Conversation analysis at work: detection of conflict in competitive discussions through semi-automatic turn-organization analysis

This study proposes a semi-automatic approach aimed at detecting conflict in conversations. The approach is based on statistical techniques capable of identifying turn-organization regularities associated with conflict. The only manual step of the process is the segmentation of the conversations into turns (time intervals during which only one person talks) and overlapping speech segments (time intervals during which several persons talk at the same time). The rest of the process takes place automatically and the results show that conflictual exchanges can be detected with Precision and Recall around 70% (the experiments have been performed over 6 h of political debates). The approach brings two main benefits: the first is the possibility of analyzing potentially large amounts of conversational data with a limited effort, the second is that the model parameters provide indications on what turn-regularities are most likely to account for the presence of conflict.     

Gender differences in conflict resolution styles of managers: At work and at home

Because women and men managers occupy different roles at work and at home, role theory suggests that they would use different conflict resolution behaviors in each role. This study tested this theory empirically using the Thomas-Kilmann Conflict Mode instrument to measure the five conflict resolution styles of 201 managers (99 males and 102 females) in both situational roles. Sex differences were examined along with hierarchical rank. Both genders tended to handle conflict more competitively at work than at home, and used the accommodating style more frequently at home than at work. At home, low-level women managers were more willing to collaborate and less willing to avoid conflict than at work; men managers overall were less likely to compromise at home than at work.     

When flexibility helps: Another look at the availability of flexible work arrangements and work-family conflict

Despite the positive press given to flexible work arrangements (FWA), empirical research investigating the link between the availability of these policies and work-family conflict is largely equivocal. The purpose of the present study was to begin to reconcile these mixed results through more precise measurement and the examination of moderators. Using a sample of employed women, we found that FWA relate more highly to work interference with family (WIF) than to family interference with work (FIW) and that temporal flexibility (flextime) has a stronger relationship with WIF than does spatial flexibility (flexplace). Additionally, we found family responsibility significantly moderated these relationships, such that the relationship was stronger for those with greater family responsibility. Practical and theoretical implications are discussed.     

When bias and insecurity promote accuracy: mean-level bias and tracking accuracy in couples' conflict discussions

Heterosexual couples (N = 57) discussed features about each other they wanted to change. During a review of their recorded discussions, for each 30 s of interaction, perceivers provided judgments of their partner's regard, and partners reported their actual regard for the perceiver. The authors simultaneously assessed the extent to which perceivers' over- or underestimated their partner's regard (mean-level bias) and tracked their partner's changing regard across the discussion (tracking accuracy). Perceivers on average tended to underestimate their partner's regard (negative mean-level bias) but exhibited substantial tracking accuracy. Bias and accuracy were related; perceivers that were more negatively biased more accurately tracked changes in their partner's regard. Women who were more insecure about their partner's continued regard demonstrated more negative mean-level bias and greater tracking accuracy, whereas more secure women demonstrated more positive bias and lower accuracy. The results indicate that bias and accuracy are shaped by context-relevant goals and motives.     

Support at work and home: The path to satisfaction through balance

This study examines social support (from both coworkers and partners) and its path to satisfaction through work–family balance. This study fills a gap by explaining how support impacts satisfaction in the same domain, across domains, and how it crosses over to impact the partner's domain. Using a matched dataset of 270 job incumbents and their partners, the findings reveal that work–family balance plays a mediating role in assisting social support's contribution to both job and family satisfaction. Evidence indicates that employees experience heightened work–family balance due to social support from partners and coworkers and that support and balance impact satisfaction in both the work and family domains. Implications of these findings and avenues for future research are discussed.     

Irritation: analysis of an instrument to assess stress at work

The aim of this investigation is to verify the factorial validity of the "Scale Irritation" in a sample of 181 teachers of Secondary Education from the center of Spain. At the same time, the investigation tries to verify the validity of construct of the scale correlating the results with the burnout evaluated through the Brief Questionnaire of Burnout adapted for teachers. The results obtained by means of the exploratory factor analysis of the Scale Irritation confirm the presence of two factors, as it appears in other international investigations. The confirmatory analysis verifies the proposal of a model of two factors. The significant correlation obtained among the Irritation Scale and the burnout confirms the validity of construct and verifies that a high irritation is associated significantly to the burnout, as it is foreseen by the theory, which considers both aspects related to the process of stress at work.     

A longitudinal analysis of motivation profiles at work

Motivation and Emotion - This paper examines the multidimensional nature of workplace motivation and the importance of a continuum structure in self-determination theory through application of...     

Cognitive style and religiosity: The role of conflict detection

Recent research has indicated a negative relation between the propensity for analytic reasoning and religious beliefs and practices. Here, we propose conflict detection as a mechanism underlying this relation, on the basis of the hypothesis that more-analytic people are less religious, in part, because they are more sensitive to conflicts between immaterial religious beliefs and beliefs about the material world. To examine cognitive conflict sensitivity, we presented problems containing stereotypes that conflicted with base-rate probabilities in a task with no religious content. In three studies, we found evidence that religiosity is negatively related to conflict detection during reasoning. Independent measures of analytic cognitive style also positively predicted conflict detection. The present findings provide evidence for a mechanism potentially contributing to the negative association between analytic thinking and religiosity, and more generally, they illustrate the insights to be gained from integrating individual-difference factors and contextual factors to investigate analytic reasoning.     

A sequential analysis of the mother-adolescent interactions of ADHD,ADHD/ODD,and normal teenagers during neutral and conflict discussions

The sequential interactions of three groups of teenagers conversing with their mothers during both neutral and conflict discussion situations were evaluated. Groups consisted of (1) attention deficit hyperactivity disorder (ADHD) alone (n =21), (2) ADHD with comorbid oppositional defiant disorder (ADHD/ODD; n =40), and (3) a community control group of adolescents (n =49). All groups had been followed concurrently for the past 8 to 10 years before being reevaluated in this study. Results indicated that (1) teens and parents in all groups interacted in a tightly linked manner, with the behavior of each member being significantly related only to the immediate antecedent behavior of the other; (2) mothers in all groups were more likely than teens to initiate positive behaviors; (3) teen interactions could be characterized as tit-for-tat while mothers could be typified as be-nice-and-forgive; (4) mother-teen dyads in the ADHD/ODD group displayed significantly higher rates of conflict behaviors than dyads in the other two groups, who did not differ significantly from each other on most measures; and (5) mothers in the ADHD/ODD group responded in a manner similar to their teens (greater negativity) and less like that of mothers in the other groups. The majority of conflict between ADHD children and their parents seemed due to comorbid ODD and such ODD is a family, not just a teen, characteristic.     

A solution-oriented approach to conflict resolution in a work system

The growing involvement of counsellors in organisational development is addressed by describing the application of a solution-oriented family therapy approach to conflict resolution in a work system. An account of the intervention outlines the system's storying of the problem, the development of new meanings and the identification of solutions. Key concepts in this post-modern approach are linked with the practices employed.     

Conversation through actions and the changing of epistemic states in a game

When a person performs a certain action, it signifies that he is causing a certain event to occur. Therefore the action is conveying a certain true sentence. Playing a game is a mutual activity, namely the listener and the speaker undertake an exchange through a linguistic dialogue or communicate through action. Because of the peculiar nature of the action, the actions in games belong to an activity where the speaker speaks “true words” and the listener hears “true words.” A static game is a process through which the participants are simultaneously “speaking” and “listening”; and a dynamic game is a process where speaking and listening take place in turn. Each step of a dynamic game is a “speaking-listening” exchange. Through “listening” and “speaking,” changes in the epistemic states of the participants occur. Of course, the degree of change depends on the type of game being played. In a dynamic game, each participant proceeds through a process of induction, and thus forms new epistemic states.     

Invitation to the Triune Conversation: Explorations of Prayer through the Theology of Robert Jenson

This paper attempts to contribute to our understanding of prayer through an engagement with its crucial role in the systematic thought of Robert Jenson. I present prayer as our invitation to the triune conversation. Developing some of Jenson's categories, I work to show that a Christian understanding of prayer connects to a spectrum of systematic loci, especially creation and anthropology, the sacraments and ecclesiology, mission and eschatology. In these three modes, the anthropological, the ecclesial and the eschatological, prayer enters into the ultimate conversation that animates the world through faith, love and hope. This paper concludes by arguing that such an account of prayer, if authentic, supports a contemporary retrieval of the cataphatic dimension of theology.     

It's the nature of the work: examining behavior-based sources of work-family conflict across occupations

The consequences of work-family conflict for both individuals and organizations have been well documented, and the various sources of such conflict have received substantial attention. However, the vast majority of extant research has focused on only time- and strain-based sources, largely neglecting behavior-based sources. Integrating two nationally representative databases, the authors examine 3 behavior-based antecedents of work-family conflict linked specifically to occupational work role requirements (interdependence, responsibility for others, and interpersonal conflict). Results from multilevel analysis indicate that significant variance in work-family conflict is attributable to the occupation in which someone works. Interdependence and responsibility for others predict work-family conflict, even after controlling for several time- and strain-based sources.     

Committing to your work, spouse, and children: Implications for work-family conflict

When trying to balance work and family responsibilities, many workers experience conflict between these two roles. Although role commitment has been viewed both as contributing to and alleviating conflict, this relationship has not been fully tested. Using a sample of female nurses and police officers, we examined the direct and indirect relationship of role commitment with work-spouse and work-parent conflict. Increased work-spouse conflict was associated with decreased spouse commitment. Increased work-parent conflict was associated with increased parent commitment but with decreased spouse and job commitment. Job commitment moderated the relationships between irregular work schedules and work-spouse conflict and between job control and work-spouse conflict. Parent commitment moderated the relationship between irregular work schedules and work-parent conflict. These results suggest that, depending on the role, commitment may either alleviate or exacerbate conflict.