Adolescent and parental perceptions of interparental conflict

Research indicates adolescent adjustment problems are associated with high levels of interparental conflict. This study examined parents’ and adolescents’ perceptions of interparental conflict and the relationship of these perceptions to adolescent adjustment through a survey of adolescent secondary students and their parents. Sixty-two adolescents and 62 parents participated in the study. Adolescents completed three self-report measures of psychological adjustment, a demographic questionnaire and the Consensus and Cohesion subscales of the Dyadic Adjustment Scale (DAS). Parents completed the same subscales of the DAS and a demographic questionnaire. There were no significant differences between the levels of interparental conflict perceived by adolescents and parents. However, adolescent perceptions of interparental conflict were a better predictor of adolescent psychological adjustment when compared to parental perceptions of conflict. The results of this study emphasise the importance of adolescent perceptions of interparental conflict, and provide support for both parental and adolescent reports of family functioning to be taken into account in future clinical studies.

Functional group conflict in information systems development

This paper discusses how interpersonal conflict between IS developers and clients can disrupt IS projects.  It is suggested how potential problems can be avoided by getting the 'soft' factors right which can lead to improvements in information systems development (ISD) processes.  However little is being done in most organisations to review success from this perspective.  Measurement of ISD quality tends to favour the product rather than the human drivers that influence the development of the product.  Several ideas are put forward that can be used to resolve conflict and tp better involve stakeholders in the ISD process.

A factor-analytic study exploring the factors of co-worker cohesion

Despite the applied importance of cohesion within organisational settings, researchers have yet to reach consensus about the dimensionality of group cohesion, and therefore appropriate tools for its measurement. The way that cohesion has generally been conceptualised has changed over time, but the measures appear not to reflect the underlying theory. This deficiency has impeded attempts to explore the relationship between co-worker cohesion and group performance (Beal et al., 2003; Mullen & Copper, 1994). Given inconsistent findings from previous factor analyses of cohesion, the present study employed exploratory means to help clarify the factor structure of cohesion within the workplace. Potential participants were recruited via the researchers' social networks. This snowballing technique led to 236 participants completing the online questionnaire. Exploratory factor analysis revealed four first-order factors of team commitment, friendliness, interpersonal conflict and communication that collectively accounted for 55.17% of the variance shared among the 75 cohesion items. Subsequently, a single higher-order factor was extracted which accounted for over half of the co-variation among the first order factors. This higher-order factor seems to reflect a general cohesion factor, as it was loaded by a diffuse collection of items, including those from the four lower-order factors as well as items that failed to load onto these lower-order factors. While there were similarities between these results and those of previous studies, the present factor structure did not map perfectly onto any of the existing conceptual models of cohesion. This finding highlights the need to incorporate some alternate factors that have previously been given little consideration.

Analysis of cultural conflict in the development of web-enabled information systems

The advent of the World Wide Web (WWW) and the emergence of Internet commerce have given rise to the web as a medium of information exchange. In recent years, the phenomenon has affected the realm of transaction processing systems, as organizations are moving from designing web pages for marketing purposes, to web-based applications that support business-to-business (WEB) and business-to-consumer (B2C) interactions, integrated with databases and other back-end systems (Isakowitz, Bieber et al., 1998). Furthermore, web-enabled applications are increasingly being used to facilitate transactions even between various business units within a single enterprise. Examples of some of the more popular web-enabled applications in use today include airline reservation systems, internet banking, student enrollment systems in universities, and Human Resource (HR) and payroll systems. The prime motive behind the adoption of web-enabled applications are productivity gains due to reduced processing time, decrease in the usage of paper-based documentation and conventional modes of communication (such as letters, fax, or telephone), and improved quality of services to clients. Indeed, web-based solutions are commonly referred to as customer-centric (Li, 2000), which means that they provide user interfaces that do not necessitate high level of computer proficiency. Thus, organizations implement such systems to streamline routine transactions and gain strategic benefits in the process (Nambisan & Wang, 1999), though the latter are to be expected in the long-term. Notwithstanding the benefits of web technology adoption, the web has ample share of challenges for initiators and developers. Many of these challenges are associated with the unique nature of web-enabled applications. Research in the area of web-enabled information systems has revealed several differences with traditional applications. These differences exist with regards to system development methodology, stakeholder involvement, tasks, and technology (Nazareth, 1998). According to Fraternali (1999), web applications are commonly developed using an evolutionary prototyping approach, whereby the simplified version of the application is deployed as a pilot first, in order to gather user feedback. Thus, web-enabled applications typically undergo continuous refinement and evolution (Ginige, 1998; Nazareth, 1998; Siau, 1998; Standing, 2001). Prototype-based development also leads web-enabled information systems to have much shorter development life cycles, but which, unlike traditional applications, are regrettably developed in a rather adhoc fashion (Carstensen & Vogelsang, 2001). However, the principal difference between the two kinds of applications lies in the broad and diverse group of stakeholders associated with web-based information systems (Gordijn, Akkermans, et al., 2000; Russo, 2000; Earl & Khan, 2001; Carter, 2002; Hasselbring, 2002; Standing, 2002; Stevens & Timbrell, 2002). Stakeholders, or organizational members participating in a common business process (Freeman, 1984), vary in their computer competency, business knowledge, language and culture. This diversity is capable of causing conflict between different stakeholder groups with regards to the establishment of system requirements (Pouloudi & Whitley, 1997; Stevens & Timbrell, 2002). Since, web-based systems transcend organizational, departmental, and even national boundaries, the issue of culture poses a significant challenge to the web systems’ initiators and developers (Miles & Snow, 1992; Kumar & van Dissel, 1996; Pouloudi & Whitley, 1996; Li & Williams, 1999).

Teachers' work hours, work-family conflict and health: the mediating effects of perceived control and organisational support

Teachers are among those working longer hours more than ever before. the implications of these long hours on teachers' health, through work-family conflict, control over hours worked and organisational support were investigated. 120 teachers, of whom 91 (59.3% female) reported
working in excess of 37 1/2 hours in the week prior, participated in the study. Long hours, work-family conflict, control and organisational support, explained 69% of the variance in health. There was no direct effect of long worked hours on health however long hours did have a direct impact on work-family conflict, organisational support, and control and, through
these, teachers' health. Work-family conflict exerted a direct negative impact on health. These findings are discussed in individual and organisational tenns.

Culturally specific prejudices: interpersonal prejudices of individualists and intergroup prejudices of collectivists

The authors propose that the nature of prejudice differs across cultures. A model is introduced that proposes that the interpersonal perspective associated with individualist cultures (Westerners) leads to interpersonal prejudices, whereas the intergroup perspective associated with collectivist cultures (Easterners) leads to intergroup prejudices. These prejudices, in turn, are argued to impact on the outcomes of individuals working in intercultural teams. An organisational diversity climate of openness fostered by diversity oriented HRM and the combined use of individualist and collectivist HRM policies and practices is proposed to minimize the negative effects of such prejudices can be minimized.

Hindu temples in the Sri Lankan ethnic conflict : capture and excess

Developing Deleuze and Guattari's concepts of territorialization and the apparatus of capture, this article explores the role that Sri Lankan Hindu temples have played in the formation of ethnicity and ethnic conflict. Analyzing three contemporary events, the article introduces ways in which many different Sri Lankans (Sinhalese and Tamil) interpret their country's predicament and seek to resolve or prolong it. The events also reveal how scholarship becomes entangled in ethnic nationalism. I then examine in greater detail a village in which temple construction was a critical feature of identity formation during the creation of Sri Lanka as a colonialist and capitalist bureaucratic space. Through this account, I argue that the formation of polarized ethnicity in Sri Lanka is the product of multiple refractive forces, of which temples are one, and not the end result of a singular colonialist bureaucratic agency.

A mechanism to end conflict in Aceh

On 15 August 2005, the Government of Indonesia and the Free Aceh Movement (GAM) signed an agreement to end almost 30 years of conflict between them over claims to independence. After a series of failed ceasefires, this was the first comprehensive peace agreement, and contained within it the potential to settle the political and economic claims that fuelled a desire for separation in Aceh. The talks that led to the peace agreement followed the devastating tsunami of 26 December 2004, which killed over 100,000 people in Aceh, and an escalated military campaign by the Indonesian military against GAM forces. The talks were brokered by an international mediation organisation and supported by the European Union (EU). Despite some opposition within Jakarta, the talks were ultimately successful, producing an agreement that addressed many of the fundamental concerns of the Acehnese, especially around economic redistribution and local political representation. The EU agreed to monitor the agreement by sending a 200 strong Aceh Monitoring Mission (AAM), supported by monitors from ASEAN states. The main purpose of the AMM was to oversee the decommissioning of GAM weapons and the withdrawal of most Indonesian troops and police. It was thereafter expected to retain a smaller presence in order to monitor the implementation of other aspects of the agreement. The Aceh peace agreement faced a number of hurdles, including whether or not the Indonesian military would work to undermine the peace agreement, and over the continuing presence in Aceh of the military’s proxy militias. There were also concerns that the legislation required to secure aspects of the peace agreement might not be passed by the Indonesian legislature or would be diluted to the point that they would no longer be acceptable to GAM. However, as a politically negotiated agreement to end the conflict, the peace agreement was seen as establishing the model for peace in the region, and was touted by some observers as providing the basis for a model for peace in other parts of Indonesia’s sometimes troubled archipelago.

Neoconservatism, US-China conflict, and Australia's 'great and powerful friends' dilemma

Following its time-honoured 'great and powerful friends' foreign policy tradition, Australia has been cultivating close ties simultaneously with the United States and China. Yet, as a rivalry between the two powers apparently looms large, Australia faces an acute dilemma. While the rise of China and the question of Taiwan are often cited as main causes of US-China discord, this article argues that the American neoconservative policy on China, underpinned by a belief in both military strength and moral clarity, is integral to this growing competition and is, by extension, partly responsible for the emergence of Australia's predicament. To avoid such a difficult choice, the article suggests that Australia should strive to curb the policy influence of neoconservatism both in the United States and at home by pursuing a more independent foreign policy, making clear its strategic postures on US-China relations, and helping establish a trilateral strategic forum between Australia, the United States, and China.

Remembrance of things past? Change, development and paternalism

As part of a retrospective study of effects of organizational change on interpersonal relations, this paper discusses change talk among Australian employees of an American multinational manufacturing enterprise. Interviewees tended to feel pushed into change, discussing its effects in terms of the difficulties of adolescence and earlier experiences of sudden independence. Over time, what had been a simple and firm us and them division in intergroup relations between management and unions/workers had become more fluid and subtle, and perhaps more mature. Interview data are interpreted and then re-interpreted in terms of theories of team development, nostalgia, and paternalism. It is argued that each interpretation makes differing, but complementary, assumptions about the nature of time. If developmental, progressive assumptions of organizational change are relaxed, further attention can be given to theorizing and researching subtleties in talk of the past.