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In this article, we advance a novel intra-individual conflict cognitive process framework, highlighting two structural elements of conflict experiences: (1) directions (sending vs. receiving) and (2) team boundaries (within team vs. between team). Integrating theorizing on cognitive resource allocation, we explain how and why the effect of individuals' conflict experiences on their task performances hinges upon their self-regulation of attention processes guided by the structural elements of conflict experiences. In Study 1, using data extracted from continuous audio and video streams of paramedics participating in live-actor mass-casualty response exercises, we found that sending within-team conflict and receiving between-team conflict related positively with task performance, whereas receiving within-team conflict related negatively to task performance. In Study 2, we conducted a mixed-design scenario-based experiment to examine the underlying mechanisms that drive such effects. Our findings reveal that on-task attentional pull was an important mechanism for a positive sending within-team conflict–task engagement relationship, whereas off-task attentional demands were driving the negative receiving within-team conflict–task engagement relationship. Collectively, we demonstrate that examining the intra-individual microfoundations of conflict in a multiteam context yields unique insights and enables building new theory on when and why conflict is beneficial or harmful. [ABSTRACT FROM AUTHOR]

This article explores the practice of peace education within the Korean context, where national division has exerted significant cultural and structural impacts. By interviewing South Korean teachers actively involved in peace education, this study examines how such education can contribute to peacebuilding in a politically divisive environment. Employing interpretative phenomenological approach, the author interprets how the teacher participants understand the meaning of peace education and their school practice. By doing so, the author suggests that teachers strategically take a holistic approach, from managing interpersonal conflicts and emotions at a micro level to reflecting their critical macro perspective on divisive society in individual lesson design. [ABSTRACT FROM AUTHOR]

Purpose: Creativity plays a crucial role in interpersonal conflict within organizations, yet little research has explored its antecedents in this context. This study aims to investigate power and gender as the main determinants of creativity in interpersonal conflict within organizational contexts. Design/methodology/approach: Two studies were conducted. The first study involved 226 employees from various organizations (Mage = 39.39, SD = 10.39), whereas the second study used a conflict simulation with 160 participants (Mage = 36.90, SD = 10.45) forming dyads. Both studies investigated the impact of relative power (i.e. having more power than the other person) on creativity in conflict, with a focus on the moderating role of gender. Study 2 also manipulated contextual creativity, which served as an additional moderator in this relationship. Findings: Results largely supported our hypotheses, indicating a positive relationship between relative power and creativity in conflict. Importantly, this relationship was stronger among women. Study 2 further focused on the distinct dimensions of creativity, highlighting differences between idea originality and effectiveness. Practical implications: The findings hold practical significance for organizational leaders and conflict resolution practitioners, and they further underscore the importance of considering gender dynamics in conflict resolution processes within organizations. Originality/value: This research contributes novel insights into the understanding of creativity within organizational conflicts, emphasizing the interplay between relative power, gender and creativity. Additionally, the exploration of different dimensions of creativity (i.e. originality and effectiveness) adds depth to existing literature in this area. [ABSTRACT FROM AUTHOR]

Gratitude is associated with increased social integration, which may counter the loneliness stemming from repeated peer victimization. The gratitude youth feel after different types of bystander action may depend on which behaviors are most congruent with personal beliefs. Face and honor cultures provide social norms for expectations and interpretations of behavior, including how to act during and after interpersonal conflict. In the current study, 264 ethnically diverse adolescents (African, European, Mexican-American, and Indigenous) from the Pacific Northwest described past instances when they experienced an act of peer-instigated aggression and subsequent bystander action. We examined how face and honor endorsements predicted victims' gratitude following three different types of bystander action (calm, avenge, and reconcile). Face endorsement predicted higher gratitude for being calmed, whereas honor endorsement predicted higher gratitude for being avenged. Bystander efforts to reconcile conflict elicited the most gratitude but were not related to social norm endorsement. Our findings shed light on the association between social norm endorsement and victimized youths' gratitude for their intervening peers' bystander actions. [ABSTRACT FROM AUTHOR]

Purpose: This study investigates how downward envy affects interpersonal conflict, workplace ostracism and displaced aggression in the mentoring context. It seeks to deepen our understanding of how these dynamics influence a mentor–protégé relationship. Design/methodology/approach: Employing a three-wave research design, this study uses a sample of 176 participants in mentoring relationships to test our proposed moderated mediation model. Findings: Downward envy can increase interpersonal conflict, workplace ostracism and displaced aggression. A mentor's social comparison orientation moderates these effects by amplifying the negative impacts of downward envy. Research limitations/implications: These findings have practical implications for both mentors and protégés. Practical implications: These findings have practical implications for both mentors and protégés. Originality/value: This study contributes to the literature by focusing on downward envy within the mentoring context, yielding valuable insights to navigate mentoring experiences at work. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to provide evidence to support an emerging theory that interpersonal conflict is the primary cause of workplace stress among a self-selected sample of Irish construction managers. Design/methodology/approach: Eighteen construction managers working in Ireland were recruited for this study. Using semi-structured interviews and interpretative phenomenological analysis as the research methodology, the causes of their workplace stress were investigated. Findings: Participants reported that the principal cause of their workplace stress was high levels of interpersonal conflict between colleagues. The effects of this interpersonal conflict included avoidance behaviour, ill health, absences from the workplace and loss of productivity issues. Deadlines, penalty clauses, lack of appreciation, cliques, costs, communication, temporary contracts and delays were also reported stressors. Research limitations/implications: A limitation of the study is the small sample of 18 construction managers and the limited geographical area. Social implications: The social implications of this study could be to clearly identify that interpersonal conflict may be under reported in the construction industry, and there is a possibility that it is being misclassified as other workplace behaviours such as bullying, harassment and workplace violence. If this is so, this could aid future researchers in addressing this challenging workplace behaviour. Originality/value: The current consensus in the literature is that the three main causes of workplace stress are bullying, harassment and violence. However, the role and importance of interpersonal conflict as reported in this study, with the exception of North America and China, is not reflected in the wider health and safety research literature. In addition, interpersonal conflict and its reluctance to be reported is largely absent from construction safety research. The findings of this study may be explained if the workplace stress research community is currently misclassifying interpersonal conflict as a manifestation of bullying, harassment or violence. If this is the case, interpersonal conflict needs further research. This is to establish if this cause of construction-related workplace stress needs to be reconsidered as a standalone phenomenon in the wider family of challenging workplace behaviours. [ABSTRACT FROM AUTHOR]

Artificial intelligence (AI) is fundamentally reshaping classroom experiences. In this activity, students in a graduate-level project management class engaged in real-time conversations with AI-powered chatbots as though they were actual people. Students were required to perform a stakeholder analysis on the key stakeholders involved in their project. This analysis was the first step in developing the communication management plan as a component of the project management plan required to execute the project. To execute this student experience, the instructors built artificial intelligence-powered chatbots by utilizing a free online chatbot character generator located online at to interact with students as though they were actual people. These interactions provided a rich student experience with improved depth of interactions as opposed to the traditional stakeholder analysis methods. Ultimately, in this case, the instructors argue that interactions with AI-powered chatbots enrich student learning and foster critical thinking by providing a more authentic experience. Courses: Small-group, business, project management, professional, and organizational communication. Objectives: By the end of this activity, students will be able to (1) perform a stakeholder analysis on an individual to determine the most effective frequency and mode of communication; (2) identify interpersonal dynamics of the individual of interest, such as their power, influence, and authority relative to their project; and (3) describe interpersonal conflicts between the AI-powered individuals to inform the communications management plan. [ABSTRACT FROM AUTHOR]

This study aimed to examine the relationship between personality types and conflict resolution strategies among university students. 'Personality' is a stable individual characteristic that provides a framework for explaining individual behaviors, feelings, and motivations. Moreover, the strategies that individuals choose and use when coping with conflict are also closely related to personality. In this study, a Latent Profile Analysis (LPA) was conducted on 975 university students using the Chinese Congress Five Personality Inventory (CBF-PI-B) measure as an indicator to explore their personality subtypes and the Student Version of the Rahim Organizational Conflict Inventory-II (ROCI-II) was utilized to measure the four types of conflict resolution strategies, namely collaboration, compliance, dominance, and avoidance. The effect of personality subtype on each strategy was examined. The best-fit model revealed three distinct personality types among university students: the dual-concern type (283 individuals), the stable type (654 individuals), and the control type (39 individuals). Dual-concern individuals had a stronger tendency to use all strategies than stable individuals and a stronger tendency to use all strategies except compliance than control individuals; stable individuals were more likely to use collaboration and avoidance strategies than control individuals. In conclusion, this study suggests that university students' propensity to use conflict resolution strategies can be meaningfully grouped based on personality type. [ABSTRACT FROM AUTHOR]

Prior research has shown how police contacts affect community members in many aspects. However, it is unclear how the police are affected by community members’ behaviour or hostility in the line of duty. This study examined the impacts of exposure to citizen incivility and perceived public disrespect on police stress in an East Asian setting. The cross-sectional survey data were collected from seven police departments in a metropolitan jurisdiction in South Korea (n = 458). Ordinary least squares regression and a mediation analysis with bootstrapping were used for data analysis. The results indicated that exposure to citizen incivility (b = 0.112, β = 0.111, p < 0.05) and perceived public disrespect (b = 0.223, β = 0.161, p < 0.01) had direct effects on stress, adjusting for organisational justice, supervisor support, self-legitimacy, perceptions of danger and crime, and workload among other demographic variables. Notably, exposure to citizen incivility also had an indirect effect on stress through perceived public disrespect (b = 0.049, 95% CI b = 0.015–0.086, β = 0.048). The findings highlight the importance of enhancing officers’ interpersonal communication and conflict management skills, as well as procedural justice during police-citizen encounters to mitigate police stress. [ABSTRACT FROM AUTHOR]

Support that mitigates the detrimental impact of adverse events on human healthcare practitioners is underpinned by an understanding of their experiences. This study used a mixed methods approach to understand veterinary practitioners' responses to adverse events. 12 focus groups and 20 interviews with veterinary practitioners were conducted and analysed using grounded theory principles. Experiencing stress, externalising facts and feelings, morally contextualising events and catalysing personal and professional improvements were identified as components of practitioners' response. Natural language processing content analysis of posts regarding involvement in adverse events (n = 572) written by members of a veterinary member-only Facebook group was also performed, to categorise and count words within texts based on underlying meaning. Percentile scores of four summary variables along with relative frequency of function, psychological process and time orientation words used were recorded and compared with content analysis of posts where members discussed euthanasia (n = 471) and animal health certification (n = 419). Lower authenticity scores (reflecting lower honesty), differences in clout scores (reflecting dominance) and higher frequencies of moralisation, future focus, prosocial behaviour and interpersonal conflict were observed in the adverse event group compared to either comparison group. Analytical thinking scores (reflecting logical thinking) and frequencies of total, positive and negative emotion, anxiety, anger and cognitive processing words (reflecting debate) were not significantly different between the adverse events and euthanasia groups. Integration of findings confirmed and expanded inferences made in both studies regarding the emotionally detrimental impact of adverse events and the role that peer-to-peer mediated reflection and learning plays in mitigating pathologisation of responses in the aftermath of adverse events. Discordance in findings related to practitioners' intentions and expressions of honesty suggest that work is needed to normalise open discussion about adverse events. Findings may be used to lever, and to inform, peer-to-peer support for practitioners in relation to veterinary adverse events. [ABSTRACT FROM AUTHOR]

This article explores the land-legal aspects of applying mediation, a form of alternative dispute resolution, in Ukraine. It is established that mediation has deep historical roots and has evolved over the centuries into a modern tool for conflict resolution. Attention is given to the role of mediators in resolving disputes across various cultures and societies for thousands of years. It is noted that contemporary mediation, as an institutionalized process, emerged in the 20th century, particularly after World War II, becoming a tool not only for resolving interpersonal or community conflicts but also for business, labor, international, and even legal disputes. In Ukraine, it has been found that mediation began to actively develop in the early 2000s, when the need for alternative dispute resolution methods grew. These methods were aimed at reducing the burden on the judicial system and providing faster, more cost-effective conflict resolution. The adoption of the Law of Ukraine «On Mediation» in November 2021 marked an important step toward recognizing this process at the state level. The article provides an analysis of its provisions, emphasizing that this law still requires adaptation to the specificities of land relations. It is highlighted that mediation in land disputes can be applied in various situations related to the ownership, use, or management of land plots. The author identifies several prospective areas for the application of mediation in land legal relations, specifically: 1) boundary disputes over land plots; 2) land use procedures; and 3) violations of environmental regulations. The article stresses that mediation in land disputes in Ukraine has significant potential, particularly given the need to expedite conflict resolution and alleviate the pressure on the judicial system. It is established that many landowners and participants in land relations currently lack sufficient information about mediation as a dispute resolution tool or do not trust its effectiveness. The article asserts that mediation requires adequate support and cooperation with state institutions, which will also contribute to more effective dispute resolution. [ABSTRACT FROM AUTHOR]

Relational turbulence theory (RTT) suggests that people perceive their romantic relationships as turbulent when they experience interactions that manifest the deleterious effects of relational uncertainty and altered patterns of interdependence. RTT also positions communication in these episodes as associated with subsequent relational uncertainty and qualities of interdependence. Using three-wave panel data collected at three-week intervals, this study evaluates (a) how communication in serial argument episodes predict relationship parameters (i.e. relational uncertainty and qualities of interdependence), (b) how relationship parameters predict serial argument occurrence, directness, and valence, and (c) whether over time variability in qualities of serial argument communication predict subsequent relational turbulence. Results indicated limited support for reciprocal, between-wave associations between relationship qualities and serial argument communication; however, over time variability in the valence of serial argument communication was associated with higher levels of relational turbulence after 6 weeks. Implications for RTT and research on serial arguments are discussed. [ABSTRACT FROM AUTHOR]

This study tested to what extent the relation between bullying victimization and future symptoms of depression could be explained by victims being more hostile and less assertive than non‐involved individuals. Data came from waves 2–4 of the Dutch TRacking Adolescents' Individual Lives Survey (TRAILS). Participants' bullying experiences were assessed at age 13, interpersonal style at age 16, and depression symptoms at age 19. Mediation analyses were performed primarily on 274 self‐reported victims and 1498 non‐involved peers. Self‐reported victims had an increased risk for depression symptoms. About a third of that risk could be explained by victims' hostile style, which was also higher than those of non‐involved peers. Although victims also reported lower levels of assertiveness than non‐involved peers, this interpersonal style did not mediate the link between bullying victimization and depression. Our findings suggest that high hostility, but not low assertiveness, partly explains the increased depression risk of self‐reported victims. Therefore, interventions could focus on addressing hostility, to help reduce the likelihood that adolescents who have experienced bullying victimization will have more interpersonal conflicts and mental health problems in the future. Supplementary materials also include analyses for bullies and bully‐victims, and for peer‐reported measures. [ABSTRACT FROM AUTHOR]

The people of Malaita in Solomon Islands identify with their ancestors through genealogical histories that shape relationships among families and clans. In 2020, John Omani, one of the authors of this article, was involved in a reconciliation between two clans whose ancestors had quarrelled 17 generations ago. He reviews this history, documented by co-author Ben Burt, and they examine the issues of ancestral culture and Christianity underlying the relationship between the clans and the ancestors, who they still respect but no longer pray to. The reconciliation ceremony shows how Malaitans have maintained ancestral values of conflict resolution over a century of colonial change. [ABSTRACT FROM AUTHOR]

Policy developments associated with increased lifestyle-related regulations have compelled Travellers to re-assess their social worlds and adapt accordingly. Adopting a social constructionist epistemological stance, this qualitative study drew upon the Identity Process Theory, alongside Interpretative Phenomenological Analysis (IPA) as a broad framework to (1) explore the way in which non-Traveller women experience a sense of community integration upon marrying into the Traveller community, (2) to explicate the extent to which their experiences of integration impact upon their own identity, and (3) to develop an understanding of how these lived experiences inform the changes within Traveller culture through the process of integration. Semi-structured interviews were conducted with six women aged between 28–42 years living within the UK. Guided by the principles of IPA, three superordinate themes, each consisting of two subordinate themes emerged from the analysis: 'Joining the culture', 'Cultural Clashes', and 'Changes to the self'. The findings highlighted that participant's experienced interpersonal conflict and continuous negotiations between continuity and discontinuity, that had either positive or negative impacts to their individual identity. This paper has important implications for professionals who aim to provide support and enhance the overall wellbeing of individuals living between these two contrasting cultures. [ABSTRACT FROM AUTHOR]

Social media is a hotbed of interpersonal conflict and aggression. Platforms such as Twitter and Instagram are used by more than 62% of the global population, facilitating billions of user interactions every day. However, many of these exchanges involve hostile, insensitive, and antisocial behaviors. This raises the question: is empathy blunted on social media? Substantial evidence demonstrates that humans tend to behave more rudely in virtual settings, but considering the scarcity of physiological data collected under these circumstances, it remains unclear how the neural systems guiding social cognition and empathy may function differently in online interactions. We propose the "Virtual Disengagement Hypothesis," a conceptual framework to explain the prevalence of hostility online. It posits that interactions occurring on social media omit social cues that facilitate the assessment of a social partner's affective state, such as facial expressions and vocal tone, and thus fail to sufficiently recruit brain circuitry involved in empathy, such as the anterior cingulate cortex, insula, and prefrontal cortex. Additionally, interactions on social media occur asynchronously and in a "replayed" context, which may further limit recruitment of empathy systems. As a result of this diminished sensitivity to others' states, users may be predisposed to inconsiderate or outright antisocial behaviors. Given the massive and growing base of users on these platforms, we urge researchers to expand efforts that focus on neuroimaging in virtual settings with a particular emphasis on developing social media-relevant behavioral designs. [ABSTRACT FROM AUTHOR]

The genre‐based approach (GBA) to teaching second language (L2) writing follows the stages of establishing context, modelling, analysis, joint construction, and independent construction. The passage from joint construction to independent construction in the GBA requires scaffolding. Thus, studies on GBA suggest teacher support in independent construction or a negotiated independent construction (NIC) stage where learners receive feedback and revise their texts. However, studies on the techniques for enhancing performance in NIC are scarce. Therefore, this study aimed to test the effects of using rhetorical writing frames (RWFs) on L2 writing performance (L2WP) during the NIC stage of genre‐based instruction (GBI). Sixty undergraduate students participated in the matching‐only posttest‐only control group design. The experiment group used writing frames to tag the rhetorical moves in their literary analysis essays (LAE) while the control group did not use them. The findings showed that using RWF enhanced L2WP in the NIC stage in terms of writing quality, presenting arguments and supporting arguments. The study proposes a genre‐based markup language to boost L2WP while learners may be struggling to produce a recently learned genre independently. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim(s) Design Data Sources Results Conclusions Impact Patient or Public Contribution To identify and describe the characteristics that constitute a nurse manager's conflict management competency.This study is a systematic review conducted according to the Preferred Reporting Items for Systematic Reviews and Meta‐Analyses (PRISMA) guidelines. The review protocol was registered in PROSPERO (CRD42024542605).A systematic search was conducted in Web of Science, Scopus and PubMed databases, covering literature published from 1 January 2014 to 1 April 2024.This review included 14 studies selected from an initial pool of 86 records. From the included articles, 71 characteristics associated with nurse manager conflict management competency were identified and categorised into seven distinct characteristics: Collaborative resolution (19.72%), collaborative support (18.31%), balanced compromise (14.08%), conflict avoidance (14.08%), supportive accommodation (14.08%), assertive dominance (12.68%) and leadership and resilience in conflict management (7.04%). The most frequent conflicts were interpersonal conflicts (22.22%), resource allocation issues (20.00%) and conflicts between personal values and organisational goals (17.78%).This review highlights the importance of developing characteristics, such as collaborative resolution, collaborative support and balanced compromise, for effective conflict management by nurse managers. Addressing interpersonal conflicts and aligning personal values with organisational goals is essential for maintaining team cohesion and reducing stress. Ethical leadership and emotional intelligence are crucial for managing conflicts and improving the work environment. Forward‐looking healthcare organisations should prioritise the development of conflict management competencies to create healthy and efficient work environments capable of facing disruptive changes, such as those brought about by artificial intelligence.The characterisation of conflict management competency allows the creation of simulated scenarios that are free of associated risks. Additionally, the findings facilitate a comprehensive analysis of how conflict management competency influences leadership competency and ethical principles in nursing teams. This is particularly relevant in the context of profound and disruptive change.No patient or public involvement. [ABSTRACT FROM AUTHOR]

This paper examines the role of bathutēs ("verbal self-restraint" or "forbearance") in Cicero's handling of personal disputes and grievances. In a letter to Atticus (Att. 5.10.3), Cicero suggests that such restraint can help to ease the minor tensions that often arise in a provincial governor's day-to-day business. Linguistic caution can also defuse disputes between acquaintances and family members, as evident in Cicero's dealings with Hortensius Hortalus (Att. 4.6.3) and estranged nephew Quintus (Att. 13.42). In both cases Cicero overlooks valid grievances in order to facilitate reconciliation in the future. [ABSTRACT FROM AUTHOR]

Background: Violence against health professionals is a growing problem that affects the quality of care provided and the well-being of workers. In the Alentejo region (Southern Portugal), the Regional Health Administration has been developing strategies to prevent and combat this phenomenon, namely, through the implementation of the Action Plan for the Prevention of Violence in the Health Sector. Violence in the health sector includes all situations in which a worker in the Ministry of Health's health institutions is exposed to any type of violence related to their work, putting their safety, well-being or health at risk, or that of others. The aim of this study was to analyze the perceptions and practices of local focal points (e.g.,departments, services, offices or functional units) on violence against health professionals in the Alentejo region. Methods: Semi-structured interviews were carried out local focal points in the Alentejo region. The sampling was selected for convenience from different health units. The interviews were recorded, transcribed and analyzed according to the analysis protocol of the IRaMuTeQ software (Interface de R pour les Analyses Multidimensionnelles de Textes et de Questionnaires) version 0.7 alpha 2. Results: In total, 43 interviews were conducted between February and April 2024. Interviews revealed that local focal points face various challenges in combating violence against health workers. The lack of specific training, the scarcity of security resources and the culture of underreporting were some of the obstacles identified. However, participants also stressed the importance of teamwork, effective communication and institutional support in dealing with this problem. Conclusions: Violence against health professionals is a worrying reality that requires effective measures to prevent and combat it, requiring a coordinated and multifaceted response. Local focal points play a key role in this process, but they need adequate training, resources and institutional support. Comprehensive and regular training programs on violence, interpersonal communication and conflict management, and investment in security resources, including physical and technological measures, should be implemented in health facilities. Clear protocols should be created for dealing with situations of violence and a culture of reporting situations of violence to health professionals should be promoted, as well as the monitoring of victims by the authorities involved in cases of violence. Ongoing training and the simulation of real-life scenarios are crucial for preparing professionals to effectively manage situations of violence. [ABSTRACT FROM AUTHOR]

This research analyzes the mitigation and intensification strategies used in expressing and managing differences of opinion within two online focus groups organized on the controversial Moors and Christians festivals with participants that come from a locality where the festivals are celebrated. Drawing on pragma-dialectical theory (van Eemeren, 2018), we study the expression and management of differences of opinion based on the concept of critical discussion and analyze the mitigation and intensification strategies used at each stage of their resolution, employing our own methodology (Aulit, 2023) adapted from Albelda Marco et al. (2014). Given that mitigation is a rhetorical-pragmatic strategy originated by face protection needs and intensification an argumentative strategy of reinforcement of the propositional content or communicative intention (Albelda and Briz, 2020), we highlight the argumentative and social effects produced by these strategies and their impact on softening or aggravating disagreements. The results show differences in the uses and effects generated by mitigation and intensification between the two groups at each stage of the critical discussion. However, the adequacy of these effects to the communication situation and speaker intention allows for the annihilation of potential conflicts and thus the maintain of a positive interactive climate and interpersonal relationship among the participants. [ABSTRACT FROM AUTHOR]

Introduction: Soft skills, also known as transversal skills, have gained significant attention in the organizational context due to their positive impact on various work-related outcomes. The present study aimed to develop and validate the Multiple Soft Skills Assessment Tool (MSSAT), a short self-report instrument that evaluates interpersonal skills (initiative-resourcefulness, assertiveness, conflict management), interpersonal communication skills, decision-making style (adaptive and maladaptive), and moral integrity. Methods: The scale development process involved selecting and adapting relevant items from existing scales and employing a cross-validation approach with a large sample of workers from diverse organizational settings and job positions (N = 639). In the first step, 28 items were carefully chosen from an item pool of 64 items based on their content, factor loadings, item response theory analyses, differential item functioning, and fit statistics. Next, the structure of the resulting scale was evaluated through confirmatory factor analyses. Results: The MSSAT demonstrated gender invariance and good reliability and validity. The results of a network analysis confirmed the relationships between soft skills and positive work-related outcomes. Notably, interpersonal communication skills and moral integrity emerged as crucial skills. Discussion: The MSSAT is a valuable tool for organizations to assess the soft skills of their employees, thereby contributing to design targeted development programs. [ABSTRACT FROM AUTHOR]

Introduction: Early recognition and indicated prevention is a promising approach to decrease the incidence of Major depressive episodes (MDE), targeting the patients during their clinical high-risk state of MDE (CHR-D). The identification of a set of stressors at the CHR-D increases the success of indicated prevention with personalized early interventions. The study evaluated stressors in the early phase of depression, developed on the basis of a patient survey on stressors. Methods: Sixty-eight inpatients (ICD10: F3x.xx) with a reported high risk state for major depressive episode (CHR-D) were included in the current study. Stressors during CHR-D were retrospectively explored using a semi-structured clinical interview supplemented by open-ended questions. A qualitative explorative content analysis was provided to identify a pattern of stressors during the prodromal phase of the patients, based on the patient's perspective. A frequency analysis was performed for the evaluation of the prevalence of reported source of stress. Results: All patients reported stressors in the prodromal phase of depression. Results demonstrates that patients with depressive disorder typically report multiple stressors, with the most common number being four. First, 18 stressors-groups were identified during coding. Interpersonal conflicts and disappointments in close relationships were most frequently reported stressors during the prodromal phase at 44.1%. The second most frequent stressor mentioned was the high qualitative or quantitative demands at work (38.2%). The third frequent source of stress was changes in close relationships and in family relationships (33.8%). Based on the categories of stressors described in the patient survey during the prodromal phase we suggested a model of stressors in CHR-D during the prodromal phase of the MDE. Discussion: The identification of a set of stressors at the early stage of MDE may increase opportunities for early intervention. In everyday clinical practice, preventive psychiatry needs clinical and adapted instruments for recording stressors in today's society. This knowledge is necessary in order to develop precisely indicated prevention for depressive disorders. [ABSTRACT FROM AUTHOR]

This study investigates the influence of copresent smartphone use and presence on conflict interactions. Sixty-four dating couples (N = 128) completed one 10-minute in-person serial argument conversation. Dyads were randomly assigned to one of three conditions: (a) smartphones absent, (b) smartphone used by one participant, or (c) smartphone present but not used. Results indicate that copresent smartphone use – but not the presence of an unused smartphone – during conflict is more dissatisfying than conflict conversations absent of smartphones overall and at one-minute measurements. Also, perceived technological interference – but not the amount of phone use – was associated with lower ratings of conversation satisfaction. These findings suggest that copresent smartphone use is more problematic than smartphone presence, and perceptions of smartphone use may explain how and why copresent smartphone use may erode conversation quality. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

This study aimed to examine the associations between child temperament and trajectories of the three dimensions of the student–teacher relationship (Closeness, Conflict, and Dependency) during elementary school. Latent class growth analyses conducted among 744 French‐Canadian students recruited between 2008 and 2010 (46.8% girls; Mage = 8.39; 90.9% White; 49.7% with externalizing behavior problems) revealed four Closeness trajectories and three Conflict trajectories, but no significant variability between children in mean levels of change in Dependency. Surgency‐Extraversion and Effortful control were associated with specific trajectories of Closeness and Conflict. Effortful control was also associated with cross‐sectional assessments of Dependency. These results suggest that temperament is a useful construct in understanding developmental patterns of the student–teacher relationship across the elementary school years. [ABSTRACT FROM AUTHOR]

This article presents a socio-legal analysis of the Lhaka Honhat case, a decades-long territorial dispute between Indigenous communities and peasant settlers (criollos) in the Northern Argentinian Province of Salta. This is the first case in which the Inter-American Court of Human Rights confronted the normative implications of interethnic communal conflicts. The court was called to apply human rights standards to resolve conflicting land claims between two similarly impoverished rural groups. The judgment compelled Argentina to protect the right to land of Indigenous communities and to relocate hundreds of criollo settlers, while incorporating some exceptional provisions that indirectly recognized the vulnerable situation of the criollo population. We argue that this decision opens a third wave in the jurisprudential evolution of Indigenous rights cases before the Inter-American System. Initially, the court focused on protecting Indigenous land rights vis-à-vis powerful interests. The second wave registered cases where Indigenous land claims were brought against the encroachment of other non-Indigenous groups holding private property rights. In this third wave, the court would confront the challenge of protecting Indigenous land while also recognizing other modes of property and livelihoods. The article describes this evolution and discusses the implications both for international jurisprudence and local communities. [ABSTRACT FROM AUTHOR]

This paper examines the tensions and struggles over elder care that are happening in South Africa between family caregivers, care workers and the state. These struggles are experienced and expressed at the familial and community level but are best understood by examining how the state has de-funded facilities in favour of 'ageing in place' without any additional investment in community and home-based care support. The findings reveal that stresses on unpaid and paid carers are expressed in terms of individual failings and interpersonal conflict rather than through a socio-political contextual lens. These findings contribute to how a familialist care regime impacts the everyday personal relationships between paid and unpaid carers of older persons. [ABSTRACT FROM AUTHOR]

Despite extensive research on antecedents and consequences of counterproductive work behavior (CWB), factors contributing to it in educational settings and teachers have not been adequately addressed. With participants of secondary school teachers working in public schools (270), private schools (302), and other educational institutions (319) in Iran, this study explored factors associated with CWB at the individual (age, gender, and perceived justice), occupational (interpersonal conflicts and working hours), and organizational (job content, class size, and teaching context) levels. Significant relationships, with small effect sizes, were found between CWB and younger male teachers with low perceived justice. The results also indicated a linear trend with occupational variables and CWB in the public sector. An escalation in CWB engagement was observed with an increase in working hours and class size. There was a strong positive correlation between psychological demands and CWB, and negative associations were found for social support and decision latitude with significant differences in teacher categories. Hierarchal regression analysis confirmed the significant contributions of these variables to the variances in CWB. The implications have been discussed in light of study results by recommending policies and strategies to be used by school psychologists, administrators, and teacher educators to curtail dysfunctional behaviors and ultimately create school environments that promote teachers' job commitment and the delivery of high‐quality education. Practitioner points: Teachers' age and gender predict counterproductive work behavior (CWB), revealing that younger and male teachers exhibit higher levels of interpersonal CWB, particularly within the public sector.Interpersonal conflicts and perceived organizational injustice, the prevalence of which was more pronounced in the public sector, significantly influence teachers' CWB.Psychological demands, extended working hours, and organizational factors such as class size and teaching context are significantly associated with both interpersonal and organizational CWB among teachers. [ABSTRACT FROM AUTHOR]

An intractable conflict environment (ICE) is an extreme context in which deep, unsolvable conflict between groups is central to the actors within it. While non-ICEs are typically assumed in organizational research, ICEs are increasingly common contexts for organizations. Moreover, this context influences peoples' interpretation of potential organizational conflict incidents inside the organization and therefore the likelihood and emotional intensity of organizational conflict events. Whereas a potential conflict incident, such as a disagreement over how to complete a task, may be perceived as benign in a more typical environment, the same incident is more likely to be interpreted as much more negative and emotionally intense when taking place in an ICE, increasing the frequency of conflict events (conflictual behavior). Prior work suggests that, in a typical environment, promotion-framed (achieving positives) interventions reduce conflict more than prevention-framed (avoiding negatives) interventions by temporarily inducing promotion orientations that reduce the likelihood of interpreting conflict. However, we argue an ICE induces a strong prevention focus, which overrides promotion-framed interventions. Instead, we argue in an ICE, a prevention- rather than promotion-framed intervention is likely to be more effective because it "matches" the strong prevention focus. To test this prediction, we examine the difference in number of conflict events in farming cooperatives in rural Ghana (an ICE) after instituting prevention- versus promotion-framed interventions aimed at addressing conflict. Quantitative and qualitative findings from a 9-month field experiment support our hypothesis. [ABSTRACT FROM AUTHOR]

Interpersonal conflicts in the workplace represent a significant source of stress that causes suffering, because they lead to the contesting of certain resources belonging to employees, or they are also rooted in the threat or loss of certain resources. The purpose of the research work is to analyze the actions of a third party that impedes the organization's ability to limit the occurrence of conflicts, punishable practices, and limit the individual and collective consequences of such behavior when they occur. The results and practical recommendations presented in the paper can be used in the work of management bodies, become the basis of lecture courses for management personnel on conflict management training in organizations, and also be used as a training manual for seminars. The results of the study provide recommendations for various levels of conflict prevention and resolution mechanisms at various levels within an organisational setting. The integration of conflict prevention mechanisms is crucial for minimising the hidden costs associated with conflict within organisations. Our review of the scientific literature shows that this is extremely relevant, since conflicts involve hidden, but high costs, and that any organization will benefit if it takes this issue into its own hands. Faced with the growing restrictions imposed on workers, the reduction of their autonomy and the collapse of labor collectives, workers need help. The proposed mechanisms and methods in the article provide such assistance, providing both a "valve" for mitigating painful events, and friendly listening, as well as a set of tools for improving organizational life. [ABSTRACT FROM AUTHOR]

Athletic trainers (ATs) face organizational-professional conflict (OPC), often surrounding return-to-sport decisions. To prioritize patient safety and establish a healthy work environment, OPC must be mitigated, yet few researchers have determined how ATs manage conflicts with stakeholders. To explore ATs' experiences with OPC in the secondary school setting. Qualitative study. Telephone interviews. Sixteen ATs (9 females, 7 males; age = 43 ± 11 years; years certified = 17 ± 9; years in their current positions = 9 ± 6). We digitally recorded telephone interviews and had them professionally transcribed. Data saturation guided recruitment efforts and was met. To ensure rigor and trustworthiness of the data, we completed basic member checks along with multiple-analyst triangulation. We analyzed the qualitative data using an interpretive phenomenological approach. Four themes emerged effective communication, professional relationships, stakeholder education, and professional experience. Participants used effective communication described as frequent, open, and direct, during interactions with stakeholders to manage OPC. Organizational-professional conflict was reduced when ATs built professional relationships with stakeholders centered on trust and respect. Participants used stakeholder education as a primary strategy for managing OPC by educating stakeholders about prognosis and return-to-sport timelines postinjury and providing rationale for decisions made. Additionally, years of experience served as a mitigating factor of conflict, in that as ATs gained experience and confidence, they perceived less OPC. Participants suggested various interpersonal relationship development strategies that can be implemented to manage OPC, especially when starting a new position or building rapport with stakeholders. Specifically, educating various stakeholders on reasons for clinical decisions via effective communication and developing strong professional relationships built on mutual respect assisted in avoiding OPC. Since professional experience appears to alleviate conflict, OPC management strategies should be taught during professional preparation and used early during transition to autonomous practice. [ABSTRACT FROM AUTHOR]

Trust in nonpartisan news is essential to civil society—but is declining in the United States. However, language that demonstrates active engagement with opposing views may build trust. One way to demonstrate such active engagement is conversational receptiveness: the use of linguistic features such as agreement, acknowledgment, subjectivity, and positive emotion, among others. A review of prior work on conversational receptiveness suggests its usefulness in interpersonal conflict. This toolkit might effectively apply also to the challenge of restoring trust in nonpartisan media. A demonstration study illustrates proof of concept: In 600 opinion articles from prominent news sources, more receptive language was associated with reader trust. Pending programmatic research will address limitations, feasibility constraints, open questions, and future empirical directions—including causal tests in applied settings. At a minimum, extrapolating conversational receptivity from its role in interpersonal conflict suggests a role in building trust in nonpartisan media. Conversational receptiveness might present a cost-effective, scalable approach for media producers to bridge political divides and rebuild trust—without alienating existing audiences. [ABSTRACT FROM AUTHOR]

This paper examines the influence of climate change vulnerability on the likelihood and severity of communal violence, with a particular emphasis on delineating large-scale regional patterns. Specifically, the analysis centres on Sub-Saharan Africa and South/South-East Asia – both regions being predominantly characterised by rain-fed agriculture and climate-sensitive economic activities – spanning the years 1995 to 2021. Relying on the ND-GAIN Vulnerability Index as a multidimensional measure for propensity of societies to be negatively impacted by climate change, we found robust evidence that greater vulnerability is conducive to a higher likelihood and severity of communal violence in Sub-Saharan Africa. On the other hand, in South/South-East Asia, results suggest that current climate variability, measured as rainfall deviations within the period, exerts a greater effect on communal violence outbreak than overall vulnerability to climate change. In both regions, greater access to productive means is significantly associated to the reduction of communal violence. [ABSTRACT FROM AUTHOR]

Moderating content on social media can lead to severe psychological distress. However, little is known about the type, severity, and consequences of distress experienced by volunteer content moderators (VCMs), who do this work voluntarily. We present results from a survey that investigated why Facebook Group and subreddit VCMs quit, and whether reasons for quitting are correlated with psychological distress, demographics, and/or community characteristics. We found that VCMs are likely to experience psychological distress that stems from struggles with other moderators, moderation team leads' harmful behaviors, and having too little available time, and these experiences of distress relate to their reasons for quitting. While substantial research has focused on making the task of detecting and assessing toxic content easier or less distressing for moderation workers, our study shows that social interventions for VCM workers, for example, to support them in navigating interpersonal conflict with other moderators, may be necessary. [ABSTRACT FROM AUTHOR]

The World Health Organization (WHO) defines stress as a "state of worry or mental tension caused by a difficult situation." Burnout results from chronic occupational stress that has not been well managed, and is the result of both systemic and personal factors. Systemic structures and planning to optimize work environments are the focus of occupational stress models. To effectively manage stress and avoid the detrimental effects of neglecting both its acute and chronic consequences (such as decreased productivity, low morale, interpersonal conflicts, absenteeism, and other negative outcomes), it is essential to examine various occupational stress models to determine root causes and identify issues at the work unit level. [Psychiatr Ann. 2024;54(10):e287–e291.] [ABSTRACT FROM AUTHOR]

The aim of the current paper is to identify the effective factors in forming the cyberloafing phenomenon and rank these factors. In the present study, a multiple attribute decision-making method has been used. The statistical population of this study consists of managers and employees of the Yazd Provincial Tax Administration, and 27 of them were selected based on accessibility. This research is applied and descriptive-analytical in terms of purpose and type. Based on the literature review, eighteen effective factors in the formation of cyberloafing were identified. Different MADM techniques, such as SAW, TOPSIS, ELECTRE, and TOXONOMY, were used to rank each factor. Finally, the Copeland fusion technique was used to reach a consensus on the execution of the mentioned techniques. Our investigations have shown that organizational policy factors, organizational commitment, and having a lot of leisure time had the most significant impact on the formation of the cyberloafing phenomenon. Also, interpersonal conflict, role overload, and belief in disorder had the least impact on the formation of the cyberloafing phenomenon. The current research is the first one conducted with this approach, especially in Iran, and its results can be considered by managers in other organizations as well. [ABSTRACT FROM AUTHOR]

Purpose: Although the literature on the effectiveness of team interventions is constantly expanding, there has been a strong focus on the process mechanisms that could explain their success, often overlooking the contextual aspects in which these interventions are carried out. Based on the Context-Mechanism-Outcome framework, this study aims to investigate the influence of contextual factors on the effectiveness of digital team coaching interventions that use social network visualisation to enhance team coordination and reduce interpersonal conflicts. Design/methodology/approach: Using a multi-wave, longitudinal design, this research analysed 38 work teams from three organisations over three-time points. Data collection focused on manager and peer support, the mechanisms of training transfer and action plan implementation and the outcomes of these interventions. Surveys were administered in three organisations, involving 317 respondents across different phases. The intervention spanned six to eight months, incorporating three to four structured online group sessions. Each session involved a multi-stage process, concluding with a result-oriented action plan about work-related goals. The intervention included social network visualisation, discussions, coaching and continuous refinement of action plans. Findings: The analysis highlights how manager support significantly correlates with team coordination and performance, mainly when teams are less engaged in implementing action plans. Peer support did not show a mediating effect on training transfer or outcomes but had direct positive impacts on team coordination and performance. Practical implications: Teams actively implementing action plans may require less immediate managerial support for effective coordination and high performance. The manager's role becomes crucial, particularly in the early stages of the intervention or in those teams where online coordination alone may not be adequate for action plan implementation. Peer support for training transfer could enhance the effectiveness of the intervention in achieving desired team outcomes; therefore, cultivating a supportive peer environment is crucial for the success of such interventions. Monitoring and assessing team dynamics are vital to maximise the benefits of digital team coaching interventions. Originality/value: This study stands out for its innovative exploration of the interplay between managerial and peer support in the context of digital team coaching, using social network visualisation as a novel approach to enhancing team dynamics. [ABSTRACT FROM AUTHOR]

Burnout affects the performance of healthcare staff through several mechanisms. Firstly, emotional exhaustion leads to a state of chronic fatigue, lowering the ability to maintain consistent, high-quality performance. Depersonalisation, marked by a cynical and detached attitude toward patients, impacts interpersonal relationships and reduces empathy, which is crucial for effective care. Thirdly, a decreased sense of personal achievement undermines feelings of competence and professional worth, which can lead to demotivation and lower productivity. Emotional exhaustion also reduces the cognitive resources available to healthcare staff, impairing their ability to process information and respond quickly in critical situations. This can result in a higher rate of medical errors, including mistakes in administering treatments and incorrect diagnoses. Additionally, extreme fatigue lessens employees' ability to interact effectively with patients and colleagues, potentially leading to poor communication and interpersonal conflicts. [ABSTRACT FROM AUTHOR]

The parallel-process growth mixture models was employed to investigate the joint trajectories of group cohesion and interpersonal conflicts and group heterogeneity of the trajectories in isolated and confined environments (ICEs). The predictive role of person-group fit on these trajectories were examined by logistic regression models. 209 Chinese male workers in capsule habitats under sea were recruited and completed 5-wave tests during a 56-day under-sea mission. 2 latent subgroups were identifed: (1) Unstable group (n = 133, 65.84%) partly conformed to the third-quarter phenomenon; (2) Stable group (n = 69, 34.16%) kept stably low interpersonal conflicts and high group cohesion throughout the entire mission. Participants with higher levels of baseline person-group fit were more likely to belong to Stable group. The third quarter of the mission may be a critical stage for group cohesion in ICEs. Person-group fit should be considered as predictors in personnel selection for ICEs. [ABSTRACT FROM AUTHOR]

Anger can adversely impact functioning in veterans. Psychological aggression, which is related to but distinct from anger, is particularly detrimental to veterans’ mental health. Research examining anger and psychological aggression following individual therapy for posttraumatic stress disorder (PTSD) has demonstrated small effect sizes. Treatments that directly target conflict management and interpersonal functioning, both regarding content and delivery to veterans and their loved ones (e.g., couples‐based PTSD treatments), may be more effective in alleviating anger symptoms. This study examined whether larger reductions in anger and psychological aggression would be observed in a couples‐based intervention compared to an active comparator at posttreatment and follow‐up. Data were derived from a randomized trial comparing brief cognitive–behavioral conjoint therapy for PTSD (bCBCT) and PTSD family education (PFE). Participants were 137 veterans and their intimate partners (bCBCT: n = 92, PFE: n = 45). We observed within‐condition significant reductions in angry temperament, d = ‐0.47, p < .001, and angry reaction, d = −0.26, p = .004, among veterans in bCBCT but not PFE, |d|s = 0.13–0.17, ps = .166–.268. Veterans and partners in both conditions reported reductions in psychological aggression, |d|s = 1.09–1.46, ps < .001. There were no significant differences between the treatment conditions on any outcome, ps = .103–.443, and there were no significant changes in anger between posttreatment and follow‐up, |d|s = 0.07–0.24, ps = .052–.582. Couples‐based interventions for PTSD, including bCBCT and PFE, can be effective in improving aspects of anger among veterans and their intimate partners. [ABSTRACT FROM AUTHOR]

Challenging the historical attitude that intimate partner violence (IPV) is not police business has been identified as key to effective police response. This attitude draws on the wider cultural assumption that IPV is situational and based on interpersonal conflict – a belief compounded by media coverage and certain theoretical approaches. The coercive control model counters this view, framing the majority of IPV as a power differential established through a deliberate pattern of threat and control. Coercive and controlling behaviour (CCB) was criminalised in England and Wales in the Serious Crime Act 2015. The offence describes a pattern of behaviour – rather than the discrete incidents – and subverts ingrained beliefs about the causes of IPV. This qualitative research draws on in-depth interviews with officers and victim-survivors in a force in the north of England. Critical discourse analysis examines police attitudes and culture as embedded within the wider context. A key finding is that police response officers commonly approach IPV as situational and arising from mutual conflict rather than investigating for evidence of CCB. The lack of nuanced understanding of control mechanisms and their effects often leads to exasperation with repeat callers and failure to ‘dig deeper’. However, officers who recognise the subtleties of CCB contribute to an empowering effect on victim-survivors, an outcome not formally recognised by policing processes. To equip officers for effective and supportive response, officer development should address the embedded assumption of conflict and focus on CCB as underlying the majority of IPV rather than existing as a distinct offence. [ABSTRACT FROM AUTHOR]

Intergenerational relationships that highlight learning characteristics are created in interpersonal conflicts and lifelong education. Realizing the high-quality development of intergenerational learning has become a key problem. A primary school in eastern China united communities and families to create an efficient intergenerational learning project. This study aims to explore how this intergenerational learning is created. A principal, a teacher, two community educators, and five family members were recruited as the unstructured interview participants to collect data. This study finds that the school, community, and families play irreplaceable roles in creating intergenerational learning. Influenced by educational policies and education responsibilities, the school proactively designed the intergenerational learning project that takes grandparents to school in interaction with the community and families. Adhering to the principle of social services and age-friendly, the community provides sufficient educational resources for implementing intergenerational learning through collaborative support. Considering the generation gap and integration between grandparents and grandchildren, families as participating identities make intergenerational learning from possible imagination into real practice. This study highlights the theoretical framework of how intergenerational learning is created in school-community-family collaboration. The practical implications for optimizing intergenerational relationships and coping with population aging are further emphasized. [ABSTRACT FROM AUTHOR]

Harmony is a crucial value for resolving conflicts. Discussions on harmony in the Zhuangzi primarily focus on harmonizing ‘right and wrong’ (shifei 是非). However, it represents only a superficial understanding of Zhuangzian harmony. To explore a fundamental form of harmony would be beneficial: harmonizing ‘virtuosities’ (de 德), which can prevent conflicts and avoid domination. This paper begins by illustrating the discombobulated (zhili 支离) characteristic of virtuosities in the Zhuangzi. By comparison with harmonizing virtues in Five Conducts, we can better understand the distinctive characteristic of harmonizing virtuositiesin the Zhuangzi. Moreover, a metaphor of perfectly still water suggests that in this process, virtuosities can be internally preserved and externally unshaken. This suggests to maintain one’s own virtuosities in the transformations of eventsand avoidacquiring specific names or reputations that can lead to interpersonal conflicts and domination. These two characteristics can fundamentally avoid disputes over ‘right and wrong’. [ABSTRACT FROM AUTHOR]

Conflict is a ubiquitous, but potentially destructive, feature of social life. In the current research, we argue that intellectual humility—the awareness of one's intellectual fallibility—plays an important role in promoting constructive responses and decreasing destructive responses to conflict in different contexts. In Study 1, we examine the role of intellectual humility in interpersonal conflicts with friends and family members. In Study 2, we extend this finding to workplace conflicts. In both studies we find that intellectual humility predicts more constructive and less destructive responses to conflict. This work extends the burgeoning literature on the benefits of intellectual humility by demonstrating its association with responses that help defuse conflictual encounters. [ABSTRACT FROM AUTHOR]

Understanding the fundamental concepts and institutions of criminal law rights is examined from a philosophical-historical perspective. The discussion of the foundations of state punishment and the right to impose penalties on citizens is presented in a precise manner in Thomas Hobbes's philosophy. Throughout his, Leviathan, the right to punish. Stems from the social contract, and is considered a political right rather than a natural or prepolitical one, entrusted to the state. Therefore, all citizens, disgusted by the natural state, relinquish the right to self-defence or the possibility of retaliation. This is considered a natural right for them after facing another violent onslaught, entrusting the protection of freedom and social order to the artificial entity known as the state, in order to end interpersonal conflicts and group disorder, leading to the emergence of sustainable peace. The right of the state to punish individuals has significant implications for criminal rights, including the secularization of punishment, state monopoly in punishing criminals, the establishment of legitimate defense institutions in the penal system, and the occurrence of crimes against the state. These issues are addressed with an analytical and interdisciplinary approach in this study. [ABSTRACT FROM AUTHOR]

How old is war? Is it a deep-seated propensity in the human species or is it a recent cultural invention? This article investigates the archaeological evidence for prehistoric war across world regions by probing two competing hypotheses. The "deep roots" thesis asserts that war is an evolved adaptation that humans inherited from their common ancestor with chimpanzees, from which they split around seven million years ago, and that persisted throughout prehistory, encompassing both nomadic and sedentary hunter-gatherer societies. In contrast, the "shallow roots" viewpoint posits that peaceful intergroup relations are ancestral in humans, suggesting that war emerged only recently with the development of sedentary, hierarchical, and densely populated societies, prompted by the agricultural revolution ~ 12,000–10,000 years ago. To ascertain which position is best supported by the available empirical evidence, this article reviews the prehistoric archaeological record for both interpersonal and intergroup conflict across world regions, following an approximate chronological sequence from the emergence of humans in Africa to their dispersal out of Africa in the Near East, Europe, Australia, Northeast Asia, and the Americas. This worldwide analysis of the archaeological record lends partial support to both positions, but neither the "deep roots" nor the "shallow roots" argument is fully vindicated. Intergroup relations among prehistoric hunter-gatherers were marked neither by relentless war nor by unceasingly peaceful interactions. What emerges from the archaeological record is that, while lethal violence has deep roots in the Homo lineage, prehistoric group interactions—ranging from peaceful cooperation to conflict—exhibited considerable plasticity and variability, both over time and across world regions, which constitutes the true evolutionary puzzle. [ABSTRACT FROM AUTHOR]

This study examines how interpersonal conflict at work is associated with worker well‐being in Singapore. More importantly, it assesses how this association is contingent upon belief in angelic intervention and belief in supernatural evil. Using data from the 2021 Work, Religion, and Health Survey (N = 508), the analyses show that interpersonal conflict at work is positively associated with anxiety and job burnout. In addition, belief in angelic intervention and belief in supernatural evil moderate the association. Specifically, the positive association between interpersonal conflict at work and anxiety is weaker for those who report the belief in angelic intervention. Similarly, higher levels of belief in supernatural evil reduce the positive association of interpersonal conflict at work with anxiety and job burnout. These findings indicate that belief in supernatural agents acts as a key personal resource in the workplace, buffering against the harmful effects of interpersonal conflict at work on worker well‐being. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to investigate why followers have low perceptions of leader openness and thus feel reluctant to communicate novel ideas by examining leader–follower relationship conflict (i.e. interpersonal incompatibility) and a follower's power distance orientation (i.e. an acceptance of uneven power distribution in organizations) as antecedents. Design/methodology/approach: The research administrators conducted a three-wave work behavior survey in Study 1, a laboratory experiment in Study 2, and an online experiment in Study 3. Findings: The results demonstrated that leader–follower relationship conflict reduced followers' perceptions of leader openness. However, the negative impact of relationship conflict became non-significant when followers have high power distance orientations (i.e. an acceptance of uneven power distribution in organizations). The findings also showed an indirect interaction effect of leader–follower relationship conflict and followers' power distance orientation on the followers' communication of novel ideas through the followers' perceptions of leader openness. Originality/value: The research suggests that followers with higher power distance orientations are more likely to communicate novel ideas consistently because their relationship conflicts with their leaders do not negatively influence their perceptions of leader openness. Although researchers traditionally view cultures with a high level of power distance value as an obstacle to employee creativity, the present study reveals the benefits of an individual-level power distance orientation. [ABSTRACT FROM AUTHOR]