Positive effects of conflict: A cognitive perspective

Managers rated the extent to which conflict produces both positive and negative effects. Results indicated that they rated several negative effects significantly higher than any positive effects. However, virtually all managers reported personal experiences in which conflict yielded beneficial outcomes. These and other findings suggest that practicing managers perceive conflict as having the potential to yield positive as well as negative effects. A review of recent literature on human cognition identified several factors that may play a role in determining whether conflict yields predominantly positive or negative effects. These factors include the impact of strong negative emotions on cognition, stereotype-driven thinking, and attributional processes. Techniques for modifying conflict situations so that they are more likely to result in positive effects are suggested.     

Deriving benefits from conflict resolution: A macrojustice assessment

Effective conflict resolution procedures serve to minimize dysfunctional effects of conflict and maximize functional effects. In the literature on conflict resolution procedures, the effectiveness of procedures has been evaluated primarily from the perspective of the individual. This article suggests that a system-level analysis of the pattern of outcomes resulting from different conflict resolution procedures is a necessary component in formulating a comprehensive framework for the design and evaluation of conflict resolution systems in organizations. The analytic questions addressed by this study concern associations between resolution procedures and outcome patterns in a system created specifically for conflict resolution within organizations: the grievance system. The pattern of outcomes was found to vary with the conflict resolution procedure. It is suggested that this has important implications for effective conflict resolution systems.     

The transformational management of conflict: A perspective from the early Christian church

An understanding of transformational leadership has been developed for many spheres of management, but not previously for organizational conflict. This paper analyzes a successful conflict mediation attempt in the early Christian church and draws from it elements of a model of the transformational management of conflict that can be applied by managers in many contemporary work organizations. The elements include (a) reframing the conflict, (b) a focus on a shared organizational vision, (c) the placement of responsibility for dispute resolution in the hands of organizational members directly and indirectly involved in conflict, and (d) the use of communication devices consistent with the desired outcome. The paper suggests skills necessary for managers to implement the model and implications for research on it.     

Informal conflict intervention: Advice and dissent

A disparity appears to exist between how managers are advised to handle conflict and the intervention methods that they utilize in actual practice. Normative advice tends to agree that managers should adopt a facilitative, mediatorlike role (e.g., Walton, 1987; Tjosvold, 1990), while the empirical research suggests that managers are much more controlling, often deciding how to resolve the problem on their own (e.g., Kolb, 1986; Sheppard, 1983). The present study focuses on two potential reasons as to why managers utilize the methods they do: (1) They treat choices instrumentally to achieve key goals and (2) they interpret or frame conflicts in a form that suggests directive action. One hundred and eighty managers were interviewed about a recent effort to intervene in a dispute at work. The results confirm that managers are very controlling when intervening in disputes and relates this to both interpretive frame and, to a lesser extent, managerial goals. A canonical analysis appears to emphasize the pivotal role that frame plays in influencing whether or not managers choose the solution. Implications of these results for managerial action are discussed.     

Introduction to the special issue on positive conflict—Conflict and employees: The right and processes to be heard

Conflict, defined as clash, competition, or mutual interference of opposing or incompatible forces or qualities, may be positive. The appropriate amount of conflict may be a delicate balance not easily achieved. Thus, a key issue is conflict management. The major charter of this special issue is the presentation of work which suggests or demonstrates that conflict can be a positive force in the modern organization. It also is pointed out that conflict, positive or otherwise, and its resolution involves a broad spectrum of inquiry into the rights and obligations of those involved in the conflict     

Dispute resolution and litigation in the construction industry. Evidence on conflicts and conflict resolution in The Netherlands and Germany

The construction industry is regarded to be a tough and competitive business characterized by short-term and opportunistic relations rather than being based on cooperative partnerships. In particular, conflicts and litigation have been claimed to proliferate in the construction industry. Upon closer inspection of the literature, it seems that the empirical basis of these claims is largely circumstantial. Using data on contractor–subcontractor relations in the construction industry in The Netherlands, we consider the extent to which litigation in construction is common. Then we compare the results to similar data sets on IT-purchasing both in The Netherlands and Germany, and to a data set with more general business-to-business transactions of larger Dutch and German firms. We find some evidence that the construction industry has higher percentages of transactions leading to either arbitration, suspension of the relation, or legal steps (1.6% versus 1.2, 0.4 and 0.6). The differences are however not as extreme as one might conclude based on superficial reading of the popular and scientific literature, and certainly not bigger than the differences between the other data sets.     

Line managers and HRM: A managerial discretion perspective

Line managers play a central role in HRM practices, but research and theory on how their role is enacted remains underdeveloped. This paper presents a case study of a large U.K.‐based fashion retailer and uses managerial discretion theory to develop a novel understanding of line managers' contribution to the implementation of HRM practices. We describe three distinct ways in which line managers engage with HRM policies and procedures, and propose that line managers make an important contribution to the effective implementation of HRM systems through exerting their cognitive and political abilities to bring about decisions that are well suited to their local situations. Moreover, we find that HR specialists design and manage HRM policies and procedures to afford different levels of managerial discretion in different areas of HRM.     

IT与业务匹配中的信息化冲突探索

信息化冲突是企业信息技术(IT)与业务匹配中普遍存在的重要障碍之一。本文在对现有文献整理基础上,对IT与业务匹配中信息化冲突产生的原因进行了系统的分析,将信息化冲突划分为任务冲突和关系冲突两种类型,并对二者之间的关系进行了分析。从行为整合角度给出了解决信息化冲突的途径。     

论国产动画中儒家美学观的秉承

动画不仅仅只作为一种文化产业而存在,还具有具有娱乐、弘扬民族文化、发展民族经济的社会功能,能充分体现出儒家美学思想中＂文以载道＂的入世则哲学观。教化、娱乐兼备的国产动画,也能体现出＂中和＂的儒家美学观。在科技飞速发展、经济急剧增长、凸显现代化、动摇传统文化的今天,国产动画创作仍然要秉承儒家美学中＂文以载道＂和＂中和＂的观点。     

儒家文化中人力资源管理思想及现代价值研究

20世纪90年代以来我国引入的人力资源管理理论在实践中成效甚微的原因之一是它没有与中国传统文化有机联系起来,挖掘儒家文化在如何识人、选人、用人、育人和留人方面的内容,总结批判继承这些思想与经验,发挥它们在现代人力资源管理招聘甄别、人才配置、绩效管理、培训开发、组织文化中的作用,必将对中国特色人力资源管理体系的构建有所裨益。     

心理集体主义、换位思考与员工创造力的关系:挑战性压力的交互作用

科技型企业员工创造力成为企业家和学者们越来越关注的一个话题。结合挑战性压力情景因素,分别探讨了心理集体主义和换位思考对科技型企业员工创造力的影响。实证结果表明,心理集体主义(换位思考)与挑战性压力对员工创造力存在交互影响。具体来说,高挑战性压力—低心理集体主义(换位思考)或者低挑战性压力—高心理集体主义(换位思考)的组合形式对员工创造力的影响效果较好。高挑战性压力—高心理集体主义(换位思考)或者低挑战性压力—低心理集体主义(换位思考)的组合形式对创造力的影响效果较差。     

A change management perspective on public sector cutback management: towards a framework for analysis

The financial crisis forces public managers to implement cutbacks within their organization. We argue that adopting a change management perspective contributes to our understanding of cutback management by adding a focus on managerial behaviour regarding cutback-related organizational changes. Relying on change management literature, this paper develops a framework for the analysis of cutback management connecting the context, content, process, outcomes and leadership of cutback-related change. From this it follows that managers can be positioned at the intersection of various imperatives, both externally and internally, such as their political leaders and their own subordinates. A research agenda is proposed.     

科学发展观与资源型城市可持续发展

认为资源型城市是我国城市职能体系中的一种重要的城市类型,在我国社会经济建设过程中曾做出了重大的贡献.然而,由于其自身发展的特征以及知识经济、信息经济和经济全球化等新的经济形态和经济现象的出现,资源型城市面临着较为严重的经济、社会、生态可持续发展问题.在分析资源型城市的发展特征、新经济时代资源型城市所面临的可持续发展问题的基础上,提出了以科学发展观为指导的资源型城市可持续发展的对策措施.     

Managerial third party dispute resolution: An overview and introduction to the special issue

In this article I review each of the five articles included in the special issue on managerial third party dispute resolution. This review is followed by a brief listing of the goals for this special issue and three suggestions for future research. These suggestions include the need for more focus on the nonunion sector, a call for interdisciplinary research, and a plea for research concentrating on managerial third party dispute resolution in other cultures.     

A cross‐cultural examination of the relationships among human resource management practices and organisational commitment: an institutional collectivism perspective

Previous research has shown that human resource management (HRM) practices vary across cultures. However, little research has empirically compared the effects of various HRM practices on firm‐level or individual‐level outcome variables across cultures. Drawing upon psychological contract theory and the literature on cultural values, the present study examined the effects of three organisational‐level HRM practices on individual organisational commitment in a survey of 2424 individuals in 120 organisations located in four countries and three industries. Based upon the GLOBE study, we classified the four countries into two groups – high versus low institutional collectivism. The results of our hierarchical linear modelling (HLM) analyses found significant differences in the effects of organisational‐level HRM on individual organisational commitment across cultures for two of the three HRM practices included in our model: training and teamwork. We also found partial support for differences across cultures for the effects of the third HRM practice: employee involvement in decision making. Overall, our results support the utility of theoretical and empirical models that address multiple levels of analyses to better understand the mechanisms through which the HRM‐performance link takes place across national cultures.     

供应链视角下餐饮O2O模式的配送路径优化

O2O最后一公里配送往往需要综合考虑时间和成本的关系,研究平台对订单的分配和路径优化对提升O2O供应链的整体效率和产业链升级具有十分重要的意义。从餐饮商家和O2O平台两个主要参与者出发对物流配送系统进行研究,提出了适合于O2O餐饮供应链的配送网络,并考虑道路阻塞、最大里程数等约束,搭建了上层模型最短时间、下层模型最低成本的双层规划模型,进而通过NSGA-Ⅱ算法求得可行解,最后验证了算法的可行性,为进一步研究O2O配送提供了新的解决思路。     

城市新型社区中权利冲突的根源分析

本文主要从背景根源,体制性根源和利益表达渠道的缺失三个方面分析了目前城市新型社区中权利冲突的根源,剖析冲突的根源有助于调节和预防冲突的发生.     

A stakeholder perspective of employee responsibilities and rights

This article offers a perspective that serves as an alternative to dealing with workplace issues within the framework of managerial capitalism. In accomplishing this, the article questions managerial capitalism by drawing from some of the same arguments used to justify it—such as those based on corporate morality, the law, notions of bureaucracy, and social construction of reality. Introducing and applying a strategy of inquiry known as deconstruction helps fulfill the underlying analysis. The result is an articulation of a stakeholder perspective of employee responsibilities and rights. This is an extended version of an Invited/Guest Paper presented to the Study Group on Employee Rights and Industrial Justice of the International Industrial Relations Research Association, at the 43rd IRRA Annual Meeting, Washington, D.C., December 27, 1990.     

基于财务视角下企业战略风险传动机理研究

企业战略风险具有全局性、传导性,财务作为一个企业的职能管理部门,它的决策往往也会影响到企业的战略实施以及实施结果。文章提出了战略风险的定义以及对财务视角进行了界定通过对战略要素的论述以及战略风险和财务风险的关系的分析阐述了在财务视角下的企业战略风险传动机理。     

Reactions to unjust dismissal and third-party dispute resolution: A justice framework

Little previous research has examined why dismissed workers view their discharge as unjust and how they respond to third-party dispute resolution interventions. This exploratory field study relied upon a justice framework to understand complainant motivations for filing unjust dismissal disputes and their reactions to a voluntary conciliation program. Analysis of archival and interview data suggested that procedural justice principles dominated both motivations for filing claims and reactions to third-party intervention. These findings were consistent with previous justice and labor relations research. Implications for future research, management practice, and third-party dispute resolution are discussed.