Capitalizing On Diversity: Interpersonal Congruence In Small Work Groups

We examine interpersonal congruence, the degree to which group members see others in the group as others see themselves, as a moderator of the relationship between diversity and group effectiveness. A longitudinal study of 83 work groups revealed that diversity tended to improve creative task performance in groups with high interpersonal congruence, whereas diversity undermined the performance of groups with low interpersonal congruence. This interaction effect also emerged on measures of social integration, group identification, and relationship conflict. By eliciting self-verifying appraisals, members of some groups achieved enough interpersonal congruence during their first ten minutes of interaction to benefit their group outcomes four months later. In contrast to theories of social categorization, the interpersonal congruence approach suggests that group members can achieve harmonious and effective work processes by expressing rather than suppressing the characteristics that make them unique.Managemen

Strategi Manajemen Konflik Komunikasi Interpersonal Antara Ibu Dengan Anak Tiri

Penelitian ini dilakukan untuk mengamati manajemen konflik komunikasi interpersonal antara ibu dengan anak tiri yang merupakan anak kandung suaminya dengan perempuan lain. Penelitian ini menggunakan jenis penelitian deskriptif, metode penelitian studi kasus, dan pendekatan kualitatif. Proses pengumpulan data dengan observasi dan wawancara. Teori yang digunakan sebagai dasar untuk melakukan pengamatan adalah teori konflik komunikasi interpersonal dan manajemen konflik komunikasi interpersonal.Hasil penelitian menunjukkan bahwa konflik komunikasi interpersonal antara ibu dengan anak tiri tersebut adalah jenis konflik komunikasi interpersonal, yaitu pseudoconflict, fact conflict, value conflict, policy conflict, ego conflict dan juga meta conflict. Sedangkan manajemen konflik komunikasi interpersonal yang digunakan adalah win-lose and win-win strategies, avoidance and active fighting strategies, force and talk strategies, face-detracting and face-enhancing strategies, aggressiveness and argumentativeness strategies

Perfectionism explains variance in self-defeating behaviors beyond self-criticism: Evidence from a cross-national sample

Does perfectionism predict maladjustment beyond self-criticism? Attention to this key question is needed as some studies suggest perfectionism may not explain variance in maladjustment beyond self-criticism. Using a large cross-national sample of 524 undergraduates (229 Canadian, 295 British), this study examined whether evaluative concerns perfectionism (socially prescribed perfectionism, concern over mistakes, doubts about actions) explained variance in self-defeating behaviors (binge eating, procrastination, interpersonal conflict) after controlling for selfcriticism. Results showed that—after controlling for self-criticism—concern over mistakes predicted binge eating, doubts about actions predicted procrastination, and socially prescribed perfectionism and concern over mistakes predicted interpersonal conflict. Self-criticism also uniquely predicted self-defeating behaviors beyond evaluative concerns perfectionism. The relationships that evaluative concerns perfectionism shows with self-defeating behaviors appear neither redundant with nor fully captured by self-criticism. Results dovetail with theoretical accounts suggesting evaluative concerns perfectionism is a uniquely important part of the personality of people prone to self-defeating behaviors

Antecedents of Perceived Coach Interpersonal Behaviors: The Coaching Environment and Coach Psychological Well- and Ill-Being

Embedded in the self-determination theory (Deci & Ryan, 2000) framework, we obtained self-report data from 418 paid and voluntary coaches from a variety of sports and competitive levels with the aim of exploring potential antecedents of coaches’ perceived autonomy supportive and controlling behaviors. Controlling for socially desirable responses, structural equation modeling revealed that greater job security and opportunities for professional development, and lower work–life conflict were associated with psychological need satisfaction, which, in turn, was related to an adaptive process of psychological well-being and perceived autonomy support toward athletes. In contrast, higher work–life conflict and fewer opportunities for development were associated with a distinct maladaptive process of thwarted psychological needs, psychological ill-being, and perceived controlling interpersonal behavior. The results highlight how the coaching context may impact upon coaches’ psychological health and their interpersonal behavior toward athletes. Moreover, evidence is provided for the independence of adaptive and maladaptive processes within the self-determination theory paradig

Interpersonal sources of conflict in young people with and without mild to moderate intellectual disabilities at transition from adolescence to adulthood

<p><b>Background:</b> Interpersonal conflict is a source of stress and contributes to poor mental health in people with mild to moderate intellectual disabilities. Understanding the contexts in which conflict typically occurs can better equip services to help people with such difficulties. However, existing studies into the contexts of conflict have included participants with wide-ranging ages and may not reflect the experiences of young adults in particular.</p> <p><b>Materials and Methods:</b> Twenty-six young adults (16-20 years) with intellectual disabilities and 20 non-disabled young adults completed a semi-structured interview about a recent experience of interpersonal conflict. Participants were asked to describe their beliefs and feelings about the event and their subsequent response.</p> <p><b>Results:</b> Participants with intellectual disabilities were more likely to encounter conflict with strangers or peers outside their friendship group and to describe incidents of aggression than non-disabled participants. They were also more likely to characterize the other person globally as 'bad' and to perceive the other's actions as being personally directed at them. Young women with intellectual disabilities were less likely to describe responding aggressively to incidents.</p> <p><b>Conclusions:</b> Findings suggest that young adults with intellectual disabilities are often the target of overt aggression from those outside their inner social sphere, while their non-disabled peers are more likely to experience conflict with people close to them. Young adults with intellectual disabilities may also be more likely to feel victimized by interpersonal conflict. Implications of these findings and limitations of the study are discussed.</p&gt

Pengaruh Layanan Informasi Tentang Konflik Interpersonal terhadap Kemampuan Pemecahan Konflik Interpersonal Siswa Kelas X Sman 2 Siakhulu T.p 2014/2015

Information about interpersonal conflict because the importance is given to students at the number of interpersonal conflicts that occur in the school environment. Interpersonal conflict solving ability is the ability, skill and the potential for someone to master all the strategies in resolving interpersonal conflicts. As these strategies is a lose-lose strategy, win-lose strategy and win-win strategy. The purpose of this study is to 1) Knowing picture ability interpersonal conflict resolution before students are given information service on each strategy. 2) Determine the course of the process of the implementation of information services on the ability interpersonal conflict resolution. 3) Knowing picture ability interpersonal conflict resolution after the given service information on each strategy. 4) Knowing the difference interpersonal conflicts resolution of students before and after the service information on each strategy. 5) Knowing how much influence of information services to on the ability interpersonal conflict resolution on each strategy. This type of research is Pre-Experiment with this type of one-group pre-test and post-test design. The subjects were students of class X of SMAN 2 Siakhulu which totaled 270 people. Determination of the sample by using simple random sampling and sample in this study as many as 100 people. Data collection method used was a questionnaire. Based on the results of the calculation of the correlation coefficient in a lose-lose strategy obtained r = 0.33 and the coefficient of determination r2 = 0.11, in the win-lose strategy in can be r = 0.46 and r2 = 0.21, and the win-win strategy obtained r = 0.37 and r2 = 0.14. This means contribution information services in a lose-lose strategy of 11%, win-lose strategy of 21% and a win-win strategy of 14%. It can be seen that t count greater than t table, lose-lose strategy (2.083> 1.960), win-lose strategy (4.6> 1.960), and a win-win strategy (8.37> 1.960) so that Ha is accepted. Means that there is influence of information services on the ability of interpersonal conflict resolution class X SMAN 2 Siakhulu TP. 2014/2015

Pengaruh Faktor Stres Kerja Terhadap Kinerja Karyawan (Studi Pada Karyawan Plasa Telkom Group Malang).

This research is motivated by increases of work stress factors that happens in the company caused of role ambiguity, role conflict, role overload, and interpersonal demands within the company that decreased the employee performance. The purpose of this study was to clarify the effect of work stress with role ambiguity variables (x1), role conflict (x2), the role of excess (x3), and interpersonal demands (x4) simultaneously, partial, well as to explain the dominant variable influence on employee performance (y) Plasa Telkom Group Malang.The type of research used in this research is the explanatory research with a quantitative approach to describe the relationships between variables through hypothesis testing. The population in this study is the employees of Plasa Telkom Group Malang is 203 employees, with a sample size of 67. Data collection used in this study are questionnaire and documentation with data analysis techniques used multiple linear analysis.These results explain the variable role ambiguity, role conflict, role overload, interpersonal demands simultaneously affect the employee\u27s performance Plasa Telkom Group Malang. Partially explained that each of the independent variables (role ambiguity, role conflict, role overload, interpersonal demands) were used in this study has a significant influence. This explains that when role ambiguity, role conflict, role of excess and higher interpersonal demands will affect the performance decreases