Secondary School Athletic Trainers' Experiences Managing Workplace Organizational- Professional Conflict

CONTEXT

Athletic trainers (ATs) face organizational-professional conflict (OPC), often surrounding return-to-sport decisions. To prioritize patient safety and establish a healthy work environment, OPC must be mitigated, yet little research has determined how ATs manage conflicts with stakeholders.

OBJECTIVE

To explore ATs' experiences with OPC in the secondary school setting.

DESIGN

Qualitative study.

SETTING

Telephone interviews.

PATIENTS OR OTHER PARTICIPANTS

16 ATs (9 females, 7 males; age = 43±11 years; years certified = 17±9; years in their current positions = 9±6).

DATA COLLECTION AND ANALYSIS

We digitally recorded telephone interviews and had them professionally transcribed. Data saturation guided recruitment efforts, and was met. To ensure rigor and trustworthiness of the data, we completed basic member checks along with multiple analyst triangulation. We analyzed the qualitative data using an interpretive phenomenological approach.

RESULTS

Four themes emerged: effective communication, professional relationships, stakeholder education and professional experience. Participants used effective communication described as frequent, open, and direct, during interactions with stakeholders to manage OPC. OPC was reduced when ATs built professional relationships with stakeholders centered on trust and respect. Participants used stakeholder education as a primary strategy for managing OPC by educating stakeholders about prognosis and return-to-sport timelines post-injury and providing rationale for decisions made. Additionally, years of experience served as a mitigating factor of conflict, in that as ATs gained experience and confidence, they perceived less OPC.

CONCLUSIONS

Participants suggested various interpersonal relationship development strategies that can be implemented to manage OPC, especially when starting a new position or building rapport with stakeholders. Specifically, educating various stakeholders on reasons for clinical decisions via effective communication and developing strong professional relationships built on mutual respect assisted in avoiding OPC. Since professional experience appears to alleviate conflict, OPC management strategies should be taught during professional preparation and used early during transition to autonomous practice.

Future-oriented temporal perspective promotes wise reasoning

OBJECTIVE

Across three experiments (N = 622), we investigated the effect of the future temporal perspective on wise reasoning within the context of interpersonal conflicts.

METHOD

Studies 1 and 2 applied two heterogeneous measurements of wise reasoning: self-report and open-ended measurements. Participants reasoned about their recent interpersonal conflicts from a future (i.e., 1 year from now) or a present perspective. Similarly, Study 3 tested the relationship between various future temporal distances (i.e., 1 week, 1 year, 10 years, 30 years from now) and wise reasoning.

RESULTS

The future temporal perspective significantly promoted wise reasoning compared to the present perspective, especially when the focus was 30 years in the future. Moreover, reasoning about a conflict event from a future perspective first might cause a carry-over effect on reasoning from the present perspective later.

CONCLUSION

Future-oriented temporal perspective significantly improves wise reasoning.

Do bystanders always see more than the players? Exploring Solomon's paradox through meta-analysis

Solomon's paradox is a widespread phenomenon regarding how we think, which asserts that people reason more wisely about other people's social problems than they do about their own. This means that we are more likely to make rational decisions when decision-making on the behalf of others than for ourselves, which has practical implications in the field of interpersonal conflicts and social dilemmas. However, it remains unclear whether Solomon's paradox exists across cultures, and the magnitude of its effect size. A meta-analysis was conducted, examining six studies and 20 effect sizes, to gain more insight into this phenomenon, considering the influencing effects of culture, measurement instrument, conflict type, and some other moderating factors. The results showed that Solomon's paradox does exist in interpersonal conflict (d = 0.317; 95% CI = 0.828-0.852). Moderator analysis revealed that measurement instrument and subjects had an impact on the effect of Solomon's paradox and there was a non-significant effect size of culture and conflict type. Future research should explore the diverse forms of Solomon's paradox across more diverse cultural contexts (e.g., various countries) to better understand the phenomenon and help people cope with life's problems more wisely.

Differences of chronological seasonality in drug overdose

OBJECTIVE

To investigate the association between seasonality and intentional drug overdose (IDO), a commonly seen method of self-harm in daily emergency medicine practice.

METHODS

Cases of IDO were retrospectively selected using the International Classification of Diseases (ICD)-10 coding system (codes T36-T50), in patients who attended the Emergency Department of MacKay Memorial Hospital between January 2018 and August 2019. Data regarding age, sex, arrival time, marital status, vital signs, comorbidities, psychiatric history, social conflicts, substance of overdose, and length of hospital stay by season, were analysed using Student's t-test and χ2-test.

RESULTS

Of all included cases (n = 196), IDO occurred most frequently in spring (32.1%), particularly in male patients (28/49 male cases). First-time IDO occurred most frequently in spring (51/133 first-time cases) and most spring cases were first-time IDO (51/63 spring cases). Repeat IDO occurred most frequently in autumn (20/63 repeat cases). Female conflict with father and/or boyfriend, and personality disorder in patients who overdosed, showed seasonality with a spring peak. Hospital admission rate was highest in winter (10/45 winter cases [22.2%]).

CONCLUSION

Episodes of IDO exhibited seasonality, with a spring peak, particularly for male patients, female patients in conflict with father and/or boyfriend, and those with personality disorder. Clinicians should pay close attention to the abovementioned patient groups.

Corrigendum: The virus made me lose control: the impact of COVID-related work changes on employees' mental health, aggression, and interpersonal conflict

[This corrects the article DOI: 10.3389/fpubh.2023.1119389.].

Turnover intention and its associated factors among nurses: a multi-center cross-sectional study

Aim

The purpose of our study was to assess the turnover intention of nurses in China and examine the associated factors.

Background

Since the world population ages, the demand for nurses has kept growing, and the shortage of nurses and high turnover rates are concerned with the quality of care. Thus, understanding nurses' turnover intention and the relevant factors could provide nurse managers with strategies to address the modifiable factors to decrease the turnover rate of nurses.

Methods

A multi-center cross-sectional study was conducted on a total of 1,854 nurses working in 15 hospitals in China. Data were collected using a self-designed demographic questionnaire, the Turnover Intention Scale, the Job Satisfaction Scale, the Pay Level Satisfaction Scale, the Interpersonal Conflict at Work Scale, and a single question on the sense of belonging to the hospital.

Results

Most nurses (n = 1286, 69.4%) had a high level of turnover intention. Multilevel logistic regression analysis demonstrated that nurses being single (OR = 1.366, p < 0.05), with a junior college or below (OR = 0.381, p < 0.01), being a clinical nurse (OR = 1.913, p < 0.01), having higher pay level (OR = 0.596, p < 0.001), having higher job satisfaction (OR = 0.406, p < 0.001), having conflicts with colleagues (OR = 1.400, p < 0.05), and having a higher sense of belonging to the hospital (OR = 0.532, p < 0.001) proved to affect nurses' turnover intention.

Conclusion

This study extended the knowledge about the factors associated with nurses' intention to leave, which led to the turnover of nurses, and is one of the main contributors to the current shortage of nurses.

Implications for nursing management

This study provided new approaches to decreasing the turnover rate of nurses. Effective management strategies may mitigate nurses' turnover intention.

An Investigation of Helicopter Parenting and Interpersonal Conflict in a Competitive College Climate

With declining birth rates, and decreasing family sizes being witnessed around the world, helicopter parenting-characterized by high warmth, high control, and low empowerment-is becoming increasingly common among parents. Parenting styles exert long-term effects on individuals' cognition and behavior, not only in early childhood, but also in adulthood: therefore, within this context, this study explored the underlying influence mechanism of helicopter parenting style on interpersonal conflict, through a survey of 505 Chinese college students. Using multiwave data, our analysis uncovered the mediating roles of psychological entitlement and fear of missing out, as well as the moderating role of a competitive climate. In particular, we found that helicopter parenting enhances interpersonal conflict among college students, by strengthening psychological entitlement and fear of missing out. In addition, the indirect effect of fear of missing out is stronger than that of psychological entitlement. We also found that a competitive climate positively moderates the indirect effect of helicopter parenting on interpersonal conflict among college students through psychological entitlement and fear of missing out, indicating that the negative effects of helicopter parenting are more pronounced in a high competitive climate. These results provide a novel theoretical account of how early parenting styles affect an adult's cognition and behavior. Practically, these results suggest that parents should limit the use of helicopter parenting, and that, while loving and caring for their child, they should allow their child appropriate autonomy. On the other hand, children should strive for positive self-improvement and harmonious peer relationships, to alleviate the negative influence of helicopter parenting.

Am I being dehumanized? Development and validation of the experience of dehumanization measurement

Scholarly interest in the experience of dehumanization, the perception that one is being dehumanized, has increased significantly in recent years, yet the construct lacks a validated measurement. The purpose of this research is therefore to develop and validate a theoretically grounded experience of dehumanization measurement (EDHM) using item response theory. Evidence from five studies using data collected from participants in the United Kingdom (N = 2082) and Spain (N = 1427), shows that (a) a unidimensional structure replicates and fits well; (b) the measurement demonstrates high precision and reliability across a broad range of the latent trait; (c) the measurement demonstrates evidence for nomological and discriminant validity with constructs in the experience of dehumanization nomological network; (d) the measurement is invariant across gender and cultures; (e) the measurement demonstrates incremental validity in the prediction of important outcomes over and above conceptually overlapping constructs and prior measurements. Overall, our findings suggest the EDHM is a psychometrically sound measurement that can advance research relating to the experience of dehumanization.

Managing the negative impact of workforce diversity: The important roles of inclusive HRM and employee learning-oriented behaviors

The workforce has become more diverse than it used to be. Although organizations actively capitalize on workforce diversity to enhance team innovation and organizational performance, it is found that workforce diversity also has potential risks, among which interpersonal conflict is the most salient one. However, we still know relatively less about why workforce diversity may link to higher interpersonal conflict and, more importantly, how to mitigate the negative impact of workforce diversity. Based on the workplace diversity theories (e.g., the categorization-elaboration model), this study examined how workforce diversity was positively related to interpersonal conflict through impacting one's affective states, and to what extent this indirect effect can be weakened by organization-initiated practices (i.e., the inclusive human resources management (HRM) practices) and employee-initiated behaviors (i.e., employee learning-oriented behaviors). Using two-wave surveys from 203 employees from various organizations in China, we confirmed our hypotheses. Our results showed that perceived workforce diversity was positively related to interpersonal conflict through increasing negative affect (after we controlled for the objective diversity level calculated by the Blau index), and this indirect effect was weakened when the levels of inclusive HRM practices and employee learning-oriented behaviors were high. Our study suggests that it is important for organizations to be aware of the detrimental impact of workforce diversity. In addition, it is essential to use both the top-down (e.g., inclusive HRM practices) and bottom-up (e.g., employee learning-oriented behaviors) approaches to managing the challenges presented by diversity so as to unlock more potential of diversity in the workplace.

Stressors and symptoms associated with a history of adverse childhood experiences among older adolescents and young adults during the COVID-19 pandemic in Manitoba, Canada

INTRODUCTION

The COVID-19 pandemic has had major economic, social and psychological consequences for adolescents and young adults. It is unclear whether those with a history of adverse childhood experiences (ACEs) were particularly vulnerable. We examined whether a history of ACEs was associated with financial difficulties, lack of emotional support, feeling stressed/anxious, feeling down/depressed, increased alcohol and/or cannabis use and increased conflict with parents, siblings and/or intimate partners among 16- to 21-year-olds during the pandemic.

METHODS

Data were collected in November and December 2020 from respondents aged 16 to 21 years (n = 664) participating in the longitudinal and intergenerational Well-being and Experiences Study (Wave 3) conducted in Manitoba, Canada. Age-stratified associations between ACEs and pandemic-related stressors/symptoms were examined with binary and multinomial logistic regression.

RESULTS

A history of ACEs was associated with pandemic-related financial difficulties (adjusted relative risk ratio [aRRR] range: 2.44-7.55); lack of emotional support (aRRR range: 2.13-26.77); higher levels of feeling stressed/anxious and down/depressed (adjusted odds ratio [aOR] range: 1.78-5.05); increased alcohol and cannabis use (aOR range: 1.99-8.02); and increased relationship conflict (aOR range: 1.98-22.59). Fewer associations emerged for older adolescents and these were not to the same degree as for young adults.

CONCLUSION

Adolescents and young adults with a history of ACEs reported increased odds of pandemic-related stressors and symptoms, and may need more resources and greater support compared to peers without an ACE history. Differences in results for adolescents and young adults suggest that interventions should be tailored to the needs of each age group.

The virus made me lose control: The impact of COVID-related work changes on employees' mental health, aggression, and interpersonal conflict

Introduction

COVID-related work changes have seriously disrupted employees' familiar routines and hampered their lives and work. Although this topic has drawn rising attention, to our knowledge, limited studies have investigated the impact of COVID-related work changes on employees' mentality and behavior. In this paper, we developed a moderated mediation model based on ego depletion theory to test how and when COVID-related work changes impact employees' mental health, interpersonal conflict, and aggression behavior.

Methods

We collected 536 valid participants by conducting a questionnaire survey in a large Chinese manufacturing company, and tested our proposed theoretical model and hypotheses using SPSS 26.0 and Mplus 8.1.

Results

The empirical results showed that COVID-related work changes would harm employees' mental health and boost their interpersonal conflict and aggression via increasing their ego depletion. Moreover, trait resilience has an intervention in the relationship between COVID-related work changes and employees' ego depletion, which weakens the indirect impact of COVID-related work changes on mental health, interpersonal conflict, and aggression.

Discussion

These findings suggest that although COVID-related work changes were inevitable, managers should take measures to improve the employees' mental status and avoid conflicts promptly while taking steps to keep organizations on track.

The analysis of main stressors among high-stress primary school teachers by job positions: A nationwide survey in Japan

Objectives

A school teacher's job is considered one of the most stressful occupations worldwide. To maintain the mental health of teachers, it is crucial to clarify the factors affecting work-related stress among teachers. The present study thus aimed to examine the main stressors among primary school teachers considering the difference in job positions by using data from a large-scale nationwide survey.

Methods

We analyzed the data from a nationwide survey of public school teachers conducted between June and December 2021. The total number of participants was 138,651. The information of perceived main stressors, working hours per day, job workloads, job control, workplace support, and stress response scores were assessed by job position.

Results

Among all teachers' job positions, the working hours of vice-principals were the longest, but their stress response scores were the second lowest. In contrast, the stress response scores among diet and nutrition teachers and health education teachers were the highest; their supervisors' and co-workers' support scores were the lowest among all teachers. Quantitative and qualitative workloads, job control, workplace support from supervisors and co-workers are significantly associated with teachers' stress responses in all job positions. Perceived main stressors among teachers were different depending on job positions. However, regardless of job positions, relationships with supervisors and co-workers were significantly associated with stress response scores among teachers. Dealing with difficult students and parents as well as workloads of clerical tasks were also associated with teachers' stress responses depending on job positions.

Conclusions

Perceived main stressors among teachers were different depending on job positions. However, relationships with supervisors and co-workers were significantly associated with stress response levels among teachers regardless of job positions. This study highlighted the importance of interpersonal relationships at the workplace in terms of teachers' mental health. The results suggest that providing interpersonal skills training targeting co-workers' relationships and harassment prevention measures would be crucial to maintain teachers' mental health. The results also suggest that increasing school staff and providing sufficient organizational support for teachers will be required to prevent teachers' burnout.

An Examination of the Inverse Relationship Between Dimensions of Political Skill and Interpersonal Conflict at Work: Exploring Perceived Control as a Mediating Factor

Political skill has been established as an antidote to workplace stress and strain. However, despite the scholarly attention it has attracted, we still know very little about mediating mechanisms that explain this relationship and the role of political skill dimensions in mitigating workplace stressors. Thus, in this study, we investigate the impact of perceived control as a mediating mechanism between the political skill dimensions (i.e., social astuteness, interpersonal influence, networking ability, apparent sincerity) and interpersonal conflict (i.e., stress arising due to social interactions). Structural equation modeling was applied to analyze the data collected from 370 employees in a textile organization. The study found that perceived control mediated the relationship of social astuteness, interpersonal influence, and networking ability with interpersonal conflict. It, however, did not mediate the link between apparent sincerity and interpersonal conflict. Limitations, implications, and directions for future research are also discussed.

Early Life Adversity and Clinical Intimate Partner Violence in Adulthood: The Mediating Role of Interpersonal Conflict in Adolescence

Intimate partner violence (IPV) is associated with adverse outcomes for both victims and perpetrators, though there is significant heterogeneity in manifestations of relationship violence. A growing amount of research has focused on elucidating predictors of clinical IPV-defined as severe violence involving institutional or medical intervention due to actual or potential injury-so as to better understand potential prevention and intervention targets. Early life adversity (ELA) is associated with IPV in adulthood, yet this literature focuses on discrete, retrospectively reported adversities (e.g., physical abuse and neglect) and has yet to consider clinical IPV as an outcome. Little is known about if and how broadly adverse early environments may confer risk for this specific form of relationship violence. We investigated associations between exposure to ELA prior to age five and clinical IPV victimization and perpetration by age 20 in a longitudinal, community-based sample of men and women in Australia (N = 588). Early life adversity was prospectively indexed by maternal reports of financial hardship, child chronic illness, maternal stressful life events, maternal depressive symptoms, parental discord, and parental separation. Youth interpersonal conflict life events at age 15-an interviewer-rated assessment of episodic stressors involving conflict across relationships in mid-adolescence-was tested as a potential mediator for both victims and perpetrators. Among women, ELA predicted IPV victimization and perpetration, and interpersonal conflict life events partially mediated the link between ELA and victimization, but not perpetration. Neither ELA nor interpersonal conflict life events predicted victimization or perpetration among men. Women exposed to ELA are at-risk for conflictual interpersonal relationships later in life, including violent intimate relationships, and deficits in conflict resolution skills may be one mechanism through which ELA leads to IPV victimization among this subgroup. Violence prevention and intervention efforts should target interpersonal skills, including conflict resolution, among women and girls exposed to adverse early environments.

Secondary School Athletic Trainers' Experiences With Organizational Conflict: A Comparison Across Employment Models

CONTEXT

Athletic training is a multifaceted profession characterized by interpersonal relationships and a team approach to care. Collaborative relationships, by nature, open the door to conflict, which has been reported frequently in the collegiate athletic setting. However, secondary school athletic trainers' (ATs') experiences with conflict and pressure in their role are not readily understood.

OBJECTIVE

To measure the extent and sources of stress, pressure, and conflict within the secondary school athletic training setting and determine if differences exist across employment characteristics.

DESIGN

Cross-sectional study.

SETTING

Secondary school athletics.

PATIENTS OR OTHER PARTICIPANTS

Secondary school ATs (n = 725, age = 39.8 ± 10.5 years, years certified = 16.7 ± 9.7, years in current role = 10.6 ± 7.8).

MAIN OUTCOME MEASURES

Participants were asked to reply to an online questionnaire with quantitative measures pertaining to organizational conflict and workplace dynamic. Employment type (school district employee, school district teacher, medical or university facility, independent contractor) and status (full time, part time) served as independent variables. Likert-scale scores (1 = strongly agree to 5 = strongly disagree; 1 = always to 5 = never) and perceived sources of stress, pressure, and conflict were the dependent variables. Analyses consisted of Kruskal-Wallis tests with Mann-Whitney U post hoc tests and odds ratios to assess associations between variables of interest.

RESULTS

We obtained a 15.3% response rate (725/4745). Although the ATs reported experiencing conflict and pressure, these experiences were relatively infrequent and not universal. Compared with part-time ATs, full-time ATs described higher ratings of strong relationships with coaches (P = .003) and principals (P = .002). The most frequently identified sources of conflict were parents (59%) and coaches (53.9%), followed by athletes (32.6%). Full-time ATs were 1.6 times more likely to report experiencing conflict with a coach than part-time ATs (odds ratio = 1.550, 95% CI = 1.037, 2.317; P = .040).

CONCLUSIONS

Secondary school ATs' experiences regarding organizational conflict were relatively positive. Instances of pressure and conflict were noted, though relatively infrequently, and these experiences were largely uninfluenced by employment type.

Differential Antecedents and Consequences of Affective and Cognitive Ruminations

Adopting the information processing perspective, the current study aims to investigate the differential effects of affective and cognitive ruminations on individuals' affective states and learning behavior, and to further explore their differential mediating roles in transmitting effects of challenge and hindrance stressors on affect and behavior. A two-wave survey, in which stressors and ruminations were measured in the first wave and affective states and learning behavior were measured in the second, was conducted to obtain responses from 410 employees. As expected, affective and cognitive ruminations were differently associated with challenge stressors (i.e., cognitive job insecurity) and hindrance stressors (i.e., interpersonal conflict), and yielded different effects in terms of positive affect, negative affect, and learning behavior. Specifically, the results showed that: (a) cognitive job insecurity was significantly and positively related to cognitive rumination, while interpersonal conflict was significantly and positively related to affective rumination; (b) affective and cognitive ruminations were significantly associated with positive or negative affect, but in the exact opposite direction; (c) cognitive rumination, but not affective rumination, was significantly related to learning behavior; and (d) cognitive rumination mediated the effect of cognitive job insecurity on positive affect and learning behavior, while affective rumination mediated the effect of interpersonal conflict on negative affect. The current study contributes to the literature on rumination by introducing a new perspective, and sheds new light on the understanding of how and why affective and cognitive ruminations may lead to different affective states and behaviors.

Family Conflict Non-negotiation and HIV Disclosure Associated With ART Adherence in a Disadvantaged Population

Adherence to antiretroviral therapy (ART) is vital for reducing racial and gender disparities in morbidity and mortality among people living with HIV/AIDS (PLWH). Little research attention has been given to aspects of family functioning affecting ART adherence among PLWH vulnerable to disparities. Data were from n = 313 participants (93% African American) in the BEACON study, which recruited injection-drug-using PLWH on ART. Using factor analysis and longitudinal structural equation modeling, we found that current substance use and negative family conflict tactics (i.e., non-negotiation) predicted PLWH's lower probability of ART adherence at 12-month follow-up; and greater HIV disclosure to support network members predicted a higher probability of adherence. These findings suggest the importance of family and other support network members in this vulnerable population's ART adherence. Social network-focused interventions promoting prosocial response to conflict and negotiation skills are important for improving vulnerable PLWH's HIV outcomes and reducing health disparities.

Comparison of Work-Related Stress in Cluster of Workers' Suicides in Korea: Analysis of Industrial Accident Compensation Insurance, 2010-2017

Background: There is limited research on the heterogeneity of worker suicides. We compared differences in workers’ suicides by clustering suicide deaths. Methods: From 2010 to 2017, 353 suicide deaths were claimed in the Industrial Accident Compensation Insurance; variables were coded using a standardized methodology. A two-step cluster analysis classified the clusters based on demographic and employment conditions. Details of the suicide, clinical variables, personal stresses, and work-related stresses were compared using the chi-square test and one-way analysis of variance. Results: We identified five clusters and they differed particularly in work-related stress. “Responsibility-burdened type” experienced excessive responsibility as managers; “role-changed type” experienced a sudden and unpredictable role change as clerks or sales workers; “risk-exposed type” experienced physical risk factors at work (working alone, outdoors, and in shifts) as machine operating and assembling workers, or craft and related trades workers; “job-insecurity type” experienced unstable employment (irregular, nonpermanent) as elementary or service workers; “workplace-violence type” was mainly unmarried women who lived alone, and experienced interpersonal conflict and violence as professionals and related workers. There were no differences between clusters in clinical variables (except problem drinking) and personal stresses. Conclusion: Interventions to alleviate work-related stress in worker clusters are needed to prevent suicide in workers.

The role of transactive memory systems, psychological safety and interpersonal conflict in hospital team performance

Safe patient care in hospitals relies on teamwork. Transactive Memory Systems (TMS), are shared cognitive systems that have been linked to team performance in other domains, but have received limited attention in healthcare. This study investigated the role of TMS, psychological safety and interpersonal conflict in predicting team performance in hospital ward teams where team membership is dynamic and often loosely defined. Hospital staff (n = 106) in four wards completed a battery of instruments assessing team performance, TMS, psychological safety and interpersonal conflict. TMS was a weak predictor of team performance, but the relationship was mediated by psychological safety. Overall, team performance was predicted by high psychological safety, low interpersonal conflict and low reliance on team members' knowledge (i.e. TMS credibility). These findings suggest that, in hospital teams, TMS is not a strong predictor of team performance but team culture is critical to ensure the quality and safety of patient care. Practitioner summary: This study investigated the role of Transactive Memory Systems (TMS) and cultural factors in hospital team performance. Team performance was predicted by psychological safety, low interpersonal conflict and low reliance on team members' untested knowledge. This highlights the importance of a supportive and psychologically safe team culture for safe care in hospitals. Abbreviations: TMS: transactive memory systems; HCA: health care assistant.

Interpersonal Conflict Increases Interpersonal Neural Synchronization in Romantic Couples

Previous studies on dual-brain social interaction have shown different patterns of interpersonal neural synchronization (INS) between conflictual and supportive interactions, but the role of emotion in the dual-brain mechanisms of such interactions is not well understood. Furthermore, little is known about how the dual-brain mechanisms are affected by relationship type (e.g., romantic relationship vs. friendship) and interaction mode (e.g., verbal vs. nonverbal). To elaborate on these issues, this study used functional near-infrared spectroscopy to collect hemodynamic signals from romantic couples and cross-sex friends while they were discussing conflictual, neutral, or supportive topics. For the couples but not the friends, INS between the sensorimotor cortex of both participants was greater when discussing the conflictual topic than when discussing the supportive topic. INS was positively correlated with the arousal level but not the valence level of communication contents. INS was also positively correlated with interpersonal physiological synchronization based on galvanic skin response, a physiological measure of arousal. Furthermore, the differences in INS between the conflictual and supportive topics were closely associated with verbal rather than nonverbal behaviors. Together, these findings suggest that it is the arousal level induced by verbal interactions during interpersonal conflicts that increases romantic couples' INS.

Prior night sleep moderates the daily spillover between conflict with peers and family and diurnal cortisol

We investigated whether daily experiences of conflict with family and peers were associated with fluctuations in diurnal cortisol, and whether sleep buffers the associations between conflict and diurnal cortisol. A racially diverse sample of 370 adolescents (ages 11-18; 57.3% female) provided daily diaries for 5 days and saliva samples for 4 days. Hierarchical linear models tested how peer and family conflict were associated with diurnal cortisol (i.e., total cortisol output, cortisol slope, and cortisol awakening response) the next day, and whether these associations were moderated by sleep duration the previous night. When adolescents experienced peer conflict, they showed higher area under the curve (AUC) the next day if they had slept less the night prior to conflict, but relatively lower cortisol awakening response (CAR) and flatter cortisol slope the next day if they had slept more the night prior to conflict. When adolescents experienced family conflict, they also showed higher AUC the next day if they had slept less the night prior to conflict, but higher CAR the next day if they had slept more the night prior to conflict. Family conflict and sleep were not directly or interactively related to cortisol slope.

Is all conflict the same? The role of perceived intensity in understanding its effects

While interpersonal conflict at work continues to draw attention, researchers have rarely considered the role that conflict intensity plays in amplifying individuals' affective reactions to it. Hence, this study examines conflict intensity as a moderator of the relationship between interpersonal conflict and perceived stress, physical symptoms, and job satisfaction, through negative affect. A total of 306 employees from various industries participated in this cross-sectional study. Supporting and expanding an emotion-centered model of conflict, results indicated that the indirect effects of conflict on the study's outcomes were higher when participants perceived the conflict to be of medium and high-level intensity.

Interpersonal Conflicts in the Unit Impact the Service Quality Rated by Customers: The Mediating Role of Work-Unit Well-Being

Social dynamics at work are crucial for understanding how internal processes in an organization are related to their performance and productivity. Following the Service-Profit Chain (SPC) theory, this study analyses, at the work-unit level, how interpersonal conflicts are related to service quality in the hospitality and tourism industry through the shared experience of well-being in the work unit. In other words, we examine the mediating role of two main aspects of work-related well-being in the unit (job satisfaction and burnout) on the relationship between interpersonal conflicts in the unit and customers’ perceptions of service quality. To do so, we conducted a cross-sectional survey study that collected data from 398 service employees (91 work units) and 1233 customers from three and four-star hotels with restaurant in Spain. Using path analysis in Structural Equation Models, our results supported a full mediation model at the work-unit level: interpersonal conflicts in the work unit are related to customers’ service quality perceptions through the work-unit’s well-being (job satisfaction and burnout). Therefore, our findings extend the SPC theory by integrating group dynamics and employees’ experiences, which should be enhanced through occupational health-oriented policies and practices to increase service quality. In this sense, this study has implications for the development of intervention programs aiming at improving the occupational well-being and quality of service in hospitality and tourism settings.

Occupation, work-related stress, and personal characteristics among suicide deaths with occupation-related compensation claims in Korea

Objectives

This study compared differences in age‐standardized suicide mortality rates, personal characteristics (demographics, employment conditions, and details of suicide), and work‐related stress by gender and occupation among workers who had committed suicide in Korea.

Methods

Data comprised 413 suicide death claims lodged with the Industrial Accident Compensation Insurance (IACI) from 2010 to 2018, which were coded. We calculated age‐standardized suicide mortality rates by gender and occupation. The chi‐square test, Fisher's exact test, and t‐test were conducted to examine gender differences. Frequency and percentage distribution by gender and occupation were calculated using descriptive statistics.

Results

Regardless of gender, age‐standardized suicide mortality rate was highest among “Managers.” Women who died by suicide were significantly younger and more likely to be unmarried, live alone, and have fewer years of continuous employment than men. “Managers,” “Professionals and Related Workers,” and “Clerks” experienced similar work‐related stresses, including “Difficult work to achieve,” “Fail to achieve allocation workload,” and “Change of job contents or workload.” “Skilled Agricultural, Forestry and Fishery Workers,” “Craft and Related Trades Workers,” and “Equipment, Machine Operating and Assembling Workers” had higher work‐related stress related to “Severe disease/injury” or “Causing a serious accident” compared with other workers.

Conclusions

Work‐related stress related to suicide deaths differed by gender and occupation. The gender gap of labor market participation in Korea may affect gender differences in terms of demographics and employment conditions among workers who died by suicide. Our study suggests that gender‐ and occupation‐specific strategies and policies to reduce work‐related stress can prevent suicide among workers.

The role of prison officers' regulation of inmates affect on their exposure to violent behaviours and the development of PTSD symptoms

BACKGROUND

Interactions with inmates are a major source of stress for prison officers. Given the conflicting nature of this relationship, violent behaviours towards prison officers are not uncommon, posing a threat to their psychological well-being.

OBJECTIVE

This study analyses the role that the strategies prison officers use to regulate inmates' emotions have on the frequency of inmates' violent behaviour and on the presence of posttraumatic stress symptoms in prison officers. Based on interactional models of emotional regulation, a model is proposed in which interpersonal regulation has an indirect effect on PTSD symptoms mediated by the response of the inmate.

METHOD

A total of 424 prison officers employed at 5 Uruguayan prisons completed a questionnaire.

RESULTS

The results confirm that emotional regulation strategies are related to inmates' violent behaviour, which in turn affects prison officers' PTSD symptoms. In particular, prison officers use of strategies to improve inmates' affect reduces the level of inmate´s violent behaviours that mediate the negative relationship between affect-improving strategies and officers' PTSD symptoms. The mediating role of inmates' violent behaviour is also confirmed for the positive relationship between affect-worsening strategies and PTSD symptoms. Unexpected results for affect-worsening strategies suggest the presence of a conflict escalation cycle.

CONCLUSION

The impact of the interpersonal regulation of the affect of inmates on the quality of prison officer-inmate relationships and on the exposure of prison officers to potentially traumatic violent events must be taken into account in the analysis of PTSD symptom development. The practical implications for the reduction of the exposure to potentially traumatic violent events and the prevention of PTSD symptoms among prison officers are discussed.

Violence in the first millennium BCE Eurasian steppe: Cranial trauma in three Turpan Basin populations from Xinjiang, China

OBJECTIVES

Violence affected daily life in prehistoric societies, especially at conflict zones where different peoples fought over resources and for other reasons. In this study, cranial trauma was analyzed to discuss the pattern of violence experienced by three Bronze to early Iron Age populations (1,000-100 BCE) that belonged to the Subeixi culture. These populations lived in the Turpan Basin, a conflict zone in the middle of the Eurasian Steppe.

METHODS

The injuries on 129 complete crania unearthed from the Subeixi cemeteries were examined for crude prevalence rate (CPR), trauma type, time of occurrence, possible weapon, and direction of the blow. Thirty-three injuries identified from poorly preserved crania were also included in the analyses except for the CPR. Data was also compared between the samples and with four other populations that had violence-related backgrounds.

RESULTS

Overall, 16.3% (21/129) of the individuals showed violence-induced traumatic lesions. Results also indicated that most of the injuries were perimortem (81.6%), and that women and children were more involved in conflict than the other comparative populations. Wounds from weapons accounted for 42.1% of the identified cranial injuries. Distribution analysis suggested no dominant handedness of the attackers, and that blows came from all directions including the top (17.1%). Wounds caused by arrowheads and a special type of battle-ax popular in middle and eastern Eurasian Steppe were also recognized.

DISCUSSION

A comprehensive analysis of the skeletal evidence, historical records, and archeological background would suggest that the raiding to be the most possible conflict pattern reflected by the samples. The attackers were likely to have been nomadic invaders from the steppe (such as the Xiongnu from historical records), who attacked the residents in the basin more likely for their resources rather than territory or labor force.

The Crossover Effects of Supervisors' Workaholism on Subordinates' Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion

Although much research has been conducted on workaholism, its crossover effects remain uninvestigated, especially in the context of organizations. Based on the job demands-resources (JD-R) model of burnout and the conservation of resources (COR) theory, we established a dual-path structural model to examine the effects of supervisors’ workaholism on subordinates’ turnover intention through two types of job demands (perceived workload and interpersonal conflict) as well as subordinates’ emotional exhaustion. The results revealed that supervisors’ workaholism is positively related to subordinates’ emotional exhaustion through increased perceived workload and interpersonal conflict, which result in subordinates’ turnover intention. This study has made a contribution to the literature by extending the scope of workaholism research from self-perspective to other-perspective. The findings also have practical implications for organizations and their human resources (HR) practitioners.

The Role of the Size of the Small Group and Informal Subgroups in Intragroup Conflicts

This study examines the relationship between (a) the size of groups and the number of informal subgroups in them with conflicts in the context of the group, and (b) the size of the informal subgroups with conflicts in the context of the subgroup. A multidimensional model of intragroup conflict was used, which includes two dimensions: five levels of conflict (i.e., interpersonal (individual–individual), micro-group (individual–subgroup), group (individual–group), subgroup–subgroup, and subgroup–group) and two types of conflict (activity-oriented and subject-oriented). Each level of conflict contains two types. Forty-one small work groups (334 employees) took part in the study. In the group as a whole, both the size of the group and the number of informal subgroups in it have a positive relationship with subgroup–subgroup conflict in both types and subgroup–group subject-oriented conflict, and have a negative connection with micro-group subject-oriented conflict. In turn, the size of the subgroup is positively associated with the two types of subgroup–group conflict and negatively connected with the two types of micro-group conflict, as well as with interpersonal activity-oriented conflict at the level of the informal subgroup.

Challenges Faced by Collegiate Athletic Trainers, Part I: Organizational Conflict and Clinical Decision Making

CONTEXT

Organizational conflict, particularly between coaches and medical professionals, has been reported in collegiate athletics. Different values create room for conflict between coaches and athletic trainers (ATs); however, ATs' experiences when making medical decisions are not fully understood.

OBJECTIVE

To investigate the presence of organizational conflict regarding medical decision making and determine if differences exist across athletic affiliations.

DESIGN

Cross-sectional study.

SETTING

Collegiate athletics (National Collegiate Athletic Association [NCAA], National Association of Intercollegiate Athletics [NAIA], National Junior College Athletic Association [NJCAA]).

PATIENTS OR OTHER PARTICIPANTS

A total of 434 ATs responded (age = 27.7 ± 3.2 years, years certified = 5.2 ± 2.7), representing the NCAA Division I (DI; n = 199), Division II (DII; n = 67), Division III (DIII; n = 108); NAIA (n = 37); and NJCAA (n = 23) settings.

MAIN OUTCOME MEASURE(S)

The survey instrument contained quantitative measures and open-ended questions, with affiliation as our primary independent variable. Responses to Likert-scale questions (1 = strongly agree, 5 = strongly disagree) regarding organizational pressures within athletics served as the dependent variables. Kruskal-Wallis analysis-of-variance and Mann-Whitney U post hoc tests assessed differences in organizational conflict across affiliations. Open-ended questions were analyzed inductively.

RESULTS

We obtained a 14.47% (434 of 3000) response rate. National Collegiate Athletic Association DI ATs disagreed less than NCAA DII and DIII and NJCAA ATs that they would worry about job security if turnover in the head coaching position occurred (P < .05). Regarding the influence of coaches on job performance, differences were found between NCAA DI and DIII and between DI and NJCAA ATs (P < .01). Visibility of the injury and situational factors influenced the level of perceived pressure.

CONCLUSIONS

Athletic trainers perceived pressure from coaches regarding medical decision making. Division I ATs placed greater emphasis on the role that coaches played in their job performance and job security. Athletic departments should consider transitioning to patient-centered models of care to better align values and reduce the external pressures placed on ATs.

Interpersonal Conflict, School Connectedness and Depressive Symptoms in Chinese Adolescents: Moderation Effect of Gender and Grade Level

This study examined the associations of interpersonal conflict and school connectedness with depressive symptoms in Chinese adolescents. A cross-sectional study was conducted among 6576 adolescents in Shenzhen, China. Participants completed a battery of questionnaires that assessed adolescents’ depressive symptoms, conflict with parents, teachers, and peers, school connectedness, and demographics. Multiple linear regression analysis was used to explore the association of interpersonal conflict and school connectedness with depressive symptoms in adolescents. Results showed that conflicts with their mother, father, teachers, and peers were associated with higher levels of depressive symptoms in adolescents, while greater school connectedness was related to lower levels of depressive symptoms in adolescents. Gender proved to be a moderator of these relationships in that the associations of quarreling with mothers, mothers’ use of emotional punishments, teachers’ use of emotional punishments, and school connectedness with depressive symptoms were stronger in females than males. Moreover, grade level proved to be another moderator, with the associations of teachers’ use of physical punishment and fighting with peers with depressive symptoms being stronger in primary school students than in secondary school students. Our findings suggest that gender and grade level moderated the association of interpersonal conflict and school connectedness with depressive symptoms in Chinese adolescents.

Older and younger adults' interactions with friends and strangers in an iterated prisoner's dilemma

This study examined age-related differences in behavioral reactions to interpersonal conflict within an iterated prisoner's dilemma (PD). Participants completed an iterated PD game alone and with a partner, either a stranger or a friend who accompanied them to the session. The partner, however, was actually a program that occasionally behaved selfishly or always reciprocated. Afterwards, participants formed trait impressions of their partner's morality and competence. Participants cooperated more with friends than strangers and more with reciprocating partners than selfish ones. Older adults cooperated more with selfish partners and offered more favorable impressions than did younger adults. Overall, perceived partner trait morality was positively associated with cooperative behavior. Relative to younger adults, older adults were more passive during conflict but grew less so as selfishness continued. This passivity co-occurred with more favorable partner impressions and better objective performance, suggesting a degree of calibration not shown by younger adults.

The Unfinished Business in Bereavement Scale (UBBS): Development and psychometric evaluation

Although unresolved issues with the deceased are often targeted in bereavement interventions, understanding of this construct has been hampered by the lack of a psychometrically validated scale to assess it. To address this gap, the Unfinished Business in Bereavement Scale (UBBS) was developed and tested in two samples of bereaved adults (n = 292 and 168). In exploratory and confirmatory factor analyses, the UBBS was found to be composed of two related factors. Items tapping into Unfulfilled Wishes pertained to unspoken affirmations or missed opportunities with the deceased. These experiences often emerged in loving relationships and only became problematic when accompanied by high levels of distress. In contrast, Unresolved Conflict pertained to unaddressed disputes or indiscretions. It primarily occurred in relationships characterized by anxiety and conflict and conferred risk for prolonged grief reactions even when endorsed at moderate levels. Other findings strongly supported the internal consistency, concurrent validity, and incremental validity of the UBBS. Unfinished business and meaning made of loss together accounted for 50-60% of the variance in prolonged grief symptoms. Implications for clinical practice and future research are discussed.

Alcohol and Marijuana use in Undergraduate Males: Between- and Within-Person Associations with Interpersonal Conflict

BACKGROUND

Among college students, interpersonal conflict with others is a common, yet stressful negative interpersonal experience. Research suggests that drinking episodes may contribute to the occurrence of conflict. Marijuana use, independently or in conjunction with alcohol, may also influence the likelihood of subsequent conflict.

OBJECTIVES

We considered the temporal effects of independent and simultaneous alcohol and marijuana use episodes on the occurrence of interpersonal conflict. Use of multilevel modeling allowed us to distinguish the within-person effects of substance use from between-person differences in frequency of use.

METHODS

Within a sample of 427 college freshman males over 56 days of daily reports, we examined the independent and interactive effects of episodes of alcohol and marijuana on the odds of conflict within the next 1-, 2-, 3-, and 4 hours.

RESULTS

Multilevel modeling analyses showed that drinking episodes increased the likelihood of conflict occurring within the next 1, 2, 3, and 4 hours. Marijuana had weaker positive effects, significant only within the 2 hour window. There were no alcohol by marijuana interaction effects in any analysis.

CONCLUSIONS/IMPORTANCE

Both marijuana and alcohol independently increased the likelihood of interpersonal conflict; however, the marijuana effect appeared less robust. As marijuana use becomes more normative and accessible for college students, it is important to understand the extent to which marijuana use results in negative consequences and the contexts under which these effects unfold.

Grin and Bear It?: Employees' Use of Surface Acting During Co-worker Conflict

Using survey data from 459 employed individuals, the conditional indirect effects of three types of interpersonal conflict at work on strains and performance through surface acting were tested. Results indicated that task, relationship and non-task organizational conflict were positively related to depressive and physical symptoms and negatively related to performance. Task conflict had a significantly weaker association with employee outcomes than either relationship or non-task organizational conflict. Surface acting negatively related to all types of conflict, although it had a weaker association with relationship conflict than task or non-task organizational conflict. Support was found for moderated mediation relationships whereby surface acting mediated the associations between all types of conflict with depressive symptoms, as well as the association between relationship and non-task organizational conflict with physical symptoms, when conflict was infrequent. Surface acting also mediated the associations between all types of conflict and performance when conflict was frequent. Future research directions are discussed that can advance our theoretical understanding of how emotional labour and interpersonal conflict interact to affect employees, as well as further our ability to improve employee well-being and organizational functioning. Copyright © 2016 John Wiley & Sons, Ltd.

Experiences With and Perceptions of Workplace Bullying Among Athletic Trainers in the Secondary School Setting

CONTEXT

Workplace bullying (WPB) has recently received much attention in society. Research on WPB in athletic training practice settings is limited.

OBJECTIVE

To determine the prevalence of WPB in the secondary school setting and explore the factors related to it.

DESIGN

Mixed-methods study.

SETTING

Secondary school.

PATIENTS OR OTHER PARTICIPANTS

A total of 567 athletic trainers (women = 322 [56.8%], men = 245 [43.2%]), aged 36.5 ± 11.1 years with 11.9 ± 9.5 years of experience took part in phase I. Ten participants (7 women and 3 men), aged 39.3 ± 10.1 years with 14.3 ± 8.3 years of experience, took part in phase II.

DATA COLLECTION AND ANALYSIS

For the online survey, we used the previously validated and reliable (Cronbach α = .84) Athletic Training Workplace Environment Survey, which included the Negative Acts Questionnaire-Revised. The prevalence of WPB was measured with descriptive statistics, and χ² analyses were used to compare differences between groups (ie, females and males, perpetrators' titles). The interview data were examined using an inductive content analysis.

RESULTS

Of the participants, 44 (7.8%) were empirically identified as targets of bullying, though a higher percentage (12.4%, n = 70) self-identified as bullying targets. Men and women did not differ with respect to having experienced WPB, but more perpetrators were male (71.6%, n = 48) than female (28.4%, n = 19; χ²₁ = 12.55, P = <.001). We also observed a difference in perpetrators' titles, with the vast majority of bullies being coaches or administrators (χ²₆ = 33.82, P = <.001). Lack of administrator support and discrimination were antecedents of bullying. Stress, depression, and sleep disturbances were reported consequences. Participants coped with bullying by avoidance and role refocusing.

CONCLUSIONS

Bullying was experienced by a small percentage of athletic trainers in the secondary school setting, a contrast to the findings in the collegiate practice setting.

Gender differences in deliberate self-poisoning in Hungary: analyzing the effect of precipitating factors and their relation to depression

BACKGROUND

The suicide rate in Hungary is one of the highest in the European Union, with a male-female ratio of 3.55:1. Suicide rates correlate positively with suicide attempts, for which depression is the most frequent underlying disorder.

AIMS

The aim of this qualitative study was to examine gender differences in suicide attempts, with a focus on the effect of precipitating factors on depression.

METHOD

Semistructured interviews were conducted among 150 suicide attempters. Data on circumstances, reason, and method of attempt were recorded. Patients completed the Shortened Beck Depression Inventory, the Beck Hopelessness Scale, the Sense of Coherence Scale, and the Social Support Questionnaire.

RESULTS

Interpersonal conflict was found to be the most frequent precipitating factor. There were significant gender differences in depressive symptoms among patients with interpersonal conflicts. We found differences in depressive symptoms according to presence or absence of interpersonal conflicts among men, but not among women. Male suicide attempters who indicated interpersonal conflicts had lower levels of depression.

CONCLUSION

Depressive symptoms are frequent among suicide attempters. However, a subgroup of male attempters reporting interpersonal conflicts are characterized by a lower level of depression. This subgroup of attempters would probably not be detected with depression screening programs and may have an unmet need for other forms of screening and prevention.

Managing and mitigating conflict in healthcare teams: an integrative review

AIM

To review empirical studies examining antecedents (sources, causes, predictors) in the management and mitigation of interpersonal conflict.

BACKGROUND

Providing quality care requires positive, collaborative working relationships among healthcare team members. In today's increasingly stress-laden work environments, such relationships can be threatened by interpersonal conflict. Identifying the underlying causes of conflict and choice of conflict management style will help practitioners, leaders and managers build an organizational culture that fosters collegiality and create the best possible environment to engage in effective conflict management.

DESIGN

Integrative literature review.

DATA SOURCES

CINAHL, MEDLINE, PsycINFO, Proquest ABI/Inform, Cochrane Library and Joanne Briggs Institute Library were searched for empirical studies published between 2002-May 2014.

REVIEW METHODS

The review was informed by the approach of Whittemore and Knafl. Findings were extracted, critically examined and grouped into themes.

RESULTS

Forty-four papers met the inclusion criteria. Several antecedents influence conflict and choice of conflict management style including individual characteristics, contextual factors and interpersonal conditions. Sources most frequently identified include lack of emotional intelligence, certain personality traits, poor work environment, role ambiguity, lack of support and poor communication. Very few published interventions were found.

CONCLUSION

By synthesizing the knowledge and identifying antecedents, this review offers evidence to support recommendations on managing and mitigating conflict. As inevitable as conflict is, it is the responsibility of everyone to increase their own awareness, accountability and active participation in understanding conflict and minimizing it. Future research should investigate the testing of interventions to minimize these antecedents and, subsequently, reduce conflict.

Keep calm and carry on: Maintaining self-control when intoxicated, upset, or depleted

This study tested within-person associations between intoxication, negative affect, and self-control demands and two forms of self-control failure, interpersonal conflict, and neglecting responsibilities. Effortful control was hypothesised to act as a buffer, reducing individual susceptibility to these within-person effects. In contrast, reactivity was hypothesised to potentiate the within-person associations. 274 young adults aged 18-27 (56% women, 93% white) completed experience sampling assessments for up to 49 days over the course of 1.3 years. Results indicated independent within-person effects of intoxication, negative affect, and self-control demands on the outcomes. Hypothesised moderating effects of reactivity were not supported. Effortful control did not moderate the effects of self-control demands as expected. However, effortful control exhibited a protective effect when individuals were intoxicated or upset to reduce the likelihood of maladaptive behavioural outcomes.

Hostile attributional bias and aggressive behavior in global context

We tested a model that children's tendency to attribute hostile intent to others in response to provocation is a key psychological process that statistically accounts for individual differences in reactive aggressive behavior and that this mechanism contributes to global group differences in children's chronic aggressive behavior problems. Participants were 1,299 children (mean age at year 1 = 8.3 y; 51% girls) from 12 diverse ecological-context groups in nine countries worldwide, followed across 4 y. In year 3, each child was presented with each of 10 hypothetical vignettes depicting an ambiguous provocation toward the child and was asked to attribute the likely intent of the provocateur (coded as benign or hostile) and to predict his or her own behavioral response (coded as nonaggression or reactive aggression). Mothers and children independently rated the child's chronic aggressive behavior problems in years 2, 3, and 4. In every ecological group, in those situations in which a child attributed hostile intent to a peer, that child was more likely to report that he or she would respond with reactive aggression than in situations when that same child attributed benign intent. Across children, hostile attributional bias scores predicted higher mother- and child-rated chronic aggressive behavior problems, even controlling for prior aggression. Ecological group differences in the tendency for children to attribute hostile intent statistically accounted for a significant portion of group differences in chronic aggressive behavior problems. The findings suggest a psychological mechanism for group differences in aggressive behavior and point to potential interventions to reduce aggressive behavior.

Perceptions of workplace bullying among athletic trainers in the collegiate setting

CONTEXT

Bullying has received a vast amount of attention in the recent past. One form of bullying, workplace bullying (WPB), has been a substantial concern explored in many health professions that can negatively influence a health care provider's role in an organization. To date, however, WPB has not been investigated in athletic training contexts.

OBJECTIVE

To examine the perceptions of certified athletic trainers who experienced or witnessed WPB during employment in the collegiate setting.

DESIGN

Qualitative study.

SETTING

College or university.

PATIENTS OR OTHER PARTICIPANTS

Fifteen athletic trainers (7 women, 8 men) with an average age of 42 ± 12 years.

DATA COLLECTION AND ANALYSIS

Data were collected via semistructured, in-depth phone interviews or asynchronous online interviews. Data were analyzed using an inductive content analysis. Trustworthiness was established with member checks and peer debriefing.

RESULTS

Four themes emerged from the analysis: (1) antecedents of WPB, (2) consequences of WPB, (3) coping with WPB, and (4) lack of workplace environment training. The antecedents of WPB involved the bully's personality and perceptions of the athletic training profession as well as environmental factors including the pressure to win and a lack of administrative support. The consequences of WPB included increased stress, feelings of inadequacy, and increased distrust. Individuals coped with WPB by relying on emotional resilience and avoidance. A final theme, lack of workplace environment training, revealed that little attention was given to interpersonal issues and WPB in the workplace.

CONCLUSIONS

Workplace bullying incidents occur when administrators tolerate bullying behaviors from controlling and manipulative individuals who lack respect for the athletic training professional. Several negative outcomes result from bullying interactions, including stress and anxiety; WPB is dealt with by learning to be more emotionally resilient and avoiding confrontations. Workplace training is needed to prepare athletic trainers for such negative experiences.

Experiences with workplace bullying among athletic trainers in the collegiate setting

CONTEXT

Workplace bullying (WPB) is a series of persistent negative interactions that affect a clinician's ability to perform his or her role. Although WPB has been studied in other health professions, to date, no information exists pertaining to WPB in athletic training.

OBJECTIVE

To determine the prevalence of WPB in the collegiate setting and examine factors that influence its occurrence.

DESIGN

Cross-sectional study.

SETTING

Collegiate setting.

PATIENTS OR OTHER PARTICIPANTS

There were 723 (329 female, 394 male) athletic trainers (ATs) aged 37.5 ± 10.4 years.

MAIN OUTCOME MEASURE(S)

We collected data via the validated and reliable online Athletic Training Environment Survey. Descriptive statistics were obtained to determine a bullying score for each AT and examine the prevalence of WPB. Chi-square analyses were performed to examine the differences between (1) sex, (2) academic degree level, (3) employment title, and (4) National Athletic Trainers' Association district.

RESULTS

A total of 106 participants (14.7%) had a score of 2 or higher, indicating they were bullied in the athletic training setting. Of those bullied, 47 (44.3%) were women and 59 (55.7%) were men. There was no difference between women and men with respect to having experienced bullying (χ(2)1 = 0.068, P = .794). Moreover, no difference existed in the prevalence of bullying among ATs holding various degrees (χ(2)3 = 6.73, P = .081) or among ATs holding various titles within an organization (χ(2)5 = 3.55, P = .616). More (χ(2)1 = 23.77, P = < .001) perpetrators were male (74.2%, n = 75) than female (25.8%, n = 26); of these, 38.2% (n = 39) were coaches, 17.6% (n = 18) were supervisory ATs, and 8.8% (n = 9) were coworker ATs.

CONCLUSIONS

Bullying was experienced by both male and female ATs in the collegiate setting, and a higher number of bullies were male. More research is necessary to explore WPB in other work settings.

Identifying victims of workplace bullying by integrating traditional estimation approaches into a latent class cluster model

Research findings underline the negative effects of exposure to bullying behaviors and document the detrimental health effects of being a victim of workplace bullying. While no one disputes its negative consequences, debate continues about the magnitude of this phenomenon since very different prevalence rates of workplace bullying have been reported. Methodological aspects may explain these findings. Our contribution to this debate integrates behavioral and self-labeling estimation methods of workplace bullying into a measurement model that constitutes a bullying typology. Results in the present sample (n = 1,619) revealed that six different groups can be distinguished according to the nature and intensity of reported bullying behaviors. These clusters portray different paths for the workplace bullying process, where negative work-related and person-degrading behaviors are strongly intertwined. The analysis of the external validity showed that integrating previous estimation methods into a single measurement latent class model provides a reliable estimation method of workplace bullying, which may overcome previous flaws.

Gender differences in human interpersonal conflicts: A reply to Ingram et al. (2012)

In the article, I comment on the study results of Ingram et al. (2012). Feelings of anger were hypothesized to be reported more often in the descriptions of past conflicts of boys than in the descriptions of past conflicts of girls. However, the authors found that boys were no more likely than girls to describe feelings of anger ensuing from a conflict. An explanation of this interesting finding is not provided in the discussion section. The present study provides possible theoretical explanations for this finding, also using the results of our studies published in the past.

Applying evolutionary psychology to a serious game about children's interpersonal conflict

This article describes the use of evolutionary psychology to inform the design of a serious computer game aimed at improving 9-12-year-old children's conflict resolution skills. The design of the game will include dynamic narrative generation and emotional tagging, and there is a strong evolutionary rationale for the effect of both of these on conflict resolution. Gender differences will also be taken into consideration in designing the game. In interview research in schools in three countries (Greece, Portugal, and the UK) aimed at formalizing the game requirements, we found that gender differences varied in the extent to which they applied cross-culturally. Across the three countries, girls were less likely to talk about responding to conflict with physical aggression, talked more about feeling sad about conflict and about conflicts over friendship alliances, and talked less about conflicts in the context of sports or games. Predicted gender differences in anger and reconciliation were not found. Results are interpreted in terms of differing underlying models of friendship that are motivated by parental investment theory. This research will inform the design of the themes that we use in game scenarios for both girls and boys.

Oxytocin indexes relational distress following interpersonal harms in women

The hypothalamic neuropeptide oxytocin, known for its involvement in social affiliation and bonding in animals, has recently been associated with a host of prosocial behaviors that are beneficial for maintaining positive social relationships in humans. Paradoxically, however, people with high endogenous levels of oxytocin also tend to report relational distress and interpersonal difficulties in their everyday lives. To address these contradictory findings, oxytocin reactivity was measured in response to a well-defined laboratory task in young adult women following recent interpersonal harms. Elevated mean peripheral oxytocin reactivity (but not baseline levels of oxytocin or cortisol reactivity) was associated with increased post-conflict anxiety and decreased levels of forgiveness. These results corroborate previous research implicating oxytocin as a neuroendocrine marker of relational distress, but not general stress, and demonstrate the utility of studying oxytocin in response to naturally occurring relational events.