3729.2002.00063.x.
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Sawai, Joki Perdani, Rumaya Juhari, Rojanah Kahar, Zanariah Ismail et Rezki Perdani Sawai. « FINANCIAL STRAIN, FINANCIAL MANAGEMENT PRACTICES, MARITAL SATISFACTION AND MARITAL STABILITY AMONG NEWLYWEDS ». Management and Accounting Review (MAR) 17, no 3 (31 décembre 2018) : 1. http://dx.doi.org/10.24191/mar.v17i3.785.
Résumé :
Money does matter especially in the family life and it affects marital satisfaction and marital stability. The purposes of this study are to examine the relationship between financial strain and financial management practices, and marital satisfaction and marital stability. 278 married individuals were involved in this study who was within 5 years of marriage. The In-Charge Financial Distress/Financial Well-Being (IFDFW) Scale, Financial Management Behavior Scale (FMBS), Kansas Marital Satisfaction Scale (KMSS) and Marital Instability Index (MII) were used for data collection. Data were analyzed using Pearson correlation. The findings showed that there was significant relationship among financial strain, financial management practices, marital satisfaction, marital stability, financial management practices and marital satisfaction. Therefore, it can be concluded that financial does play an important role in satisfaction and stability of marriage.
Keywords: financial strain, financial management practices, marital satisfaction, marital stability.
22
Coggburn, Jerrell D., R. Paul Battaglio et Mark D. Bradbury. « Employee job satisfaction and organizational performance : The role of conflict management ». International Journal of Organization Theory & ; Behavior 17, no 4 (1 mars 2017) : 498–530. http://dx.doi.org/10.1108/ijotb-17-04-2014-b005.
Résumé :
Organizational conflict is often thought of as a malady to be avoided or quickly resolved. Such views neglect the potential value of conflict—that is, the constructive management of conflict—to organizational outcomes. Managerial practices resulting in too little conflict may shape and reflect an organization hypersensitive to discord, dissent, and innovation. But management practices promoting excessive conflict may overload an organization with information, rendering it incapable of reaching timely decisions, generating animosity, or creating other unproductive outcomes. This paper examines constructive conflict management, which gives employees voice and encourages authentic participation in decision-making. We hypothesize that such an approach is positively related to employee job satisfaction and organizational performance. However, given the potential for “too much of a good thing” when it encouraging conflict, we also test for a curvilinear relationships between conflict management and organizational outcomes. “To work in an organization is to be in conflict. To take advantage of joint work requires conflict management” (Tjosvold, 2008, p. 19).
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Arvia, Alexandra, et Jenny Lukito Setiawan. « Kepuasan Pernikahan Pasangan Beda Etnis ditentukan Resolusi Konflik dan Intimasi Spiritual ». Jurnal Psikologi Teori dan Terapan 11, no 1 (14 septembre 2020) : 17. http://dx.doi.org/10.26740/jptt.v11n1.p17-31.
Résumé :
The aim of this study was to examine the effect of conflict resolution and spiritual intimacy on marital satisfaction among interracial married couples. Subjects in this study were 51 interracial married couples in one of the church synods in Indonesia. This study used the conflict resolution scale, the spiritual intimacy scale and the marital satisfaction scale. Data analysis techniques used in this study were multiple and partial regression. The result showed that there is an effect of conflict resolution and spiritual intimacy to marital satisfaction simultaneously. On the other hand, both conflict resolution and spiritual intimacy has their own roles towards marital satisfaction among interracial married couples. Nevertheless, compared with conflict resolution, spiritual intimacy has a bigger impact towards marriage satisfaction.Keywords: Conflict resolution, marital satisfaction, spiritual intimacyAbstrak: Tujuan penelitian ini adalah menguji pengaruh resolusi konflik dan intimasi spiritual terhadap kepuasan pernikahan pada pasangan suami istri beda etnis. Subjek penelitian adalah 51 pasangan suami istri beda etnis pada salah satu sinode gereja di Indonesia. Penelitian ini menggunakan skala resolusi konflik, skala intimasi spiritual dan skala kepuasan pernikahan. Teknik analisis data dalam penelitian ini menggunakan uji regresi berganda. Analisis regresi linier berganda menunjukkan adanya pengaruh yang signifikan dari resolusi konflik dan intimasi spiritual terhadap kepuasan pernikahan secara simultan. Selain itu, baik resolusi konflik ataupun intimasi spiritual masing-masing memiliki peran terhadap kepuasan pernikahan pada pasangan Kristiani beda etnis. Meski demikian, dibandingkan dengan resolusi konflik, intimasi spiritual memberikan pengaruh yang lebih besar terhadap kepuasan pernikahan.
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Khalil ur Rahman, Tariq Anwar Khan et Kiramat Ullah. « Role Conflict, Marital Quality and Career Satisfaction : A Demographic Analysis of Dual Career Couples in Peshawar, Pakistan ». Global Regional Review IV, no III (30 septembre 2019) : 195–205. http://dx.doi.org/10.31703/grr.2019(iv-iii).22.
Résumé :
This study is carried out to know the level of role conflict, marital quality and career satisfaction of dual career couples across the selected demographics in Peshawar city of Khyber Pakhtunkhwa of Pakistan. Demographic features including gender, age, parenthood, family type and form of marriage were selected as independent variables while role conflict, marital quality and career satisfaction were selected as dependent variables. Data was collected through three point Likert scale from the purposively selected 388 respondents in six universities and three hospitals in Peshawar city of Khyber Pakhtunkhwa Province of Pakistan. The data was analysed through T-test and Analysis of Variance (ANOVA). It was found that gender, age, parenthood, family type and marital form were significantly determining the level of role conflict, marital quality and career satisfaction of the study participants. It is concluded from the study that demographic features of the couples significantly influence the issues of work life balance of the dual career couples.
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Medina, Michele N. « Conflict, individual satisfaction with team, and training motivation ». Team Performance Management 22, no 3/4 (13 juin 2016) : 223–39. http://dx.doi.org/10.1108/tpm-10-2015-0047.
Résumé :
Purpose This paper aims to investigate the mediating effect of an individual’s satisfaction with the team between conflict and training motivation. This study provides understanding regarding how the type of conflict within a team can influence an individual’s team experience which can, in turn, influence that individual’s training motivation and impact future teams. Design/methodology/approach Data were collected from 498 upper-level business students engaged in a team project. Structural equation modeling examined the serial mediation relationship between perceived diversity, conflict (affective and cognitive), individual satisfaction with the team and training motivation (learning and transfer). Findings Individual satisfaction with the team partially mediates the relationship between affective conflict and both training motivation dimensions, and fully mediates the relationship between cognitive conflict and both training motivation dimensions. Practical implications To encourage future participation in teams, managers should explore ways to increase an individual’s satisfaction, such as increasing the cognitive conflict by incorporating diversity within teams and reducing the affective conflict within teams. Likewise, by increasing an individual’s satisfaction with the team, managers can increase both the motivation to learn and transfer new knowledge. Originality/value This paper illuminates the role that an individual’s satisfaction with the team has between conflict and training motivation. Moreover, this paper demonstrates that more research on an individual’s satisfaction with the team is needed.
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Stoner, Charles R., Richard I. Hartman et Raj Arora. « Work/Family Conflict : A Study Of Women In Management ». Journal of Applied Business Research (JABR) 7, no 1 (20 octobre 2011) : 67. http://dx.doi.org/10.19030/jabr.v7i1.6261.
Résumé :
This study examined the work/family role conflict experienced by female managers and the variables affecting this conflict. The sample, drawn from members of the Women in Management national organization, yielded 633 respondents. Results from regression analysis indicated that managerial women with high levels of family role salience and long work hours experienced the highest levels of work-family conflict. However, women managers with high levels of job satisfaction and family satisfaction experienced the lowest levels of work/family conflict.
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Dudkina, Aija, et Lida Maslinovska. « TECHNOFERENCE, COUPLE’S RELATIONSHIP SATISFACTION CORRELATION BETWEEN CONFLICT MANAGEMENT STRATEGIES CHOICE ». SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 1 (26 mai 2017) : 501. http://dx.doi.org/10.17770/sie2017vol1.2410.
Résumé :
The aim of this scientific research article is to describe the satisfaction with pairs’ relationship and conflict management strategies choice correlation between technoference. Pairs’ relationship, their formation and long-term existence is influenced by different factors, however, important to prescribe their existence is both partners' satisfaction with them. Quality of the relationship depends on overall life satisfaction. Studies on satisfaction with the pairs relations have a tendency to grow, as evidenced by the number of research databases. For example, in 2015 the database APAPsychNet they are 32 studies, but by June 2016 already 20 studies of the relationship, which are studied more new aspects that are not so far been adequately studied. Studies have been conducted on the use of technology devices impact on pairs’ relationships satisfaction with the relationship (for example, Sidelinger, Avash,et.al., 2008, Coyne, et.al., 2011). Available sources is a study that analyzes satisfaction with the pairs’ relationships correlation with technoference (technical devices in use caused by disruption in the pairs mutual communication), which leads to the conclusion that in this perspective the topic has not yet been adequately studied (Coyne McDaniel, 2016). This study will be determined not only technoference correlation with the satisfaction of pairs relationship and conflict management strategies choice of partners, but will also explore what device causing the most disruption and whether there is technoference correlation with conflict management strategies.
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Khun-inkeeree, Hareesol, Maisarah Jamaluddin, M. S. Omar-Fauzee, Muhammad Dzahir Kasa, Fauzi Husin, Fatimah Noor Rashidah Mohd Sofian et Singha Tulyakul. « Relationship between Conflict Management Styles and Job Satisfaction of Private Islamic Secondary School Teachers ». Frontiers in Education Technology 2, no 4 (7 novembre 2019) : p255. http://dx.doi.org/10.22158/fet.v2n4p255.
Résumé :
Study aims to investigate about conflict management style and the job satisfaction among private Islamic school teachers. The data consisted of 136 samples from private secondary school teachers at Alor Setar district in Kedah. For acquiring the conflict management style, Rahim Organizational Conflict Inventory (ROCI-II) had been used and to gain the job satisfaction datum, the Teaching Satisfaction Scale (TSS) developed by Ho and Au in 2006 was used. The findings of this research revealed that style of compromising (r = 0.299, p < .01), obliging (r = 0.244, p < .05) and integrating (r = 0.208, p < .05) have a significant relationship with job satisfaction. All these styles give positive outcomes for both parties that lead to positive school outcomes and also to maintain the good relationship with the other parties. When school administrator implemented these three styles will keeps teachers happy and satisfied without any kinds of negative impact on their relations at school. Thus, school administrator must be knowledgeable and aware about the best style of conflict at school to lead more satisfaction because teachers like to be more compromise when handling conflict. This finding suggests that the conflict management affects job satisfaction but excessive and wrong in handling it is associated with diminishing job satisfaction.
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Willetts, Marion C. « Union Quality Comparisons Between Long-Term Heterosexual Cohabitation and Legal Marriage ». Journal of Family Issues 27, no 1 (janvier 2006) : 110–27. http://dx.doi.org/10.1177/0192513x05279986.
Résumé :
A longitudinal analysis is conducted on the union quality of long-term cohabiting and legally married couples using data from both waves of the National Survey of Families and Households. An analysis of racially homogamous (Anglo-American and African American) couples indicates that the cohabitors and marrieds do not differ significantly with regard to their frequency of conflict, perceptions of equity, and relationship satisfaction, although age, educational attainment, and educational homogamy affect differentially the cohabitors' and marrieds' perceptions of equity with time, and the cohabitors' satisfaction in particular is negatively affected by the number of children biologically related to both partners. Cohabiting couples initially spend more time alone together than do married couples but with time come to resemble the marrieds. The union quality of cohabiting and married couples is affected in the same way by union duration and prior residential union experience.
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Hjerto, Kjell B., et Bård Kuvaas. « Burning hearts in conflict ». International Journal of Conflict Management 28, no 1 (13 février 2017) : 50–73. http://dx.doi.org/10.1108/ijcma-02-2016-0009.
Résumé :
Purpose The purpose of this study is to investigate the relationships between three conflict types, cognitive task conflict, emotional relationship conflict and emotional task conflict, and team effectiveness (team performance and team job satisfaction). Design/methodology/approach The authors conducted a group-level ordinary least square regression analysis of 61 working teams to investigate the study variables, and possible interaction effects among them. In an auxiliary analysis (36 teams), they analyzed the role of mood dimensions (hedonic valence and general conflict activation) as mediators to the relationship between cognitive task conflict and team effectiveness. Findings Cognitive task conflict was negatively related to team performance, emotional relationship conflict was negatively related to team job satisfaction and emotional task conflict was positively related to team performance, all controlled for the effect of each other. The relationship between cognitive task conflict and team job satisfaction was negatively moderated by team size. Mood valence mediated the relationship between cognitive task conflict and team performance, and between cognitive task conflict and team job satisfaction. Research limitations/implications Several possible research lines emanate from the current field study. First of all, the authors suggest that emotional task conflict may be of particular interest, as this is hypothesized and found to be incrementally positively related to team performance. Second, their auxiliary study of the mediating effect of mood valence on the relationship between cognitive task conflict and performance may spur curiosity concerning the role of mood as a mediator of the relationship between task or cognitive conflicts and team effectiveness. Practical implications The practitioner should be advised to try to facilitate the distribution of intragroup conflict in their teams in the direction of an increased level of emotional task conflict (positive for performance) at the expense of cognitive task conflict (negative for performance) and emotional relationship conflict (negative for satisfaction). The practitioner should allow intragroup conflicts to be highly activated (intense), as long as the interactions are strictly directed to the task in hand, and not being personal. In addition, a positive mood in teams may significantly strengthen the team's resilience against adverse consequences of conflicts. Originality/value The three conflict types in this three-dimensional intragroup conflict model (3IC) have never been tested before, and the findings open for a conflict type – emotional task conflict – that may generally be conducive for the teams’ performance, evaluated by the teams’ supervisors. This is a conflict type where people simultaneously are emotional and yet task oriented. To the authors’ knowledge, this is a novelty, and they hope that it may encourage further research on this conflict type.
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Ismail, Hussein Nabil, et Nazha Gali. « Relationships among performance appraisal satisfaction, work–family conflict and job stress ». Journal of Management & ; Organization 23, no 3 (29 juillet 2016) : 356–72. http://dx.doi.org/10.1017/jmo.2016.15.
Résumé :
AbstractThe purpose of this paper is to examine the relationship between performance appraisal satisfaction, job stress and work–family conflict. Furthermore, the study explores the role of job stress as a mediator between satisfaction with performance appraisal and work–family conflict. The total sample consisted of 120 participants from different industries. The findings revealed that performance appraisal satisfaction was negatively correlated with job stress and work–family conflict. However, job stress fully mediated the relationship between performance appraisal satisfaction and work–family conflict. The study contributes to the limited body of knowledge on employee reactions to performance appraisal and in particular, performance appraisal satisfaction. The findings can help to shed more light on the relationship between performance appraisal satisfaction and employees’ psychological responses.
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KAITELIDOU, DAPHNE, ALEXANDRA KONTOGIANNI, PETROS GALANIS, OLGA SISKOU, ANASTASIA MALLIDOU, ANDREAS PAVLAKIS, PETROS KOSTAGIOLAS, MAMAS THEODOROU et LYCURGUS LIAROPOULOS. « Conflict management and job satisfaction in paediatric hospitals in Greece ». Journal of Nursing Management 20, no 4 (3 avril 2011) : 571–78. http://dx.doi.org/10.1111/j.1365-2834.2011.01196.x.
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Chen, Xiao‐Hong, Ke Zhao, Xiang Liu et Desheng Dash Wu. « Improving employees' job satisfaction and innovation performance using conflict management ». International Journal of Conflict Management 23, no 2 (20 avril 2012) : 151–72. http://dx.doi.org/10.1108/10444061211218276.
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Izham, Mohd, Nurul Sahadila et Aida Hanim. « Headteachers Conflict Management Styles and Teachers Job Satisfaction in Malaysian Primary Schools ». International Journal of Educational Best Practices 1, no 2 (28 octobre 2017) : 38. http://dx.doi.org/10.31258/ijebp.v1n2.p38-49.
Résumé :
The purpose of this study was to investigate the conflict management styles among head teachers and the relationships between the styles and teachers job satisfaction. The study also examined the head teachers conflict management styles and teachers job satisfaction based on the demographic characteristics. A questionnaire was administered to 120 respondents in 5 primary schools in the district of Tampin, Malaysia. Descriptive and Manova statistics were used to examine the levels and differences of conflict management styles used among head teachers and teachers job satisfaction in terms of their demographic characteristics. The findings showed that the head teachers used all the five conflict management styles: cooperating style, adapting style, compromising style, bargaining style, and problem-solving style. Most head teachers preferred cooperating style as compared to bargaining style. Further, the findings showed that there was no difference for all the five conflict management styles in relation to the head teacher demographic characteristics. However, the findings showed that there was a significant difference for teachers job satisfaction in terms of years of service and no difference for teachers job satisfaction in terms of other demographic characteristics. Implications for all policymakers to improve future policy related to leadership training for all head teachers in schools were discussed.
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Katja Mihelič, Katarina. « Work-family interface, job satisfaction and turnover intention ». Baltic Journal of Management 9, no 4 (30 septembre 2014) : 446–66. http://dx.doi.org/10.1108/bjm-09-2013-0141.
Résumé :
Purpose – The purpose of this paper is to examine the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover intentions in a transition country. Design/methodology/approach – This study examined the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover intentions in a transition country. Findings – While work-family enrichment was significantly and positively related to job satisfaction, family-work enrichment was not. A similar pattern was observed for conflict, whereby only work-family conflict exhibited a positive relation to job satisfaction. Moreover, job satisfaction partially mediated the relationships between work-family interface and turnover intentions. The results revealed indirect effects of work-family enrichment and work-family conflict on turnover intentions. Originality/value – This study is unique because it tested the relationships among the negative and positive sides of the work-family interface and job attitudes in a transition country in CEE, an underrepresented cultural context in the work-family literature. Furthermore, it tested the direct and indirect effects of work-family interface on turnover intentions. In addition, it provided evidence of the significance of same-domain effects and insignificance of cross-domain effects.
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Rana, Asif Mehmood, et Kashif-ur-Rehman . « Inter Relationship between Team Conflict Management, Employee Satisfaction and Organizational Performance ». Information Management and Business Review 7, no 2 (30 avril 2015) : 93–99. http://dx.doi.org/10.22610/imbr.v7i2.1144.
Résumé :
Team work in competitive environment has attained greater Importance for organizations to enhance their performance. This paper is described the team conflict management with its antecedence like trust, task interdependence and managerial coping skill, whereas dependent variables i.e. team conflict management styles, employees satisfaction and organizational performance has been chosen as outcomes. To evaluate the deduction of other studies have been made part of this paper. This paper is conceptual in nature henceforth, relations between independently and dependent variables have been described. Studies proved that there is a strong relation between team conflict management with employee’s satisfaction and organizational Performance. It is recommended that to Executives, Managers Trust and Task interdependence between the team members have positive impact on TCMS (Team conflict management styles). Present paper provides the solution to handle the conflicts within the team and with the team. Future research is directed for its empirical testing of TCMS model†should be replaced with sound implication.
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Anastasiou, Sophia. « The Significant Effect of Leadership and Conflict Management on Job Satisfaction ». Academic Journal of Interdisciplinary Studies 9, no 6 (19 novembre 2020) : 9. http://dx.doi.org/10.36941/ajis-2020-0107.
Résumé :
The purpose of this work is to present evidence which illustrate the significant effect of leadership and conflict management on employee satisfaction in a range of professions. Leadership and conflict management have a significant effect on job satisfaction. This is illustrated with examples of the interaction between these parameters in a range of professions. It is worth noting that a significant effect of leadership is exhibited in a range of different professional sectors and groups of employees, reflecting the universal value of leadership interacting with a wide range of parameters which may vary according to age, level of education, working conditions, cultural differences and employee expectations. Irrespective of the complexity and variety of determinant parameters, the effect of leadership and conflict management on job satisfaction has been widely exhibited in the reviewed data of the present analysis. Motivated and satisfied employees are a key in achieving organizational goals and leaders should take into account factors related to work performance, motivation and job satisfaction.
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Boddy, Clive Roland, et Ross Taplin. « The influence of corporate psychopaths on job satisfaction and its determinants ». International Journal of Manpower 37, no 6 (5 septembre 2016) : 965–88. http://dx.doi.org/10.1108/ijm-12-2015-0199.
Résumé :
Purpose The purpose of this paper is to investigate job satisfaction and workplace psychopathy. Design/methodology/approach Job satisfaction has previously been seen as a function of various constructs. The authors take one step back from the literature to re-examine the relationship not just between job satisfaction, workplace conflict, organizational constraints, withdrawal from the workplace and perceived levels of corporate social responsibility, but also between all of these constructs and the presence of corporate psychopaths. Findings The authors find that there is a direct link between corporate psychopaths and job satisfaction. There are also indirect links through variables such as conflict, since corporate psychopaths influence conflict and other variables. Originality/value Importantly, the research establishes that psychopathy is the dominant predictor of job satisfaction.
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Ye, Zhongjun, Hefu Liu et Jibao Gu. « Relationships between conflicts and employee perceived job performance ». International Journal of Conflict Management 30, no 5 (14 octobre 2019) : 706–28. http://dx.doi.org/10.1108/ijcma-01-2019-0010.
Résumé :
Purpose Over 83.72 million Chinese firms employing more than 775 million employees. It is essential to explore employee relationships and conflict management practices in China. Although collectivism can influence employee cognition and emotions, the psychological mechanism that links collectivism and job satisfaction is still unclear. Researchers have found existing empirical findings on conflict–performance relationships to be mixed and inconsistent, and have identified the need to pinpoint the explanatory mechanisms and boundary conditions that underlie the effect of conflict on job performance. This study aims to provide some clarification to this important yet relatively unclear issue. Design/methodology/approach A questionnaire survey was conducted in China to collect data. The authors received completed questionnaires from 466 employees. Findings Analysis of questionnaire results reveals that job satisfaction mediates the relationships between conflicts and perceived job performance, and that collectivism moderates the relationships between conflicts and job satisfaction. Specifically, the positive relationship between task conflict and job satisfaction is amplified by high levels of horizontal collectivism (HC) and vertical collectivism (VC), while the negative relationship between relationship conflict and job satisfaction is strengthened by HC. Research limitations/implications The main limitation is that this study used a cross-sectional design, meaning that causality in relationships cannot be established from results. Despite this limitation, the present findings provide insights into conflict management, job satisfaction and culture value literature. Originality/value This paper examines the moderating role of employees’ collectivist orientation (not national culture) on the relationships between conflicts and employee job satisfaction at the individual level. It also explores HC and VC and identifies their differential effects on the relationships between conflicts and job satisfaction.
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Hartenian, Linda S., Farrand J. Hadaway et Gordon J. Badovick. « Antecedents And Consequences Of Role Perceptions : A Path Analytic Approach ». Journal of Applied Business Research (JABR) 10, no 2 (23 septembre 2011) : 40. http://dx.doi.org/10.19030/jabr.v10i2.5937.
Résumé :
<span>The antecedents and consequences of role perceptions (role clarity and role conflict) are examined using path analysis. Employees with realistic perceptions of the organization experienced increased role clarity, less role conflict, and tended to be more satisfied. Those individuals who perceived a sense of fit, or congruence, were more likely to adjust to the work environment in a positive way. They experienced increased job satisfaction. Role conflict, in turn, was associated with reduced job satisfaction. Increased role clarity results in better job performance and less role conflict. Finally, increased job satisfaction led to increased job commitment.</span>
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Chrismas, Robert. « An Arranged Marriage : Police - Media Conflict & ; Collaboration ». Canadian Graduate Journal of Sociology and Criminology 1, no 1 (7 septembre 2012) : 43–55. http://dx.doi.org/10.15353/cgjsc.v1i1.3785.
Résumé :
Media and police professionals are bound together in interdependent, and often tense, working relationships. For different purposes both professions need to work effectively together while simultaneously retaining independence from each other. These complex inter-reliant relationships create unique challenges that often call for improvement. This essay examines whether relationships between interdependent professional organizations can be improved through a collaborative problem-solving intervention, based on the interactive methods of facilitated dialogue and appreciative inquiry. The article describes a case study of a large Canadian police agency working with local media outlets to improve their working relationship. It highlights the importance of conflict analysis followed by effective change management strategies in implementation of collaborative solutions that meet everyone’s needs. This case study illustrates dynamics that generalize to organizations that have strong organizational cultures and are highly independent and simultaneously required to work together. Some examples of such organizations are military, prison guards, scholars, medical professionals, social workers, teachers, lawyers and most government agenciesLes médias et les corps policiers sont à la fois interreliés et interdépendants, et leur collaboration est souvent tendue. Dans divers objectifs, ils doivent travailler efficacement ensemble tout en maintenant leur propre autonomie. Ces relations complexes donnent lieu à des difficultés auxquelles il faut remédier. Cet essai porte sur les améliorations pouvant être apportées dans les relations entre deux organisations professionnelles interdépendants par l’entremise d’une intervention visant à résoudre les problèmes fondée sur des méthodes interactives de facilitation du dialogue et d’interrogation appréciative. Cet article décrit un cas où une grande agence policière canadienne a collaboré avec des médias locaux en vue d’améliorer leur relation de travail. On y souligne l’importance de l’analyse des conflits suivie de stratégies efficaces de gestion du changement dans la mise en œuvre de solutions axées sur la collaboration et répondant aux besoins de tous. Cette étude présente les dynamiques communes aux organismes indépendants dont la culture d’entreprise est bien affirmée, et devant travailler en partenariat. Parmi ces organisations, on compte l’armée, les gardes de prison, le secteur universitaire, le corps médical, les travailleurs sociaux, les enseignants, les avocats et la plupart des organismes gouvernementaux.
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Standifer, Rhetta L., Anneloes M. L. Raes, Claudia Peus, Ana Margarida Passos, Catarina Marques Santos et Silke Weisweiler. « Time in teams : cognitions, conflict and team satisfaction ». Journal of Managerial Psychology 30, no 6 (10 août 2015) : 692–708. http://dx.doi.org/10.1108/jmp-09-2012-0278.
Résumé :
Purpose – The purpose of this paper is to provide more insight into team temporal constructs and team satisfaction, this study proposes and tests a multiple mediation model of shared temporal cognition (STC), temporal conflict (TC), action processes, and team satisfaction. Design/methodology/approach – The authors test the theoretical model in a sample of 364 student teams (1,414 individuals) from universities in the USA, Switzerland, Germany, and Portugal. Participants completed questionnaires at three points in time. Findings – Results indicated a direct, positive relationship between STC and team satisfaction and a direct, negative relationship between TC and team satisfaction. Action processes and TC partially and sequentially mediated the relationship between STC and team satisfaction over time. Research limitations/implications – This study was restricted to self-report, to a student population, and to Western cultures. The study was not of an experimental nature which prevents making causal claims regarding relationships among variables. Practical implications – These results demonstrate the need for teams to be conscious of time and its relationship to team interaction and satisfaction. The authors advise both team leaders and members to acknowledge the importance of STC. Social implications – The need for temporal awareness and STC in collaborative endeavors, and the need to mindfully utilize action processes to minimize conflict and assist in the effective use of shared cognition is widely applicable from a societal perspective. Originality/value – This study provides new theoretical and empirical insight into a multiple mediation model including STC, TC, action processes, and team satisfaction. The size and multi-cultural nature of the sample also enhance the generalizability of the findings.
43
Mannarini, Stefania, Laura Balottin, Cristina Munari et Michela Gatta. « Assessing Conflict Management in the Couple ». Family Journal 25, no 1 (21 septembre 2016) : 13–22. http://dx.doi.org/10.1177/1066480716666066.
Résumé :
Weak management of interpersonal conflicts can lead to dysfunctional relationships with relevant consequences for couple and family well-being. Our purpose was to devise a single dimension scale to assess conflict management in romantic relationships. We focused on five relevant conflict aspects: competition, collaboration, avoidance, accommodating attitude, and compromise. Study 1 ( N = 405) confirmed the existence of a single latent dimension, which was defined as the Conflict Management Scale (CMS), and consists of 8 items unbiased by gender. In Study 2 ( N = 205), the CMS convergent validity with attachment, empathic self-efficacy, satisfaction, and decision-making in the couple was analyzed. In Study 3 ( N = 120), the CMS was administered to 60 heterosexual couples in order to further examine the validity of the newly developed single dimension scale. Results showed that the CMS might be considered a valid and handy tool for planning couple and family therapies.
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Chait Barnett, Rosalind, Karen C. Gareis, Jacquelyn Boone James et Jennifer Steele. « Planning ahead : college seniors’ concerns about career–marriage conflict ». Journal of Vocational Behavior 62, no 2 (avril 2003) : 305–19. http://dx.doi.org/10.1016/s0001-8791(02)00028-3.
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Sun Park, Hee, et Mijeang Park. « Multilevel effects of conflict management preferences on satisfaction with group processes ». International Journal of Conflict Management 19, no 1 (15 février 2008) : 57–71. http://dx.doi.org/10.1108/10444060810849182.
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Cramer, Duncan. « Relationship Satisfaction and Conflict Style in Romantic Relationships ». Journal of Psychology 134, no 3 (mai 2000) : 337–41. http://dx.doi.org/10.1080/00223980009600873.
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Muchsin, Muchsin, et Hambali Hambali. « The Development of A School-Based Conflict Management Model in Aceh Besar Junior High School ». Jurnal Ilmiah Peuradeun 7, no 3 (30 septembre 2019) : 495. http://dx.doi.org/10.26811/peuradeun.v7i2.191.
Résumé :
This paper aims to find out the causes of conflict in schools, how the style and techniques of conflict management, what are the approaches to conflict management in schools and the influence of schools on conflict-based management models at junior high schools in Greater Aceh. Conflict is a process expressed by two or more parties. Conflict affects all components of the school. Therefore, leaders and teachers must understand the management of conflicts that arise where they can have a positive impact on improving school quality. Furthermore, the authors want to develop a school model of conflict management based. This model is a resolution or stimulation technique to produce the desired resolution, especially in the development of schools based on conflict management models that are focused on producing instrument formulation. Based on the findings of the data, it was concluded that job satisfaction can be improved by increasing conflict management and teacher empowerment by the principal. The results of this study can also be useful for improving the quality of conflict management and teacher empowerment by principals to improve overall job satisfaction.
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Dimas, Isabel Dórdio, et Paulo Renato Lourenço. « Intragroup Conflict and Conflict Management Approaches as Determinants of Team Performance and Satisfaction : Two Field Studies ». Negotiation and Conflict Management Research 8, no 3 (27 juillet 2015) : 174–93. http://dx.doi.org/10.1111/ncmr.12054.
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Felicitas Onwuegbule, Obiageri. « CONFLICT MANAGEMENT STYLES AND CAREER SATISFACTION IN TERTIARY HEALTH INSTITUTIONS IN RIVERS STATE ». International Journal of Management & ; Entrepreneurship Research 2, no 5 (23 octobre 2020) : 353–64. http://dx.doi.org/10.51594/ijmer.v2i5.178.
Résumé :
This study examines the relationship between conflict management styles and career satisfaction of tertiary health institutions in Rivers State. Research design is cross-sectional survey. Target population for this study comprises of University of Port Harcourt Teaching Hospital and Braithwaite Memorial Specialist Hospital (BMSH). Purposive sampling technique was used. Total accessible population for this study consists of 608 medical doctors, nurses and administrative staffs. Sample size is 241 using Taro Yamane formular. Method of data collection is questionnaire. 241 copies of questionnaire were distributed but 200 copies were correctly filled and used for data analysis. Validity was determined using face validity. Cronbach alpha test was used to ascertain the reliability of the instrument. Spearman Rank Order Correlation Coefficient (rho) served as a statistical tool. Statistical Package for Social Sciences (22.0) was used to run the analysis. The study found that conflict management styles have significant relationship with career satisfaction. The study concluded that conflict management styles measured in terms of collaboration style, accommodation style and compromise style enhancecareer satisfaction of health workers in tertiary health institutions in Rivers state. One of the recommendations is that managers should adopt collaboration style of conflict management to resolve disagreement in the organization so as to improve career satisfaction of their employees.
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Batool, Syeda, et Fiza Hayat. « Determining the Role of Conflict Management Strategies on Organizational Performance : A Mediating Role of Employees' Job Satisfaction ». Journal of Entrepreneurship, Management, and Innovation 1, no 1 (15 juillet 2019) : 37–50. http://dx.doi.org/10.52633/jemi.v1i1.41.
Résumé :
Conflict Management is one of the essential elements in casual and professional life for enhancing an individual's performance and to bring better results in intense organizational pressures. Although studies which explore the effect of these on job satisfaction are very few and therefore there is a need to check the impact of these form of strategies on job satisfaction. Although according to the studies each and every style of conflict management does not relate to job satisfaction and therefore the major need to associate this style with organizational performance. Thus, a quantitative study has been conducted in the commercial banking sector of Pakistan through a closed-ended questionnaire. Analysis was carried out through the help of statistical data analysis software SMART-PLS and the results of the study indicated that each and every style of conflict management does not result in job satisfaction, nor in the betterment of organizational performance. The results imply that a more rigorous approach and innovative strategies in conflict management should be devised and followed by the managers to address the conflicting issues.