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Background The current study focuses on the mediator role of abusive behaviour in romantic relationships (ABRR) in the relationship between subordination, retreat, and relationship satisfaction and the moderation role of relatedness and autonomy in the relationships between ABRR and relationship satisfaction. Methods 333 (91 men, 242 women) Turkish emerging adults in relationships participated in this research. These participants completed a measure of abusive behaviour in romantic relationship, conflict resolution styles, relationship satisfaction and need satisfaction in romantic relationship. Models 1 and 4 of Process Hayes were used in SPSS 22 to investigate moderation and mediation roles. Results According to the results, ABRR has a full mediator role in the relationship between subordination and relationship satisfaction and has a partial mediator role in the relationship between retreat and relationship satisfaction. Another result of the study showed that ABRR negatively affected relationship satisfaction and that relatedness and autonomy moderated this relationship. Moderator roles are strong when the level of relatedness and autonomy are high. Conclusions In conclusion, subordination and retreat as well as ABRR are risk factors for relationship satisfaction for individuals in romantic relationships. Our results suggest that relatedness and autonomy present an adaptive approach and protection method associated with improved relationship satisfaction. Therefore, subordination, withdrawal, ABRR, autonomy, and relatedness should be considered in relationship satisfaction assessment and couple therapies.

Conflicts are inherently emotional, yet parties in conflict may choose to explicitly express indifference. It is unclear, however, whether this represents an effective strategy. Drawing on emotions as social information (EASI) theory, we examined the interpersonal effects of indifference expressions in conflict and the processes that underlie these effects. Study 1 indicated that people believe indifference expressions constitute a neutral emotional signal. However, Study 2 demonstrated experimentally that counterparts’ indifference expressions reduce focal negotiators’ cooperative intentions through both affective (negative affective reactions) and inferential (decreased expected collaboration) processes when compared to negative (anger, contempt), positive (hope), and neutral (no emotion) expressions. Study 3 revealed negative effects of indifference (vs. neutral) expressions on cooperative intentions, expected collaboration, and heart rate variability as a physiological indicator of affective responding. Results further showed an indirect effect through expected collaboration, but not through affective reactions. Study 4 established the negative effects of indifference expressions on a behavioral measure of cooperation through expected collaboration. Studies 5 and 6 (pre-registered) demonstrated that the impact of indifference expressions on cooperative intentions (Study 5) and actual cooperation (Study 6) via counterpart’s expected collaboration is reduced when a counterpart explicitly indicates cooperative intentions, reducing the diagnostic value of indifference expressions. Across studies (N = 2,447), multiple expressive modalities of indifference were used, including verbal and non-verbal expressions. Findings demonstrate that explicit expressions of indifference have qualitatively different interpersonal effects than other emotional expressions, including neutral expressions, and cast doubt on the effectiveness of expressing indifference in negotiating social conflict.

In two studies, using a mix of samples, we examined the influence of weight bias on behaviors in competitive, potentially high stakes situations. As predicted, weight bias directed focal actors’ treatment of counterparts in a negotiation. Negotiators made lower value offers to overweight counterparts relative to average-weight counterparts. In addition, overweight counterparts also received more negative messages over the course of their negotiation and were evaluated less favorably after the negotiation than average-weight counterparts.

Interprofessional collaboration and conflict management training are necessary in health sciences curricula. Characteristics of conflicts occurring within intraprofessional or between interprofessional teams can vary and are poorly understood. We sought to compare and contrast characteristics of intra- versus interprofessional conflicts to inform future training programs. An exploratory study was conducted through semi-structured interviews with 82 healthcare professionals working in a tertiary hospital. Interviews focused on sources, consequences, and responses to conflicts. Conflict situations were analyzed with conventional content analysis. Participants shared more intra- than interprofessional situations. Intraprofessional conflicts were caused by poor relationships, whereas interprofessional conflicts were associated with patient-related tasks and social representations. Avoiding and forcing were the most commonly mentioned responses to intraprofessional conflicts. The theme of power impacted all aspects of conflict both intra- and interprofessional. Intraprofessional conflicts were found to be as important as interprofessional conflicts. Differences in the sources of conflict and similarities regarding consequences of and responses to conflicts support integration of authentic clinical situations in interprofessional training. Understanding similarities and differences between intra- and interprofessional conflicts may help educators develop conflict management training that addresses the sources, consequences, and responses to conflicts in clinical settings.

This mixed-methods study examined gender differences in the friendships and conflict experiences of autistic girls and boys relative to their neurotypical peers. In total, 102 adolescents (27 autistic girls, 26 autistic boys, 26 neurotypical girls, and 23 neurotypical boys), aged between 11 and 18 years completed the Friendship Qualities Scale, the Revised Peer Experiences Questionnaire and were interviewed about their friendships. Results demonstrated that in many ways, the friendships and social experiences of autistic girls are similar to those of neurotypical girls. Autistic girls, however, have significantly more social challenges than their neurotypical peers, experiencing more conflict and finding that conflict harder to manage successfully. Autistic boys showed quantitatively different friendship patterns to all other groups. There were consistent gender differences in the type of conflict which boys and girls experienced, regardless of diagnostic status. These findings suggest that gender, rather than diagnosis per se, plays a critical role in the way that autistic adolescents perceive and experience their social relationships.

WOS: 000384915300009, PubMed ID: 27692253, Purpose: This study analyzes the emotional intelligence levels and conflict management strategies of nurses and the association between them. Methods: This cross-sectional, descriptive study was conducted with 277 nurses in a stratified random sample from a university hospital in Turkey. The data were collected from nurses who gave their informed consent to participate using a personal information form, the Rahim Organizational Conflict Inventory-II and Bar-On's Emotional Quotient Inventory (EQ-I). Data were assessed by descriptive statistics, t tests, and Pearson correlation analyses, using SPSS software. Results: The levels of the nurses' strategies were as follows: avoiding (M = 2.98), dominating (M = 2.76), and obliging (M = 2.71) were medium; compromising (M = 1.99) and integration (M = 1.96) were low. The levels of the emotional intelligence of nurses (mean = 2.75) were medium on a 5-point scale. Integration (r = .168), obliging (r = .25), dominating (r = .18), and compromising (r = .33), which are conflict management strategies, were positively correlated with scores of emotional intelligence, and avoiding (r = -.25) was negatively correlated with scores of emotional intelligence (p < .05). Conclusions: The study determined that nurses' emotional intelligence affects conflict management strategies. To use effective strategies in conflict management, nurses must develop emotional intelligence. Training programs on conflict management and emotional intelligence are needed to improve effective conflict management in healthcare facilities. Copyright (C) 2016, Korean Society of Nursing Science. Published by Elsevier.

WOS: 000450236700005, PubMed ID: 30238532, Aim Background The present study aimed to determine conflict-resolution styles of nurse managers working in hospitals where organisational conflicts are common, and factors affecting their styles. When conflicts and/or administrative problems are encountered at different levels of nursing services, nurse managers' communication skills and approaches play a key role in problem solving. Methods Results This study was conducted in Sivas, a province in the eastern part of Turkey. The study sample involved 116 nurse managers working in inpatient institutions. Data were collected with the Sociodemographic Characteristics Questionnaire and the Rahim Organizational Conflict Inventory. Of the conflict-management styles, the one preferred by the participating nurse managers was collaborating, followed by compromising, avoiding, competing, and accommodating. However, age, educational background, length of service, and managerial experience were effective in determining the style of conflict resolution. Conclusion Implications for nursing management It was concluded that nurse managers preferred the collaborating style to manage conflicts because it is a positive and effective conflict-management style, and that a variety of variables played a role in their decision to adopt this style. Conflicts have an adverse effect on the productivity, morale, and patient care of all the health care team, which might lead to a rapid turnover of employees or dissatisfaction. Using conflict-resolution strategies in the workplace will help maintain a healthy work environment.

Background Substitute decision-makers are integral to the care of dying patients and make many healthcare decisions for patients. Unfortunately, conflict between physicians and surrogate decision-makers is not uncommon in end-of-life care and this could contribute to a “bad death” experience for the patient and family. We aim to describe Canadian family physicians’ experiences of conflict with substitute decision-makers of dying patients to identify factors that may facilitate or hinder the end-of-life decision-making process. This insight will help determine how to best manage these complex situations, ultimately improving the overall care of dying patients. Methods Grounded Theory methodology was used with semi-structured interviews of family physicians in Edmonton, Canada, who experienced conflict with substitute decision-makers of dying patients. Purposeful sampling included maximum variation and theoretical sampling strategies. Interviews were audio-taped, and transcribed verbatim. Transcripts, field notes and memos were coded using the constant-comparative method to identify key concepts until saturation was achieved and a theoretical framework emerged. Results Eleven family physicians with a range of 3 to 40 years in clinical practice participated. The family physicians expressed a desire to achieve a “good death” and described their role in positively influencing the experience of death. Finding Common Ground to Achieve a “Good Death” for the Patient emerged as an important process which includes 1) Building Mutual Trust and Rapport through identifying key players and delivering manageable amounts of information, 2) Understanding One Another through active listening and ultimately, and 3) Making Informed, Shared Decisions. Facilitators and barriers to achieving Common Ground were identified. Barriers were linked to conflict. The inability to resolve an overt conflict may lead to an impasse at any point. A process for Resolving an Impasse is described. Conclusions A novel framework for developing Common Ground to manage conflicts during end-of-life decision-making discussions may assist in achieving a “good death”. These results could aid in educating physicians, learners, and the public on how to achieve productive collaborative relationships during end-of-life decision-making for dying patients, and ultimately improve their deaths.

In health care, optimal collaboration between nurses and physicians is crucial in the quality of the care process - but not self-generating. Little is known about how health-care professionals cope with conflicts within their collaboration. This qualitative study investigates the way nurses and physicians cope with conflict and clarifies the determinants of conflict management styles. All respondents formulate clear expectations which in their opinion are essential to collaboration. When collaboration leads to disagreement, physicians and nurses choose between ignoring the conflict or engaging in it. Choice is determined by five factors: the influence of oneself, the influence of the other, the nature of the conflict, the context of conflict, and personal motives.

The authors tested a motivated information-processing model of negotiation: To reach high joint outcomes, negotiators need a deep understanding of the task, which requires them to exchange information and to process new information. systematically. All this depends on social motivation, epistemic motivation (EM), and their interaction. Indeed, when EM (manipulated by holding negotiators process accountability or not) was high rather than low and prosocial rather than proself, negotiators recall more cooperative than competitive tactics (Experiment 1), had more trust, and reached higher joint outcomes (Experiment 2). Experiment 3 showed that under high EM, negotiators who received cooperative, rather than competitive, tactics reached higher joint outcomes because they engaged in more problem solving. Under low EM, negotiators made more concessions and reached low joint outcomes. Implications for negotiation theory and for future work in this area are discussed.

In this study, changes in three conflict resolution styles in parent–adolescent relationships were investigated: positive problem solving, conflict engagement, and withdrawal. Questionnaires about these conflict resolution styles were completed by 314 early adolescents (M = 13.3 years; 50.6% girls) and both parents for four consecutive years. Adolescents’ reported use of positive problem solving increased with mothers, but did not change with fathers. Fathers reported an increase of positive problem solving with adolescents, whereas mothers reported no change. Adolescents’ use of conflict engagement was found to temporarily increase with mothers, but showed no change with fathers. Mothers and fathers reported a decrease in conflict engagement with adolescents. Adolescents’ use of withdrawal with parents increased, although this increase was temporarily with mothers. Mothers reported no change in withdrawal, whereas fathers’ use of withdrawal increased. Generally, we found that both adolescents and their parents changed in their use of conflict resolution from early to middle adolescence. These results show that conflict resolution in parent–adolescent relationships gradually change in favor of a more horizontal relationship.