The article presents the results of checking the hypothesis that the choice of conflict resolution strategy depends on the negative emotional states (anxiety, frustration, aggression, rigidity). The ...Rosenzweig Picture-Frustration test, «Anxiety. Frustration. Aggression. Rigidity (AFAR)» test, Thomas-Kilmann Conflict Mode Instrument (TKI) have been used for diagnosis of participants` psychological features. Students of Ukrainian universities have formed the sample. Correlational analysis was performed (SPSS 17.0) to identify the associations between emotional states and behavioral reactions. An association has been established between the state of rigidity and the application of the competing strategy (negative), avoiding (positive); between the state of frustration and the frequency of application of competing (negative), accommodating (positive). The results showed that the possibility of implementing a strategy of avoiding in a state of rigidity is associated with unpreparedness for extrapunitive reaction and expectations that the situation will resolve itself (impaunitive reaction). Therefore, the connections between negative emotional states and the choice of poorly productive conflict resolution strategies may depend on protective mechanisms that are activated in a state of frustration.
Polycentricity is a fundamental concept in commons scholarship that connotes a complex form of governance with multiple centers of semiautonomous decision making. If the decision‐making centers take ...each other into account in competitive and cooperative relationships and have recourse to conflict resolution mechanisms, they may be regarded as a polycentric governance system. In the context of natural resource governance, commons scholars have ascribed a number of advantages to polycentric governance systems, most notably enhanced adaptive capacity, provision of good institutional fit for natural resource systems, and mitigation of risk on account of redundant governance actors and institutions. Despite the popularity of the concept, systematic development of polycentricity, including its posited advantages, is lacking in the commons literature. To build greater clarity and specificity around the concept, we develop a theoretical model of a polycentric governance system with a focus on the features necessary or conducive for achieving the functioning predicted by commons scholars. The model is comprised of attributes, which constitute the definitional elements, and enabling conditions, which specify additional institutional features for achieving functionality in the commons. The model we propose takes the concept a step further toward specificity without sacrificing the generality necessary for contextual application and further development.
摘要
多中心是公共资源学说的一个基本概念。它指的是一个有着多个半自主决策中心的复杂治理模式。如果这些决策中心将彼此考虑成竞争与合作的关系, 并且有资源去争取不同的解决方案, 他们可被认作是一个多中心的治理体系。在自然资源管理这一具体环境中, 公共资源学者们总结了一系列有关多中心治理体系的优点。其中, 最主要的是, 提高适应能力、提供与自然资源体系相符的制度, 以及通过多样化的行为者和治理制度来降低风险。尽管这一概念十分流行, 在公共资源的文献中, 包括其所声称的优势在内的有关多中心治理的系统发展却是个缺失。为了使该概念更加明晰且具体, 我们提出了一个有关多中心治理体系的理论模型。这一模型重点关注那些必要的或有助于实现公共资源学者们所预测的多中心治理功能的特征。这一模型包含了特征, 即那些明确的元素, 和实现条件, 即多中心在公共资源中实现其功能性的其它制度特征。我们提出的这一模型, 在不牺牲该概念使用和发展的普遍性的基础上, 将其进一步的具体化。
We review psychological research on intergroup conflict. First, we outline psychological perspectives on forms and functions of groups. Second, we present the most influential psychological theories ...of intergroup conflict and describe their similarities and differences in predicting individual prejudice, discrimination, and conflict engagement. Third, we review popular measures of intergroup discrimination, including rating measures, behavioral measures, and allocation tasks. Furthermore, we call for a refined semantic framework to structure and differentiate between different measures of intergroup bias. Fourth, we highlight several interventions that can de-bias intergroup relations and facilitate conflict resolution. Lastly, we propose that research on the psychology of intergroup conflict may benefit from a stronger interdisciplinary orientation regarding both theoretical perspectives and methods used and point out promising avenues for future research.
Most organizations rely on strong, effective groups and teams to operate. Many theories and models related to teams and team development exist. However, Tuckman and Jensen’s (1977) model of group ...development is still the most used (Fritz et al., 2005). In this article, we outline the five stages of small-group development (Tuckman & Jensen, 1977). Team members and leaders can use this model to improve their effectiveness (Burns, 1995). In the Leading Teams series, we discuss each stage in depth and provide actions leaders can use to guide their teams through each stage.
•Insufficient sleep is commonplace and affects decision making in many settings.•We experimentally manipulated sleep levels for 7 days prior to zero-sum bargaining.•Uncertainty at impasse, such as ...with arbitration, promotes optimistic bargainers.•Bargainers increasingly depend on arbitration once used—the narcotic effect.•Sleep restricted bargainers experience a stronger narcotic effect.
Insufficient sleep is commonplace, and understanding how this affects interpersonal conflict holds implications for personal and workplace settings. We experimentally manipulated participant sleep state for a full week prior to administering a stylized bargaining task that models payoff uncertainty at impasse with a final-offer arbitration (FOA) procedure. FOA use in previous trials decreases the likelihood of voluntary settlements going forward—the narcotic effect. We also report a novel result that a significantly stronger narcotic effect is estimated for more sleepy bargaining pairs. One implication is that insufficient sleep predicts increased dependency on alternatives to voluntarily resolution of interpersonal conflict.
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