Manifestations and Reinforcement of Heteronormativity in the Workplace: A Systematic Scoping Review.

This scoping review systematizes the evidence available to date on the manifestations of heteronormativity in the workplace. The reviewed literature shows that, at an organizational level, heteronormativity is reproduced in the configuration of space, organizational policies, and the monitoring of their accomplishment by leaders. At an interpersonal level, employees interact with others based on heterosexual presumptions, they reward what is aligned with heteronormativity, and censor what is not. Finally, individuals acting of their own volition may perform their gender in ways that strengthen the presumption of heterosexuality and communicate heteronormativity alignment. This review offers suggestions for future research in the field of heteronormativity in the workplace and includes theoretical and practical implications for the creation of inclusive organizations.

Mediation: Understanding a Constructive Conflict Management Tool in the Workplace / La mediación: una herramienta de gestión constructiva del conflicto en el lugar de trabajo

Mediation becomes relevant nowadays as a way to manage conflicts in the workplace in a nonjudicial way, preventing costly, extensive, and unsatisfying legal procedures. This study tries to systematize the more recent research about mediation, showing the main challenges, questions, and findings. Research suggests the importance of integrating the organizational and societal context in the study of mediation, the use of efficiency, equity, and voice objectives for evaluating mediation effectiveness, and taking into account a contingency approach in mediator strategies. There is an important gap between the large development of professional practice in mediation and the few systematic studies on this topic. This paper offers a model that considers current research and practice for mediation effectiveness. This model could be used to focus the orientation of scholars, practitioners, and governments in search of new developments in the design of mediation. Future research could explore specific combinations of these dimensions to analyze sectors, organizations, or cases of mediation.(AU)

La mediación está adquiriendo relevancia hoy en día como una forma extrajudicial de gestionar los conflictos, evitando procedimientos legales costosos, largos e insatisfactorios. Este estudio trata de sistematizar la investigación más reciente sobre la mediación, mostrando los principales retos, cuestiones y conclusiones. La investigación sugiere la importancia de integrar el contexto organizativo y social en el estudio de la mediación, el uso de objetivos de eficiencia, equidad y voz para evaluar la eficacia de la mediación y tener en cuenta un enfoque contingente en las estrategias de las personas mediadoras. Existe una importante brecha entre el gran desarrollo de la práctica profesional de la mediación y la escasez de estudios sistemáticos sobre este tema. Este artículo ofrece un modelo que tiene en cuenta tanto la investigación como el ejercicio práctico para entender cómo se producen las mediaciones eficaces. Este modelo podría utilizarse para orientar a la academia, el ejercicio profesional y a los gobiernos en la búsqueda de nuevos desarrollos en el diseño de la mediación. Las investigaciones futuras podrían explorar combinaciones específicas de estas dimensiones para analizar sectores, organizaciones o casos de mediación.(AU)

Non-Heteronormative Sexual Orientations at Work: Disclosure Dynamics and the Negotiation of Boundaries between Lesbian and Gay Employees and Their Co-workers.

This article focuses on the interactional dynamics which take place during disclosure of non-heteronormative sexual orientations at work. Since the disclosure might be considered a process through which lesbian and gay (LG) people share information about their personal life at work, Boundary Theory, which explores how people create boundaries between life domains, allows us to better understand disclosure dynamics. For this purpose, 39 Spanish lesbian and gay employees were interviewed. The results demonstrated that LG employees and their coworkers, affected by the socio-cultural context, are jointly responsible for the integration/segmentation of LG employees' personal and work domains, thus questioning the extent to which management of non-heteronormative sexual orientations is considered a strategic choice under the control of LG employees alone.

Increasing Integrative Negotiation in European Organizations Through Trustworthiness and Trust.

Integrative negotiation in which employers and employees create value is a major necessity in the current challenging context. Collective labor negotiations in organizations are traditionally focused on mostly distributive issues, such as pay, working hours, and holidays. However, the current situation demands the inclusion of other issues of a potentially more integrative nature, such as telework, sustainability, and risk prevention, the enhancement of which is a major challenge for organizations. In this study, we explore the negotiation process between management and employee representatives (ERs), analyzing the roles of trust and trustworthiness. We collected data from 614 human resources managers from different organizations in 11 European countries. The results confirm that ERs who management perceive to be trustworthy have a greater influence on negotiation, particularly with regard to integrative as opposed to distributive issues, and that trust partially mediates this relationship.

Inside "Pandora's Box" of Solidarity: Conflicts Between Paid Staff and Volunteers in the Non-profit Sector.

Non-profit organizations (NPOs) are quite complex in terms of organizational structure, diversity at the workplace, as well as motivational mechanisms and value rationality. Nevertheless, from the perspective of organizational psychology, the systematic analysis of this context is scarce in the literature, particularly regarding conflicts. This qualitative study analyzes types, prevalence, and consequences of conflicts in a large NPO considering as theoretical framework several consolidated organizational psychology theories: conflict theory, social comparison theory, and equity theory. Conflicts were analyzed taking into account volunteers' perspective, who have been the consistent protagonist in NPO research, but also considering paid staff's perspective as one of the main stakeholders in these organizations, whose relative power has increased in the past decade due to the professionalization of the NPO's sector. Results confirmed the existence of four types of conflicts: task, process, status, and relationship conflicts. Relationship conflict is the least reported type, revealing the protection factor that values and engagement with a social aim have on this organizational context. The most relevant finding is the strong difference between paid staff and volunteers in conflict perceptions, showing paid staff, overall, higher levels of conflicts than volunteers. Findings also show stronger negative consequences for paid staff compared to volunteers. Theoretical and practical implications are discussed.

Workplace Incivility as Modern Sexual Prejudice.

Although discrimination on grounds of sexual orientation is prohibited by law in many countries, negative prejudices against Lesbian and Gay (LG) people, as a stigmatized minority, might be internalized by co-workers, being a source of a modern and subtle form of discrimination. Results from 39 in-depth semi-structured interviews with LG employees show that they are victims of workplace incivility which is manifested through jokes, use of language, stereotypes, and intrusive behaviors. Such acts are barely recognizable as a form of discrimination, due to the absence of any reference to sexual orientation, and for this reason it is more difficult to act against them at an organizational level. This is the first study that demonstrates how workplace incivility toward LG employees can be an expression of a subtle form of discrimination. It shows that discrimination on grounds of sexual orientation has not disappeared; it has simply changed its manifestations. Contributions and implications of the study are discussed from a theoretical and a practical perspective.

How negotiators are transformed into mediators. Labor conflict mediation in Andalusia / Cómo se transforma a los negociadores en mediadores. La mediación en los conflictos laborales en Andalucía

In this paper we describe and analyze the Extrajudicial System for Labor Conflict Resolution in Andalusia. We begin by emphasizing the major relevance of alternative dispute resolution (ADR) in a European context and the need to benefit from different ADR experiences. Next, we comment on the situation in Spain and focus on the Andalusia’s system. This system was created by an interprofessional agreement between the most representative employers’ union and the two largest trade unions with the support of the national government. During the first fourteen years more than 4,500 conflicts have been submitted affecting more than 400,000 companies and 3,000,000 employees. Collective mediations are conducted by a team of four mediators, two of them appointed by the principal employers association, and the two other by the two largest trade unions (AU)

En este trabajo analizamos el Sistema Extrajudicial de Conflictos Laborales de Andalucía. Comenzamos por enfatizar la relevancia de los mecanismos extrajudiciales de resolución de conflictos en Europa y la necesidad de beneficiarnos de las diferentes experiencias. A continuación comentamos la situación en España, focalizando en el caso del sistema andaluz. Este sistema fue creado por un acuerdo entre los sindicatos más representativos y la patronal con el apoyo del gobierno autonómico. Durante los 14 años de vigencia del sistema se han tratado más de 4.500 conflictos, que afectaban a más de 400.000 organizaciones y a tres millones de empleados. El sistema de mediación está formado por un equipo de cuatro mediadores, dos pertenecientes a las principales centrales sindicales y dos a la confederación de empresarios (AU)

Reconstruyendo el diálogo social y promoviendo organizaciones inclusivas. Una herramienta para la innovación social en tiempos de crisis / Rebuilding the social dialogue and promoting inclusive organizations. A tool for social innovation in times of crisis

Se aborda en el presente trabajo el desarrollo de una agenda de investigación enmarcada por las dificultades del entorno socioeconómico y su incidencia en las políticas de igualdad en el contexto laboral. Se presentan cuatro estudios desarrollados en el marco de la mejora del diálogo social y la promoción de organizaciones inclusivas, resaltando el estado del tema en España y su significado para la práctica profesional. Los estudios se centran en a) la necesidad de capacitar y apoderar a los agentes sociales - especialmente a los representantes de los trabajadores - para liderar la innovación social y la promoción de organizaciones inclusivas, b) las actuaciones ante las manifestaciones actuales de la denominada discriminación moderna en el contexto laboral, c) las barreras para promover la integración laboral de las personas con discapacidad, y d) el apoyo a las políticas de conciliación entre el trabajo y la vida personal

This paper addresses the developing research agenda framed by the difficulties of the socio-economic environment and its impact on equality policies in the employment context. We present four studies developed in the framework of improving the social dialogue and promoting inclusive organizations, highlighting the status of the issue in Spain and its meaning for professional practice. The studies focus on a) the need to train and empower social actors - especially workers’ representatives - to lead social innovation and promote inclusive organizations, b) proceedings for acting against the current manifestations of what is known as "modern discrimination" in the work context, c ) labor integration of persons with disabilities, and d) supporting policies to balance work and personal life

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.

Consecuencias emocionales de la autoeficacia en situaciones de negociación / No disponible

El propósito de este estudio fue analizar los efectos de la percepción de autoeficacia, tanto general como específica, en la negociación, sobre las emociones experimentadas por los negociadores la efectividad en la gestión de dicha situación. La autoeficacia general se valoró mediante el Cuestionario de Eficacia egociadora (CE ), y la específica fue inducida mediante la presentación de falso feedback de la ejecución en una tarea previa similar a la experimental. Ambos tipos de autoeficacia tuvieron en algunos casos, efectos diferentes sobre las variables dependientes. La personas con alta autoeficacia general y específica se implicaron más en la tarea. A las personas con alta autoeficacia general les desagradó más la situación y percibieron una menor efectividad respecto a las relaciones entre las partes. La inducción de autoeficacia específica positiva, aumentó los sentimientos de felicidad y la satisfacción con la negociación en la (..) (AU)

This study examined the impact of perceived general and specific negotiating self-efficacy upon experienced emotion and perceived effectiveness in a conflict management situation. General self-efficacy was assessed using the Cuestionario de Eficacia Negociadora (CEN), and a false-feedback technique was used to induce specific self-efficacy. General and specific self-efficacy had differential effects upon the dependent variables. High general and specific self efficacy increased involvement with the conflict management task. High general self-efficacy led to higher reports of disgust and less perceived relational effectiveness. Positive specific self-efficacy led to higher reports of enjoyment and negotiation satisfaction. while negative self-efficacy increased reports of disgust, anger and surprise. Gender had (..) (AU)

La gestión de conflictos relacionales en las organizaciones de servicios / The management of relationship conflicts in service organizations

En el presente trabajo se explora la relación entre el conflicto relacional y el clima de servicio analizando el papel modulador de los estilos de gestión del conflicto y tomando como nivel de análisis la unidad de trabajo. La muestra está compuesta por 397 empleados de contacto directo con el cliente (recepcionistas y camareros) pertenecientes a 91 unidades de trabajo de hoteles y restaurantes de la Comunidad Autónoma Andaluza. Los resultados muestran los efectos perjudiciales que el conflicto relacional tiene sobre el clima de servicio y el papel modulador que ejerce el estilo de gestión integración en dicha relación. En concreto, cuando las unidades de trabajo, ante un conflicto relacional, utilizan la integración a niveles altos, éste no se relaciona negativamente con el clima de servicio. Así, se concluye que es la integración y no la evitación el estilo de gestión más eficaz para aminorar los efectos negativos del conflicto relacional en estos contextos (AU)

The main goal of this study was to explore the relationship between relationship conflict and service climate. To this end, we have studied which specific conflict management styles reduce or increase the relationship between relationship conflict and service climate at the work-unit level. Hypotheses were tested by tracking 91 work-units (397 employees) from 42 hotels and restaurants in southern Spain. Results revealed that relationship conflict is negatively related to service climate and that an integrating conflict management conflict style plays a moderating role in this relationship. This means that, when work-units use an integrating style to manage relationship conflict this conflict type is not related to service climate. Thus, the present study supports the idea that it is integrating and not avoiding the most effective style to manage the relationship conflict in these contexts (AU)

El estudio del conflicto en los equipos de trabajo. Una visión de las contribuciones científicas realizadas en España / No disponible

En los últimos años hemos asistido a un creciente interés por el análisis de las consecuencias del conflicto en la eficacia de los equipos de trabajo, reflejándose en la publicación de un importante número de artículos realizados por equipos de investigación españoles. Este trabajo realiza un análisis y sistematización de esta literatura, partiendo de líneas de trabajo consolidadas por prestigiosos investigadores y desarrolladas en el ámbito europeo e internacional. Con este objetivo se ponen de manifiesto cuáles son los factores más importantes que intervienen en el proceso del conflicto dentro de los equipos de trabajo y las implicaciones prácticas para el ejercicio profesional que se derivan de estos estudios. Para ello: (a) nos hemos centrado en los modelos explicativos de la eficacia de los equipos utilizando una aproximación Input-Procesos-Output; (b) hemos hecho uso de la distinción entre tipos de conflictos (conflicto de tareas vs. conflicto de relaciones); (c) hemos adoptado una perspectiva contingente para determinar los efectos positivos o negativos de ambos tipos de conflictos. Finalmente, aportamos información mostrando la existencia de oportunidades para el desarrollo de futuros estudios en esta línea de trabajo aún incipiente en España (..) (AU)

In the last years, we have observed an increasing interest in the analysis of conflict and work teams’ effectiveness. This growing interest is showed by the many articles from Spanish research teams focused on the phenomenon of conflict in work teams. This paper provides a thorough analysis and classification of the literature on conflict at work, stressing the main research streams developed by prestigious researchers in the European and international scope. Our main goal in this review was to identify the most important variables involved in the conflict process in work teams, as well as the practical implications for professionals derived from this literature. To this end, we first focused on the Input-Processes-Output theoretical model, distinguishing between two types of conflict (tasks conflict vs. relationship conflict). Second, we adopted a contingent perspective to examine both positive and negative effects of these different types of conflict. Finally, we provided suggestions for future research on conflict to help the development of studies in this topic still incipient in Spain (..) (AU)

Coping with interpersonal conflict at work in small business: the moderating role of supervisor and co-worker support / Afrontamiento del Conflicto Interpersonal en el Trabajo en Pequeñas Empresas: El Papel Moderador del Apoyo del Supervisor y del Compañero

The aim of this study was to analyze the relationship between two types of interpersonal conflict at work (relationship and task conflict) and job satisfaction in the context of small business, focusing on the buffering role that different sources of social support (supervisors and co-workers) may play in this relationship. Adopting such a contingent perspective our main findings show that, first, supervisor support buffers the link between relationship conflict and job satisfaction while co-worker support moderates the link between task conflict and job satisfaction, and second, that the model estimating the influence of supervisor support and relationship conflict is relatively more important for predicting employees’ job satisfaction than the model that relates co-worker support and task conflict. Our study makes a few contributions to research on small businesses and interpersonal conflict at work, two streams that traditionally have been developed separately, and finally highlight important practical implications for the field of Human Resource Management(AU)

La finalidad de este estudio fue analizar las relaciones existentes entre los tipos de conflicto y la satisfacción el trabajo en PYMES, analizando el papel moderador que diferentes fuentes de apoyo (compañeros y superior) pueden jugar en esta relación. Adoptando una perspectiva contingente en la gestión del conflicto organizacional, los principales hallazgos muestran que el apoyo del superior amortigua la relación entre el conflicto relacional y la satisfacción en el trabajo, mientras que el apoyo de los compañeros amortigua la relación entre el conflicto de tareas y la satisfacción en el trabajo. Además, el modelo que analiza la influencia del apoyo del supervisor y del conflicto relacional es más importante para predecir la satisfacción que el modelo que analiza la influencia del conflicto de tareas y del apoyo de los compañeros. Este estudio realiza una contribución al estudio del conflicto en organizaciones pequeñas, dos campos de trabajo que han sido estudiados de forma separada; del mismo modo, los hallazgos permiten la realización de implicaciones prácticas para el campo de la Gestión de los Recursos Humanos(AU)

Breaking negative consequences of relationship conflicts at work: the moderating role of work family enrichment and supervisor support / Rompiendo las Consecuencias Negativas del Conflicto de Relación en el Trabajo: El Rol Moderador del Enriquecimiento Trabajo-Familia y el Apoyo del Supervisor

The negative consequences of relationship conflict in organizations are well-known. Nevertheless, research concerning possible moderators that could attenuate its detrimental effects is still scarce. The present study aimed to fill this gap by addressing work-family enrichment and supervisor support as moderators of relationship conflict. The study involved 288 employees from small and medium companies from Andalusia (Spain). Consistent with previous evidence, results demonstrate a strong and negative association between relationship conflict and job satisfaction. However, work-family enrichment and supervisor support revealed to play a key role in buffering this effect, so that for employees that perceive a supportive supervisor and an enriching work environment, the negative consequences of relationship conflict on job satisfaction are not so damaging (AU)

Las consecuencias negativas del conflicto de relación en las organizaciones son ampliamente conocidas. Sin embargo, se han llevado a cabo escasas investigaciones sobre los posibles moderadores que podrían atenuar sus efectos perjudiciales. El presente estudio trata de suplir este vacío examinando el enriquecimiento trabajo-familia y el apoyo del supervisor como moderadores del conflicto de relación. La muestra estuvo compuesta por 288 empleados y empleadas de pequeñas y medianas empresas de Andalucía (España). Consistentes con la evidencia previa, los resultados demuestran una fuerte y negativa asociación entre el conflicto de relación y la satisfacción en el trabajo. Sin embargo, el enriquecimiento trabajo-familia y el apoyo del supervisor revelaron que juegan un papel clave en amortiguar este efecto,de tal modo que para los empleados que perciben un supervisor que les apoya y un ambiente de trabajo enriquecedor, las consecuencias negativas del conflicto de relación sobre la satisfacción en el trabajo no son tan dañinas (AU)

La gestión de conflictos organizacionales por medios extrajudiciales / No disponible

En este artículo los autores analizan diferentes aspectos de la solución de conflictos organizacionales a través de medios extrajudiciales. Así, comienzan destacando la importancia y el interés creciente de los medios de solución extrajudicial de conflictos a nivel europeo; a continuación se centran en la evolución desarrollada en España, presentando un modelo contrastado de mediación en el ámbito de las relaciones laborales: el Sistema Extrajudicial de Resolución de Conflictos Laborales de Andalucía (SERCLA). Los autores también destacan la importancia de las intervenciones de mediación, a veces informales, que se realizan dentro de las propias organizaciones, enfatizando la mediación como herramienta de carácter preventivo. Otros aspecto que se considera es la importancia de las estrategias empleadas en la mediación (estrategias reflexivas, substantivas y contextuales) y su efectividad. Por último, los autores plantean algunos de los beneficios derivados de la mediación

This article examines different aspects of organizational conflict management by non-judicial means. The authors begin emphasizing the crescent importance and interest of the non-judicial means of conflict resolution at a European level. Next, based on the evolution of the topic in Spain, they present a contrasted model of mediation in labor relation settings: The Extrajudicial System for Labour Conflict Resolution in Andalusia (SERCLA). The authors also point out the importance of mediation interventions, some times informal, which are made within the organizations, emphasizing mediation as a preventive tool. Another aspect considered in this article is the importance of the strategies used in mediation (contextual, substantive and reflexive strategies) and its efficiency. Finally, the authors comment on some benefits produced from mediation (AU)

Secuencias conductuales en la efectividad de la gestión del conflicto / Behavioral sequences in conflict effectiveness

El propósito del presente estudio fue analizar si los negociadores efectivos e inefectivos difieren en sus respuestas al escalamiento del conflicto. Los negociadores desarrollaron un rol play, mediado por ordenador, con un oponente ficticio que escalaba el episodio de conflicto en tres niveles: trivialización utilizando conductas de evitación-; ataques a las normas de la empresa utilizando conductas de lucha indirecta- y ataques personales utilizando conductas de lucha directa-. Las conductas de gestión del conflicto utilizadas por los sujetos experimentales y la efectividad diádica se analizaron mediante la observación de las interacciones. Los resultados, derivados del análisis secuencia de la interacción, mostraron que los sujetos efectivos responden de forma complementaria tanto a las conductas de lucha directa, como a las conductas de evitación utilizadas por el oponente (AU)

The aim of this study was to analyze whether the use of conflict behavior over the stages of an escalated conflict episode differentiates between effective and ineffective subjects. Subjects were asked to solve -via on-line- an organizational conflict with a subordinate. The subordinate was a confederate who was instructed to escalate the conflict episode in three levels: trivialization -using avoiding behaviors-; norms attacks -using indirect fighting behaviors-, and personal attack -using direct fighting behaviors-. Conflict behavior and effectiveness were assessed through observational measures. Sequential analysis showed that it is possible to further differentiate the effective and ineffective subjects. Effective subjects reacted complementarily both to avoiding and direct fighting behavior (AU)