Search Results (39)

Wisdom in negotiation is increasingly vital in managing conflicts, yet its behavioural expression remains underexplored. This study explores the behavioural signatures of individuals nominated as wise negotiators within an organisational context. There were 48 participants recruited as wise negotiators from a larger pool of 313 participants. There were three manipulations used: archetypes (personality), reciprocity style, and emotionality, resulting in a 4X3X2 design (24 conditions). Participants were also asked to fill out various wisdom related questionnaires. Each participant had to go through 24 conditions separately before playing an investment game each time. For the analysis purpose, three-way repeated ANOVA and three-way repeated ANCOVA were used. The results revealed that there was a difference in how wise negotiators negotiate differently with different archetypes (p < 0.01), reciprocity (p < 0.01) and emotional situations (p < 0.01). Additionally, there were also interaction effects of archetypes, reciprocity and emotional situations (p < 0.05). Notably, when wisdom variables were statistically controlled, these differences became nonsignificant. A supplementary 2 × 2 design explored gender interactions, showing that outcomes differed by opponents’ gender but not by the gender of the wise negotiator. This finding highlights the role of wisdom traits in strategic negotiation and has implications for training and selection in a high-stakes negotiation context. Full article

Previous studies suggested that people have stable conflict management styles which relate to their personality traits. However, recent research indicates that conflict management requires flexibility to switch between strategies and that this flexibility may relate to cognitive abilities. The interplay between stable preferences and a flexible performance in conflict management is a novel research avenue. We analyzed data from four studies (N = 1104) using a situational judgment test on emotional intelligence that presents conflict situations in the workplace. We tested whether preferences (selecting one’s typical behavior) mainly relate to personality traits and performance (selecting the ideal behavior) to cognitive abilities. We found that preferences akin to conflict management styles emerged between individuals; however, these preferences did not reflect tangible differences in personality traits. Considering performance, cognitive abilities were consistently conducive to solving conflicts, while the contribution of personality traits varied across situations, with the possibility that some traits may even hinder conflict resolution in some situations. We provide preliminary evidence on the contributions of both traits and abilities to conflict management, arguing that conflict management research needs to adopt a holistic view that combines both a person’s traits and abilities to explain their conflict behavior. Full article

In parallel with technical training on knowledge and skills of task-specific medical or surgical procedures, wide arrays of soft skills training would contribute to obstetric safety in the contemporary healthcare setting. This article, as a service evaluation, explored the effect of a specialty-based Crew Resource Management (CRM) training series that transforms the concept of human factors into sustainable measures in fostering clinical safety culture of the Department of Obstetrics and Gynaecology (O&G) in the Queen Elizabeth Hospital. Within the last decade, a tri-phasic programme has been implemented by an inter-professional workgroup which consists of a consultant anaesthesiologist, medical specialists and departmental operations manager from O&G, a nurse simulation specialist, hospital administrators, and a research psychologist. (1) Phase I identified different patterns of attitudinal changes (in assertiveness, communication, leadership, and situational awareness, also known as “ACLS”) between doctors and nurses and between generic and specialty-based sessions for curriculum planning. (2) Phase II evaluated how these specific behaviours changed over 3 months following CRM training tailored for frontline professionals in O&G. (3) Phase III examined the coping style in conflict management and the level of sustainability in self-efficacy over 3 months following specialty-based CRM training. The findings showed the positive impacts of O&G CRM training on healthcare professionals’ increased attitude and behaviour in “ACLS” by 22.7% at a p < 0.05 level, character strengths in conflict management, and non-inferior or sustained level of self-efficacy under tough conditions in the clinical setting up to 3 months after training. As a way forward, incorporating a scenario-based O&G CRM programme into existing skills-based training is expected to change service framework with an innovative approach. In addition, exploring actual clinical outcomes representing a higher level of organisational impacts can be a strategic direction for further studies on the effect of this practical and educational approach on obstetric safety culture. Full article

Background/Objectives: Toxic leadership has arisen as a matter of serious concern within the nursing profession, with growing evidence linking it to diminished job satisfaction, ineffective conflict management, and weakened organizational commitment. These effects not only compromise nurse retention but also threaten the quality of patient care and overall healthcare outcomes. This scoping review aimed to examine the impact of toxic nursing leadership on staff retention by synthesizing evidence from existing literature and a broad range of published studies. Methods: A comprehensive literature search was conducted across multiple databases, including PubMed/MEDLINE, Scopus, CINAHL and Science Direct databases yielding 1356 articles. Of these, 18 met the predefined inclusion criteria. The scoping review followed the six-stage methodological framework proposed by Arksey and O’Malley. Thematic analysis identified two core categories: (a) key dimensions shaping perceptions of toxic leadership and (b) the impact of toxic leadership on nursing staff retention. Results: The findings reveal that toxic leadership contributes to organizational silence, emotional exhaustion, diminished psychological safety, and low professional commitment. Such behaviors not only jeopardize nurse engagement and productivity but also negatively affect patient safety and care quality. In contrast, leadership styles such as transformational and transactional leadership are associated with higher job satisfaction, reduced burnout, and improved retention outcomes. Conclusions: This review underscores the need for healthcare organizations to identify and address toxic leadership behaviors promptly. By promoting supportive and ethical leadership styles, institutions can foster a healthier workplace, improve nurse retention, and ultimately enhance the quality of care. The study offers practical implications for healthcare administrators, emphasizing leadership development. Full article

Workplace health and safety issues have long plagued the construction industry. While safety efforts have traditionally focused on physical risks, increasing attention is being paid to mental health and work-related stressors, which can negatively affect both productivity and safety. In Saudi Arabia, the construction sector presents a unique context because of its highly diverse, multinational workforce. Workers of different nationalities often operate on the same job site, leading to potential communication barriers, cultural misunderstandings, and inconsistent safety practices, all of which may amplify stress and safety risks. This research aims to investigate the influence of work-related stressors on construction workers’ safety in Saudi Arabia and identify which stressors most significantly contribute to the risk of injury. A structured questionnaire was distributed to 349 construction workers across 16 job sites in Saudi Arabia. The survey measures ten key stressors identified in the literature, including job site demand, job control, job certainty, skill demand, social support, harassment and discrimination, conflict with supervisors, interpersonal conflict, and job satisfaction. Data were analyzed using logistic regression and Pearson correlation to examine relationships between stressors and self-reported injuries. The findings indicated that work-related stressors significantly predict workplace injury. While the first regression model showed a modest effect size, it was statistically significant. The second model identified job site demand and job satisfaction as the most influential predictors of injury risk. Work-related stressors, particularly high job demands and low job satisfaction, substantially increase the likelihood of injury among construction workers. These findings emphasize the importance of incorporating psychosocial risk management into construction safety practices in Saudi Arabia. Future studies should adopt longitudinal designs to explore causal relationships over time and include qualitative methods such as interviews to gain a deeper understanding. Additionally, factors such as nationality, organizational policies, and management style should be investigated to better understand their moderating effects on the stress–injury relationship. Full article

This study investigates the relationship between sustainable leadership styles and conflict management strategies within the context of Greek Public Sector. Specifically, it examines how collaborative, transformational, and authoritarian leadership styles impact workplace conflict resolution. The research adopts a case study methodology, focusing on Departments of Public Works in Greece, where data were collected through questionnaires. The analysis involved quantitative methods, including exploratory factor analysis (EFA), to examine the relationship between leadership styles and conflict management techniques. Results indicate that collaborative leadership is strongly associated with higher employee satisfaction and more effective conflict resolution, particularly in organizations with flat hierarchical structures. Transformational leadership fosters trust and open communication, which further enhance conflict resolution. On the other hand, authoritarian leadership styles correlate with increased workplace tension, lower satisfaction, and less effective conflict management, especially in high power-distance environments. The study also highlights cultural factors, such as the Greek emphasis on interpersonal relationships, as critical influences on leadership effectiveness. These findings underline the need for culturally adaptive and sustainable leadership strategies and provide practical recommendations for promoting harmony and productivity in Greek organizations. Full article

Objective: This systematic review aimed to identify the most prevalent conflict management styles and strategies employed by nurses in clinical settings and to examine the factors associated with their selection. Methods: A comprehensive literature search was conducted following the PRISMA guidelines. Databases searched included PUBMED, CINAHL, Medline, and ProQuest, focusing on articles published between 2014 and 2024. Inclusion criteria were primary data studies involving nurses, published in English. The search strategy utilized Boolean operators to combine keywords related to nursing, conflict management, and healthcare settings. A total of 174 articles were initially identified, with 22 meeting the inclusion criteria after screening. The quality of the included studies was assessed using the Joanna Briggs Institute Qualitative Assessment and Review Instrument Critical Appraisal Checklist. The results were synthesized using content analysis. Results: The main findings from the 22 articles reviewed indicate that accommodation and collaboration/integration are the most common conflict management styles and strategies among nurses, with compromising also frequently employed. Factors such as age, experience, educational level, and workplace culture significantly influence the choice of conflict management strategies. Discussion: Nurses employ a variety of conflict management strategies depending on the context, individual preferences, and situational factors. Effective conflict resolution is closely linked to collaboration and communication, with proactive strategies being more effective in preventing conflicts. The findings underscore the need for tailored conflict management training to enhance job satisfaction and work relations in nursing environments. We acknowledge several limitations that may affect the interpretation and generalizability of our findings such as the diversity of the tools and the methodologies used by the included studies. Full article

Background: Today’s healthcare requires a modern style of management that adapts to the needs of both patients and employees. Imaging diagnostics has its specificity in the entire area of hospital logistics and influences the organization of work and patient care. Modern managers should have special competencies to meet the expectations of patients, employees, and organizations. Aim: The main purpose of article was to define the role, competencies, and skills that managers should have in the field of diagnostic imaging. Methods: In the research part, a questionnaire survey and in-depth interviewing were used. The research group consisted of 10 managers and 300 medical staff, i.e., radiologists, nurses, and electroradiology technicians. Results: The decision-making role of the manager and their interpersonal skills were recognized to be most crucial. According to the respondents, managers should ensure good work organization and provide safe working conditions. Employees appreciated the manager’s ability to react in crisis situations as well as their high professionalism. The ability to communicate and resolve conflicts in a team was considered the most important psychological and social competence. Conclusions: A good manager, in the opinion of the respondents, is a decision-making, empathetic, and flexible person with strong leadership characteristics. Full article

This study aimed to validate the psychometric properties of the Conflict Resolution Styles Inventory (CRSI) within the context of the university population in Ecuador. The CRSI measures how individuals manage interpersonal conflicts, a critical skill for university students. A sample of 746 university students from various institutions across Ecuador participated in the study. The CRSI, which categorizes conflict resolution styles into five types (competing, avoiding, accommodating, collaborating, and compromising), was translated and culturally adapted for the Ecuadorian context. Psychometric analyses, including factor analysis and reliability testing, were conducted to assess the validity and reliability of the inventory. The factor analysis supported the five-factor structure of the CRSI, confirming that the inventory is suitable for measuring distinct conflict resolution styles in this population. The inventory showed good internal consistency, with Cronbach’s alpha values exceeding 0.70 for all subscales. Additionally, the test–retest reliability indicated stability over time. The validated CRSI provides a robust instrument for understanding and improving conflict resolution skills among university students in Ecuador, contributing to better interpersonal relationships and academic environments. Full article

The installation of food waste disposers has been prohibited in South Korea, due to conflicts with governmental policies that are focused on resource recovery from food waste and concerns about potential damage to the city’s sewer system. However, there is a growing demand for such systems in the country. This study proposes a system for the collective recovery of solid resources from food waste tailored for apartment complexes in South Korea, using an innovative solid–liquid separation technology. In the pilot experiment, 49.60% of the solids fed into the system were recovered as solid matter, confirming its practical applicability. Ultimately, a solid resource collective recovery system suitable for the high-rise apartment residence style of South Korea was developed and applied to an actual apartment complex. The final-stage solids were discharged from the system and processed through bio-drying, subsequently exhibiting a combustible material content of 67.06%, higher heating value (HHV) of 4843 kcal/kg, and lower heating value (LHV) of 3759 kcal/kg; moreover, they have the potential to be repurposed as biomass–solid refuse fuel (bio-SFR), compost, feed, and substrate for biogas production. The proposed food waste disposal system not only aligns with governmental policies, but also facilitates the recovery of high-quality resources from food waste, while providing a sustainable waste management solution. Full article

This study implements a conflict management training approach guided by principles of transformative learning and conflict management practice simulated via an LLM. Transformative learning is more effective when learners are engaged mentally and behaviorally in learning experiences. Correspondingly, the conflict management training approach involved a three-step procedure consisting of a learning phase, a practice phase enabled by an LLM, and a reflection phase. Fifty-six students enrolled in a systems development course were exposed to the transformative learning approach to conflict management so they would be better prepared to address any potential conflicts within their teams as they approached a semester-long software development project. The study investigated the following: (1) How did the training and practice affect students’ level of confidence in addressing conflict? (2) Which conflict management styles did students use in the simulated practice? (3) Which strategies did students employ when engaging with the simulated conflict? The findings indicate that: (1) 65% of the students significantly increased in confidence in managing conflict by demonstrating collaborative, compromising, and accommodative approaches; (2) 26% of the students slightly increased in confidence by implementing collaborative and accommodative approaches; and (3) 9% of the students did not increase in confidence, as they were already confident in applying collaborative approaches. The three most frequently used strategies for managing conflict were identifying the root cause of the problem, actively listening, and being specific and objective in explaining their concerns. Full article

Under the fast development of city economy and environment, building heritage helps to preserve the cultural identity and history of a place and its people, providing a sense of connection to the past. Historic area renovation is a multifaceted endeavor, combining aspects of culture, architecture, economics, and community engagement. After the outbreak of the COVID-19 epidemic in 2020, three new challenges have been faced by historic area regeneration. First, if the renovation has not been implemented yet, how should building attribute types be classified at the very beginning? Second, if the renovation has stopped due to the epidemic, how should the process be restarted and how should accurate suggestions be given based on previous implementation? Third, when the historic area contains a variety of different styles of buildings, how should the stage of conservation renovation be judged and how should overall guidelines on area conservation be given? A dynamic methodological approach based on the management of three-dimensional information has been proposed by our research team to help monitor changes in building attributes during implementation. A case study was analyzed using the proposed model but paying attention to new aspects of model application. By comparing the buildings represented in three historic areas of Taizhou Old City, buildings before renovation often face problems more on a material level. During the process of renovation, it is necessary to pay more attention to the spiritual level of building problems. Renovation guided by a different subject would lead to different problems in the update process. It is also important to categorize guides based on the proportion of different building types and the prominent conflicts in the area. Full article

Occupational health and safety (OHS) is a largely technical field, still guided by a biomedical model of health that seeks to isolate factors that cause injury. Despite a growing literature on organisational and managerial factors influencing occupational health, their full integration into the OHS concept has been slow. A broader understanding is still needed to recognise the restructuring of work and the link between well-being at work and management style. In the context of a rapidly changing world of work, increasing workforce diversity, and inequality, OHS needs to take account of the social sciences and humanities to broaden its reductionist vision. Occupational illnesses, distress, and suffering, especially in relation to relational or organisational issues, have no initial cause or specific ontology; they result from a long-standing process or repetitive relational pattern that needs to be exposed and understood in greater depth, considering contextual factors and dynamics. Using the authors’ anthropological backgrounds and the basic principles of the double bind theory developed many decades ago by Gregory Bateson and his colleagues at the Palo Alto School of Communication, we propose a reflection on pragmatic paradoxes or double bind situations in the workplace (which can be briefly defined as the presence of contradictory or conflicting demands or messages), their potential impact on workers’ health and well-being, and how to resolve them. This paper sought to explore the world of pragmatic paradoxes and double binds by discussing different categories, types, or forms of paradoxes/double binds that occur in the context of occupational health and their underlying mechanisms. It also includes a discussion of the possible link to the concept of super-diversity, as it too is associated with migration channels, employment, gendered flows, and local systems. Finally, we discuss the practical implications of this understanding for health professionals, researchers, and policymakers, from a perspective of promoting more holistic and context-sensitive interactional approaches to occupational health. Full article

Whilst the use of digital interventions to assist patients with self-management involving embodied conversational agents (ECA) is emerging, the use of such agents to support stroke rehabilitation and recovery is rare. This iTakeCharge project takes inspiration from the evidence-based narrative style self-management intervention for stroke recovery, the ‘Take Charge’ intervention, which has been shown to contribute to significant improvements in disability and quality of life after stroke. We worked with the developers and deliverers of the ‘Take Charge’ intervention tool, clinical stroke researchers and stroke survivors, to adapt the ‘Take Charge’ intervention tool to be delivered by an ECA (i.e., the Taking Charge Intelligent Agent (TaCIA)). TaCIA was co-designed using a three-phased approach: Stage 1: Phase I with the developers and Phase II with people who delivered the original Take Charge intervention to stroke survivors (i.e., facilitators); and Stage 2: Phase III with stroke survivors. This paper reports the results from each of these phases including an evaluation of the resulting ECA. Stage 1: Phase I, where TaCIA V.1 was evaluated by the Take Charge developers, did not build a good working alliance, provide adequate options, or deliver the intended Take Charge outcomes. In particular, the use of answer options and the coaching aspects of TaCIA V.1 were felt to conflict with the intention that Take Charge facilitators would not influence the responses of the patient. In response, in Stage 1: Phase II, TaCIA V.2 incorporated an experiment to determine the value of providing answer options versus free text responses. Take Charge facilitators agreed that allowing an open response concurrently with providing answer options was optimal and determined that working alliance and usability were satisfactory. Finally, in Stage 2: Phase III, TaCIA V.3 was evaluated with eight stroke survivors and was generally well accepted and considered useful. Increased user control, clarification of TaCIA’s role, and other improvements to improve accessibility were suggested. The article concludes with limitations and recommendations for future changes based on stroke survivor feedback. Full article

Managing relationships between/with students is one of the main duties that teachers are asked to fulfill, which becomes even more challenging in multi-ethnic/multicultural educational contexts. Responding to the need for culturally-qualified training for school professionals and given the increasing use of Massive Open Online Courses (MOOCs)—often without evidence supporting their efficacy—this study will evaluate the potential of a tailored MOOC—designed to tackle overt/covert discrimination and foster inclusion and culturally responsive teacher–student interactions—to promote teachers’ awareness and competence in conflict management. Overall, 206 Italian teachers experienced the MOOC, of whom 99 completed the Rahim Conflict Management Inventory-II, assessing Conflict Management Styles (Integrating, Obliging, Compromising, Dominating, and Avoiding) pre- and post-MOOC. Potential changes in the adoption of Conflict Management Styles after completing the MOOC were evaluated. After completing the MOOC, there was a reduction in teachers’ recourse to the Avoiding and Obliging styles and, of note, more informed/targeted use of the Dominating style. These findings provided evidence-based contributions sustaining that the MOOC may effectively foster a more aware, engaged, and active pattern for managing relationships and conflicts within classes, thus potentially having a tangible positive impact on the real everyday life of teachers experiencing this training and their students. Full article