Behavioral decisions during interpersonal conflict resolution

A laboratory study was conducted to examine the role of explorative decision making for interpersonal conflict resolution. Participants were 64 male students, who had to negotiate for an outcome distribution against bogus enactment of two confederates. Questionnaire and observational data, which were taken before, during and after the negotiation revealed strong support for hypothesized effects of coping with situational antagonism. Results indicate that substantial shifts take place according to locus of decision control and that behavior is determined by different decision preferences as conflict resolution proceeds.     

人际冲突中失望的个人效应及冲突类型的调节作用

通过两个计算机情景模拟实验, 分别采用“保证游戏”与“最后通牒博弈”范式, 考察了人际冲突中失望的个体对于威胁评价与冲突行为的影响。在此基础上进一步探讨了冲突类型对人际冲突中失望个人效应的调节作用。结果发现：(1)失望个体相比无情绪个体的威胁评价更高, 冲突行为更多。(2)冲突类型影响处于失望状态的个体的威胁评价, 即价值观冲突中失望个体的威胁评价要高于利益冲突中失望个体的威胁评价; 但是冲突类型并不影响失望个体的冲突行为。     

Agreeableness as a moderator of interpersonal conflict

This multimethod research linked the Big Five personality dimensions to interpersonal conflicts. Agreeableness was the focus because this dimension is associated with motives to maintain positive interpersonal relations. Converging responses to both hypothetical conflicts and to diary records of actual daily interpersonal conflicts across a two-week period were assessed. Agreeableness was expected to moderate affective responses and tactical choices during conflicts. Patterns of daily conflict were related to self-reported reactions to hypothetical conflicts and to teacher-rated adjustment in adolescents. As predicted, Agreeableness was related to responsiveness to conflict. Agreeableness differences and use of destructive tactics in conflict were significantly related to evaluations of the individual's adjustment by knowledgeable raters. Among the Big Five dimensions, Agreeableness was most closely associated with processes and outcomes during interpersonal conflict.     

Policy conflict, policy consistency, and interpersonal understanding

Abstract.— A number of studies have shown that inconsistency in the subjects' policies is a major reason for disagreement in policy conflict. It has been hypothesized that the lack of consistency makes it hard for subjects to understand each other's policies. The present results provided evidence for this hypothesis by showing that subjects asked each other more questions about policy when their policies were less consistent in an experiment where policy consistency was manipulated by varying the predictability of the conflict task.     

Passive responses to interpersonal conflict at work amplify employee strain

Interpersonal conflict at work correlates with stress related outcomes such as psychological strain and exhaustion. Consistent with conflict theory, we argued that this relationship is moderated by the way conflict is managed. Cross-sectional data collected in The Netherlands, from students with part-time jobs (Sample 1, n = 104), healthcare workers (Sample 2, n = 191), and mid-level administrative personnel (Sample 3, n = 161) indeed revealed that conflict was related to psychological strain and exhaustion especially when interpersonal conflict was managed passively (through avoiding and yielding). Active conflict management strategies (forcing and problem solving) did not moderate the relationship between interpersonal conflict and employee strain. Implications for conflict theory, for future research, and for practice are discussed.     

The relationships between Japanese interpersonal conflict styles and their language expressions

The present study investigated the influence of interpersonal conflict management styles on language expressions and the differences in expressions in same-sex relational categories based on specific in-group-out-group classifications. Questionnaires were administered to 367 university students in Japan. After reading a scenario, participants reported on actual language use and gave ratings on an interpersonal conflict management scale. The results revealed that Japanese change their expressions, along with psychological styles, depending on the relational target. They also indicated psychological constructs were related to their equivalent expressions. The results suggested that future research should take into consideration the potential differences in behavior and interaction posture inherent in various relational and situational categories.     

An application of the variable perspective model in interpersonal conflict resolution

The perspective model of attitude judgment was used as a basis for making predictions concerning interpersonal confiict. Forty-four pairs of undergraduate males negotiated an annual wage increase in a simulated labor-management dispute. Subjects in pairs negotiated from either same or different perspectives. Psychological perspective was manipulated experimentally by the suggestion of either a narrow or broad range of typical wage increase settlements. As predicted, discrepant perspectives were either facilitative or debilitative to reaching agreement depending on the direction of the discrepancy. Increasing width of perspective by raising upper anchor did not significantly affect the amount of the settlement. The hypothesized dynamic aspects of the perspective model were confirmed in that holding amount of settlement constant, satisfaction with the settlement was a function of perspective.     

Authenticity attenuates the negative effects of interpersonal conflict on daily well-being

Prior research has established a consistent relationship between felt authenticity and greater psychological and physical well-being. Nevertheless, a number of important questions remain regarding the role of authenticity in shaping individuals’ responses to stressful events in daily life. Interpersonal conflict in particular, has been established as one of the strongest contributors to daily stress, and a number of prior studies suggest that the negative effects of interpersonal conflict may be moderated by personality factors. The present work used a diary design to examine the role of trait authenticity in buffering individuals from the negative effects of interpersonal conflict. More importantly, we show that the protective role of trait authenticity functions independently from the previously established effects of agreeableness and neuroticism.     

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 real me: Authenticity,interpersonal goals,and conflict tactics

Dispositional authenticity is associated with positive intra- and interpersonal outcomes, yet how authenticity relates to conflict solving strategies has not been examined. The present study aims to explore the relationship between authenticity and conflict solving strategies in close friendships and proposes that interpersonal goals (i.e., compassionate goals and self-image goals) might mediate the relationship. Three hundred sixty-three Taiwanese college students completed a survey package. Results showed that authenticity was positively associated with strategies that promote the needs of both oneself and one's friend (i.e., integrating and compromising) while negatively, or not, associated with those that don't concern one's own needs (i.e., obliging) or one's friend's needs (i.e., dominating and avoiding). Further, compassionate goals mediated the relationship between authenticity and integrating, compromising, and dominating strategies, while suppressing the relationship between authenticity and avoiding and obliging strategies. Self-image goals mediated only dominating and avoiding strategies.     

Victim and perpetrator accounts of interpersonal conflict: autobiographical narratives about anger

Subjects furnished autobiographical accounts of being angered (victim narratives) and of angering someone else (perpetrator narratives). The provoking behavior was generally portrayed by the perpetrator as meaningful and comprehensible, whereas the victim tended to depict it as arbitrary, gratuitous, or incomprehensible. Victim accounts portrayed the incident in a long-term context that carried lasting implications, especially of continuing harm, loss, and grievance. Perpetrator accounts tended to cast the incident as a closed, isolated incident that did not have lasting implications. Several findings fit a hypothesis that interpersonal conflicts may arise when a victim initially stifles anger and then finally responds to an accumulated series of provocations, whereas the perpetrator perceives only the single incident and regards the angry response as an unjustified overreaction. Victim and perpetrator roles are associated with different subjective interpretations.     

Towards a conceptual and empirical differentiation between workplace bullying and interpersonal conflict

This study investigates the defining features that distinguish workplace bullying from interpersonal conflict – being frequency, negative social behaviour, power imbalance, length and perceived intent – by contrasting the characteristics of conflict incidents in a group of workplace bullying victims versus a group of non-victims. A group of 47 victims and 62 non-victims were identified based on a questionnaire time 1 and time 2 (time lag of 6 months). The conflict incidents were assessed between time 1 and time 2 using an event-based diary study that was filled out for a period of two times 20 working days with a break of 4 months in between. Hierarchical linear modelling (HLM) showed that conflict incidents differed for victims versus non-victims, in line with the defining aspects of workplace bullying: victims’ conflict incidents related more to the work context and included more personal and work-related negative social behaviour. Victims perceived more inferiority and less control in the conflicts, indicated more continuation of previous conflict incidents and reported more negative intentions from their opponent. These findings validate the conceptual differentiation between interpersonal conflict and workplace bullying, while at the same time adhering to their related nature.     

Interparental conflict,parental intrusiveness,and interpersonal functioning in emerging adulthood

The current study examined the effects of interparental conflict (IPC) on interpersonal functioning and psychopathology in emerging adulthood. In a sample of 188 emerging adult college students, IPC was associated significantly with greater symptoms of depression and loneliness. Furthermore, parental intrusiveness and romantic competence, as assessed by a novel interview methodology, mediated the links between IPC and depression symptomatology and loneliness. Links with prior research and implications for emerging adult functioning are discussed.     

Responses to interpersonal conflict among young adults: Influence of family of origin

This study aimed to examine the role of family environment upon responses to interpersonal conflict in young adulthood, and to determine whether response patterns differed between men and women. Behavioral, affective, and cardiovascular responses of 17 young adults from families rated extreme (EXT) on scales of cohesion and flexibility were compared with those of 21 young adults from balanced (BAL) families. Participants engaged in 2 role‐play conflicts, 1 with a male confederate and 1 with a female confederate. Measures of positive and negative verbal and nonverbal behaviors, self‐reported anxiety and anger, and heart rate and blood pressure were obtained. Results showed EXT participants exhibited more negative verbal and less positive verbal behavior during both interactions than BAL participants. EXT men exhibited greater DBP, state anger, and negative nonverbal responses than BAL men, findings not observed for women. These findings indicate that exposure to a negative family environment influences how young adult men respond to interpersonal confrontation more than young adult women.     

A little help from our friends: Informal third parties and interpersonal conflict

Individuals who have been hurt by an interpersonal transgression often turn to others for support, but very little is known about the function of these informal third parties. In this study, a qualitative approach was used to analyze victims' written narratives describing a transgression in order to better understand what role informal third parties may play. The range of responses that informal third parties made to victims, and how victims felt, both about the transgressor and in general, was examined. Those who forgave the transgressor tended to receive different types of informal third‐party responses than those who did not forgive, and informal third parties seemed to help victims feel better by reducing their uncertainty and increasing their sense of belongingness.     

Victim and offender accounts of interpersonal conflict: autobiographical narratives of forgiveness and unforgiveness

Participants wrote 2 narratives that described an incident in which they angered or hurt someone (offender) or in which someone angered or hurt them (victim) and the offense was forgiven or not forgiven. Victims portrayed the offense as continuing (open), and offenders portrayed the offense as over (closed). Forgiveness narratives portrayed offenses as closed and with positive outcomes; however, for some victims, forgiveness coincided with continued anger, suggesting incomplete forgiveness. Dispositional empathy was associated with more benign interpretations of offenses, and situational empathy (e.g., for the offender) was associated with victims' forgiveness. In contrast, offenders' empathy for victims was associated with less self-forgiveness. Thus, both victim or offender role and forgiveness must be considered to understand narratives of interpersonal offenses.     

Social pressure and policy change in the "lens model" interpersonal conflict paradigm

Abstract.— The effects of conflict and policy inaccuracy on policy change in the "lens model" interpersonal conflict paradigm were investigated in an experiment which compared amount of policy change for subjects who were paired with a stooge who did not change his policy even though it was incorrect with the amount of policy change for subjects whose opponents changed their policies to reduce the inaccuracy of these policies. The amount of policy change was the same in both of these conditions, indicating that task adaptation is a more important goal to the subjects than conflict reduction in these experiments.