Interpersonal conflict in organizations has been recognized as a leading social stressor across occupations with detrimental effects on employee well-being and organizational outcomes. However, reliable and valid measures of conflict are scarce and even the most widely used scales are limited by weaknesses in construct definition. In order to address the need for an improved measurement tool, the 63-item Interpersonal Conflict in Organizations Scale (ICOS) was developed. The ICOS was based on a comprehensive conceptualization of conflict that defines the construct on the basis of three definitional components: disagreement, interference, and negative emotion (Barki & Hartwick, 2004). In addition, the ICOS reliably measures four conflict types, including task outcome, task process, relationship, and non-task organizational conflict. Data were collected in two phases. The phase I sample included 126 participants from a variety of occupations whose data were used for the purpose of refining the scale. The scale validation (phase II) sample consisted of 260 full-time employees, who were also representative of various occupations. Initial validity results supported significant relationships with various organizational and personal outcome variables, including depression, job satisfaction, somatic symptoms, negative emotions, turnover intentions, counterproductive work behaviors, and cardiovascular disease risk factors. Factor analytic results for the four subscales, as well as, evidence for convergent validity are reported. Overall, the ICOS is a promising new measure of conflict that offers researchers the flexibility of assessing various types of conflict while addressing the conceptual limitations of existing scales.

Local government has to face new challenges and demands as they approach the 21st century, especially in view of the fact that the South African system of local government has been significantly altered since the first democratic local government elections which were held in November 1995 and July 1996. The integrated development plan (IDP) of a municipality reflects on the municipal council's vision for the long-term development of the municipality with special emphasis on the municipality's most critical development for service delivery purposes. The integrated development plan consists of separate plans developed for new initiatives to fit into the overall strategic planning framework as distinct from the normal operating and capital business plans for each of a Council's existing functions. The plans do not necessarily relate to completely new functions but may relate to changing the way a function operates, enhancing service levels of existing functions or even cutting back services provided by an existing function. Some IDP initiatives may stand apart as individual projects and some may have wide-spread impact across existing functional areas. Emanating from the above is a resultant conflict between administration management of a municipality and the rest of the workforce of the municipality. As a result of the lack of knowledge regarding conflict in a local authority within the framework of an integrated development plan for labour and the need for it to be managed correctly, it was decided to embark on this study and contribute to the existing knowledge on this subject. / Thesis (M.Com. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.

Since conflict studies became its own independent field, it has developed rapidly. Some argue conflict researchers must demonstrate that while conflict occurs at different social levels (e.g., inter-personal to international), there must be sufficient common attributes to justify its existence as an independent field. This justification requires formal theory based on a multi-disciplinary approach. Since its introduction in 1964, the substantive Dual Concerns Model (DCM) and subsequent iterations, have provided the basis for instruments used to research conflict management, behavior, mode, and style outside the narrow scope of its original sample group of Caucasian male managers within a large American industrial plant. Instruments based on the DCM were used to represent conflict behavior within, between, and across cultures. An emic theory was expanded to etic theory and used in place of formal theory. Therefore, this theoretical dissertation fills this void and develops formal (etic) theory. This researcher used comparative analysis to examine 187 quantitative studies from a variety of disciplines, with a cumulative sample size from these studies of 63,619 individuals. These studies examined conflict resolution behavior individually or with 274 other variables to provide the framework for developing a formal theory. The finding of this research is the development of the Pierre-Louis Conflict Continuum Model (PCCM), which examines behavior through the dimensions of cultural values, as represented by individualism and collectivism, and legitimacy of power and ideology. This research contributes a new theoretical paradigm to the field of conflict studies.

Under what conditions can peace be established after violent communal conflict? This question has received limited research attention to date, despite the fact that communal conflicts kill thousands of people each year and often severely disrupt local livelihoods. This dissertation analyzes how political dynamics affect prospects for peace after communal conflict. It does so by studying the role of the central government, local state and non-state actors, and the interactions between these actors and the communal groups that are engaged in armed conflict. A particular focus is on the role of political bias, in the sense that central government actors have ties to one side in the conflict or strategic interests in the conflict issue. The central claim is that political bias shapes government strategies in the face of conflict, and influences the conflict parties’ strategic calculations and ability to overcome mistrust and engage in conflict resolution. To assess these arguments, the dissertation strategically employs different research methods to develop and test theoretical arguments in four individual essays. Two of the essays rely on novel data to undertake the first cross-national large-N studies of government intervention in communal conflict and how it affects the risk of conflict recurrence. Essay I finds that conflicts that are located in an economically important area, revolve around land and authority, or involve groups with ethnic ties to central rulers are more likely to prompt military intervention by the government. Essay II finds that ethnic ties, in turn, condition the impact that government intervention has on the risk of conflict recurrence. The other two essays are based on systematic analysis of qualitative sources, including unique and extensive interview material collected during several field trips to Kenya. Essay III finds that government bias makes it more difficult for the conflict parties to resolve their conflict through peace agreements. Essay IV finds that by engaging in governance roles otherwise associated with the state, non-state actors can become successful local peacemakers. Taken together, the essays make important contributions by developing, assessing and refining theories concerning the prospects for communal conflict resolution.

Nursing in South Africa has become a difficult and stressful profession. Nurses are faced with many challenges on a daily basis, including; heavy workloads, shortages of staff, lack of resources and reduced managerial support (Von Holdt & Murphy, 2007). The demands of their job exceed the resources they have to cope with, which in turn, leads to conflict, which ultimately affects their wellbeing. The objective of this is research is to investigate the most and least employed conflict handling styles of nurses in public hospitals and to investigate the relationship between job demands, job resources and the different conflict handling styles, among nurses in public hospitals. A cross-sectional survey design was used. A convenience sample of nursing staff (N=205) was taken from three different public hospitals on the West Rand area in the Gauteng province. The following scales were used in this study: Rahim‟s Organisational Conflict Inventory (ROCI-II) and a self-developed job characteristics questionnaire. Descriptive statistics, Cronbach Alpha Coefficients and inferential statistics such as; MANOVAS, ANOVAS, product-moment correlations and standard regression analysis were used to analyse the data using the SPSS programme. The results indicated that nurses used the integrating style most frequently and used the dominating style least when dealing with a conflict situation. Furthermore, time demands, crisis management and colleague support predicted an avoiding style; while, workload, time demands, job security, feedback and colleague support predicted the use of an integrating style. The obliging conflict handling style was predicted by time demands and payment; workload, crisis management and payment predicted the use of a dominating style and finally, colleague support predicted the use of a compromising style. Further discussion and recommendations were made for future research and for the nursing profession in general. One of the recommendations is that a model can be constructed to help prevent or reduce conflict within public hospitals. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2014

Nursing in South Africa has become a difficult and stressful profession. Nurses are faced with many challenges on a daily basis, including; heavy workloads, shortages of staff, lack of resources and reduced managerial support (Von Holdt & Murphy, 2007). The demands of their job exceed the resources they have to cope with, which in turn, leads to conflict, which ultimately affects their wellbeing. The objective of this is research is to investigate the most and least employed conflict handling styles of nurses in public hospitals and to investigate the relationship between job demands, job resources and the different conflict handling styles, among nurses in public hospitals. A cross-sectional survey design was used. A convenience sample of nursing staff (N=205) was taken from three different public hospitals on the West Rand area in the Gauteng province. The following scales were used in this study: Rahim‟s Organisational Conflict Inventory (ROCI-II) and a self-developed job characteristics questionnaire. Descriptive statistics, Cronbach Alpha Coefficients and inferential statistics such as; MANOVAS, ANOVAS, product-moment correlations and standard regression analysis were used to analyse the data using the SPSS programme. The results indicated that nurses used the integrating style most frequently and used the dominating style least when dealing with a conflict situation. Furthermore, time demands, crisis management and colleague support predicted an avoiding style; while, workload, time demands, job security, feedback and colleague support predicted the use of an integrating style. The obliging conflict handling style was predicted by time demands and payment; workload, crisis management and payment predicted the use of a dominating style and finally, colleague support predicted the use of a compromising style. Further discussion and recommendations were made for future research and for the nursing profession in general. One of the recommendations is that a model can be constructed to help prevent or reduce conflict within public hospitals. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2014

Submitted in fulfillment of the requirements of the degree of Doctor of Philosophy: Public Management (Peacebuilding), Durban University of Technology, Durban, South Africa, 2016. / Conflicts in Zimbabwe have triggered communities to be divided along political party lines. Violence has been prevalent and this has intensified economic ruin and social polarity. In high density urban areas this violence continues to divide communities. The overall aim of this research study was to facilitate reconciliation in divided communities in Mashonaland province, Zimbabwe with the Alternative for Violence Project (AVP), an international non-profit organisation that provides experiential training to individuals and organisations in nonviolence and pre-emptive conflict resolution. The objectives of the study were to explore the underlying causes of violence in Zimbabwe, its consequences and impact since 2000, and also to explain the concepts of conflict transformation, forgiveness and reconciliation as used by AVP. In addition, the study explored AVP’s outcomes in different contexts and examined its potential as an instrument for reconciliation by implementing several AVP workshops in the divided communities. Hatcliffe, a high density area outside Harare, was used as a sample population for the study which drew from Lederach’s theory of conflict transformation and from Azar‘s model of protracted social conflicts. The researcher used a qualitative approach in the field research and interviewed both the victims and perpetrators of violence as well as elected leaders in the Hatcliffe community. The main findings of the study were that reconciliation efforts are best begun with an orientation towards peace-building for community residents and local ownership of all reconciliation processes. All community members directly or indirectly involved in a conflict situation are critical to reconciliation efforts and third parties must ensure that these people are empowered to make their own decisions. The study concluded that AVP is an effective tool which can be used to change people’s perspectives about conflict and that creating safe spaces where people can articulate their issues in a relaxed atmosphere can be deeply healing. Because the findings are not disconfirmed by prior theories and research based on similar efforts, but rather add to knowledge already gained, one can assume that there also is a degree of external validity to the study. / D

Magister Artium (Development Studies) - MA(DVS) / Within the discourse of community development, the expression 'capacity development' stands out. Its common usage has somehow rendered it almost insignificant given the fact that those who use it tend to think of it in ways that hardly can be considered as having singular meaning. To be precise, there is no consensus as to its meanings; yet, it has not stopped its usage. The implication is that capacity development as a concept remains complex and has the tendency to erect difficulty in the attempt to operationalize it and apply it in evaluating development initiatives. However, this study presents an operational definition of capacity development in the Niger Delta region of Nigeria; levels of capacity development as well as dimensions used to evaluate on-going development projects/ policies in the region. The research method used to gather data was mixed. Quantitative method was more convenient due to the topography of the study area. However, qualitative method was introduced and utilized to guarantee the validity, authenticity and reliability of data collected. Mapping and an observation of government agencies/ organizations involved in capacity development in the study area (the Niger Delta region, by extension); questionnaires that spoke of practices supportive of capacity development in the region as well as resources available to Southern Ijaw LGA for capacity development; focused group discussions and in depth interviews that drew attention to factors affecting capacity development at all levels; individual, institutional and societal etc. these tools were means that efficiently helped in assessing the extent to which capacity development has been operationalized in post conflict Niger delta.

Mexico is not a country at peace. Despite the government's fight to restore stability, violence has erupted since 2006 in several areas of the territory. According to Vygotsky's social constructivism and to Galtung's integral perspective of peace, some elements of peacelessness are informed by values, perceptions, and conceptions about violence and peace. These topics have not been qualitatively investigated in Mexico. The purpose of this case study was to explore the process involving the social construction of values, perceptions, and conceptions in regard to organized criminal violence and peace possibilities in Mexico. Research questions focused on the role of mass media and oral conversations in the social construction of perceptions about the government, criminal organizations, and peace. This study employed semistructured interviews of 15 residents from a neighborhood in a large Mexican city. A purposeful sample stratified by gender, age, and profession, according to the neighborhood demographics, was used. Data from the interviews were coded for patterns using preexisting theory-based categories along with new emerging categories. Findings showed that among these residents, the process of social construction of perceptions was primarily formed through individual experiences and observations, and nurtured by conversations. Social constructors, such as traditional mass media, were much less important. Residents constructed their perception that the basic causes of criminal violence are rooted in the structures of the political and economic system, which, if correctly addressed, would foster peace. This study contributes to positive social change.by informing regional policymakers about the need to design local policies directed towards mediating structural and systemic transformations that are respectful of experiences and needs of citizens.

<p>Konflikter finns överallt i samhället, inte minst i organisationer och företag. Att beskriva olika ledares sätt att hantera konfliktsituationer i sitt ledarskap var därför intressant. Syftet med studien var att undersöka ledares upplevelser av ledarskap och sätt att hantera konflikter. Undersökningen baserades på 14 intervjuer med ledare som har personalansvar från både privat och offentlig sektor. Studien är könsmässigt balanserad. En kvalitativ ansats valdes för att få en så rik och beskrivande bild som möjligt. Resultatet visade att ledare agerar utifrån en omedveten strategi för att hantera konflikter. Samtidigt framkom att det fanns paralleller mellan ledarskapstil och sättet att hantera konflikter. En könsaspekt beaktades också i undersökningen. Inga direkta könsskillnader kunde påvisas härvidlag.</p>