Diversity and psychological health issues at the workplace are pressing issues in today’s organizations. However, research linking the two fields is scant. To bridge this gap, drawing from team faultline research, social categorization theory, and the job-demands resources model, we propose that perceiving one’s team as fragmented into subgroups increases strain. We further argue that this relationship is mediated by task conflict and relationship conflict and that it is moderated by psychological empowerment and task interdependence. Multilevel (...) structural equation models on a two-wave sample consisting of 536 participants from 107 work teams across various industries and work contexts partially supported the hypotheses: Task conflict did indeed mediate the positive relationships between perceived subgroups and emotional exhaustion while relationship conflict did not; effects on stress symptoms were absent. Moreover, contrary to our expectations, neither empowerment, nor task interdependence moderated the mediation. Results indicate that team diversity can constitute a job demand that can affect psychological health. Focusing on the mediating role of task conflict, we offer a preliminary process model to guide future research at the crossroads of diversity and psychological health at work. (shrink)

Whether team task conflict is beneficial or harmful to team innovation has long been controversial, and empirical studies on the team task conflict–team innovation relationship were inconsistent. Drawing on the contingency model of team innovation, the current study examined how team task conflict interacts with two types of team supportive climates, namely team support for innovation (TSFI) and team psychological safety (TPS), in predicting team innovation via team information elaboration. We tested our hypotheses using (...) multi-source and lagged data collected from 361 employees working in 98 research and development teams. As expected, team information elaboration mediated the interaction effects between team task conflict and team supportive climates on team innovation. In particular, team task conflict had a positive indirect effect on team innovation via team information elaboration when TSFI or TPS was high. However, such indirect effect was negative when TSFI was low and was not significant when TPS was low. Residualized relative weight analysis comparing the moderation effects further suggests that TFSI and TPS are equally important team climates in activating the beneficial effect of team task conflict. Theoretical and practical implications are discussed. (shrink)

Research has shown that temporary task goals capture more attention than negative, threatening cues, even in anxious individuals. In the current study, we investigated whether temporary task goals...

To process information selectively and to continuously fine-tune selectivity of information processing are important abilities for successful goal-directed behavior. One phenomenon thought to represent this fine-tuning are conflict adaptation effects in interference tasks, i.e. reduction of interference after an incompatible trial and when incompatible trials are frequent. The neurocognitive mechanisms of these effects are currently only partly understood and results from brainimaging studies so far are mixed. In our study we validate and extend recent findings by examining adaption to (...) recent conflict in the classical Stroop task using functional magnetic resonance imaging. Consistent with previous research we found increased activity in a fronto-parietal network comprising the medial prefrontal cortex, ventro-lateral prefrontal cortex, and posterior parietal cortex when contrasting incompatible with compatible trials. These areas have been associated with attentional processes and might reflect increased cognitive conflict and resolution thereof during incompatible trials. While carefully controlling for non-attentional sequential effects we found smaller Stroop interference after an incompatible trial (conflict adaptation effect). These behavioral conflict adaptation effects were accompanied by changes in activity in visual color-selective areas (V4, V4α), while there was no modulation by previous trial compatibility in a visual word-selective area (VWFA). Our results provide further evidence for the notion, that adaptation to recent conflict seems to be based mainly on enhancement of processing of the task-relevant information. (shrink)

ABSTRACTEvidence is currently mixed regarding the way in which cognitive conflict modulates the effect of emotion on task performance. The present study aimed to address methodological differences...

We investigate how two different types of conflict (task conflict and relationship conflict) at two different levels (individual-level and team-level) influence individual team commitment. The analysis was conducted using data we collected from 193 employees in 31 branch offices of a Korean commercial bank. The relationships at multiple levels were tested using hierarchical linear modeling (HLM). The results showed that individual-level relationship conflict was negatively related to team commitment while individual-level task conflict was (...) not. In addition, both team-level task and relationship conflict were negatively associated with team commitment. Finally, only team-level relationship conflict significantly moderated the relationship between individual-level relationship conflict and team commitment. We further derive theoretical implications of these findings. (shrink)

As documented by Darwin 150 years ago, emotion expressed in human faces readily draws our attention and promotes sympathetic emotional reactions. How do such reactions to the expression of emotion affect our goal-directed actions? Despite the substantial advance made in the neural mechanisms of both cognitive control and emotional processing, it is not yet known well how these two systems interact. Here, we studied how emotion expressed in human faces influences cognitive control of conflict processing, spatial selective attention and (...) inhibitory control in particular, using the Eriksen flanker paradigm. In this task, participants viewed displays of a central target face flanked by peripheral faces and were asked to judge the gender of the target face; task-irrelevant emotion expressions were embedded in the target face, the flanking faces, or both. We also monitored how emotion expression affects gender judgment performance while varying the relative timing between the target and flanker faces. As previously reported, we found robust gender congruency effects, namely slower responses to the target faces whose gender was incongruent with that of the flanker faces, when the flankers preceded the target by 0.1 s. When the flankers further advanced the target by 0.3 s, however, the congruency effect vanished in most of the viewing conditions, except for when emotion was expressed only in the flanking faces or when congruent emotion was expressed in the target and flanking faces. These results suggest that emotional saliency can prolong a substantial degree of conflict by diverting bottom-up attention away from the target, and that inhibitory control on task-irrelevant information from flanking stimuli is deterred by the emotional congruency between target and flanking stimuli. (shrink)

Based on social exchange and customer relationship marketing theory, this study examines how ethical leadership contributes to inter-organizational conflict management (task conflict (TC) and relationship conflict), and the moderating role of task interdependence in these relationships. Data was collected from 81 suppliers and 45 corresponding managers of a large group company in China. Results show that ethical leadership is negatively associated with the levels of inter-organizational conflict, whether task or relationship. Task interdependence (...) significantly moderates the relationship between ethical leadership and TC. Managerial implication in terms of creating sound buyer–supplier relationship through an ethical perspective is discussed. (shrink)

The aim of the present research was twofold. First, we examined the effects of perceived organizational support on workplace conflict (i.e., relationship conflict and task conflict). Second, we identified one mechanism explaining these relationships, namely failure-related trust. Using a sample of 263 teachers from Belgium, the results of Study 1 indicated that perceived organizational support is negatively related to relationship conflict and is also, unexpectedly, negatively related to task conflict. Furthermore, using a sample (...) of 477 Belgian employees, Study 2 replicated these results and further demonstrated that failure-related trust mediates the negative relationship between perceived organizational support and both types of workplace conflict. Theoretical and practical insights of this research are discussed. (shrink)

The 6th Consensus Statement on Concussion in Sport is authored by the Concussion in Sport Group (CiSG) and intends to provide evidence-based recommendations on concussion management for the welfare of sports participants. However, the authors of the Consensus Statement have declared many competing links to third-party groups. While the declaration of an author’s competing interests is now a widely accepted practice within academic publishing aimed at greater transparency and research integrity, it is not a measure to remove the potential influence (...) of third-party links. In the case of the Consensus Statement, this leaves uncertainty about how the potential sources of third-party bias declared by individual members of the CiSG may have influenced the CiSG’s interpretation of the existing state of evidence on concussion management and impacted the content of the recommendations contained with the Consensus Statement. Openly declaring third-party links falls short of securing trustworthiness in the Consensus Statement recommendations since it leaves end-users of the Consensus Statement with the task of interpreting the impact(s) of these competing interests with little information to guide them. This is because the authors themselves offer neither explanation nor guidance concerning potential bias arising from the competing interests that they have declared, which impinges upon the ability of readers to evaluate the trustworthiness of the content. The status quo could be improved by excluding researchers who have conflicts of interest. Nevertheless, if authors with competing interests are permitted to be part of the CiSG (as is the status quo), then I propose a novel option for increasing transparency that would require authors of the Consensus Statements to provide a reflexive explanation, not simply a declaration, of their competing interests. (shrink)

The present study expands on the growing literature concerning organizational politics by assessing the impact of team-level OP on employee performance outcomes as well as investigating the degree to which these effects are mediated by team conflict. The results, based on multilevel structural equation modeling with a sample of 349 employees from 78 firms in China, lent support for a cross-level mediating role for team conflict between political climate and employee performance. Further, moderator analyses demonstrated that political climate (...) acted as a condition for task conflict to trigger relationship conflict. Thus, the results of this study contribute to both the political climate literature and the conflict literature by clarifying the processes by which climate can influence employee performance. (shrink)

Emotion is widely agreed to have two dimensions, valence and arousal. Few studies have explored the effect of emotion on conflict adaptation by considering both of these, which could have dissociate influence. The present study aimed to fill the gap as to whether emotional valence and arousal would exert dissociable influence on conflict adaptation. In the experiments, we included positive, neutral, and negative conditions, with comparable arousal between positive and negative conditions. Both positive and negative conditions have higher (...) arousal than neutral ones. In Experiment 1, by using a two-colour-word Flanker task, we found that conflict adaptation was enhanced in both positive and negative contexts compared to a neutral context. Furthermore, this effect still existed when controlling stimulus–response repetitions in Experiment 2, which used a four-colour-word Flanker task. The findings suggest emotional arousal enhances conflict adaptation, regardless of emotional valence. Thus, future studies should consider emotional arousal when studying the effect of emotion on conflict adaptation. Moreover, the unique role of the emotional context in conflict-driven cognitive control is emphasised. (shrink)

While much attention has been given to the use of principles in biomedical ethics and increasing attention is given to alternative theoretical approaches, relatively little attention has been devoted to the critical task of how one resolves conflicts among competing principles. After summarizing the system of principles and some problems in conceptualizing the principles, several strategies for reconciling conflicts among principles are examined including the use of single-principle theories (pure libertarianism, pure utilitarianism, and pure Hippocratism), balancing theories, conflicting appeals (...) theories, and lexical ordering. Then a mixed strategy is proposed in which consequentialist principles are balanced between themselves as are nonconsequentialist principles, after which the result of balancing the nonconsequentialist principles is lexically ranked over the result of balancing the consequentialist ones. Finally, strategies involving specifying and rule generation are discussed concluding that most current specification and rule-generating theories must involve some degree of lexical ordering of principles. (shrink)

In the sacrificial moral dilemma task, participants have to morally judge an action that saves several lives at the cost of killing one person. According to the dual process corrective model of moral judgment suggested by Greene and collaborators (2001; 2004; 2008), cognitive control is necessary to override the intuitive, deontological force of the norm against killing and endorse the utilitarian perspective. However, a conflict model has been proposed more recently to account for part of the evidence in (...) favor of dual process models in moral and social decision making. In this model, conflict, moral responses and reaction times arise from the interplay between individually variable motivational factors and objective parameters intrinsic to the choices offered. To further explore this model in the moral dilemma task, we confronted three different samples with a set of dilemmas representing an objective gradient of utilitarian pull, and collected data on moral judgment and on conflict in a 4-point scale. Collapsing all cases along the gradient, participants in each sample felt less conflicted on average when they gave extreme responses (1 or 4 in the UR scale). They felt less conflicted on average when responding to either the low- or the high-pull cases. The correlation between utilitarian responses and conflict was positive in the low-pull and negative in the high-pull cases. This pattern of data suggests that moral responses to sacrificial dilemmas are driven by decision conflict, which in turn depends on the interplay between an objective gradient of utilitarian pull and the moral motivations which regulate individual responsiveness to this gradient. (shrink)

Parts I and II of 'Conflicting Appearances, Necessity and the Irreducibility of Propositions about Colours' review the argument from 'conflicting appearances' for the view that nothing has any one colour. I take further a well-known criticism of the argument made by Austin and Burnyeat. In Part III I undertake the task of positive construction, offering a theory of what it is that all things coloured a particular colour have in common. I end, in Part IV, by arguing that the (...) resulting 'colour phenomenalism', rather than physicalism, is required to give a satisfactory account of the necessity of Wittgenstein's 'puzzle propositions' about colour. (shrink)

One hundred and three participants solved conflict and non-conflict versions of four reasoning tasks using a two-response procedure: a base rate task, a causal reasoning task, a denominator neglect task, and a categorical syllogisms task. Participants were asked to give their first, intuitive answer, to make a Feeling of Rightness judgment, and then were given as much time as needed to rethink their answer. They also completed a standardized measure of IQ and the actively (...) open-minded thinking questionnaire. The FORs of both high- and low-capacity reasoners were responsive to conflict, such that FORs were lower for conflict relative to non-conflict problems. Consistent with the quantity hypothesis, high-capacity reasoners made a greater distinction between conflict and non-conflict items on measures of Type 2 thinking, namely, rethinking time and probability of changing answers. In contrast to the quality hypothesis, however, this rethinking time did not advantage the ability of the high-capacity group to produce normative answers, except for the base rate task. Indeed, we observed that the correlation between capacity and the probability of normative answers emerged at the initial response, rather than after rethinking. (shrink)

To elucidate the distinct effects of relationship conflict and task conflict, we investigated the intensity of the two types of conflict on emotional exhaustion and work engagement. Furthermore, we examined how cooperative vs. competitive conflict-handling styles moderate the relationship between the two types of conflict and emotional exhaustion and work engagement. We also examined the role of emotion regulation as a covariate to control its effects on the study variables. Utilizing two separate 2 × (...) 2 between-subject experimental designs, we recruited 120 employees from several companies in Austria. The results suggest that higher levels of both RC and TC are positively related to emotional exhaustion and negatively to work engagement. A cooperative conflict management style moderated the effects of both RC and TC on work engagement. The results suggest decoupling RC and TC and examining the interplay between the intensity of intragroup conflict types and conflict management styles provides insights into the connection between the levels of conflict, conflict management, emotional exhaustion, and work engagement. Additionally, it supports the usage of distraction as a viable regulation strategy for managing the effects of high levels of RC on emotional exhaustion. (shrink)

With an increased emphasis on upstream activity and Defence Engagement, it has become increasingly more important for the UK Ministry of Defence (MOD) and government to understand the relationship between conflict and regional instability. As part of this process, the Historical and Operational Data Analysis Team (HODA) in Defence Science and Technology Laboratory (Dstl) was tasked to look at factors that influenced the regional spread of internal conflicts to help aid the decision making of government. Conflict contagion is (...) the process by which a conflict in one state (State A) influences the outbreak of conflict in another state (State B). The aim of looking at these factors was to produce a tool to assist in the cost/benefit analysis of intervening in future conflicts. The task was carried out by quantitatively studying a selection of contagion and non-contagion case studies over a set of 14 numerical variables that covered structural, political, socioeconomic and cultural factors of both States A and B. All case studies took place after the end of the Cold War. The dataset used contained both binary and continuous data. A range of statistical techniques were used including correlation, regression and principal component analyses along with graphical analytical methods. Unfortunately creating a tool to predict contagion has proven difficult and so the scope of the study was changed-as no statistically relevant link was found. However, it was shown that some links do exists between the variables and the existence of contagion, and it also appears it is a combination of variables which has an effect on the likelihood of contagion. Conflict contagion is a rare event and was only recorded in less than 1% of cases present in the dataset. Of the variables analysed, the most significant factor was the number of refugees present in State B who originated in State A for the year before the case study. It is recommended that further work be conducted. It is possible that a more detailed investigation, using a broader range of techniques and/or a wider selection of variables might be successful in assessing the likelihood of conflict contagion. (shrink)

Both short and long-term video-game play may result in superior performance on visual and attentional tasks. To further these findings, we compared the performance of experienced male video-game players (VGPs) and non-VGPs on a Simon-task. Experienced-VGPs began playing before the age of 10, had a minimum of 8 years of experience and a minimum play time of over 20 h per week over the past 6 months. Our results reveal a significantly reduced Simon-effect in experienced-VGPs relative to non-VGPs. However, (...) this was true only for the right-responses, which typically show a greater Simon-effect than left-responses. In addition, experienced-VGPs demonstrated significantly quicker reaction times and more balanced left-versus-right-hand performance than non-VGPs. Our results suggest that experienced-VGPs can resolve response-selection conflicts more rapidly for right-responses than non-VGPs, and this may in part be underpinned by improved bimanual motor control. (shrink)

Executive control of attention refers to processes that detect and resolve conflict among competing thoughts and actions. Despite the high-level nature of this faculty, the role of awareness in executive control of attention is not well understood. In this study, we used interocular suppression to mask the flankers in an arrow flanker task, in which the flankers and the target arrow were presented simultaneously in order to elicit executive control of attention. Participants were unable to detect the flanker (...) arrows or to reliably identify their direction when masked. There was a typical conflict effect (prolonged reaction time and increased error rate under flanker-target incongruent condition compared to congruent condition) when the flanker arrows were unmasked, while the conflict effect was absent when the flanker arrows were masked with interocular suppression. These results suggest that blocking awareness of competing stimuli with interocular suppression prevents the involvement of executive control of attention. (shrink)

Apparent conflicts between human jobs and welfare and the interests of wildlife can frequently be resolved if man is perceived as part of Nature rather than in opposition to it. However, social and scientific paradigms emphasize individuality at the expense of connectedness, and competition at the expense of co-operation. Ecologists are well placed to address the important questions of how fast human societies can adapt to change; which cultures are most adaptable, and how satisfactory given adaptations are likely to prove (...) in the longer term. A new perception of time is needed, with serious questioning of such practices as discounting the future. Ecologists may be able to help predict the long term effects of climate change, not only on the environment, but also on human social systems. (shrink)

The Stroop effect is composed of interference and facilitation effects. The facilitation is less stable and thus many times is referred to as a “fragile effect”. Here we suggest the facilitation effect is highly vulnerable to individual differences in control over the task conflict . We replicated previous findings of a significant correlation between stop-signal reaction time and Stroop interference, and also found a significant correlation between SSRT and the Stroop facilitation effect—participants with low inhibitory control had no (...) facilitation effect or even a reversed one. These results shed new light on the “fragile” facilitation effect and highlight the necessity of awareness of task conflict, especially in the Stroop task. (shrink)

Are utopian visions viable in the 21st century? Utopia has been equated, for many, with totalitarianism. Such visions are not acceptable. The loss of utopian visions altogether is also unacceptable. This book argues that American Pragmatism and Feminist theory can combine to provide a process model of utopia that pushes to build a flexible future that helps us deal with change, conflict, and diversity without resorting to fixed ends.

Conceptual engineers endeavor to improve our concepts. But their endeavors face serious practical difficulties. One such difficulty – rational conceptual conflict - concerns the degree to which agents are incentivized to impede the efforts of conceptual engineers, especially in many of the contexts within which conceptual engineering is viewed as a worthwhile pursuit. Under such conditions, the already difficult task of conceptual engineering becomes even more difficult. Consequently, if they want to increase their chances of success, conceptual engineers (...) should pay closer attention to – and devise strategies to mitigate – rational conceptual conflict. After outlining the phenomenon at greater length and mapping its connections to other similar practical problems (Section 1), I explore the dynamics of such conflict by way of several detailed case studies (Section 2). In particular, I focus on cases driven by material, social, and moral incentives. I then consider some important methodological implications of rational conceptual conflict (Section 3). Among other things, I argue that conceptual engineers should focus more heavily on cultivating settings that modify the payoffs and penalties associated with conceptual conflict. By such indirect means, they can incentivize conceptual cooperation rather than conflict, thus making it easier to achieve success in conceptual engineering. Section 4 concludes. (shrink)