Emerald | International Journal of Conflict Management | Table of Contents

Who suffers pluralistic ignorance of conflict avoidance among Japanese?: Individual differences in the value of social harmony

literatinetwork@emeraldinsight.com (Takashi Saito, Ken-ichi Ohbuchi) — Fri, 19 Apr 2013 00:00:00 +0100

Abstract

Purpose – The purpose of this study is to examine individual differences in the susceptibility to pluralistic ignorance of avoidance among Japanese by measuring the value of social harmony. Design/methodology/approach – Two studies were conducted to examine the effects of a concern for social harmony on pluralistic ignorance of conflict avoidance among Japanese, hypothesizing that the pluralistic ignorance of avoidance will occur more frequently among those with a low regard for the value of social harmony than those with a high regard. Findings – Consistent with the hypothesis, pluralistic ignorance occurred only among Japanese participants with a low regard for the value of social harmony and not among those who valued it highly. Originality/value – These findings suggest that those who have a different stance from the cultural value feel a normative pressure by the biased perception of others' behavior due to pluralistic ignorance, which, as a result, works to preserve the predominant cultural value.

The influence of conflict centrality and task interdependency on individual performance and job satisfaction

literatinetwork@emeraldinsight.com (Ching Tsung Jen) — Fri, 19 Apr 2013 00:00:00 +0100

Abstract

Purpose – The purpose of this study is to analyze the connections between centrality within conflict networks, individual performance, and job satisfaction from the perspective of social networks. The intervening effects of task interdependency on these connections are also examined. Design/methodology/approach – Using the social network survey approach, the empirical data from 310 engineers of a large R&D Institute affiliated with the Ministry of National Defense in Taiwan were collected. Findings – The results show that centrality within relationship conflict networks was negatively related to individual performance and job satisfaction. However, centrality within task conflict networks was positively related to individual performance and job satisfaction Task interdependency mitigates the negative influence of relationship conflicts on individual performance and job satisfaction, and the positive influence of task conflict on job satisfaction. Research limitations/implications – As the evidence in this study came from the employees of one organization, future studies should corroborate findings by surveying more organizations. Practical implications – The findings have important implications for individual social networks. Within the conflict network, people who occupy the central position of relationship conflict have a negative impact on performance and job satisfaction. Originality/value – This study contributes to the literature on social networks and conflicts theory by demonstrating the concept of centrality within conflict networks. In addition, it also demonstrates that the centrality of conflict network is an important factor in influencing individual performance and job satisfaction.

Promoting integrative bargaining: mental contrasting with implementation intentions

Fri, 19 Apr 2013 00:00:00 +0100

Abstract

Purpose – The present experiment aimed to test the impact of a self-regulatory strategy of goal pursuit – called mental contrasting with implementation intentions (MCII) – on an integrative bargaining task. Design/methodology/approach – Participants were randomly assigned to dyads and negotiated over the sale of a car. Before negotiating, participants were prompted to engage in MCII, or one or the other of its two component strategies: to contrast mentally achieving success in the integrative bargaining task with the reality standing in the way of this success (MC), to form implementation intentions on how to bargain (i.e. if-then plans) (II), or both to contrast mentally and form implementation intentions (MCII). Findings – The strategy of mental contrasting with implementation intentions led dyads to reach the largest joint agreements, compared to dyads that only used mental contrasting or if-then plans. Moreover, participants who mentally contrasted formed more cooperative implementation intentions than participants who did not mentally contrast, mediating the effect of condition on joint gain. Research limitations/implications – The findings suggest that the self-regulatory strategy of mental contrasting with implementation intentions (MCII) leads to higher joint gain, and that this effect is mediated by mental contrasting's promotion of cooperative planning. More research should be done to understand the specific negotiation behaviors engendered by MCII, as well as its applicability to other negotiation scenarios. Originality/value – These findings have implications for both self-regulation and negotiation research. The result that MCII fosters integrative solutions reflects its potential to help people form cooperative plans and reach high joint-value agreements in integrative scenarios. For negotiation research, the paper identifies an effective self-regulatory strategy for producing high-quality agreements.

Workplace conflict and employee well-being: The moderating role of detachment from work during off-job time

literatinetwork@emeraldinsight.com (Sabine Sonnentag, Dana Unger, Inga J. Nägel) — Fri, 19 Apr 2013 00:00:00 +0100

Abstract

Purpose – The purpose of this study is to address the relation between task and relationship conflicts at work and employee well-being. It seeks to examine psychological detachment from work during off-job time as a moderator in the relation between conflicts and well-being. Design/methodology/approach – In a field study, 291 white-collar employees completed survey measures of task conflicts, relationship conflicts, psychological detachment from work during off-job time, and well-being. Control variables included workload and job control. Findings – Hierarchical regression analyses indicated that employees experiencing high levels of task conflicts and high levels of relationship conflicts report poorer well-being. As predicted, psychological detachment from work mitigated the negative relation between relationship conflicts and well-being. Contrary to expectations, psychological detachment failed to moderate the relation between task conflicts and well-being. Practical implications – The study suggests that employees should be encouraged to disengage mentally from work during leisure time. Originality/value – This study links research on workplace conflicts with research on recovery processes. It tests the moderator effect of psychological detachment from work on the association between workplace conflicts and well-being.

True and hollow forgiveness, forgiveness motives, and conflict resolution

literatinetwork@emeraldinsight.com (Naomi Takada, Ken-ichi Ohbuchi) — Fri, 19 Apr 2013 00:00:00 +0100

Abstract

Purpose – The main aim of this study is to explore the motivational process behind two types of forgiveness – i.e. true and hollow forgiveness. It is predicted that victims who engage in true forgiving behavior will have stronger relationship-oriented motives than either those who engage in hollow forgiving behavior or those who do not engage in forgiving behavior. Furthermore, the authors seek to explore the relationship between true and hollow forgiveness and conflict resolution strategy. Design/methodology/approach – In Study 1, participants were asked to recall personal experiences of being harmed, and they rated the events in terms of forgiveness, motives of forgiveness, resolutions strategies, and satisfaction with outcome. In Study 2, participants were presented with scenarios depicting individuals who were victimized, and were asked to read the scenarios, imagining themselves as the victim. Following this forgiveness, motives of forgiveness, resolution strategies, and satisfaction with outcome were measured. Findings – Consistent with the predictions, participants classified as being true forgivers were motivated by relationship-oriented motives. These individuals preferred a collaborative conflict resolution strategy, and tended to be satisfied with the outcome of the conflict. In contrast, participants classified as being hollow forgivers were motivated by self-oriented reasons, and they preferred avoidance as a conflict resolution strategy. In addition, these individuals were less satisfied with the outcome of the conflict than were the true forgivers. Originality/value – These findings suggest that perceptions of the conflict resolution process depend on the type of forgiveness.