For this assignment, you will work to develop your theoretical or conceptual framework for your study. The framework should act as an introduction to the conceptual and theoretical foundations that will be expanded on in Chapter 2. For this week’s submission, think about the broad theoretical area under which your research falls. Remember that a theoretical framework is typically used for a quantitative study to model the theoretical relationships between the variables; a conceptual framework is typically used for a qualitative study and consists of several theories that underpin the topic.

Review the “Theoretical or Conceptual Framework” section of the “Doctoral Phase 2 – Precis” section of the CDS Dissertation Guide on CDS Central pg 50.
Develop your Theoretical or Conceptual Framework.

Adhere to the “Doctoral Phase 2 – Precis” template found in the CDS Dissertation Guide

Combined, these sections should be 1-3 pages long. You may use previous coursework when developing your dissertation phase deliverables.

Be sure to support all aspects with peer reviewed literature and include APA formatted references.

Format your paper according to APA guidelines

My Starting Point from Previous Assignment

Theoretical Framework

Several critical theories from the fields of organizational behavior, workplace psychology, and conflict management will guide and frame this study on conflict in American workplaces:

Social Exchange Theory: This explains workplace behavior in terms of a cost-benefit analysis and social exchange of tangible and intangible benefits between employees and the organization. Unresolved conflicts can alter this exchange relationship by decreasing trust and perceived benefits.

Conflict Transformation Theory: This theoretical framework views conflict as a normal and inevitable aspect of human interaction that can catalyze positive change if navigated constructively. Understanding transformative mediation techniques will inform this study’s conflict resolution recommendation.

In interactionist theory, conflicts arise from structural factors and social interactions between disputants. Analysis of conflict sources and evolution stresses subjective, interpretive party processes.

The Job Demands-Resources Model identifies job demands that, if not counterbalance by proper organizational resources, can lead to burnout and its consequences, such as absenteeism and poor performance. The model explains how excessive job conflict depletes personal res