Jerng, J. S., Huang, S. F., Liang, H. W., Chen, L. C., Lin, C. K., Huang, H. F., ... & Sun, J. S. (2017). Workplace interpersonal conflicts among healthcare workers: Retrospective exploration from the institutional incident reporting system of a university-affiliated medical centre. PloS One, 12 (2), e0171696.
The purpose of the study was to investigate the increased concerns regarding workplace interpersonal conflict and how this problem is solved through the IRS or the Incident Reporting System. The method used involved previously reported cases to the IRS from July 2010 to June 2013, respectively, in a certain medical facility. The number of incidents chosen totaled to 147 events throughout the selected period. The method stretched further to identifying all the WICs and typing them in accordance with the two foci (task content/process and interpersonal relationship). The other foci comprised of three properties which includes (disagreement, interference, and negative emotion). The data was later on analyzed with the focus being subjected to the relevant ones alone. The conclusion of the study indicated that the IRS is the right place for reporting and addressing the WIC.
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Additionally, it was confirmed that the health care programs need improvement, especially in regards to channels of communication, management, and resolving all the conflicts. There were a couple of limitations in the research, but the major one is the difficulties in validating these conflicts primarily basing facts on the report contents.
The weakness of this article is the fact that the research lack of room for investigating how the workers were coping with the WICs since the cases were referred from previous report cases.
Kuriakose, V., Sreejesh, S., Wilson, P. R., & Anusree, M. R. (2019). The differential association of workplace conflicts on employee well-being. International Journal of Conflict Management, 30 (5), 680-705.
The article aimed at examining the differential association of three different workplace conflicts on employee-related outcomes, such as loneliness and well-being. The study is also expected to further stretch into exploring the perceived social support in working places as a conditional factor. This social support is, of course, in regards to the relationship between employees' loneliness and the different types of conflicts. The method used for collecting data was the self-administered survey involving 554 IT employees. SEM or Structural Equation Modelling was the method used in testing the postulations of the study.
In conclusion, the review was able to discover that both loneliness and well-being were in one way or the other associated with all the three types of conflicts. It was also noted that loneliness was serving as a mediation tool between the available conflict types and the overall well-being of the employee. The moderation of the relationship between the types of conflicts is highly influenced by the perceived social support at the working places. This also includes the employee loneliness at work. This study is found to be of great help to the HR managers in providing relevant information regarding employee relationships and understanding the type of conflicts available. No limitations concerning the study were reported.
The strong point of this article is the fact that the research was conducted recently therefore making the information valid and updated.
Cheng, F. K. (2016). What does meditation contribute to the workplace? An integrative review. Journal of Psychological Issues in Organizational Culture, 6 (4), 18-34.
The purpose of the study was heavily directed at testing how and to what extent meditation contributes when it comes to resolving conflicts in workplaces. This study was influenced by the fact that success is a primary necessity for every business and therefore, employees are the ones who play a significant role in making sure that the company achieves its desired goals. Thus, the study was fully aimed at providing an overview of how meditation can contribute to life in an active working environment.
The method that was applied in this study involved searching through 61 primary databases in Pro-Quest. All the databases searched were published before August 2014. The mentioned 61 databases contained 10 empirical studies that have been carried out in different countries such as North America, Asia and Europe. These studies indicated that meditation played a huge role not only to mental and personal health but also to the overall development of the organization. The conclusion of the study indicated that mediation was not only contributing positively to physical and mental health but also the workplaces as well.
This study is credible because it was conducted by Cheng, who is a PhD graduate from a recognized university hence a specialist in this field. The article is also credible since it is has been published in international peer‐reviewed journals in Chinese and English.
References
Jerng, J. S., Huang, S. F., Liang, H. W., Chen, L. C., Lin, C. K., Huang, H. F., ... & Sun, J. S. (2017). Workplace interpersonal conflicts among healthcare workers: Retrospective exploration from the institutional incident reporting system of a university-affiliated medical centre. PloS One, 12 (2), e0171696.
Kuriakose, V., Sreejesh, S., Wilson, P. R., & Anusree, M. R. (2019). The differential association of workplace conflicts on employee well-being. International Journal of Conflict Management, 30 (5), 680-705.
Cheng, F. K. (2016). What does meditation contribute to the workplace? An integrative review. Journal of Psychological Issues in Organizational Culture, 6 (4), 18-34.
