When and why creativity‐related conflict with coworkers can hamper creative employees' individual job performance

We examined when and why focal employees' creativity-related conflict with coworkers is related to their individual job performance. As hypothesized, a survey among 113 employees in 14 manufacturing work groups showed that creativity-related conflict with coworkers escalates into dysfunctional relationship conflict when focal employees have low rather than high trust in those coworkers. In its turn, relationship conflict with coworkers was found to be negatively associated with focal employees' individual job performance when they lack support from their supervisor. Finally, the indirect effect of creativity-related conflict on job performance through relationship conflict was found to be significant when both the first stage moderator of coworker trust and the second stage moderator of supervisory support were low rather than high.     

Role salience and support as moderators of demand/conflict relationships in China

This study examined the effects of role demand on both work–family conflict and family–work conflict, and the moderating effects of role salience and support on these relationships. Based on 391 dual-career (managerial and blue-collar employees) couples from a Taiwanese company in China, the results of this survey study showed clear gender differences in the patterns of relationships observed. For men, the most important demands that negatively impacted on work–family conflict were frequency of overtime and frequency of socializing for work purposes (yingchou), and supervisory support buffered the negative impact of frequent overtime. For women however, strong supervisory support and low work role salience were more important for reducing work–family conflict, and there was no significant main effect found for any of the role demand factors. Furthermore, women with high work role salience were more likely to feel the impact of yingchou on work–family conflict. In the family domain, the most influential demand for men was hours spent on household tasks, but for women, it was the frequency of family-related leave. Interestingly, males reported higher family role salience than females and spouse support intensified rather than buffered the positive impact of hours spent on household tasks on family–work conflict for males.     

动力学与吸引子理论在冲突研究中的应用

用动力学的观点来看待冲突是近年来关于冲突研究的一个新发展。与传统的研究概念和方法不同的是,动力学的观点将冲突及与冲突相关的过程作为一个复杂系统,冲突各方的思想、情感和行为的相互关系构成了冲突内在的动力学机制。系统内各要素的相互关系可以用吸引子来反映,冲突的发展和结束取决于引发冲突的吸引子的性质。所谓成功的干预则意味着冲突各方形成了新的心理和行为模式和不同于以往的心理和社会环境。     

进化心理学视角下的两性冲突与缓和

进化心理学观点认为两性冲突是一个性别达到最佳适应的过程被另一个性别所阻碍,其根本原因是两性繁衍成功的根本进化利益存在冲突。从进化心理学的角度,根据两性敌对性选择理论,两性冲突可以分为基因座内的两性冲突与基因座间的两性冲突,前者可由性选择理论解释,后者涉及到两性的适应与反适应以及在军备竞赛中的协同进化。而两性冲突缓和则可以由费舍尔模型与基因复制理论、性别二态性和一夫一妻制度解释。两性冲突及缓和也分别具有进化心理学的相关实证依据支持。未来两性冲突领域的研究需要提升研究方法的客观性及两性冲突特质的多样性,并关注两性冲突缓和的现实有效途径以及婚配制度与评估方式对繁衍成功的交互作用。     

Emotional Security and Cognitive Appraisals Mediate the Relationship Between Parents' Marital Conflict and Adjustment in Older Adolescents

In this study, the authors evaluated a model of the effects of parental conflict witnessed in childhood on psychosocial adjustment in 175 college students. Using this model, which integrated the cognitive-contextual framework (J. H. Grych & F. D. Fincham, 1990) and the emotional-security hypothesis (P. T. Davies & E. M. Cummings, 1994), the authors proposed that both cognitive appraisal of parents' conflict and emotional security mediate the conflict-adjustment link in late adolescence. Furthermore, the authors proposed that cognitive appraisals are associated with emotional security. The results suggested that appraisals and security were both important mediators in the model but that they were not related to each other. Instead, there appeared to be parallel, yet separate, cognitive and emotional channels through which exposure to parental conflict in childhood can have detrimental effects on later adjustment.     

Social support and work–family conflict: A test of an indirect effects model

Most work–family research on social support is based on matching domain relationships, that is, social support in the work domain is related to work interfering with family conflict (WIF) and social support in the family domain is related to family interfering with work conflict (FIW). In this research, based on the conservation of resources (COR) model, we examined the cross domain indirect relationship between social support in the work domain and FIW and the cross domain indirect relationship between social support in the family domain and WIF. We tested this model across three samples in two studies. In Study 1, we examined the cross domain influence of supervisory and spouse support on work–family conflict using two large random samples (N = 1130; N = 2769). In Study 2, we tested an expanded model of social support to include both generic and work–family specific support, and examined the cross domain indirect relationships between these two types of support on work–family conflict using a sample of 435 employees. Specifically, we proposed that social support systems in the work domain such as family friendly organizational policies, family supportive organizational climate, perceived organizational support, and perceived supervisory support will be indirectly and negatively related to FIW via WIF and that spouse/partner support will be indirectly and negatively related to WIF via FIW. Results for Study 1 provided support for the cross domain indirect effects model and results for Study 2 provided support for the cross domain indirect effects for work–family specific social support systems. We discuss implications of these results for the theory and practice of managing work–family conflict.     

The hierarchy of task decision and response selection: A task-switching event related potentials study

According to “hierarchical” multi-step theories, response selection is preceded by a decision regarding which task rule should be executed. Other theories assume a “flat” single-step architecture in which task information and stimulus information are simultaneously considered. Using task switching, the authors independently manipulated two kinds of conflict: task conflict (with information that potentially triggers the relevant or the competing task rule/identity) and response conflict (with information that potentially triggers the relevant or the competing response code/motor response). Event related potentials indicated that the task conflict effect began before the response conflict effect and carried on in parallel with it. These results are more in line with the hierarchical view.     

Children's Emotional Reactivity to Interadult Nonverbal Conflict Expressions

The authors investigated children's responses to nonverbal expressions of conflict. Reactions of 3 groups of children (ranging in age from 6 to 16 years) to multiple forms of nonverbal conflict behaviors expressed in videotaped simulations of interadult disputes were examined. Results indicated that children make few discriminations between different forms of nonverbal conflict behaviors and that their reactions to nonverbal conflict are similar to their reactions to verbal conflict. Adults' expressions of fear elicited the most negative emotional responses from children, suggesting that children react to the meaning of conflict expressions and that expressions of fear may represent the greatest emotional security risks to children. Implications of these results for a theoretical model of the effects of forms of marital conflict on children are discussed (P. T. Davies & E. M. Cummings, 1994).     

情绪冲突：一个新的研究主题

情绪冲突是心理学中一个新的研究主题,相关研究主要源自认知冲突的研究。本文分三部分对情绪冲突进行了介绍,包括：（1）情绪冲突的溯源,概括介绍了认知冲突领域的研究情况;（2）与情绪冲突有关的行为研究,包括采用情绪Stroop范式、词－面孔Stroop范式、情绪启动范式和情绪Flanker范式等进行的研究;（3）情绪冲突的脑成像研究,主要包括情绪冲突的检测和解决的脑机制。未来的研究,需要广泛借鉴认知冲突的研究范式,对情绪冲突发生的条件、影响因素、动态变化及相应的神经机制进行深入研究,并结合对情绪障碍（如抑郁症和焦虑症）患者的考察,将基础研究转化为实际应用     

Supportive supervisors improve employees' daily lives: The role supervisors play in the impact of daily workload on life satisfaction via work–family conflict

This article presents a multilevel approach that uncovers how day-to-day variations in workload influence life satisfaction by creating work–family conflict, as well as the role supportive supervisors play in influencing these daily relationships. In this experience-sampling study, 135 employees responded to 2 daily surveys (one at work and one at home) for 5 days and a one-time post-study survey. With a total of 810 surveys, hierarchical linear modeling revealed that employees' daily perceived workload positively predicted daily work–family conflict, which in turn negatively predicted daily life satisfaction. Importantly, we found support for a cross-level interaction where supervisor work–family specific support (measured once in the post-study survey) negatively moderated the relationship between daily workload and work–family conflict, attesting the importance of supervisory support in reducing daily interference between work and family.     

Narratives About Specific Romantic Conflicts: Gender and Associations With Conflict Beliefs and Strategies

Using a sample of 145 predominantly heterosexual emerging adults, the authors examined constructive and destructive interpretations of romantic conflict via narratives and studied how gender affected conflict interpretations and relationship functioning. Destructive interpretations were related to negative conflict beliefs for women and dating aggression for men. Across gender, constructive interpretations were related to more problem solving but were more strongly related to less aggression for men. Understanding conflict interpretations through narratives may enhance relationships skills training for emerging adults.     

Interpersonal Conflict and Organizational Commitment: Examining Two Levels of Supervisory Support as Multilevel Moderators1

Using a stressor‐strain framework, this research examined the role of supervisory support at 2 organizational levels in the relationship between the work stressor of interpersonal conflict and organizational commitment in a military sample. In all analyses, supervisory support at both levels was conceptualized and modeled as a shared group attribute. Results indicated that perceptions of interpersonal conflict within the organization were related negatively to both affective and continuance commitment. Support from both first‐line supervisors and midlevel managers was related to employees’ affective commitment. First‐line supervisor support was related also to employees’ continuance commitment. Furthermore, midlevel management support attenuated the relationship between interpersonal conflict and continuance commitment. Implications for the assessment of different levels of supervisory support, different variants of organizational commitment, and interpersonal conflict are discussed.     

工作－家庭冲突的前因、后果及干预策略

随着劳动力结构与工作特点的巨大变化,工作－家庭冲突问题日益突出。国内外研究主要从工作、家庭与个体三个层面对工作－家庭冲突的前因变量、后果变量及干预策略进行了深入探讨。前因变量主要包括工作与家庭层面的压力、特点,性别等;后果变量主要涉及个体的工作家庭满意感、组织承诺、离职和心身健康;干预策略涉及家庭友好政策和个体应对方式等。作者认为今后研究可以在工作－家庭冲突积极面、跨文化研究等方面进行突破     

Work and Family Conflict: An Often Overlooked Issue in Couple and Family Therapy

Despite the systemic interaction, family-based journals, as well as intake and assessment forms most frequently used by couple and family therapists (CFTs), have given a limited amount of attention to the issue of work and family conflict. Moreover, a review of the literature indicated that many CFTs perceive themselves as inadequately prepared to assist couples and families with work and family conflict. Addressing this apparent limitation, the present study identified various work stressors that contributed to family conflict (WFC), and the family stressors that contributed to work conflict (FWC). Results revealed significant predictors of WFC and FWC. Implications for CFTs and recommendations for changes in academic training and supervision are provided. The authors would like to thank Dr. Gary Bischof, Associate Professor of Counselor Education and Marriage and Family Therapy program Director at Western Michigan University, for editorial comments made on a previous version of this paper.     

Effects of Conflict Resolution Training Integrated Into a High School Social Studies Curriculum

Abstract

The authors examined the effectiveness of conflict resolution and peer mediation training among California high school students. The authors randomly assigned 2 of 4 classes to receive 5 weeks of conflict resolution and peer mediation training integrated into the required social studies curriculum. The remaining 2 classes studied the same social studies curriculum for an identical amount of time (105 min every other day) without conflict resolution and peer mediation training. The authors investigated 2 issues. The 1st was the effectiveness of the conflict resolution and peer mediation training. The trained students, compared with the untrained students, learned the integrative negotiation and peer mediation procedures better, applied the procedures more completely, chose an integrative over a distributive approach to negotiation, and developed more positive attitudes toward conflict. The 2nd issue was the impact of the training program on academic achievement. Integrating conflict resolution and peer mediation training into an academic course promoted higher achievement, greater long-term retention of the academic learning, and greater transfer of academic learning in social studies to language arts.     

Too Much of a Good Thing? Emotional Intelligence and Interpersonal Conflict Behaviors

Research suggests that the outcomes of interpersonal conflict are determined not only by the conflict itself, but also by the way in which it is handled. Confrontational and domineering tactics have been found to magnify the adverse impact of conflict. Thus, investigations of determinants of aggressive conflict management behaviors are of considerable interest. This study extends the literature by examining the relationship between conflict management preferences and conflict management behaviors and by examining how emotional intelligence (EI) shapes this preference-behavior relationship. Individuals’ conflict management preferences predicted actual conflict management behaviors. EI was found to moderate this relationship. However, some of these moderating effects run contrary to the popular view of EI as a prosocial concept. Specifically, some EI facets were found to strengthen the link between aggressive conflict management preferences and subsequent conflict management behaviors.     

自由飞行下冲突告警对管制员冲突探测绩效的影响

自由飞行是未来空中交通管理系统的设计理念, 会影响管制员的飞行冲突探测绩效, 为其提供自动化的冲突告警是主要的应对思路。已有研究主要围绕冲突告警的通道类型、可靠性、提前呈现时间等单一属性展开, 发现冲突告警的通道类型、可靠性对管制员冲突探测绩效的影响与传统的自动化研究结果存在不一致之处。指出未来在实验中纳入冲突化解任务, 进行冲突告警多属性的整合研究, 有助于解释这些不一致之处、为冲突告警的设计提供更有效的指导。     

The effect of positive affect on conflict resolution: Modulated by approach-motivational intensity

The motivational dimensional model of affect proposes that the influence of positive affect on cognitive processing is modulated by approach-motivational intensity. The present research extended this model by examining the influence of positive affect varying in approach-motivational intensity on conflict resolution—the ability to resolve interference from task-irrelevant distractors in order to focus on the target. The global–local task (Experiment 1) and letter-Flanker task (Experiment 2) were used to measure conflict resolution. Additionally, the 4:2 mapping design that assigns two kinds of task-relevant stimuli to one response key and two more to another response key was used in these two tasks to dissociate stimulus and response conflict. Results showed that positive affect varying in approach motivation had opposite influences on conflict resolution. The opposite influences are primarily reflected in low approach-motivated positive affect impairing, while high approach-motivated positive affect facilitating the resolution of response conflict. Conversely, the stimulus conflict was slightly influenced. These findings highlight the utility of distinguishing stimulus and response conflict in future research.     

基于Flanker、Stroop和Simon多重冲突驱动的认知控制机制

认知控制是维持和调整多任务目标导向的加工策略,而基于多任务冲突的认知控制是一般领域上还是特定领域上,即一种冲突是否会影响另一种冲突的解决,已有研究并没有得到统一的结论。本研究运用事件相关电位（ERP）方法考察了同一任务中不同类型冲突（Stroop、Simon和Flanker冲突）驱动认知控制调节的脑机制。数据显示：各冲突都出现了一致性效应和冲突适应性效应;实验中每种冲突的上一个trial只与该类冲突的当前trial的交互效应显著,而与其他类型冲突的当前trial的交互效应不显著;几乎所有冲突都发现了P300、N450、SP成分一致性效应。结果表明：在不同类型冲突驱动条件下,人脑能够同时监控并解决不同类型的冲突;冲突驱动的认知控制系统以局部的控制方式工作;人脑是基于多冲突驱动的认知控制系统的灵活性和某类型冲突所特有的控制机制来解决冲突,且冲突解决机制是相互独立、互不干扰的。     

不同任务难度条件下认知老化对冲突适应能力的影响

采用任务冲突范式考察在不同任务难度条件下认知老化对个体冲突适应能力的影响。实验1采用经典Flanker任务考察在需要较少认知资源的低难度任务上,老年人与年轻人的冲突适应能力是否有差异;实验2则进一步采用Flanker与Simon任务的交叉整合任务,探讨在需要更多认知资源的高难度任务上,认知老化对冲突适应能力的影响。结果表明在低难度任务条件下,认知老化并未对冲突适应能力产生影响;而当冲突调控所需认知资源超出老化大脑最大代偿潜能时,老年人的冲突适应能力受损严重,认知老化会显著影响冲突适应能力。本研究最终支持了脑功能代偿说和资源限制理论。