Objective: The primary objective of this study was to investigate the perception and handling of interpersonal conflict within the gender spectrum compilation of biological sex and gender identity. Methods: The research of this study was conducted by means of a theoretical study and a quantitative empirical analysis. Literature analysis and scientific theories form the basis for the first three chapters of this study. These include the philosophies of Karl Marx and Max Weber, followed by a detailed discussion on the dynamics of conflict. The empirical analysis utilized cross-sectional survey design, with a combined convenience quota sample of employees (n=133) within the company taken. This consisted of top management, middle management and lower management. The empirical study utilized the Bem Sex Role Inventory (BSRI) and the Rahim Organisational Conflict Inventory-II (ROCI-II). The Bem Sex Role Inventory (BSRI) provided self-determining assessments of masculinity and femininity in terms of the respondent’s self-reported control of socially desirable, stereotypically masculine and feminine personality characteristics. The Rahim Organisational Conflict Inventory-II (ROCI-II) measured the present methods of conflict management specifically within an organizational environment. Results: It was noted that there was no difference in how pure biological sex (males and females) perceived and handled conflict within the workplace; but there was a difference in how the different gender identity groups (masculine males vs. feminine males and feminine females vs. masculine females) perceived and handled conflict. Conclusion: This study highlighted the conflict-dynamics within the gender-spectrum of a large South African sugar manufacturing company. Results of the study proved that the motivation towards this study was achieved in the sense that, although there were no differences in how different genders perceive and handle conflict, differences were found in the different gender identities within each of those genders. It is recommended that further research include a comparative study between two or three manufacturing companies to see how different companies within the same industry deviate from or resemble the results of this study. Further research could also determine whether there are differences, by cross-checking all four gender identity groups (masculine males, feminine males, feminine females and masculine females) using the MANOVA statistical procedure. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2015

Educational Studies / M. Ed.

The aim of this thesis was to identify and analyze workplace conflict by enquiring into the nature of conflict, conflict management, and human resources (HR) strategies for conflict management in international companies based in Japan (ICBIJ). This study explores one part of a conflict system comprising cultural issues, HR strategies, conflict, and its effect on retention. The research question is "What is the nature of the conflict experienced by Japanese workers in international companies based in Japan and what type of conflict management do they access?" 16 Japanese workers were surveyed yielding qualitative and qualitative data. Findings indicate that workplace conflicts are both interpersonal and organizational. Participants used a variety of strategies to manage conflict which varied depending on the type of conflict and the rank of the participant. The findings indicate gaps between the ideal situation as described in the literature and reality.

This thesis focuses on conflict within families in Normandy, c. 1025 to 1135. Despite the occurrence of several acute struggles within the ducal house during this period, and a number of lesser known but significant disputes within aristocratic families, this topic has attracted little attention from historians. Kin conflict was cast by medieval commentators as a paradox, and indeed, it is often still regarded in these terms today: the family was a bastion of solidarity, and its members the very individuals to whom one turned for support in the face of an external threat, so for a family group to turn against itself was aberrant and abhorrent. In this thesis, I draw on significant narrative and documentary evidence to consider the practice and perception of family discord. When considered in its broader setting, it emerges that kin disputes were an expected and accepted part of Norman society at this time. I begin by introducing the topic, justifying my approach, considering the relevant historiography, and providing an overview of the sources. In chapter one, I examine the representations of family and conflict in a range of primary sources to glean contemporary views. In chapters two and three, I focus on the practice of conflict within the ducal family, considering the causes of disputes, and then the place of internal ducal dissension in the Norman world. Chapter four analyses the same issues in relation to discord within aristocratic families, before chapter five explores family disputes which arose from patronage of the Church. In the conclusion, I consider the Norman example within its comparative contemporary milieu and ponder the broader themes of family conflict.

Lazarus and Folkman's (1984) transactional stress-strain-coping theory provides the theoretical background for the present thesis. This theory proposes that strain (i.e., burnout) occurs when demands (i.e., work stressors) exceed coping resources (e.g., social support). The current thesis explores the influence of social support on the stress-burnout relationship in nurses. A sample of Australian nurses working across three public hospitals in Brisbane's metropolitan district were recruited to investigate the nature and level of burnout experienced by nurses. Burnout is characterised by emotional exhaustion, depersonalisation and reduced personal accomplishment. The present research addresses gaps in the empirical literature by investigating the key work stressors experienced by Australian nurses and by establishing nurses' referent levels of work stress, social support, and burnout. In addition, the research explores the complex relationships between work stress, social support and burnout. The majority of nursing studies have failed to consider how support from within the nurses' work environment mitigates burnout. The present research builds upon previous nursing literature by examining the "main&qout; and "buffering" effect hypotheses. Studies have consistently found support for the main effect model, however the hypothesis that social support buffers the negative effects of stress has resulted in highly conflicting findings. Some theorists (Cohen & Wills, 1985; Cutrona & Russell, 1990) propose that the buffering effects of social support will only be found if there is an adequate match between the needs elicited by the stressful event and the type of support an individual receives. The present study extends the stress or support matching theory by exploring the matching between specific types of stressors to specific types (i.e., emotional and instrumental) and sources (i.e.,supervisor and coworkers) of support. Cutrona (1990) suggests that the controllability of a stressor is the primary dimension in determining an appropriate match between stressors and types of support. Cutrona proposes that controllable stressful events elicit needs for instrumental support and uncontrollable events elicit needs for emotional support. Heeding Cutrona's advice, independent raters classified nurses' work stressors as controllable or uncontrollable stressful events prior to investigating the stressor-support matching theory. Three sequential studies were undertaken to explore the variables of interest to this research program. In Study 1, focus groups were conducted with 68 nurses (11 males, 34 females) from two public hospitals. The qualitative data was subjected to content analysis. The findings revealed that Australian nurses are exposed to a range of job-specific stressors (i.e., Job Conditions, Job Uncertainty, Interpersonal Conflict and a Lack of Professional Recognition and Support) and generic role stressors (i.e., Role Overload, Role Conflict and Role Ambiguity). The findings prompted the research to utilise Wolfgang's (1988) Health Professions Stress Inventory to measure nurses' job-specific stressors and Osipow and Spokane's (1987) Occupational Roles Questionnaire to measure nurses' role stressors in Study 2. The findings from Study 1 also confirmed that the way nurses perceive work support is consistent with current social support literature. Nurses indicated that their two main sources of support were their coworkers and their supervisor. Furthermore, nurses discussed social support from a multidimensional perspective, recognising different types of support that were broadly classified as emotional and instrumental support. Based on these findings, the researcher developed a work support measure specifically for the purpose of this research. Items were taken from established social support scales and were slightly modified to ensure that they were contextually relevant to nurses. In Study 2, 273 nurses (38 males, 235 females) completed a multi-measure questionnaire. While there was sufficient research evidence to indicate that the Occupational Roles Questionnaire (Osipow & Spokane, 1987) and the Maslach Burnout Inventory (Maslach, Jackson, & Leiter, 1996) possess adequate levels of reliability and validity, less was known about Wolfgang's Health Professions Stress Inventory and the work support scales designed for this research program. Factor analysis of the Health Professions Stress Inventory revealed a four-factor solution: Lack of Professional Recognition and Support, Patient Care Uncertainty, Job Conditions, and Interpersonal Conflict. Cronbach's coefficient alphas ranged from .62 to .83. Factor analysis of the Coworker Support Scale revealed a two-factor solution, representing emotional and instrumental support. Cronbach's coefficient alphas for the Emotional Coworker Support and Instrumental Coworker Support were .92 and .88 respectively. Contrary to expectations, factor analysis of the Supervisor Support Scale revealed a one-factor solution. It was therefore deemed appropriate to examine Supervisor Support as a unidimensional construct in subsequent analyses. Cronbach's coefficient alpha for the Supervisor Support scale was .96. Overall, the results from Study 2 provided supporting evidence to suggest that the measures used in the current research program were psychometrically sound. In Study 3, the data collected in Study 2 was subjected to further statistical analysis. The findings from Study 3 indicated that overall, the sample of Australian nurses reported low to moderate levels of work stress, moderate levels of work support and moderately high levels of burnout. For Emotional Exhaustion, predictor variables accounted for 42.2% of the total variance. Sociodemographic factors explained a small but significant proportion of the variance (2.7%). Work stressors however, were the main predictors of Emotional Exhaustion, explaining 41.5% of the total variance. Role Overload, Job Conditions and Role Conflict were the main determinants of Emotional Exhaustion, with Role Overload explaining most of the variance. For Depersonalisation, the predictor variables accounted for 34.2% of the total variance. Sociodemographic factors (11.5%) and work stressors (33.6%) both explained a significant proportion of the variance. Role Conflict and Patient Care Uncertainty were the main determinants of Depersonalisation, with Role Conflict explaining most of the variance. For Personal Accomplishment, Role Conflict and Role Ambiguity explained 20.5% of the total variance, with Role Conflict explaining most of the variance. Sociodemographic factors and job-specific stressors were not significant Predictors of Personal Accomplishment. Evidence for main effects of work support on burnout were limited. There was no evidence to suggest that work support had significant main effects on Emotional Exhaustion. Supervisor Support had a small, but significant main effect on Depersonalisation (â = -.15, p < .05) and Personal Accomplishment (â = -.24, p < .01). There was no evidence of main effects for Emotional and Instrumental Coworker Support. Furthermore, the present research found no significant evidence to support the buffering effect of work support on burnout. Theoretical and practical implications of these findings are discussed.

Thesis (MComm)--Stellenbosch University, 2013. / This study will focus on conflict within organisations in the attempt to gain clarity on this very common phenomenon and to link conflict to financial cost. By gaining a financial grip on conflict this study attempts to give the reader the tools with which to estimate parameters and calculate financial costs within their own conflict situations. The reader will also be able to motivate the need for management to invest in pre-emptive conflict resolution structures. The study will focus on a sample population from the mining sector in South Africa. A multiple case study approach is used in order to understand the intricacies that make conflict a variable, situation-dependant occurrence after which data is collected to calculate a preliminary estimate of the financial costs incurred by the organisation due to hostilities within the sample population. The results of the study indicate that the samples chosen experience different types of conflict and also manage the conflict in different ways. The calculations reflect that conflict impacts on the organisation in a fiscally prominent way. Each case has its own unique major contributors to monetary costs incurred due to conflict depending on case specific attributes. The results clearly show that the financial cost of conflict has a severe impact on an organisation. The structured analysis provided by the study gives the reader a method with which to calculate the costs of conflict within other cases where conflict is assumed to have a negative impact on performance. In this way it becomes easier for the practitioner to effectively motivate for preventative action.

Educational Studies / M. Ed.

L’objectif principal de ce mémoire est l’étude de la relation entre la violence en milieu de travail et le profil de sécrétion diurne du cortisol salivaire et le rôle modérateur exercé par le centre de contrôle interne sur cette relation. Les données ont été recueillies dans le cadre du projet SALVEO mené au Canada par l’Équipe de Recherche sur le Travail et la Santé Mentale (ERTSM) entre 2009 et 2012. L’échantillon de participants est composé de 391 employés de 34 établissements québécois du secteur secondaire et tertiaire. Un nombre total de 3771 échantillons de salive ont été prélevés durant cinq occasions de la journée (réveil, 30 min après le réveil, 14h00, 16h00 et au coucher) répétés à trois moments de la semaine (mardi, jeudi et dimanche). Des modèles de régression multiniveaux ont été effectués sur les mesures de cortisol salivaire à chaque occasion de la journée au niveau 1, les travailleurs au niveau 2 et les établissements au niveau 3. En contrôlant pour les variables susceptibles d’influencer la concentration de cortisol salivaire telles que le sexe, l’âge, l’indice de masse corporelle (IMC), la consommation de tabac, la consommation d’alcool, l’activité physique, l’utilisation de médicaments, la saison d’échantillonnage et certains problèmes de santé, les résultats ont révelé des variations significatives dans la concentration de cortisol salivaire. En effet, les travailleurs vivant un niveau élevé de conflits interpersonnels présentaient un niveau de cortisol salivaire significativement plus faible à 16h00 et au coucher. Cependant, le niveau de harcèlement physique et sexuel n’influençait pas significativement la concentration de cortisol salivaire. Le centre de contrôle interne modérait la relation entre le niveau de conflits interpersonnels et la concentration de cortisol salivaire. Le centre de contrôle interne donne une indication sur la capacité du travailleur à gérer une situation de stress. Plus les conflits interpersonnels étaient élevés et plus la concentration de cortisol salivaire au coucher était forte pour les hommes avec un centre de contrôle interne élevé, comparativement à ceux exprimant un centre de contrôle interne faible et pour l’ensemble de l’échantillon. Ces résultats suggèrent que les conflits interpersonnels sont une source de stress associée à des variations significatives de concentration de cortisol salivaire. Les organisations devraient encourager le développement de pratiques de gestion en ressources humaines misant sur la résolution des conflits interpersonnels de leurs membres. Ces pratiques de RH contribueraient à prévenir les problèmes de santé associés à la violence au travail. / The main goal of the thesis was to study the relationship between violence at work and salivary cortisol variation. Specifically, we assessed the moderation effect of internal locus of control on the relationship between sexual and physical harassment and interpersonal conflicts at work with variations in salivary cortisol concentrations. Questionnaire data and saliva samples for cortisol analysis were collected on 391 day-shift workers employed in Canadian workplaces. Workers provided five saliva samples a day (awaking, 30 min after awaking, 2 p.m., 4 p.m., bedtime) repeated 3 times (Tuesday, Thursday, Sunday) on a week. Data was collected during the SALVEO Canadian study by the Équipe de Recherche sur le Travail et la Santé Mentale (ERTSM) throughout 2009 - 2012. Multilevel regression models were performed from cortisol measurements at each occasion within a day at level-1, workers at level-2 and workplace at level-3. Controlling for sex, age, body mass index (IMC), tobacco, alcohol, physical activity, medication, sampling season and health problems, results revealed significant variations in salivary cortisol concentration between sample, workers and workplace. Workers with high interpersonal conflicts have a lower salivary cortisol concentration at 4 p.m. and bedtime. Results revealed no significant relationship between sexual and physical harassment at work and salivary cortisol. Internal locus of control moderated the relationship between interpersonal conflicts and salivary cortisol variation. Higher interpersonal conflicts are associated with higher salivary cortisol concentration at bedtime for men with a strong internal locus of control than for men with low internal locus of control and for all workers. Overall, results suggest the interpersonal conflicts are a chronic stress significantly associate with salivary cortisol variation during a working day. Organisations should encourage the development of human resources management practices focusing on resolving interpersonal conflicts of their members. These HR practices help to prevent health problems associated with violence at work.

The purpose of the project was to design a one-semester core curriculum guidebook for middle and high schools. This curriculum will provide a tool to teach students to manage conflict in middle and high school settings. The curriculum, guidebook and materials developed will establish guidelines that can be used by middle and high school teachers to teach useful conflict management skills.

This study generates a metatheory of interpersonal violence from an initial qualitatively highest scoring academic literature item and theoretically sampling over 200 additional literature items using classic grounded theory methodological analysis and synthesis. Danger emerged as the main concern of those experiencing interpersonal violence. Safetifying from interpersonal violence through the socio-psychophysical process of Phasic Protective Sequencing emerged as the resolution of the main concern. The metatheory of safetifying emerged in four parts: 1. The first was the socio-structural process of endangering with interpersonal violence through the interaction of the people and the elite resulting in endangerment (danger). 2. Danger precipitates the socio-psychological process of safetifying before interpersonal violence which involves awarenessing, setting up, and evaluating. 3. If the person is attacked, it precipitates the psycho-physical process of safetifying during interpersonal violence including resiliencing, finishing, and victoring. 4. The aftermath of an attack or the avoidance of an attack precipitates the psycho-social process of safetifying after interpersonal violence including reclaiming, relinquishing, and achieving. The metatheory of safetifying was shown to contribute uniquely to the field of interpersonal violence, to many related theories, and to have potential for therapeutic application. / Psychology / M.A. (Psychology)