Although our society esteems individuals who achieve it all, the 24-hour day and our limited resources means that attaining multiple goals is a difficult undertaking. This research draws upon Lewin’s theorizing on goal conflict and goal interruption to predict how individuals balance important conflicting goals. We predict that when an individual experiences goal conflict, the individual will prioritize his/her goals by moving towards one goal. Counter-intuitively however, we also hypothesize that this movement away from the competing goal will facilitate its pursuit, thus enabling goal balancing. We suggest that when the individual moves towards goal A, the competing goal B’s progress is interrupted. The psychological incompletion of goal B causes its state of tension to persist and consequently the individual feels the need to resume the goal. Accordingly, we expect affective and motivational consequences to this conflict-induced goal interruption. We found support for our hypotheses in 2 experiments that examined the conflict between academic and relationship goals. When individuals who are high in chronic relationship commitment experience goal conflict, they reported higher state relationship commitment (Chapter 2 and 3) and lower academic commitment (Chapter 3), relative to individuals who are low in chronic relationship commitment. However, in support of our conflict-induced goal interruption hypothesis, they also report lower partner affect (Chapter 2) and better performance in an academic-related task (Chapter 3).

This study investigated the impact of participation in the Seeds of Peace International Summer Camp program on attitudes toward perceived enemies and in-group members. Specifically, individuals’ social dominance orientation, stereotype attributions, closeness to own and out-group members, attitudes about peace, beliefs about ability to think independently and ideas about how to facilitate peace were examined. Three groups of adolescents were studied: Israeli, Palestinian and Non-Palestinian Arab campers who came from Jordan and Egypt. Two hundred and forty eight adolescents between the ages of 14 and 17 participated in Study 1, and a 62 participant sub-sample of the original group participated in the follow up study. The two studies together revealed several important findings. The results from Study 1 suggest that the experience of participating in the Seeds of Peace camp program is effective for fostering feelings of closeness to the out-group, and for evaluating the other side’s attitudes toward peacemaking more positively. Results also suggested that cognitively-oriented ratings, such as stereotypes of warmth and competence, were more resistant to change. The results of the follow up study conducted ten months after camp had ended were mixed. Generally, out-group evaluations became less positive, although there was some maintenance of effects. The present research supports previous findings that the use of coexistence programs as a means to improve intergroup relations is generally beneficial in the short term. The results also highlighted the importance of the experience of participating in the Seeds of Peace camp program to changing the beliefs held about perceived enemies. The significant contributions of the current research include underlining the importance of intergroup contact, the experience of living with perceived enemies, and becoming ready to listen to the other side, in order to change beliefs held about them.

Although our society esteems individuals who achieve it all, the 24-hour day and our limited resources means that attaining multiple goals is a difficult undertaking. This research draws upon Lewin’s theorizing on goal conflict and goal interruption to predict how individuals balance important conflicting goals. We predict that when an individual experiences goal conflict, the individual will prioritize his/her goals by moving towards one goal. Counter-intuitively however, we also hypothesize that this movement away from the competing goal will facilitate its pursuit, thus enabling goal balancing. We suggest that when the individual moves towards goal A, the competing goal B’s progress is interrupted. The psychological incompletion of goal B causes its state of tension to persist and consequently the individual feels the need to resume the goal. Accordingly, we expect affective and motivational consequences to this conflict-induced goal interruption. We found support for our hypotheses in 2 experiments that examined the conflict between academic and relationship goals. When individuals who are high in chronic relationship commitment experience goal conflict, they reported higher state relationship commitment (Chapter 2 and 3) and lower academic commitment (Chapter 3), relative to individuals who are low in chronic relationship commitment. However, in support of our conflict-induced goal interruption hypothesis, they also report lower partner affect (Chapter 2) and better performance in an academic-related task (Chapter 3).

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Our understanding of parliamentary politics suggests that no-confidence motions have a critical place in government continuation, reorganization and termination. More specifically, we know that opposition parties use no-confidence motions as a way of removing the government and potentially inducing early elections. Up until now, we know little about either the causes or the consequences of no-confidence motions. In this dissertation, I first develop a formal model of the conditions under which an opposition party will threaten to propose (and eventually propose) a no-confidence motion in the government. The model provides a number of intuitive observations about the behavior of opposition parties and the reactions of governments to challenges. I develop a competence-based theory where opposition parties signal their perception of the government's competence with no-confidence motions. In the game, opposition parties act both in terms of short-term gains as well as long-term electoral gains. This model provides intuitive answers that help us understand the circumstances under which the opposition will challenge the government. The model also provides empirical expectations regarding the probability that the motion is successful, in addition to its long-term electoral consequences. Next, I test the theoretical propositions regarding the occurrence of noconfidence motions on a cross-sectional time-series data set of all no-confidence motions in a sample of parliamentary democracies in the post-World War II era. Even though successful no-confidence motions are relatively rare, they can have profound consequences on policy outcomes. The next section illustrates these consequences, as I find that having a no-confidence motion proposed against them makes governments more likely to be targeted by other states in international conflicts. In the conclusion I summarize the key findings, present the broad implications for the study of parliamentary decision making, and discuss avenues for future research.

People cope with a variety of hurtful behaviors in the workplace. These actions can have detrimental emotional, relational, and task-related consequences. Forgiveness is one way to cope with these negative consequences. Although previous research examines how immediate situational factors such as offense severity and position in the organizational hierarchy influence the likelihood of practicing forgiveness in the workplace, little research investigates how contextual features such as an organization's conflict ideology shape the likelihood of forgiveness. The purpose of this study is to explore the influence of organizational context on the practice and patterns of forgiveness in the workplace. In particular, this study investigates the relationship between an organization's conflict ideology and employees' coping practices following hurtful events in the workplace. Using three court-based justice models as lenses, this study analyzes the emergence of conflict values, beliefs, norms, and practices in four organizations. This study uses data collected from 103 individual interviews, observational notes, and organizational documents from four organizations to explore the relationship between justice ideologies and the practice and patterns of forgiveness in each organization. Analysis of the data using a modified version of constructive grounded theory indicated the emergence of multiple conflict values, norms, and practices within each organization. These values, norms, and practices reflected features of the court-based legalistic and restorative justice models. The combination of these features suggested the presence of four ideological justice models. Forgiveness emerged most consistently as a coping practice in an organization that emphasized several features of the restorative justice model. Additionally, features of the organizations' justice ideologies influenced patterns of forgiveness. This research suggests that the practice of forgiveness in the workplace is grounded in the organizational context.

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The Research of Outsourcing Management for Shipbuilding Abstract The shipbuilding production are concentrate of capital, labors, technology, request long periods, multi-model and small quantity output, special-case management method, owning to the speedy development of computerize, information technology application and profession soft-wave and machine, etc., it make the sales market coming to more sole and personally, and increasing the distance between shipyards¡¦ comparative. This research using the method of Elite Interview, Participant Observation, Questionnaire Method. Firstly, there have a analysis for the characteristic of Taiwan shipbuilding production. By the view point of efficiency measurement, the further analysis such as SWOT, Cost basic analysis, building procedure, and outsourcing, will be taken on a few of greatest and good efficient private shipyards and the national owned shipyard China Shipbuilding Company. Meanwhile, the analysis of Taiwan shipbuilding market will be separate into National market, Internal open market and International market, a study for strategic analysis for these markets have been within this paper. For such mentioned state, one of the relative practical management, Outsourcing Management, have be choice for further research. Meanwhile, by means of questionnaire method to find out the influence level of Horizontal Conflict and Vertical Conflict, using the analysis result to compare with the theory¡¦s methods of Coordination and the result of the company¡¦s research. Finally, there have some comments for the shipbuilding production after Taiwan enter WTO and face to the world¡¦s opening market.

Today a majority of business organizations utilize work team designs in an effort to gain a competitive edge. A multitude of factors exert varying levels of influence on work teams, however, few are as potentially pernicious as conflict. Although conflict in work teams has received much attention within the literature, there is notable absence of investigations that have considered the influence of interpersonal factors on conflict within team settings. The present longitudinal, field investigation sought to address this deficit by examining the influence of interpersonal flexibility on work team conflict and conflict-related consequences in 20 naturally occurring M.B.A. project teams. The following research questions were addressed: (1) What is the relationship of interpersonal flexibility to team conflict? (2) What is the relationship of interpersonal flexibility to team outcome? (3) To what extent does interpersonal flexibility predict team conflict occurrence? (4) To what extent does interpersonal flexibility predict team outcome? (5) What is the trajectory of team conflict and outcomes over time based on member interpersonal flexibility? In addressing the questions, a series of Pearson correlations, one-way ANOVA, and GLM repeated measure analyses were conducted. Results suggest a connection between interpersonal flexibility and the experience of work team conflict. Interpersonal flexibility was negatively associated with conflict occurrence and positively associated with satisfaction, commitment, and effectiveness at some points in time. More importantly, interpersonal flexibility seems to explain a small to moderate amount of variance in the conflict and team outcome variables. Individuals and teams with a higher degree of interpersonal flexibility tended to report lower levels of conflict within their work teams and more satisfaction with their team membership. A consistent relationship between interpersonal flexibility level and member commitment or team effectiveness was not established. In addition, team interpersonal flexibility was not demonstrated to be predictive of team performance. The present investigation suggests that interpersonal flexibility exerts an important influence in work teams. However, additional research is essential toward fully understanding how and to what degree work team functioning can be explained by interpersonal flexibility.

The Israel-Palestine conflict has lasted for 60 years. Within these years, there are five main wars between the Jews and Arabs, and two Palestinian intifada. The Oslo Accord in 1993 once built up the hope of peace, but ended in failure. Palestinians still live under Israeli occupation, stay abroad as refugees, or live in Israel as second-class citizens. ¡@¡@For Edward Said, the question of Palestine is definitely not a conflict between civilizations, it is one between the colonists and the colonized. Said puts great emphasis on the causality of the building of Israel and the Palestinian dispossession; also, he thinks that the identity is not discovered but established. He tried to break the myth of dualism in the Israel-Palestine conflict situation, opposed the kind of ideology of difference which leads to domination, and find the real problem of this long-lasting conflict.