International Journal of Conflict Management最新文献

Conflict management 101: how emotional intelligence can make or break a manager 冲突管理 101：情商如何决定管理者的成败

IF 3.3 3区管理学 Q1 COMMUNICATION

International Journal of Conflict Management

Pub Date : 2024-07-22 DOI: 10.1108/ijcma-09-2023-0171

Katja Schlegel, Monica de Jong, Smaranda Boros

Purpose

Previous research suggests that emotional intelligence (EI) may benefit managers when resolving conflicts. However, past studies relied on self-reports of EI and conflict management styles, and a theoretical model explaining the mechanisms of the link between EI and conflict management outcomes for managers is still missing. This study aims to test a theoretical model proposing that during conflicts, managers with higher performance-based ability EI are perceived as warmer and more competent, which in turn contributes to higher conflict management effectiveness.

Design/methodology/approach

A total of 108 Executive MBA students with managerial experience completed a performance-based EI test designed for the workplace and engaged in a conflict management exercise during which they were videotaped. In the exercise, managers spontaneously responded to video-based vignettes in which “employees” addressed them regarding a work-related conflict (e.g. a disagreement regarding tasks and working hours). Independent observers (n = 262) rated the managers’ videotaped responses on items tapping warmth, competence and conflict management effectiveness.

Findings

Managers with higher performance-based EI (in particular, emotion regulation in oneself and emotion management in others) received higher observer ratings on warmth, competence and conflict management effectiveness. Warmth and competence fully mediated the link between EI and effectiveness.

Originality/value

These results demonstrate that managers’ performance-based EI translates into actual work-related behaviors and outcomes. Implications for training EI and effective conflict management are discussed.

目的以往的研究表明，情商（EI）可能有利于管理者解决冲突。然而，过去的研究依赖于对情商和冲突管理风格的自我报告，并且仍然缺乏一个理论模型来解释情商与管理者冲突管理结果之间的联系机制。本研究旨在检验一个理论模型，即在冲突期间，基于绩效能力的EI较高的管理者会被认为更温暖、更有能力，这反过来又有助于提高冲突管理的有效性。设计/方法/途径共有108名具有管理经验的高级管理人员工商管理硕士（EMBA）学生完成了为工作场所设计的基于绩效的EI测试，并参与了冲突管理练习，在此期间对他们进行了录像。在练习中，管理人员自发地对视频中的小插曲做出反应，在这些小插曲中，"员工 "就与工作有关的冲突（例如，关于任务和工作时间的意见分歧）向他们发问。独立观察员（n = 262）对管理人员的录像回答进行评分，评分项目涉及温暖、能力和冲突管理有效性。研究结果基于绩效的情绪情感指数（尤其是对自己的情绪调节和对他人的情绪管理）较高的管理人员在温暖、能力和冲突管理有效性方面获得的观察员评分较高。这些结果表明，管理人员基于绩效的情绪指数会转化为与工作相关的实际行为和结果。讨论了培训 EI 和有效冲突管理的意义。

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引用次数: 0

The relationship between management vs nonmanagement status and women employees’ dissent expression in US organizations 美国企业中管理层与非管理层地位与女员工异议表达的关系

IF 3.3 3区管理学 Q1 COMMUNICATION

International Journal of Conflict Management

Pub Date : 2024-06-28 DOI: 10.1108/ijcma-10-2023-0216

Deepa Oommen

Purpose

This study aims to test whether a) differences existed in dissent expression between women in management and nonmanagement positions and b) the differences varied between white women and women of color.

Design/methodology/approach

Responses from 1,011 employed women in the US were analyzed for the study.

Findings

Results revealed that in management vs nonmanagement status, women employees were more likely to express upward dissent and employ dissent strategies that signified both influence and lack of influence in organizations. However, race-based differences existed in the expressions of some forms of dissent.

Originality/value

Research has shown that employees in management vs nonmanagement status express more upward dissent and employ dissent strategies that signify influence in organizations. However, can this be the case for women employees? Although previous research has explored dissent expression extensively in US organizations, women employees' dissent expression has not received much attention in social-scientific studies. In these studies, gender and race were treated as mere demographic variables to describe sample compositions despite these variables being influential factors in organizational life. Through an intersectional approach to identities, this study’s findings call upon organizations to address iniquities that limit dissent expression based on identity hierarchies.

研究结果研究结果显示，在管理层与非管理层中，女性员工更有可能表达向上的异议，并采用表示对组织有影响力和缺乏影响力的异议策略。原创性/价值研究表明，管理层员工与非管理层员工相比，更倾向于表达向上的异议，并采用表示在组织中具有影响力和缺乏影响力的异议策略。然而，女性员工的情况是否也是如此呢？尽管以往的研究广泛探讨了美国组织中的异议表达，但女性员工的异议表达在社会科学研究中并未得到广泛关注。在这些研究中，性别和种族仅仅被视为描述样本组成的人口统计学变量，尽管这些变量是组织生活中的影响因素。通过对身份的交叉研究，本研究的发现呼吁组织解决基于身份等级限制异议表达的不公正现象。

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引用次数: 0

Social strife at work: unravelling the link between workplace relationship conflict and employee ostracism behavior 工作中的社会纷争：揭示工作场所关系冲突与员工排斥行为之间的联系

IF 3.3 3区管理学 Q1 COMMUNICATION

International Journal of Conflict Management

Pub Date : 2024-05-28 DOI: 10.1108/ijcma-01-2024-0016

Rinki Dahiya, Abhishek Singh, Astha Pandey

Purpose

The importance of workplace inclusion continues to gain scholarly acclaim. However, in reality, many employees choose to ostracize their colleagues post workplace relationship strife. With this notion the present study aims to delve into the intricate linkages between workplace relationship conflict (WRC) and employee ostracism behavior (EOB), exploring the serial mediating roles of relational identification (RI) and emotional energy (EE). Additionally, the study examines the potential moderating effect of perceived forgiveness climate (PFC) to understand how forgiveness climate may serve as a boundary condition in shaping these crucial relationships.

Design/methodology/approach

The analysis utilized five-wave time-tagged data collected from 228 employees through scenario and survey methods. The Hayes PROCESS Macro was employed to examine the proposed hypotheses.

Findings

The results indicate a positive influence of WRC on EOB. Additionally, RI and EE sequentially mediate the relationship between WRC and EOB. Furthermore, PFC moderates the serial mediation process (RI and EE) between WRC and EOB as well as the adverse effects of WRC on RI.

Originality/value

Grounded in the theoretical framework of conservation of resource (COR) theory and cognitive-affective personality system (CAPS) theory, the present study offers new insights. By establishing the complicated interplay of RI and EE between WRC and EOB along with the moderating role of PFC, the study extends the understanding of the mechanisms involved, providing a more comprehensive perspective. By shedding light on these complicated interconnected links, the study paved the way for positive social dynamics at work.

目的工作场所包容的重要性不断受到学术界的好评。然而，在现实生活中，很多员工会在职场关系发生冲突后选择排斥同事。基于这一理念，本研究旨在深入探讨职场关系冲突（WRC）与员工排斥行为（EOB）之间错综复杂的联系，探索关系认同（RI）和情感能量（EE）的连续中介作用。此外，本研究还探讨了感知到的宽恕氛围（PFC）的潜在调节作用，以了解宽恕氛围如何作为形成这些关键关系的边界条件。结果结果表明 WRC 对 EOB 有积极影响。此外，RI 和 EE 依次调解了 WRC 和 EOB 之间的关系。此外，PFC 对 WRC 和 EOB 之间的序列中介过程（RI 和 EE）以及 WRC 对 RI 的不利影响起到了调节作用。原创性/价值本研究以资源保护（COR）理论和认知-情感人格系统（CAPS）理论为理论框架，提供了新的见解。通过确定 RI 和 EE 在 WRC 和 EOB 之间复杂的相互作用以及 PFC 的调节作用，本研究扩展了对相关机制的理解，提供了一个更全面的视角。通过揭示这些复杂的相互联系，本研究为工作中的积极社会动态铺平了道路。

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引用次数: 0

Does the conflict between work and family hinder thriving? Role of depersonalization and intrinsic motivation 工作与家庭之间的冲突是否会阻碍事业的发展？人格解体和内在动机的作用

IF 3.3 3区管理学 Q1 COMMUNICATION

International Journal of Conflict Management

Pub Date : 2024-05-02 DOI: 10.1108/ijcma-10-2023-0199

Juman Iqbal, Mohammad Nurul Alam, Hamia Khan

Purpose

Elucidating on the concrete outline of conservation of resource theory, this study aims to explore the links between work-family conflict and workplace thriving. In particular, this study has integrated depersonalization as a mediator and tested the moderated mediation effects of intrinsic motivation in work-family conflict and depersonalization relationships.

Design/methodology/approach

Data were collected using a sample of 357 doctors working across various public hospitals in India over two waves (T1 and T2) and was tested using AMOS and Process Macros.

Findings

Exploration reveals that work-family conflict is negatively associated with workplace thriving. The mediating role of depersonalization in between work-family conflict and workplace thriving was established. Moreover, the moderating role of intrinsic motivation in work-family conflict and workplace thriving via depersonalization was also established.

Originality/value

The present study makes a theoretical addition to the literature by investigating nuances through which work-family conflict relationships and thriving at the workplace can be affected. To date, such a relationship has not been established. The study also extends the role of depersonalization as an underlying mechanism between work-family conflict and workplace thriving, making an imperative contribution. This study also tested the moderating role of intrinsic motivation. Overall, these relationships are novel and have been seldom reported.

目的本研究旨在阐明资源保护理论的具体轮廓，探讨工作-家庭冲突与职场繁荣之间的联系。特别是，本研究将人格解体作为中介，并检验了内在动机在工作-家庭冲突和人格解体关系中的调节中介效应。设计/方法/途径数据是通过两波（T1 和 T2）在印度各公立医院工作的 357 名医生样本收集的，并使用 AMOS 和 Process Macros 进行了检验。在工作-家庭冲突与职场欣欣向荣之间，人格解体起到了中介作用。此外，内在动机也通过人格解体在工作-家庭冲突和职场欣欣向荣之间起到了调节作用。迄今为止，这种关系尚未确立。本研究还扩展了人格解体作为工作-家庭冲突与职场蓬勃发展之间潜在机制的作用，做出了重要贡献。本研究还测试了内在动机的调节作用。总体而言，这些关系是新颖的，很少见诸报道。

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引用次数: 0

Workplace bullying and employee silence: the role of affect-based trust and climate for conflict management 职场欺凌与员工沉默：基于情感的信任和冲突管理氛围的作用

IF 3.3 3区管理学 Q1 COMMUNICATION

International Journal of Conflict Management

Pub Date : 2024-04-08 DOI: 10.1108/ijcma-09-2023-0190

Arathi Krishna, Devi Soumyaja, Joshy Joseph

Purpose

A workplace bullying dynamic involving multiple individuals targeting victims can lead to the victim losing emotional bonds or affect-based trust with their colleagues, resulting in employee silence. The literature has largely ignored this negative aspect of social dynamics. This study aims to examine the relationship between workplace bullying and employee silence behaviors and determine whether affect-based trust mediates this relationship and whether climate for conflict management moderates the mediated relationship.

Design/methodology/approach

Hypotheses are tested using surveys and scenario-based experiments among faculty members in Indian Universities. There were 597 participants in the survey and 166 in the scenario-based experiment.

Findings

Results revealed that workplace bullying correlated positively with silence behaviors, and affect-based trust mediated the bullying-silence relationship. The hypothesized moderated mediation condition was partially supported as moderated the mediating pathway, i.e. indirect effects of workplace bullying on defensive silence and ineffectual silence via affect-based trust were weaker for employees with high climate for conflict management. However, the study failed to support the moderation of climate for conflict management in the relationship between workplace bullying and affect-based trust and workplace bullying and relational silence. The results of this moderated effect of climate for conflict management were similar in both studies.

Originality/value

This study is one of the few attempts to examine employee silence in response to workplace bullying in academia. Additionally, the study revealed a critical area of trust depletion associated with bullying and the importance of employee perceptions of fairness toward their institutions’ dispute resolution processes.

目的一种涉及多人针对受害者的工作场所欺凌动态会导致受害者失去与同事之间的情感纽带或基于情感的信任，从而导致员工的沉默。文献在很大程度上忽视了社会动态的这一消极方面。本研究旨在探讨工作场所欺凌与员工沉默行为之间的关系，并确定基于情感的信任是否会调节这种关系，以及冲突管理氛围是否会调节这种调节关系。结果结果显示，工作场所欺凌与沉默行为呈正相关，基于情感的信任对欺凌与沉默的关系起到了中介作用。假设的中介调节条件得到了部分支持，因为中介途径被调节，即职场欺凌通过情感信任对防御性沉默和无效沉默的间接影响对冲突管理氛围高的员工较弱。然而，研究未能支持冲突管理氛围对职场欺凌与情感型信任、职场欺凌与关系型沉默之间关系的调节作用。在这两项研究中，冲突管理氛围的调节效应结果相似。原创性/价值本研究是为数不多的尝试研究学术界员工在应对工作场所欺凌时保持沉默的研究之一。此外，该研究还揭示了与欺凌相关的信任耗损的一个关键领域，以及员工对其所在机构的争议解决程序的公平性看法的重要性。

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引用次数: 0

Does relationship conflict reduce novel idea communication through perceived leader openness? Power distance orientation as a moderator 关系冲突是否会通过感知到的领导者开放性减少新想法的交流？作为调节因素的权力距离取向

IF 3.3 3区管理学 Q1 COMMUNICATION

International Journal of Conflict Management

Pub Date : 2024-03-26 DOI: 10.1108/ijcma-10-2023-0212

Ming-Hong Tsai

Purpose

This paper aims to investigate why followers have low perceptions of leader openness and thus feel reluctant to communicate novel ideas by examining leader–follower relationship conflict (i.e. interpersonal incompatibility) and a follower’s power distance orientation (i.e. an acceptance of uneven power distribution in organizations) as antecedents.

Design/methodology/approach

The research administrators conducted a three-wave work behavior survey in Study 1, a laboratory experiment in Study 2, and an online experiment in Study 3.

Findings

The results demonstrated that leader–follower relationship conflict reduced followers’ perceptions of leader openness. However, the negative impact of relationship conflict became non-significant when followers have high power distance orientations (i.e. an acceptance of uneven power distribution in organizations). The findings also showed an indirect interaction effect of leader–follower relationship conflict and followers’ power distance orientation on the followers’ communication of novel ideas through the followers’ perceptions of leader openness.

Originality/value

The research suggests that followers with higher power distance orientations are more likely to communicate novel ideas consistently because their relationship conflicts with their leaders do not negatively influence their perceptions of leader openness. Although researchers traditionally view cultures with a high level of power distance value as an obstacle to employee creativity, the present study reveals the benefits of an individual-level power distance orientation.

目的本文旨在通过研究领导者与追随者之间的关系冲突（即人际不相容）和追随者的权力距离取向（即接受组织中不均衡的权力分配），探讨为什么追随者对领导者的开放性感知较低，从而不愿交流新想法。研究结果研究结果表明，领导者与追随者的关系冲突降低了追随者对领导者开放性的感知。然而，当追随者具有高权力距离取向（即接受组织中不均衡的权力分配）时，关系冲突的负面影响变得不显著。研究结果还表明，领导者与追随者之间的关系冲突和追随者的权力距离取向会通过追随者对领导者开放性的感知对追随者交流新想法产生间接的交互影响。研究结果表明，权力距离取向较高的追随者更有可能持续交流新想法，因为他们与领导者之间的关系冲突不会对他们对领导者开放性的感知产生负面影响。尽管研究人员传统上将权力距离值较高的文化视为员工创造力的障碍，但本研究揭示了个人层面权力距离取向的益处。

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引用次数: 0

Bearing the brunt: a daily diary examination of abusive supervision and the sustaining role of coworkers’ support 首当其冲：对滥用监督和同事支持的维系作用的每日日记研究

IF 3.3 3区管理学 Q1 COMMUNICATION

International Journal of Conflict Management

Pub Date : 2024-03-20 DOI: 10.1108/ijcma-11-2023-0222

Zubair Akram, Saima Ahmad, Umair Akram, Abdul Gaffar Khan, Baofeng Huo

Purpose

This study aims to examine the relationship between abusive supervision and workplace incivility using a dual theoretical framework. First, it draws on the ego depletion theory to investigate the relationship between abusive supervision and incivility by exploring the mediating role of ego depletion. Second, it integrates the job demands–resources model with the ego depletion theory to examine how perceived co-workers’ support functions as a buffer in mitigating the effects of ego depletion on incivility.

Design/methodology/approach

The authors tested our moderated mediation model using hierarchical linear modeling through an experience-sampling study based on data collected from a participants across five consecutive workdays.

Findings

The findings reveal employees subjected to abusive supervision are more likely to experience a depletion of self-regulatory resources. Moreover, the authors found a positive association between ego depletion and workplace incivility, suggesting that diminished self-control resulting from abusive supervision contributes to a higher likelihood of engaging in uncivil workplace behaviors. In addition, perceived coworkers’ support emerged as a significant moderating factor that attenuates the indirect impact of abusive supervision on workplace incivility through ego depletion. Specifically, when perceived coworkers’ support is high, the negative influence of abusive supervision on ego depletion, and subsequently, on workplace incivility, is mitigated.

Originality/value

By exploring ego depletion as the underlying mechanism and boundary conditions imposed by perceived coworker support on the relationship between abusive supervision and workplace incivility, this research contributes to a nuanced understanding of the intricate dynamics of this relationship. Based on the research findings, the authors advocate that organizations should establish and integrate support services, such as counseling and employee assistance programs, to reduce the emotional turmoil caused by abusive supervision.

目的本研究旨在采用双重理论框架来研究滥用监督与工作场所不文明行为之间的关系。首先，它借鉴了自我耗竭理论，通过探讨自我耗竭的中介作用来研究辱骂性督导与不文明行为之间的关系。其次，它将工作需求-资源模型与自我耗竭理论相结合，研究了感知到的同事支持如何发挥缓冲作用，减轻自我耗竭对不文明行为的影响。研究结果研究结果表明，受到虐待性监督的员工更有可能经历自我调节资源的耗竭。此外，作者还发现自我资源耗竭与工作场所不文明行为之间存在正相关，这表明辱骂性监督导致的自我控制能力减弱会增加员工在工作场所做出不文明行为的可能性。此外，感知到的同事支持也是一个重要的调节因素，它可以通过自我耗竭来减弱滥用性监督对职场不文明行为的间接影响。原创性/价值通过探讨自我耗竭作为感知到的同事支持对滥用监督和工作场所不文明行为之间关系的潜在机制和边界条件，本研究有助于深入理解这种关系的复杂动态。根据研究结果，作者主张组织应建立并整合支持服务，如心理咨询和员工援助计划，以减少滥用性监督所造成的情绪波动。

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引用次数: 0

How does goal orientation affect employees’ perception of abusive supervisors? 目标导向如何影响员工对滥用权力的主管的看法？

IF 3.3 3区管理学 Q1 COMMUNICATION

International Journal of Conflict Management

Pub Date : 2024-03-15 DOI: 10.1108/ijcma-02-2023-0022

Haizhen Wang, Xin Ma, Ge An, Wenming Zhang, Huili Tang

Purpose

Goal orientation shapes employees’ approach to and interpretation of workplace aspects such as supervisors’ behavior. However, research has not fully examined the effect of goal orientation as an antecedent of abusive supervision. Drawing from victim precipitation theory, this study aims to fill this research gap by investigating how employees’ goal orientation influences their perception of abusive supervision.

Design/methodology/approach

Two studies were conducted to test the hypotheses. In Study 1, 181 employees in 45 departments participated in the survey, and multilevel confirmatory factor analysis, two-level path model and polynomial regression were used. In Study 2, 108 working adults recruited from a professional online survey platform participated in a two-wave time-lagged survey. Confirmatory factor analysis, hierarchical linear regression and polynomial regression were used.

Findings

This study found that employees’ learning goal orientation was negatively related to their perception of abusive supervision. In contrast, performance-avoidance goal orientation was positively related to their perception of abusive supervision, whereas performance-approach goal orientation was unrelated to this perception. Moreover, employees’ perception of abusive supervision was greater when learning and performance-approach goal orientation alignment occurred at lower rather than higher levels, and when performance-avoidance and performance-approach goal orientation alignment occurred at higher rather than lower levels.

Originality/value

This research identified two novel victim traits as antecedents of abusive supervision – employees’ learning goal orientation and performance-avoidance goal orientation. Furthermore, adopting a multiple goal perspective, the authors examined the combined effects of goal orientation on employees’ perception of abusive supervision.

目的目标导向影响着员工对工作场所各个方面（如主管的行为）的态度和解释。然而，有关目标导向作为虐待性监督前因的影响的研究还不够全面。本研究从受害者沉淀理论出发，旨在通过调查员工的目标导向如何影响他们对滥用性监督的感知来填补这一研究空白。在研究 1 中，45 个部门的 181 名员工参与了调查，并采用了多层次确证因子分析、两层路径模型和多项式回归。在研究 2 中，从专业在线调查平台上招募的 108 名职场人士参与了两波时滞调查。研究结果本研究发现，员工的学习目标导向与他们对滥用监督的感知呈负相关。相比之下，绩效规避目标导向与员工对滥用监督的感知呈正相关，而绩效追求目标导向则与这种感知无关。此外，当学习目标导向和绩效目标导向的一致性出现在较低而非较高水平时，以及当绩效规避目标导向和绩效目标导向的一致性出现在较高而非较低水平时，员工对滥用监督的感知会更强。此外，作者还采用多重目标视角，研究了目标导向对员工感知滥用性监督的综合影响。

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引用次数: 0

How does abusive supervision differentiation affect employee work-family conflict? A moderated chain mediation model 滥用监督的差异化如何影响员工的工作与家庭冲突？调节链式调解模型

IF 3.3 3区管理学 Q1 COMMUNICATION

International Journal of Conflict Management

Pub Date : 2024-01-25 DOI: 10.1108/ijcma-07-2023-0138

Lanxia Zhang, Jia-Min Li, Mengyu Mao, Lijie Na

Purpose

This study aims to explore the mechanism of abusive supervision differentiation on employee work-family conflict, and examine the chain mediating role of work-related rumination and organizational citizenship behavior/deviant workplace behavior, as well as the moderating role of work-family boundary segmentation preference.

Design/methodology/approach

The authors designed two studies: Study 1 was a scenario experiment with 120 Master of Business Administration students. To further explore this finding, the authors conducted a multiwave survey in Study 2 with 345 employees from various organizations.

Findings

The results of Study 1 showed that abusive supervision differentiation had a positive effect on work-related rumination, and work-related rumination mediated the relationship between differentiated abusive supervision and organizational citizenship behavior/deviant workplace behavior. The results of Study 2 not only confirmed the conclusions of Study 1 but also revealed that organizational citizenship behavior/deviant workplace behavior significantly affected work-family conflict. Abusive supervision differentiation had a positive effect on work-family conflict through work-related rumination and organizational citizenship behavior/deviant workplace behavior. In addition, work-family boundary segmentation preference negatively moderated the relationship between organizational citizenship behavior and work-family conflict.

Originality/value

First, to the best of the authors’ knowledge, this study is the first paper to test the spillover effect of abusive supervision differentiation on the family domain through a chain mediation model. It extends the research on abusive supervision differentiation from the work domain to the family domain. Second, previous research has highlighted role conflict or role insufficiency as significant factors contributing to work-family conflict. However, this study suggests that abusive supervision differentiation from workplace managers can also trigger work-family conflict, providing a new perspective in the study of precursors to work-family conflict.

目的本研究旨在探讨滥用性监督分化对员工工作-家庭冲突的影响机制，并考察与工作相关的遐想和组织公民行为/工作场所违规行为的连锁中介作用，以及工作-家庭边界分割偏好的调节作用：研究 1 是一项情景实验，有 120 名工商管理硕士学生参加。研究 1 的结果表明，滥用性监督差异化对与工作相关的遐想有积极影响，而与工作相关的遐想在滥用性监督差异化与组织公民行为/工作场所违规行为之间起到了中介作用。研究 2 的结果不仅证实了研究 1 的结论，而且还揭示了组织公民行为/工作场所异常行为对工作-家庭冲突的显著影响。通过与工作相关的反刍和组织公民行为/工作场所违规行为，滥用性监督分化对工作-家庭冲突有积极影响。此外，工作-家庭边界分割偏好对组织公民行为和工作-家庭冲突之间的关系起到负向调节作用。原创性/价值首先，据作者所知，本研究是第一篇通过链式中介模型检验滥用性监督分化对家庭领域溢出效应的论文。它将有关滥用性监督差异化的研究从工作领域扩展到了家庭领域。其次，以往的研究强调角色冲突或角色不足是导致工作-家庭冲突的重要因素。然而，本研究表明，来自工作场所管理者的滥用性监督分化也会引发工作-家庭冲突，这为工作-家庭冲突前兆的研究提供了一个新的视角。

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引用次数: 0

Online abuse: a systematic literature review and future research agenda 网上虐待：系统文献综述和未来研究议程

IF 3.3 3区管理学 Q1 COMMUNICATION

International Journal of Conflict Management

Pub Date : 2024-01-17 DOI: 10.1108/ijcma-09-2023-0188

Raiswa Saha, Sakshi Ahlawat, Umair Akram, Uttara Jangbahadur, Amol S. Dhaigude, Pooja Sharma, Sarika Kumar

Purpose

The study aims to examine the conceptualization of online abuse (OA) and identifies theories, countries of research, top-cited articles, methodologies, antecedents, mediators, outcomes and moderators of OA and future research opportunities. Two research questions are addressed. How have the past studies on OA progressed regarding theories, context, characteristics and methodology? What future research opportunities can be done in this area?

Design/methodology/approach

This study systematically reviews, synthesizes and integrates OA literature using the well-recommended preferred reporting items for systematic reviews and meta-analyses (PRISMA) rules. The literature on OA was synthesized based on the Theory–Context–Characteristics–Methodologies (TCCM) framework given by Paul and Rosado-Serrano.

Findings

Through an examination of TCCM used in OA research, the review presents an all-inclusive and up-to-date overview of the research in this arena and sets a future research agenda to spur scholarly research. This systematic literature review has analyzed top-quality sample papers, published in the past decade. As a result, it contributes to a better understanding of this relationship by analyzing the different types of use and the value added to the shopping experience.

Originality/value

This study provides groundwork for researchers and promotes a deeper understanding of OA.

研究目的：本研究旨在考察网络侵权（OA）的概念化，并确定 OA 的理论、研究国家、高引用率文章、方法、前因、中介、结果和调节因素以及未来的研究机会。本研究探讨了两个研究问题。在理论、背景、特征和方法论方面，过去关于开放式获取的研究进展如何？设计/方法/方法本研究采用广受推崇的系统性综述和荟萃分析首选报告项目（PRISMA）规则，对有关 OA 的文献进行了系统性综述、归纳和整合。研究结果通过对 OA 研究中使用的 TCCM 进行审查，本综述对该领域的研究进行了包罗万象的最新概述，并制定了未来的研究议程，以促进学术研究。这篇系统的文献综述分析了过去十年中发表的高质量论文样本。因此，它通过分析不同类型的使用和购物体验的附加值，有助于更好地理解这种关系。原创性/价值本研究为研究人员提供了基础工作，促进了对 OA 的深入理解。

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引用次数: 0