Conflict and its Resolution in the Changing World of Work: A Conference and Special Issue Honoring David B. Lipsky
The study of conflict and its resolution has also been fragmented, with little integration of theoretical and empirical insights across disciplines. Research examining conflict and its resolution at the individual or group levels, for example, does not incorporate relevant findings from organizational and societal level studies, and visa-versa. Our theories need to integrate an understanding of how factors at multiple levels of analysis affect conflict, alternative approaches to conflict resolution, and related outcomes. For this conference and special issue, we are particularly interested in papers that address underexplored areas of research and that incorporate diverse disciplinary perspectives. We welcome papers that are empirical or conceptual, that include international perspectives, and that make use of a range of methodologies, including surveys, experiments, case studies, archival studies, or legal research.
Potential topic areas include, but are not limited to:
- New and emerging conflict resolution techniques in union and nonunion settings
- Conflict and conflict resolution practices in different national settings and their implications for theory in this area
- The relationship between alternative work arrangements and workplace conflict and conflict management
- The influence of new employment models on conflict and conflict resolution
- The adoption of conflict resolution practices in small and entrepreneurial firms
- The link between conflict resolution methods and the level and nature of conflict in organizations
- The impact of conflict resolution practices on employee, group, organizational, and societal outcomes
- The implications of internal conflict resolution practices for employee access to justice
- The relationship between legal, economic, and competitive pressures and workplace conflict and its resolution
- Explaining individual usage patterns of different conflict resolution practices
- Advances in the field of negotiation
The Devil Is in the Details: Attorney Heterogeneity and Employment Arbitration Outcomes (2017-11-01)Conventional wisdom holds that hiring a lawyer will improve outcomes for non-union employees who take individual rights complaints to arbitration. However, the limited amount of empirical scholarship into this topic has ...
Why Don’t They Complain? The Social Determinants of Chinese Migrant Workers’ Grievance Behaviors (2017-11-01)Using survey data from China, I examine how migrant workers respond to violations of labor law in their workplaces. The central puzzle explored is why, given apparent widespread violations, some workers choose not to pursue ...
A Changing World of Workplace Conflict Resolution and Employee Voice: An Australian Perspective (2017-11-06)The authors contribute to dispute resolution theory and provide new insights on such important issues as employee voice, workplace disputes and employees’ intentions to quit. They conducted and analyzed a survey of managers ...
Organizational Innovators: A Study of Workplace Intra-Employee Conflict Management Strategies (2017-01-01)[Excerpt] Whilst the issue of intra-employee conflict is clearly one that impacts today’s organization, it is less clear how this conflict is addressed and resolved in contemporary workplaces. Previous research has often ...
Organizational Conflict Resolution and Strategic Choice: Evidence from a Survey of Fortune 1000 Companies (2017-11-01)In this paper we develop the argument that a firm’s ADR strategies are likely to be associated with a firm’s use of one conflict resolution option or the other. More specifically, we examine whether a firm’s use of either ...
ADR-based Workplace Conflict Management Systems: A Case of American Exceptionalism (2017-11-01)[Excerpt] The diffusion of ADR-based conflict management systems is a development increasingly highlighted in the literature. Organizations are seen as putting in place multiple procedures and practices so that different ...
Third-Party Intervention and the Preservation of Bargaining Relationships (2017-11-01)This article uses longitudinal contact data to examine if third-party dispute resolution procedures available in Ontario improve the health of bargaining relationships and contribute to their preservation. It performs this ...
Do it Right or Not at All: A Longitudinal Evaluation of a Conflict Managment System Implementation (2017-11-01)We analyzed an eight-year multi-source longitudinal data set that followed a healthcare system in the Eastern United States as it implemented a major conflict management initiative to encourage line managers to consistently ...
Transforming New Zealand Employment Relations: At the Intersection of Institutional Dispute Resolution and Workplace Conflict Management (2017-11-01)In New Zealand, the contemporary shift from highly regulated, collectivist employment rights to individual employment relationships included statutory direction to mediation. Good faith negotiation in the workplace and ...