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Welcome to E4C

Our story

We aim to found a European-based 21st century continuous conference for academics and practitioners in the field of conflict management. This continuous conference is founded on the idea of promoting a European network, making use of the 21st century technology opportunities and sustainability aspirations, as well as practically navigating continued academic exchange in a world with Covid-19-induced closed boundaries.

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Conference Event
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Upcoming Events

  • To be announced
    To be announced
    Stay tuned for future events
    Stay tuned for future events
    Stay tuned for future events
    The next E4C event is not planned yet, though stay tuned for future events. For now, we would like to suggest a potentially relevant and interesting online conference on negotiations, scheduled on November 19th and free of charge. Register using the below link:
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Business Conference

Call for presenters

At E4C we are constantly searching for presenters for our event in the form of short presentation (“rapid-fire”, max 10 minutes each).

We particularly encourage young scholars and PhD candidates to use this opportunity to share their current work and receive feedback from the conflict management community. Every presenter will receive an E4C certificate upon completion of the session. Of course, you can also request high quality feedback on your work at this occasion.

If you are interested in sharing a presentation (5-10 minutes), please send us an email ( with title, a short abstract (max 200 words) and author information. The organizers will then decide in which topic/month your presentation will fit best.

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About Us

Four objectives

1. Build a European Network on conflict management
We aim to strengthen the relationships between academics and practitioners on heated topics in conflict and conflict management in Europe in order to work together, collaborate on research projects, collect data in different cultures and share knowledge - both with each other and with the international academic society. We also aim to include practitioners to stimulate mutual knowledge transfer and to enable co-creation between scholars and practitioners of, for example, new methods and interventions.

2. Dissemination of knowledge - continuous conferences

We encourage the transfer of knowledge between academics and between researchers and professional practices in a flexible manner.

We are no longer bound to place and time to meet and discuss our work. Virtual conferencing creates new forms of meeting. Based on participants’ interests and time-frames, we can organize small group meetings, webinars or high quality feedback sessions. We will do so regularly and dispersed over the year (see Activities section). Instead of one large conference, we thus will come together in form of several short online sessions throughout the year, which may be easier to plan in busy schedules and facilitates a much stronger relationship between the network members. It also allows (for instance PhD’s) to present and discuss research when it matters – for instance during theory development, data collection or before the first submission.

3. Support young scholars in the field
Many times, young researchers and other academic staff are looking for experts to help them develop their research and provide constructive and challenging feedback. We aim to provide young scholars with feedback from international experts by organizing individual or group sessions. This will help to strengthen the intergenerational relations and contribute to continuous learning, challenging, and inspiring each other. More importantly, it will facilitate creation of the future network of European conflict management experts.

4. Enable twenty-first century academic competences

The modern academic of the 21st century needs new skills. Our conceptual era and the available technology offer great opportunities for young talent to develop international networks and innovate research practices. However, this requires development of skills, such as becoming proactive and self-organizing.

The prevailing academic model in Europe, is still too often a model where PhD students are trained and socialized in the operations developed by their mentors. It is often a hierarchical model, in which PhD students are hardly encouraged to develop competences such as self-organization, networking, proactively building their research niche, organizing their own feedback, developing modern forms of dissemination, and using social media and related technology for knowledge development and communication. Our network aims to open the floor for young scholars to develop such competences by inviting a bottom-up approach in shaping the content of our conference sessions based on their needs. Our platform will provide  (young and senior) academics with information and competences to develop a bottom-up approach.

Among these competences, also cooperative conflict skills are key, and E4C aims to promote preventive, cooperative and peacemaking competences for academics.

Home: About the Center

The network

The European Continuous Conference on Collaborative Conflict (E4C) is a network of European researchers studying conflict management and practitioners with an academic interest in this domain.

The network aims to strengthen the relationships between researchers in conflict management in Europe, to promote the work done in this context, and to support PhD students and other young researchers in the field. The network is committed to contribute to continuous learning, mutual inspiration, challenging each other, collaboration on research projects, and making societal impact. E4C is an open and inclusive network. While based in Europe and in European time zones, colleagues from all around the globe are welcome to participate in the E4C activities.

The E4C is an interdisciplinary network, calling for diversity in terms of academic specializations, and members. Conflict management is an inherently multi-disciplinary field, which is reflected in the disciplines whose researchers could find a home in E4C, including (but not limited to) psychology, sociology, business, law, political sciences, industrial relations, neuroscience, and biology.


Hillie Aaldering

Dr. Hillie Aaldering works since 2014 as assistant professor at the University of Amsterdam, department of Work and Organizational Psychology after obtaining her PhD at the same department. Her research focuses on understanding the psychology of cooperation within and between groups. In her research, she investigates predictors of group-bounded (parochial) and cross-group (universal) cooperation. Additionally, she investigates representative negotiations and how representative-constituency dynamics influence negotiation processes, agreement, and post-agreement approval. Although her research often takes an experimental approach, she is additionally interested in field research on understanding team conflicts and how to handle them (through appropriate conflict management, leadership and mediation). She has published in international top journals on these and related topics and has ongoing collaborations with colleagues in The Netherlands, Belgium, Germany, Denmark, Spain, Israel and the USA.

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Lin Adrian

Lin Adrian is an associate professor at the University of Copenhagen and director of the Master in Mediation and Conflict Resolution at its Faculty of Law. She also heads the Nordic Mediation Research Network. She has a keen interest in all kinds of conflict resolution processes and a special interest in mediation. Bridging academia and practice is close to her heart. With over 30 years of practical experience as a mediator, facilitator and coach, she brings practice to her research as well as to her teaching and vice versa.

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Tina Dudenhöffer

Tina Dudenhöffer is PhD candidate at the Amsterdam Business School at the University of Amsterdam. Her research focuses on self-presentation strategies and emotions in negotiations.


Patricia Elgoibar

Dr. Patricia Elgoibar is a tenure-track lecturer in the department of Business at the University of Barcelona. Previously, she has worked as a professor in negotiation and academic director of the MSc International Business Negotiation at IESEG School of Management (France). Patricia developed her PhD at KU Leuven (Belgium) and at the University of Seville (Spain) for which she was awarded with the prize of best doctoral thesis in social science for the year 2013 (Premio Extraordinario de Doctorado en Ciencias Sociales).


Martin Euwema

Martin C. Euwema is full professor for Organizational Psychology at the University of Leuven, Belgium. He is chair of the research group O2L (Occupational and Organisational Psychology and Professional Education), and co-director of the Leuven Centre for Collaborative Management.
Martin is past-president of the International Association for Conflict Management (IACM). His research interests are leadership, conflict management and mediation, and group dynamics in top teams.
He has been teaching at different business schools around the world, and was Wei Lung professor at Tsinghua University, Beijing. He has more than 30 years of experience as consultant, mediator and coach, and works as of counsel with Deloitte legal consulting with private clients.


Elisabeth Jäckel

Elisabeth Jäckel is a PhD candidate in the Marketing department of the Amsterdam Business School at the University of Amsterdam. Her research focuses on understanding and modeling temporal interaction patterns in negotiations.


Gosia Kozusznik

Gosia Kozusznik is tenure-track Assistant Professor at the Department of Social Psychology at the University of Valencia, and Visiting Professor at the Occupational & Organisational Psychology and Professional Learning Group at KU Leuven (Belgium). Between 2018 and 2020 she was a Marie Curie Postdoctoral Research Fellow at KU Leuven. Gosia serves on the Board of Directors of the International Association of Applied Psychology (IAAP). Her research focuses on effectively dealing with conflict and stress in startup top teams to ensure startup entrepreneurial success and well-being. Additionally, she studies well-being and performance at work. The results of Gosia's research have been published in high-impact international journals (e.g., Computers in Human Behavior, Psychoneuroendocrinology, International Journal of Conflict Management). Gosia earned her PhD in Psychology of Human Resources at the University of Valencia (2013, extraordinary award).


Barbara Kozusznik

Barbara Kożusznik is Full Professor of Work and Organizational Psychology in the Institute of Psychology of Universty of Silesia and Director of the Interdisciplinary Centre for Staff Development . 2005-2012 Vice-Rector for Students Affairs, International Cooperation and Promotion at the University of Silesia. 2018-2022 President of Division 1 Work and Organizational Psychology at International Associationof Applied Psychology (IAAP). She is a member of Society for Industrial and Organizational Psychology (SIOP) and the European Association of Work and Organizational  Psychologists (EAWOP), a member of the  Board of Representatives in Alliance for Organizational Psychology (AOP) and the representative of Poland in European Network of Organizational Psychology (ENOP). She is a member of the Institute Research Board  of  IDOCAL (Institute for Research in Psychology of Human Resources, Organizational Development and Work Quality of Life), University of Valencia. Editor Management and Information Technology, She has published over 150 publications 38 books and articles and invited chapters on social influence in organizations, social dialogue, psychology of innovativeness, teamwork and  managers’ and  workers’ competences.


Rocío López-Cabrera

Rocío López-Cabrera is PhD candidate in Psychology of Human Resources at the University of Seville (Spain) and KU Leuven (Belgium). Her research focuses on conflict and conflict management in organizations with professionals and special interest groups, such as non-profit organizations and social enterprises. As Doctoral scholarship holder at the University of Seville, she combines her research work with teaching activities in the Department of Social Psychology and in mediation trainings with vulnerable groups. She is part of the research group Investigación y Desarrollo de los Recursos Humanos y Organizaciones (INDRHO) -University of Seville- and the research unit Work, Organizational and Personal Psychology (WOPP) -KU Leuven-. She has participated in two national research projects funded by the Spanish Ministry of Economy and Competitiveness (2016-2019) and the Spanish Ministry of Science, Innovation and Universities (2020-2023).


Francisco J. Medina

Francisco J. Medina is Dean of the Faculty of Psychology in the University of Seville and President of the Spanish Association of Deans of Psychology. He has been advisor of eight PhD students, co-directed with relevant researchers around the world in different countries, with their research published in different books and top journals  His current research analyze intractable conflict and mediation. He’s an international advisor of the UNESCO chair in pace culture in Ecuador and an active collaborator of the public employment mediation system and the Ombudsman office in Andalusia (Spain).


Carlos Politi

Carlos is a Ph.D. candidate at the University of Barcelona School of Business. His Ph.D. research seeks to understand how conflict, trust, and social networks affect collective turnover in organizations. While completing his doctoral studies, he leads human capital analytics at a global manufacturing organization. That line of work allows him to combine the practitioner side of social capital with the academic field that abundantly produces research propositions.
Carlos has held different roles at Fortune 500 companies, directing teams responsible for talent acquisition, talent management, strategic workforce planning, mergers and acquisitions, and labor relations. He holds a Master’s degree in Business Research from the University of Barcelona, a Master’s degree in Industrial and Labor Relations from Cornell University, and a Law degree from the University of Buenos Aires.

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Hana Van Elst

Hana Van Elst is a PhD candidate at KU Leuven. Her research focuses on communication and conflict in family businesses.


Alain Laurent Verbeke

Alain Laurent Verbeke is a Full Professor of Law at KU Leuven, Faculty of Law, holding the Chair in Negotiation & Mediation and the Chair in Family Property Law (Trusts & Estates).
He is co-Chair with Martin Euwema of LCM, the Leuven Center for Collaborative Management at the Faculty of Psychology.
He is a permanent Visiting Professor of Law at Harvard Law School (since 2007), teaching Negotiation. At UCP Lisbon Global School of Law, he is a Professor of Law & Negotiation since 2008 and Faculty Member of the Global Ph.D. Program. Furthermore he has been a Professor of Private and Comparative Law at Tilburg University since 1999, also teaching negotiation and mediation.
At the University of Cambridge, he is corresponding member of the Cambridge Family Law Centre since 2016. He held the Francqui Chair, University of Brussels (VUB) (2010-2011), on ethics and negotiation, the KBC Chair in Family Wealth, Antwerp Management School (AMS) (2014-2015) and the Gommaar Van Oosterwyck Chair in Notary Law, University of Brussels (VUB) (2002-2003).
Alain also is a private client attorney, a Partner at Deloitte Legal, Greenille Private Client Team in Belgium. He receives international top rankings such as Chambers Private Wealth Band 1 Lawyer.


Yvette Woltman

Yvette Woltman (MSc) started in September 2020 as a PhD Candidate at the Amsterdam Business School (University of Amsterdam), at the marketing department. Her current research focus is on the interpersonal effects of self-presentation is various business settings (e.g., negotiations) with the focus on experimental research designs. Yvette is supervised by Dr. Alfred Zerres and Dr. Joris Demmers.


Alfred Zerres

Dr. Alfred Zerres is an Associate Professor at the University of Amsterdam Business School (The Netherlands). Together with his team he studies negotiation and business psychology, predominantly through the lens of experimental research. He obtained his PhD in industrial negotiations at the University of Münster (Germany). After receiving the Dutch-German Hendrik Casimir – Karl Ziegler research grant in 2012, he spent one year as a postdoctoral fellow at the department of work and organizational psychology at the University of Amsterdam. Between 2015 and 2017 Alfred served on the Board of Directors of the International Association for Conflict Management (IACM). His work on negotiations has been published in international top-tier journals such as the Journal of Applied Psychology, the Journal of Management or the Academy of Management Review. Complementing his academic career, Alfred frequently trains negotiation to executives worldwide.

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Image by Chris Montgomery

Virtual conferences through co-creation

Within the network, a rotating selection of young scholars will organize online conference sessions on a regular base. Depending on interests of members, these sessions will focus on specific topics. These events are following the needs of participants, and their form and format are free to decide by the program team for each specific event.

PhD students and postdocs are in the driver seat and are challenged to form their own networks based on their needs as well as encouraged to develop competencies and think outside the common-conference-format box. Senior members act as coaches.

Many Doctoral schools put emphasis on the need for the PhD students to acquire transversal competencies and, thus, they include the requirement of transversal activities in the syllabus to fulfill a PhD. We will strive towards valorization of the activities we propose as part of their programs, as these are essential academic skills in this era. We offer the possibility to connect. Members engage in willingness to reflect or mentor.

Dates, presenters, as well as the link to join the virtual conference sessions will be announced on the website and in social media.

Additional types of sessions will be developed and their nature depends on the needs of the members (at all career stages). These sessions can be focused on specific academic skills (e.g., reviewing and rebutting), on valorization, on creating societal impact, on supervising PhD students and postdocs, on networking with practitioners in the field, on discussions of early stage and ongoing research projects, and other grassroots initiatives.

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