The Role of Mediation Strategies in Solving Interpersonal Conflicts

Khachaturova, Milana; Poimanova, Daria

doi:10.1002/crq.21131

Cited by 3 publications

(3 citation statements)

References 47 publications

(63 reference statements)

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“…Multi-partiality refers to the quality that the third party is able to handle the conflict from multiple viewpoints, and is able to take into account all conflicting parties' interests (Sutherland, 2005;Sturm et al, 2007;Assegued, 2018). An effective third party restrains from favoring one party over another and does not take sides (Wall and Chan-Serafin, 2014;Khachaturova and Poimanova, 2015). At the core of peacemaking is both an attitude and behavior reflecting such multi-partiality.…”

Section: Peacemaking As Informal Help In Interpersonal Conflict At Workmentioning

confidence: 99%

Peacemaking at work and at home

Zhang

Bollen

Euwema

2020

IJCMA

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Purpose The purpose of this paper is to explore the relations between peacemaking at work and peacemaking at home. Peacemaking is defined as voluntarily helping behavior in interpersonal conflict, by a person who has no formal authority over the conflicting parties, acts impartial and works with either one or more parties to solve the conflict constructively (Zhang et al., 2018). Design/methodology/approach In total, 639 participants engaged in a survey to measure their peacemaking behavior at work and at home. First, the peacemaking scale is validated using factor analysis. To test the hypotheses regression analysis is conducted. Findings Results show that peacemaking at work and at home are positively-related. Further, compared to peacemaking at work, people tend to be more often engaged in peacemaking at home; are more focused on settling the issues, provide more emotional support and use more humor, however, are less multi-partial. Research limitations/implications Although based on self-reports, the results regarding the positive relation between peacemaking at work and at home may be enlightening in human resource management such as personnel selection. Originality/value The study provides the first theory-based instrument to measure peacemaking as informal helping behavior in interpersonal conflict, at work and at home. Five components are measured, namely, peacemaking in general, multi-partiality, settlement-oriented, emotion-oriented and humorous peacemaking behaviors.

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Section: Peacemaking As Informal Help In Interpersonal Conflict At Workmentioning

confidence: 99%

Peacemaking at work and at home

Zhang

Bollen

Euwema

2020

IJCMA

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“…Siding is a high risk for nonprofessional third parties (Yang, Li, Wang, & Hendriks, 2011;Yang et al, 2007) and it is one of the main characteristics of conflict escalation (Jehn et al, 2013;Lee et al, 2014). Staying neutral in the conflict, and not becoming party, is an important quality and according to some authors might even a prerequisite for making peace (Khachaturova & Poimanova, 2015;Wall & Chan-Serafin, 2014). Therefore, we propose to add neutrality as a fifth aspect of peacemaking, which is at another level compared to the other four.…”

Section: From Four To Five Aspects Of Peacemakingmentioning

confidence: 99%

“…Instead, actions such as trying to give emotional support to only one side of the conflicting parties could save both from a potential fight. Second, in line with mediation research, more strategies could be adopted by third party peacemakers than the ones referred to in the definition (e.g., Calkins, ; Jameson, Bodtker, & Linker, ; Khachaturova & Poimanova, ; Moore, ). Third, implicit in the definition of peacemaking are the characteristics of OCB (Organ, , p. 6), that is, discretionary behavior by an employee which is not directly or explicitly recognized by the formal reward system.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Peacemaking at the Workplace: A Systematic Review

Zhang

Bollen

Pei

et al. 2018

Negotiation Conflict Man Res

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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.

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One style does not fit all: the relationship of mediator behavioral adaptivity to mediator empowerment, efficacy, and satisfaction

Kugler,

Coleman

2024

IJCMA

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Purpose Prior research on the situated model of mediation has suggested that mediators’ abilities to be more flexible and adaptive in responding to potential derailers in mediation situations lead to better outcomes. The purpose if this paper is to build on this theory and research by developing a new scale of mediator behavioral adaptivity and investigating the hypothesized effects of mediator adaptivity on their sense of efficacy, empowerment and satisfaction when mediating. Design/methodology/approach The paper presents findings from two survey studies with currently active, experienced mediators. Findings The findings offer a new scale for the study of effective mediation – the mediator behavioral adaptivity scale – and offer support for the hypothesis that mediators reporting an ability to use more diverse behavioral tactics and strategies (both standard and specialized strategies) report higher levels of satisfaction with mediation outcomes as well as more self-efficacy and empowerment during mediations. Research limitations/implications These studies are both self-report and correlational and so should be supplemented by subsequent research using experimental methods and more objective measures of mediation outcomes. Originality/value The program of research extended in this paper offers a new integrative model of adaptive mediation, which aims to provide evidence-based guidelines for using different types of mediation strategies in categorically different conflict situations. The model can ultimately help the field transcend discussions of preferred or best mediation styles and focus instead on how distinct strategies offer different degrees of fit for different types of mediation challenges.

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The Role of Mediation Strategies in Solving Interpersonal Conflicts

Cited by 3 publications

References 47 publications

Peacemaking at work and at home

Peacemaking at work and at home

Peacemaking at the Workplace: A Systematic Review

One style does not fit all: the relationship of mediator behavioral adaptivity to mediator empowerment, efficacy, and satisfaction

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