Legacies of Scholars, Scholarship, and Praxis from the International Association for Conflict Management: Celebrating a Lifetime of Achievements

Research on third party interventions in conflict has mostly focused on formal interventions by professional mediators or supervisors. Studies on informal and voluntary third party interventions by peers or someone else in a nonhierarchical position are very limited. The aim of this systematic review is to investigate empirical studies on peacemaking to (a) define the concept; (b) search for scales that measure peacemaking; (c) and identify outcomes of peacemaking. In total, our search led to 713 unique hits of which 12 were retained based on the predefined selection criteria. Based on the findings from the reviewed articles, we propose a definition of peacemaking and identify four components of peacemaking: relational, procedural, emotional, and content help. This study contributes to the current conflict management literature by focusing on informal and voluntary helping behavior in the context of conflicts (instead of formal interventions), while linking the literature on organizational citizenship behavior and research on third party interventions in the context of conflict. In practice, peacemakers play a crucial role in solving conflicts constructively and contribute as such to both individual and team functioning.

Section: Theoretical Frameworkmentioning

confidence: 99%

Section: Limitations and Future Researchmentioning

confidence: 99%

Peacemaking at the Workplace: A Systematic Review

Zhang

Bollen

Pei

et al. 2018

“…More recently, NCMR has had special issues celebrating the International Association of Conflict Management's (IACM's) Lifetime Achievement Award recipients (Gross, ) and Rubin Award recipients (Gross, ). These special issues and series of articles, which will continue to appear through Volume 12, highlight bodies of research‐based knowledge and the intellectual contributions of theory, methods, and practice by our field's most eminent scholars.…”

Section: Diversity At Ncmrmentioning

confidence: 99%

NCMR's First Decade: An Empirical Examination

Groß

Neuman

Adair

et al. 2018

Self Cite

This retrospective offers an empirical analysis of NCMR author demographics, scholarly content, and article impact over the journal's first decade. Results highlight the journal's broad content and scope including distinct networks of knowledge communities focused on both conflict and negotiation and their subfields. Authors interpret existing network patterns and offer future direction as NCMR continues to evolve and grow within the changing landscape of negotiation and conflict management research.

“…There have been eight IACM Jeffrey Z. Rubin Theory‐to‐Practice Award recipients to date: Peter Carnevale (2002), Tricia S. Jones (2004), Lisa Blomgren Amsler (formerly Bingham; 2006), Linda Babcock (2008), David Johnson (2010), Ellen Giebels (2012), Stephen B. Goldberg (2014), and Benjamin Broome (2016). You may also enjoy reading a previous special issue recognizing IACM's Lifetime Achievement Award Recipients (Gross, ). The difference between the LAA, which is given for a lifetime of achievement either in research or across disciplines, and the Rubin is that the Rubin would not be awarded to a “pure” theorist or laboratory researcher unless that work was epitomized in practice or often translated into practice (Lewicki, ).…”

mentioning

confidence: 99%

Transforming Society from Theory to Practice: Celebrating the Achievements of Rubin Award Recipients from the International Association for Conflict Management

Groß

2018

Self Cite

This special issue of Negotiation and Conflict Management Research celebrates the scholarship and intellectual contributions of four recipients of the Jeffrey Z. Rubin Theory-to-Practice Award from the International Association for Conflict Management (IACM). The IACM Rubin Award recognizes individuals whose professional contributions over the span of a career emphasize their ability to move effectively and skillfully between theory and practice in their professional activities. Each article in this special issue highlights the scholarly impact of a recipient, offers insights for building an academic career, and identifies directions for future research in conflict management.The four Rubin award tributes featured in this special issue, Tricia Jones, Linda Babcock, Ellen Giebels, and Benjamin Broome, move effectively and skillfully between theory and practice in ways that contribute positively to society and provide conceptual development and application to critical societal issues. Each accomplished outstanding impact as disciplinary boundary spanners, building foundations between theory and research, and evolving new methodologies and approaches, all with a profound influence on policymakers, managers, and teachers. The articles contributed to this special issue help define new research questions and directions for future research, such as How does cooperation work in high-stakes conflict interaction? What are the processes that constitute ongoing repair in postconflict relationships? and describe new and future methodologies, such as how to measure true dyadic process constructs, the role of technology in conflict management research, and lead conflict management researchers and practitioners into the 21st century.The International Association for Conflict Management (IACM) Jeffrey Z. Rubin Theory-to-Practice Award was established by the IACM Board of Directors in 2002. Since that time, the award has been given every other year alternating with the IACM Lifetime Achievement Award (LAA). Jeffrey Z. Rubin was noted for his exceptional ability to focus on interesting and complex social phenomena, conduct rigorous research that had important practical implications, and translate findings in a manner accessible to both student and professional audiences (Signal, 2017). The Rubin Theory-to-Practice Award "seeks to spotlight and encourage those in the conflict management field whose research and practice sustains this tradition" (Signal, 2017, p. 28), and speaks to the policy and social change potential for scholarship (Jones, 2018). Social psychologist Jeffrey Z. Rubin served as IACM President-Elect in 1995, and as director of the Harvard Program on Negotiation (for further reading on Jeffrey Rubin, see Breslin, 1995). For this award, there is an open call for nominations; the selection committee, chaired by the IACM Negotiation and Conflict Management Research