The Influence of Cultural and Generational Differences on the Ministry Experience of Chinese American Church Leaders

This qualitative study explored the influence of cultural and generational differences on the ministry experience of fourteen Chinese American male church leaders. Specifically, this study examined how differences in communication style, view of authority, level of acculturation, and expectations of the church could create conflict within the church setting. This study also provided insight into the types of problems these church leaders and church members faced as a result of cultural and generational conflict as well as solutions they found in response to that conflict. Taken together, these findings not only address the literature gap regarding this understudied group of individuals, but they also have implications for more effective ministry in a multicultural church setting.

     

Potential influence structures as sources of interpersonal conflict in groups and organizations

It is argued that conflict in organizations can be interpreted, in many cases, as conflict over who is to exert influence, and that this conflict, in turn, is caused by structural incongruencies in the distribution of potential influence in groups and organizations. Potential influence is described in terms of the structural relations defined by Structural Role Theory. At the psychological level, conflict is explained as a result of incompatible expectations among people about their relative influence, their desire to protect valued roles, and to maintain a sense of freedom. The implications of the present hypothesis for specifying the range of conflict situations, the type of conflict behavior, and conflict management are explored.     

The conflict between mourning and melancholia

Conflict between facing the reality of loss on the one hand, and denying it on the other, is explored in clinical material drawn from an analysis approaching termination. The intrapsychic conflict over loss was expressed as a conflict between morality and reality, and was externalized as a conflict between patient and analyst. For the patient, giving up resentment toward the analyst became tantamount to giving up the ideal object and losing omnipotence. In the course of the analysis, his complaints became less convincing, and the conflict over loss became more conscious, allowing some moves toward mourning to take place.     

Implementing family‐friendly employment practices in banking industry: Evidences from some African and Asian countries

We examined the effects of family‐friendly policies (child‐care benefits and work flexibility benefits) on organizational commitment and work–family conflict in four developing countries: China, India, Kenya, and Thailand. We also explored the boundary condition (e.g., perceived importance of family‐friendly programmes) under which family‐friendly policies are more (or less) effective in influencing organizational commitment and reducing work–family conflict. Results revealed national similarities on the effect of flexibility benefits on organizational commitment and work–family conflict. Specifically, we found that across the four countries work flexibility‐related family‐friendly policy was positively related to organizational commitment and negatively to perceived work–family conflict among those who perceived this policy as more important than less important. Instead, national variations are found in the results regarding child‐care benefits. Among these four countries, Kenya and Thailand are two countries in which child‐care‐related family‐friendly policies showed a significant and positive relationship with organizational commitment and/or a significant and negative relationship with work–family conflict. We also found child‐care‐related family‐friendly policies had differential effect among people with various perception of policy importance in Kenya and Thailand, but not in China and India. Particularly, child‐care‐related family‐friendly policy results in greater organizational commitment and lower work–family conflict among those who perceived this policy as more important than less important in Kenya and Thailand. Implications for cross‐cultural research, theory and practice are discussed.     

Peer Group and Family Relationships in Early Adolescence

This study explored the possible interface between family and peer group systems in early adolescence. Sixth-graders who were identified as group members were interviewed and given questions regarding their attitudes toward the group and group dynamics. Family atmosphere and parent-adolescent relationships were evaluated from the parents' perspective. The results show two different linkages of peer and family processes: On the one hand, family relationships are related to the perception of the peer group as a source of support, especially when individual growth is respected within an atmosphere of acceptance and support in the family. On the other hand, family life characterized by conflict and lack of support for individual development is related to an increased involvement with groups and more conformity to group pressure. Results are discussed in line with theories dealing with the role of the family in adolescent development.     

Researcher Perspectives on Conflicts of Interest: A Qualitative Analysis of Views from Academia

The increasing interconnectedness of academic research and external industry has left research vulnerable to conflicts of interest. These conflicts have the potential to undermine the integrity of scientific research as well as to threaten public trust in scientific findings. The present effort sought to identify themes in the perspectives of faculty researchers regarding conflicts of interest. Think-aloud interview responses were qualitatively analyzed in an effort to provide insights with regard to appropriate ways to address the threat of conflicts of interest in research. Themes in participant responses included disclosure of conflicts of interest, self-removal from situations where conflict exists, accommodation of conflict, denial of the existence of conflict, and recognition of complexity of situations involving conflicts of interest. Moral disengagement operations are suggested to explain the appearance of each identified theme. In addition, suggestions for best practices regarding addressing conflicts of interest given these themes in faculty perspectives are provided.     

Conflict adaptation in time: Foreperiods as contextual cues for attentional adjustment

Interference evoked by distractor stimulus information, such as flankers in the Eriksen task, is reduced when the proportion of conflicting stimuli is increased. This modulation is sensitive to contextual cues such as stimulus location or color, suggesting attentional adjustment to conflict contingencies on the basis of context information. In the present study, we explored whether conflict adjustment is modulated by temporal variation of conflict likelihood. To this end, we associated low and high proportions of conflict stimuli with foreperiods of different lengths. Flanker interference was higher with foreperiods associated with low conflict proportions, suggesting that participants use the foreperiod as a contextual cue for attentional adjustment. We conjecture that participants initially adopt the strategy useful for conflict contingencies associated with short foreperiods, and then readjust during the trial, in the absence of any additional exogenous cue, when the imperative stimulus has not occurred during a certain time interval.     

Successful Rebellious Professionals: The Black Woman's Professional Identity and Community Commitment

Using interview data from a larger career study of 25 black women who have achieved public recognition as workers for change in the black community, this paper explores the experiences of seven black professional women. The conflicts they confronted as black professionals, resolution of those conflicts, the special conditions of conflict resolution through rebellious professionalism, are explored, as well as the curious routes to success which place them in the position of role models to other human services professionals who are organizationally constrained from rebelling in such ways. The implications of these routes to professional success are explored in an effort to understand contemporary nationalism among black professionals and semi-professionals within the context of conflicts between dominant group organizational expectations and black community membership. The data suggest that particularistic commitments do not necessarily conflict with professional ideals if success is defined in terms of community achievements and positive evaluation by colleagues, rather than material rewards.     

Generalized and specific attachment representations: unique and interactive roles in predicting conflict behaviors in close relationships

The authors expected that associations between the representations individuals possess regarding romantic partners and their conflict behavior would be moderated by generalized attachment representations (GAR). To test this premise, college students (N =130) were administered two attachment measures and were observed during conflict negotiation with their partners. The Relationship Styles Questionnaire assessed specific representations regarding partners and GAR were measured by the Adult Attachment Interview. The relationship between romantic partner representations and conflict tactics were dependent on GAR. Individuals who possessed secure GAR generally displayed good conflict management skills, regardless of their attachment representations regarding their romantic partners. Individuals who held more anxious or avoidant perceptions of romantic partners displayed more problematic conflict tactics if they possessed insecure GAR; however, these associations were dependent on the type of conflict behavior and the type of insecure GAR. Implications for future research are discussed.     

Managing and Resolving Conflict in the Supervisory System

The purpose of this article is to offer a brief review of relevant literature on conflict in the therapist-supervisor system. The authors discuss factors that contribute to conflict and the principal areas of disagreement in the supervisory system. Additionally, the authors present several ideas regarding what a supervisor can do proactively to prevent conflict within supervision. Finally, various ways to address and resolve supervisor-trainee conflict, including terminating the supervisory relationship, are discussed.     

Predictors of Cultural Values Conflict for Asian Indian Women

This study explored the relationship between the family environments and coping styles and the cultural values conflicts of 110 Asian Indian women. Results indicated that women perceiving supportive family environments had less sex role conflict. Additionally, avoidant and emotion‐focused coping predicted high conflict regarding intimate relations and sex role expectations. Implications are discussed. Este estudio exploró la relación entre los entornos familiares y los estilos de afrontamiento y los conflictos en valores culturales de 110 mujeres de la India. Los resultados indicaron que las mujeres que perciben un entorno familiar que las apoya sufren menos conflictos con el rol de su sexo. Adicionalmente, el afrontamiento centrado en la evitación y las emociones predijo un nivel de conflicto elevado relacionado con las relaciones íntimas y las expectativas del rol de su sexo. Se discuten las implicaciones.     

Conflict in psychoanalysis and in life

Abstract

Unconscious conflicts are at the center of Freudian psychoanalytic inquiry, in the psychoanalytic situation as well as in the theory of personality and pathogenesis. The core dynamic formulation, intrapsychic conflict resulting in new psychic formation, is addressed in the paper in the following steps.

First, the development of the concept of conflict throughout the history of Freudian psychoanalysis is reviewed. Next, the analytic and synthetic aspects of conflict theory are explored and the role of conflict in the development of personality organization and pathogenesis is clarified. Then, the contemporary extensions and elaborations of structural theory are presented.

To illustrate analysis focused on conflict, clinical material covering the phases of psychoanalytic process is highlighted. From the beginning stage of analyzing the patient's initial diffuse state of indifference and “weirdness”, analysis proceeds to address primary and secondary symptoms of impotence and exhibitionism and underlying passive-phallic personality organization with conflict around aggression. This leads to the patient's sense of mastery over previously enslaving and “immobilizing” internal turmoil.     

Is there any scapegoat around? Determinants of intergroup conflicts at different categorization levels.

Recategorization at a higher level reduces tensions between groups. However, recategorization may cause conflicts between the common in-group and a new out-group. Additionally, determinants of conflict between subgroups may enhance conflict at the higher categorization level. In the context of German unification, the authors explored these suggestions with an East German 3-wave longitudinal study and a West German control group. Results show that a salient East German versus West German categorization enhances conflict between subgroups, whereas categorization as German enhances conflict at the common in-group level. Determinants of subgroup conflict also influence conflict at the inclusive level (Germans and foreigners). Thus, recategorization is a 2-edged instrument: Although it reduces conflict at the subgroup level, it may initiate conflict at the common in-group level.     

Conflict Transformation: Relinquishing or Maintaining Social Identity Among Former Loyalist Combatants in Northern Ireland

This study explored the accounts of former loyalist combatants now involved in conflict transformation, preventing violent extremism and peace-building work. To understand how former loyalist combatants negotiate their dramatic change in context and function, we analyzed accounts of peace building through thematic analysis. The themes demonstrated that conducting conflict transformation is expressively linked to former combatant identity. The themes also demonstrate that former combatants construct identity continuity by viewing their current transformative actions as an evolution of their militant activity during the Troubles. The article concludes on the implications of these identity maintenance strategies for former combatants and, more widely, what implications this has for other militants transitioning from conflict or extremism towards peace.     

On Terrorism and the Politics of Compulsion

The concept of “terrorism” is problematized and argued to be at one end of a continuum of behavior that can be characterized as “compulsion.” This approach to conflict is explained in terms of Transactional Analysis and the inadequacy of compulsion as a means of managing human affairs (politics) is explored in relation to the use of power that it requires, and to the responses it generates. An alternative behavior, based on “turning the other cheek” and Satyagraha (confronting), is advocated in the expectation that it will prove more fruitful in managing conflict and reducing terrorist outrages.     

Multiplex Conflict: Examining the Effects of Overlapping Task and Relationship Conflict on Advice Seeking in Organizations

This study examines the extent to which multiplex conflict relationships, or those infused with both relationship and task conflict, are related to employee decisions regarding from whom to seek advice at work. Data were gathered from 75 employees in a medium-sized life sciences firm in the US Midwest and analyzed using social network analysis. Findings demonstrate that although employees were less likely to seek advice from someone with whom they experienced relationship conflict, employees were more likely to seek advice from those with whom they experienced task conflict. Moreover, advice was still sought from those with whom both forms of conflict were present simultaneously. The current study demonstrates that employees are willing to seek advice from those with whom there is task conflict despite the simultaneous presence of relationship conflict. Compared to relationships free of relationship conflict (e.g., friendships), those characterized by multiplex conflicts provide greater access to others with divergent perspectives while also reducing the need for advice seekers to invest resources towards the protection and maintenance of the positive affective portion of the relationship. Although much of the focus of conflict research has been directed towards intragroup task and relationship conflict, our multiplex social network approach provides a unique opportunity to explore the effects on advice seeking stemming from the co-occurrence of these distinct types of conflict within the same employee dyad. In doing so, we contribute to the continuing debate regarding the primacy of affective or cognitive concerns in judgment and behavior.     

Know Thine Adversary: The Impact of Race on Styles of Dealing with Conflict

Interpersonal conflict management is hampered by ignorance of the cultural norms that characterize an individual's racial group. Blacks' and Whites' conflict-coping preferences were examined in two studies using a scenario that manipulated an offender's race. In Study 1, Blacks, more than Whites, preferred more behaviorally expressive styles of dealing with conflict and eschewed more reserved tactics. Moreover, individuals were less confrontational with offenders of their same racial group. In Study 2, weaker evidence that Blacks prefer more expressive styles of conflict management was observed. Racial differences in attributions of malicious intent of the offender, and in diminished expectations for the relationship, are explored as possible causes of racial differences in conflict management style.     

Enhanced conflict-driven cognitive control by emotional arousal,not by valence

Emotion is widely agreed to have two dimensions, valence and arousal. Few studies have explored the effect of emotion on conflict adaptation by considering both of these, which could have dissociate influence. The present study aimed to fill the gap as to whether emotional valence and arousal would exert dissociable influence on conflict adaptation. In the experiments, we included positive, neutral, and negative conditions, with comparable arousal between positive and negative conditions. Both positive and negative conditions have higher arousal than neutral ones. In Experiment 1, by using a two-colour-word Flanker task, we found that conflict adaptation was enhanced in both positive and negative contexts compared to a neutral context. Furthermore, this effect still existed when controlling stimulus–response repetitions in Experiment 2, which used a four-colour-word Flanker task. The findings suggest emotional arousal enhances conflict adaptation, regardless of emotional valence. Thus, future studies should consider emotional arousal when studying the effect of emotion on conflict adaptation. Moreover, the unique role of the emotional context in conflict-driven cognitive control is emphasised.     

Organizational Conflict Management as Disputing Process The Problem of Social Escalation

In this article, organizational conflict management is conceived as a “disputing process” involving the social escalation from grievance stage to conflict and dispute stages. The Disputing Process Instrument (DPI) was designed as a way to study these phenomena quantitatively. Seven behaviors are represented in the instrument: conciliatory negotiation, third-party mobilization, overt retaliation, covert retaliation, toleration, avoidance, and discipline. The DPI demonstrated high reliability, content, discriminant, and construct validity relative to earlier conflict instruments. An empirical study of social escalation was conducted among peers with different strengths of informal relations in an electronics firm. The study results revealed that interpersonal problems among weakly tied peers are likely to be contained at the grievance stage using covert behaviors or to be socially escalated to disputes involving third parties. More strongly tied peers are likely to escalate their problems from grievances to dyadic confrontations only. These results have implications for understanding disparate results from earlier studies of peer conflict in organizations and for arguments regarding the introduction of external third-party conflict consulting in organizations.     

Demeter's Compromise: Separation,Loss, and Reconnection in Mothers with Daughters Entering Adulthood

Drawing on contemporary theory of female development that focuses on the dynamics of the mother/daughter relationship regarding issues of separation and individuation, this article examines the treatment of a middle aged mother as she navigates her way through her daughter's adolescence and early adulthood. Psychoanalytic object relations, psychoanalytic relational theory, and feminist theory serve to frame an understanding of the case material in terms of developmental challenges that are uniquely female. Issues around mother/daughter attachment, separation, competition, conflict, and love are explored in the relationships between the patient and her mother, the patient and her daughter, and the patient and the therapist. The therapist's countertransference, intensified by her relationships with her own mother and daughter, suggests the possibility of both pitfalls and opportunities in the treatment. The article attempts to address a gap in psychoanalytic developmental theory, which offers little understanding of the challenges for women in midlife.