This study empirically examines the dynamics and conditions of relationship conflict between supervisors and employees in Chinese State-Owned Enterprises. It proposes that relationship conflict has significant effects on leadership in Chinese SOEs, specifically, it threatens leader-member relationships, lowers the possibility of open-minded discussion, influences leadership effectiveness and prevents future collaboration. This study uses Deutsch’s (1973) theory of goal interdependence to understand relationship conflict between supervisors and employees. Specifically, it proposes that three types of goal interdependence affect the experience of relationship conflict and its outcomes. Cooperative goals compare to competitive and independent goals can help reduce relationship conflict between supervisors and employees and in turn lead to quality relationships, open-minded discussions, leader effectiveness, and confidence in future collaboration. A total of 103 face-to-face interviews were conducted in Nanjing and Guangzhou in mainland China, with all the participants from Chinese State-Owned Enterprises. Participants were asked to describe a specific incident in which they engaged in relationship conflict with their supervisors. Details of the incidents including the setting, what occurred, the reasons, and the consequences were also recorded during the interview. Participants also rated specific questions on 7-point Likert-type scale based on the recalled incidents. Results of structural equation modeling and other analyses support the hypotheses and provide statistical evidence to the proposed theoretical model that goal interdependence affects relationship conflict that influence several leadership constructs, named leader-member relationship, open-minded discussion, leadership effectiveness, and future collaboration. The model and the findings also help to broaden understanding of dynamics of relationship conflict and suggest ways it can be alleviated in order to strengthen organizational leadership.

Problem: Family-owned and –managed businesses constitute the majority of organizations worldwide. Yet, although, because of their  special enmeshment of family and business spheres, conflicts constitute a central threat to those types of organizations, not much has been done to study this phenomenon specifically in a family business context. Minding the actuality that especially the family related factors that contribute to the occurrence of role and relationship conflicts within family firms remain understudied, this thesis will take an emotional ownership perspective to examine the phenomenon from a different angle. Purpose: To advance the general understanding of role and relationship conflicts within a family business setting, the purpose of this thesis is to determine the role emotional ownership plays in regard to role and relationship conflicts within family firms. Method: This qualitative study utilizes a case study strategy including a total of six case companies and eight research respondents. Data is thereby collected from semi-structured interviews and documentary secondary data. The analysis of the empirical findings is conducted following a two-step process. First, the empirical findings of the distinct case companies are cross-analyzed. Then the emerging patterns are formulated into a general model. Conclusions: Family owners’/employees’ feelings of emotional ownership towards the firm do influence the occurrence/intensity of role and subsequent relationship conflicts within family firms. The exact nature and impact of this influence will however depend on a number of factors. Those factors include (i) the existence of rules and regulations to govern the separation of family- and work related roles within the family and the firm, (ii) family-related factors, like the existence of a “peacemaker” and/or “decider”, strong family cohesion and/or trust among the family and its members, as well as (iii) cultural factors such as “respect for the elders”.

A área da saúde vem sofrendo por diversas transformações nos últimos anos, especialmente em relação aos custos com tecnologia. É indiscutível os avanços que as novas tecnologias trouxeram para o bem estar da vida da população, tanto em termos de assistência médico como melhor da expectativa de vida. Ao mesmo tempo que os avanços tecnológicos acontecem, junto vem o ônus dos gastos, principalmente os privados que não estão sendo suficientes para arcar com as necessidades do setor da área da saúde. Diante disso, é pressuposto básico que haja um melhor controle dos gastos por intermédio de ações restritivas à utilização de tecnologia. As ações são pautadas em alteração da política de remuneração da área da saúde, bem como atuação das auditorias nas liberações dos usos tecnológicos dentro dos hospitais. Após o exposto o presente trabalho tem por objetivo descrever e analisar o processo decisório e os conflitos para utilização de tecnologias utilizadas em procedimentos cirúrgicos em prestadores de serviços para a saúde suplementar. / The health sector has undergone several changes in recent years, especially in relation to technology costs. It is undisputed that the advances brought new technologies to the well being of people\'s lives, both in terms of medical care and better life expectancy. While technological advances occur, along comes the burden of spending, especially private ones that are not sufficient to cope with the needs of the healthcare industry. Therefore, the basic assumption is that there is better control of spending through actions restricting use of technology. The actions are based on changes in the remuneration policy of the health and performance of audits in releases of technological uses in hospitals. After the above the present study aims to describe and analyze the decision-making process and conflicts for use of technologies used in surgical procedures for service providers to health supplement.

Team conflict research, taken as a whole, has produced some conflicting results, especially regarding task conflict, which has demonstrated substantial heterogeneity across situations and an overall near-zero effect. Accordingly, several groups of scholars have called for new ways to study conflict. In this dissertation, I extend past conflict asymmetry research, which has considered only agreement between two parties, by investigating whether the two parties’ conflict inferences of each other are accurate. To do so, I draw from the Truth and Bias model of judgment to understand the biases and inaccuracies associated with conflict inferences. Further, I incorporate the partner’s conflict communication and the actor’s perspective taking as moderators to shed light on the contingencies of accurate conflict perceptions. To highlight the bottom-line implications of achieving accuracy, I use polynomial regression and link various aspects of accuracy to important dyadic outcomes. To test my dissertation model, I collected data from ongoing student project teams using a time-lagged round-robin design. Results from the social relations modeling indicate that dyadic conflict inferences are inaccurate, being characterized by a negative directional bias, a significantly stronger bias force than the truth force, and low levels of actual similarity. Further, moderation analysis identifies the partner’s suppressive conflict communication as a contingency factor that can weaken the truth force, suggesting that more open communication can help dyad members achieve accuracy. Exploratory analysis also shows that perspective taking can strengthen the bias force. Further emphasizing the importance of accuracy, the polynomial regression results indicate that conflict inference accuracy (versus inaccuracy) is associated with higher levels of attributional confidence and problem-solving behaviors. Moreover, the level of accuracy in task conflict perceptions has an inverse U-shape relationship with problem-solving behaviors, whereas higher levels of accuracy in both task and relationship conflict perceptions are associated with lower levels of relationship satisfaction. Supporting the benefit of positive illusions, under-perception (versus over-perception) is related to higher levels of attributional confidence and relational satisfaction. In contrast to the importance of achieving accuracy (versus inaccuracy), agreement (versus disagreement) is not associated with positive outcomes. Supplementary analysis indicates that these dyadic outcomes, when aggregated to the team level, are strongly associated with team satisfaction and effectiveness. Overall, this research suggests that focusing solely on the team level risks overlooking the existence and the various sources of inaccuracy in dyadic conflict perceptions. Further, the accuracy of the dyad partners’ conflict inferences of each other plays an important role in shaping their subsequent interactions. To the extent that conflict is a relational, multilevel phenomenon, dyadic conflict inferences should become an integral part of scholarly understanding of conflict; this perspective holds promise for not only accounting for the conflicting results in the conflict literature, but also informing managerial practices that are conducive to effective conflict management in the workplace.

To better understand the impact of task conflict in work teams, an incremental, multi-level model is developed, which distinguishes individual-level perceptions of conflict from more overt group-level manifestations of conflict. Task conflict is conceptualized as being detrimental for teams only to the extent that it positively predicts relationship conflict. The positive relationship between task conflict and relationship conflict is referred to as conflict spillover. The composition of team members’ underlying beliefs concerning the functional value of task conflict (referred to as conflict values) is examined as a moderator of conflict spillover. It is proposed that perceptual conflict spillover is smaller among team members who hold positive conflict values, and that manifest conflict spillover is smaller among teams composed primarily of members who hold positive conflict values. Hypotheses were tested in a longitudinal study of 59 student teams (294 individuals). At the team level, the diversity of team members’ conflict values was found to moderate manifest conflict spillover, such that the association between task and relationship conflict was significantly positive for teams composed of members who held more diverse conflict values. For teams composed of members who had less diverse conflict values, there was no significant association between manifest task conflict and manifest relationship conflict. As a result of these significant differences in conflict spillover, manifest task conflict indirectly and negatively predicted the task performance and viability of teams containing more diverse conflict values, but did not significantly impact the effectiveness of teams with less diverse conflict values. At the individual level, the significant positive association between perceived task conflict and perceived relationship conflict was not moderated by individual conflict values. However, because of this perceptual conflict spillover, task conflict perceptions also indirectly and negatively predicted team members’ personal willingness to continue working in the team. Results of this dissertation highlight important differences in the ways that conflict operates at the individual and group levels. Having identified the diversity of conflict values as a moderator of manifest conflict spillover, this dissertation outlines areas for further academic and practical knowledge development concerning the prevention of dysfunctional team dynamics.

To better understand the impact of task conflict in work teams, an incremental, multi-level model is developed, which distinguishes individual-level perceptions of conflict from more overt group-level manifestations of conflict. Task conflict is conceptualized as being detrimental for teams only to the extent that it positively predicts relationship conflict. The positive relationship between task conflict and relationship conflict is referred to as conflict spillover. The composition of team members’ underlying beliefs concerning the functional value of task conflict (referred to as conflict values) is examined as a moderator of conflict spillover. It is proposed that perceptual conflict spillover is smaller among team members who hold positive conflict values, and that manifest conflict spillover is smaller among teams composed primarily of members who hold positive conflict values. Hypotheses were tested in a longitudinal study of 59 student teams (294 individuals). At the team level, the diversity of team members’ conflict values was found to moderate manifest conflict spillover, such that the association between task and relationship conflict was significantly positive for teams composed of members who held more diverse conflict values. For teams composed of members who had less diverse conflict values, there was no significant association between manifest task conflict and manifest relationship conflict. As a result of these significant differences in conflict spillover, manifest task conflict indirectly and negatively predicted the task performance and viability of teams containing more diverse conflict values, but did not significantly impact the effectiveness of teams with less diverse conflict values. At the individual level, the significant positive association between perceived task conflict and perceived relationship conflict was not moderated by individual conflict values. However, because of this perceptual conflict spillover, task conflict perceptions also indirectly and negatively predicted team members’ personal willingness to continue working in the team. Results of this dissertation highlight important differences in the ways that conflict operates at the individual and group levels. Having identified the diversity of conflict values as a moderator of manifest conflict spillover, this dissertation outlines areas for further academic and practical knowledge development concerning the prevention of dysfunctional team dynamics.

A área da saúde vem sofrendo por diversas transformações nos últimos anos, especialmente em relação aos custos com tecnologia. É indiscutível os avanços que as novas tecnologias trouxeram para o bem estar da vida da população, tanto em termos de assistência médico como melhor da expectativa de vida. Ao mesmo tempo que os avanços tecnológicos acontecem, junto vem o ônus dos gastos, principalmente os privados que não estão sendo suficientes para arcar com as necessidades do setor da área da saúde. Diante disso, é pressuposto básico que haja um melhor controle dos gastos por intermédio de ações restritivas à utilização de tecnologia. As ações são pautadas em alteração da política de remuneração da área da saúde, bem como atuação das auditorias nas liberações dos usos tecnológicos dentro dos hospitais. Após o exposto o presente trabalho tem por objetivo descrever e analisar o processo decisório e os conflitos para utilização de tecnologias utilizadas em procedimentos cirúrgicos em prestadores de serviços para a saúde suplementar. / The health sector has undergone several changes in recent years, especially in relation to technology costs. It is undisputed that the advances brought new technologies to the well being of people\'s lives, both in terms of medical care and better life expectancy. While technological advances occur, along comes the burden of spending, especially private ones that are not sufficient to cope with the needs of the healthcare industry. Therefore, the basic assumption is that there is better control of spending through actions restricting use of technology. The actions are based on changes in the remuneration policy of the health and performance of audits in releases of technological uses in hospitals. After the above the present study aims to describe and analyze the decision-making process and conflicts for use of technologies used in surgical procedures for service providers to health supplement.

Forskning har visat att det finns ett samband mellan anknytningsmönster och konfliktbeteenden där personer med otrygg anknytning oftare använder sig av destruktiva konfliktbeteenden (Dijkstra, Barelds, Ronner, & Nauta, 2017; Feeney & Karantzas, 2017; Fowler & Dillow, 2011). Studiens syfte var dels att undersöka om samma individ använde sig av samma konfliktbeteende i en konflikt med en nuvarande och tidigare partner, samt dels att undersöka sambandet mellan anknytningsmönster och konfliktbeteenden mot både tidigare och nuvarande partner. Deltagarna (N = 48) besvarade ett webbaserat frågeformulär som behandlade generella frågor om deltagaren, konfliktbeteende mot tidigare respektive nuvarande partner, skattning av tidigare respektive nuvarande partners konfliktbeteende samt anknytning till tidigare respektive nuvarande partner. Resultaten visade ett starkt stöd för att kritik som konfliktbeteende användes likvärdigt mot tidigare och nuvarande partner, medan stödet var svagare för konfliktbeteendena förakt, försvar och undandragande. Otrygg undvikande anknytning var en prediktor för undandragande konfliktbeteende mot nuvarande partner, medan även otrygg ambivalent anknytning var en prediktor mot tidigare partner. Mot nuvarande partner var otrygg ambivalent anknytning en prediktor för konfliktbeteendena kritik, förakt och försvar. Mot tidigare partner var även otrygg undvikande anknytning en prediktor för förakt och försvar. Studiens tillämpning och betydelse för framtida forskning diskuteras. / Research has shown that there is a connection between attachment patterns and conflict behaviors, where people with insecure attachment often use destructive conflict behaviors (Dijkstra, Barelds, Ronner, & Nauta, 2017; Feeney & Karantzas, 2017; Fowler & Dillow, 2011). The purpose of the study was to investigate if the same person used the same conflict behaviors if the conflict was with a past or present partner, and to investigate whether there was a connection between attachment patterns and conflict behaviors towards both past and present partners. Participants (N = 48) answered a web-based questionnaire that addressed general questions about participants, conflict behavior towards past and present partners, estimation of past and present partners' conflict behavior, and attachment to past and present partners, respectively. The results showed strong support for criticism being equally used to past and present partners, but weaker support for contempt, defense and stonewalling. Avoidant attachment was a predictor of stonewalling towards both past and present partners, with ambivalent attachment as an additional predictor for past partners. Towards present partners, ambivalent attachment was a predictor of criticism, contempt and defense; towards past partner avoidant attachment was also a predictor of contempt and defense. The study’s application and significance for future research are discussed.

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Social action and communication constitute the building blocks in the organizational structure and the agents of change, as well as shape the relationships among working parties, that can become inconsistent, due to the same desire of two or more people for a similar resource which is in scarcity, introducing the issue of human relations in an organizational context and especially the issue of conflict prevention. In this study we investigate conflict in a group based on different parameters by providing some insights on what is the impact between these different factors when interrelated. The research is carried out by adopting the survey path and performing multivariate statistical analysis techniques where we simultaneously examine the relationship between latent factors in an organizational conflict environment.