Pub Date : 2023-01-06DOI: 10.1108/ijcma-11-2021-0185
Muhammad Asim, Zhiying Liu, M. Nadeem, Usman Ghani, Junaid Khalid, Yi Xu
Purpose This study, based on the conservation of resource theory, aims to investigate the negative impacts of abusive supervision on helping behaviors among employees by examining the mediating role of rumination and the moderating role of psychological flexibility. Design/methodology/approach A total sample of 282 reliable questionnaires are collected from 282 employees working in education and banking sectors of Pakistan. SPSS and AMOS are used for data analysis of the proposed model. Findings The findings reveal that rumination mediates the relationship between abusive supervision and employees’ helping behavior. In addition, the results show that higher levels of psychological flexibility negatively moderate the relationship between abusive supervision and employees’ helping behaviors through mediation. Practical implications This study elucidates how and when abusive supervision deters helping behavior among employees and provides useful guidelines for banking/university’s administration to understand harmful consequences of abusive supervision and take appropriate policy measures to lessen their harmful effects upon employees. Originality/value By proposing a moderated mediation model, this study discovers rumination as a key mediator that links abusive supervision to employees’ helping behaviors and identifies the role of psychological flexibility in diminishing the negative impacts of abusive supervision upon employees’ helping behaviors through rumination.
{"title":"Relationship of abusive supervision and employees’ helping behaviors: moderated-mediation perspective","authors":"Muhammad Asim, Zhiying Liu, M. Nadeem, Usman Ghani, Junaid Khalid, Yi Xu","doi":"10.1108/ijcma-11-2021-0185","DOIUrl":"https://doi.org/10.1108/ijcma-11-2021-0185","url":null,"abstract":"\u0000Purpose\u0000This study, based on the conservation of resource theory, aims to investigate the negative impacts of abusive supervision on helping behaviors among employees by examining the mediating role of rumination and the moderating role of psychological flexibility.\u0000\u0000\u0000Design/methodology/approach\u0000A total sample of 282 reliable questionnaires are collected from 282 employees working in education and banking sectors of Pakistan. SPSS and AMOS are used for data analysis of the proposed model.\u0000\u0000\u0000Findings\u0000The findings reveal that rumination mediates the relationship between abusive supervision and employees’ helping behavior. In addition, the results show that higher levels of psychological flexibility negatively moderate the relationship between abusive supervision and employees’ helping behaviors through mediation.\u0000\u0000\u0000Practical implications\u0000This study elucidates how and when abusive supervision deters helping behavior among employees and provides useful guidelines for banking/university’s administration to understand harmful consequences of abusive supervision and take appropriate policy measures to lessen their harmful effects upon employees.\u0000\u0000\u0000Originality/value\u0000By proposing a moderated mediation model, this study discovers rumination as a key mediator that links abusive supervision to employees’ helping behaviors and identifies the role of psychological flexibility in diminishing the negative impacts of abusive supervision upon employees’ helping behaviors through rumination.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-01-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47500264","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-28eCollection Date: 2024-02-01DOI: 10.1055/s-0042-1760095
Nicole M Mott, C Yoonhee Ryder, Carl H Snyderman, Erin L McKean
Objectives Carcinomas involving the cavernous sinus are challenging to resect without compromising important neurovascular structures. Given the morbidity and mortality of these operations, radiotherapy, chemotherapy, and immunotherapy are more often utilized. Although limited to case reports and small series, radical resection of the cavernous sinus has been proposed. We aimed to study surgeons' willingness to perform cavernous sinus exenteration (CSE) under different clinical scenarios. Design, Setting, Participants, Main Outcome Measures We conducted an online survey from April to July 2021 among members of the Skull Base Congress and the North American Skull Base Society. Descriptive statistics were used to analyze the main outcome measure of willingness to perform CSE . Results The analytic sample ( n = 112) included 54% otolaryngologists and 43% neurosurgeons. Eighty-six percent practiced in an academic setting. Surgeons' willingness to perform CSE was low (6-16% under different clinical scenarios), citing a belief that they could not obtain oncologic margins and the procedure's morbidity. Forty-five percent had at least one patient undergo CSE with 72% of patients surviving no more than 2 years. Complications included chronic intractable pain, cerebrospinal fluid leak, cerebrovascular accident, and/or intraoperative/postoperative death within 30 days. Sixty percent agreed that the availability of immunotherapy and genomic sequencing has affected their willingness to offer CSE. Conclusion Overall, most of the surgeons surveyed were unwilling to offer CSE for carcinomatous cavernous sinus invasion, whether for primary disease or recurrence. Given the rarity of these tumors and the limited data on CSE, these results may provide more information for clinicians and patients for these treatment decisions.
{"title":"Survey of Skull Base Surgeons' Approach to Carcinomas Involving the Cavernous Sinus.","authors":"Nicole M Mott, C Yoonhee Ryder, Carl H Snyderman, Erin L McKean","doi":"10.1055/s-0042-1760095","DOIUrl":"10.1055/s-0042-1760095","url":null,"abstract":"<p><p><b>Objectives</b> Carcinomas involving the cavernous sinus are challenging to resect without compromising important neurovascular structures. Given the morbidity and mortality of these operations, radiotherapy, chemotherapy, and immunotherapy are more often utilized. Although limited to case reports and small series, radical resection of the cavernous sinus has been proposed. We aimed to study surgeons' willingness to perform cavernous sinus exenteration (CSE) under different clinical scenarios. <b>Design, Setting, Participants, Main Outcome Measures</b> We conducted an online survey from April to July 2021 among members of the Skull Base Congress and the North American Skull Base Society. Descriptive statistics were used to analyze the main outcome measure of <i>willingness to perform CSE</i> . <b>Results</b> The analytic sample ( <i>n</i> = 112) included 54% otolaryngologists and 43% neurosurgeons. Eighty-six percent practiced in an academic setting. Surgeons' willingness to perform CSE was low (6-16% under different clinical scenarios), citing a belief that they could not obtain oncologic margins and the procedure's morbidity. Forty-five percent had at least one patient undergo CSE with 72% of patients surviving no more than 2 years. Complications included chronic intractable pain, cerebrospinal fluid leak, cerebrovascular accident, and/or intraoperative/postoperative death within 30 days. Sixty percent agreed that the availability of immunotherapy and genomic sequencing has affected their willingness to offer CSE. <b>Conclusion</b> Overall, most of the surgeons surveyed were unwilling to offer CSE for carcinomatous cavernous sinus invasion, whether for primary disease or recurrence. Given the rarity of these tumors and the limited data on CSE, these results may provide more information for clinicians and patients for these treatment decisions.</p>","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"31 1","pages":"38-43"},"PeriodicalIF":0.9,"publicationDate":"2022-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10807955/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80141650","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-23DOI: 10.1108/ijcma-07-2022-0121
Aamna Khan, Richa Chaudhary
Purpose This study aims to examine perceived organizational politics (POP) as an antecedent to workplace gossip. While the commonly held belief is that POP is consequential to the existence of negative workplace gossip, an alternate hypothesis can be that POP may predict positive workplace gossip as well. The study further explores the role of compassion as a boundary condition in the relationship of POP with negative and positive valences of workplace gossip. Design/methodology/approach Using purposive sampling technique, the data were collected through time-lagged (two-wave) surveys from employees working in private (Study 1, n = 366) and public (Study 2, n = 206) sector organizations across India, and analyzed using SPSS AMOS 27 and PROCESS Macro (Model 1). Findings The results of Study 1 and Study 2 revealed that POP correlated positively with negative as well as positive workplace gossip. Further, it was found that compassion moderated the relationship of POP with negative workplace gossip but failed to moderate in the case of positive workplace gossip in both the studies. Practical implications This study makes practitioners aware of the ubiquity of the phenomenon of workplace gossip and encourages them to embrace gossip in the workplace rather than banishing it altogether. Originality/value This study delineates the link between POP and the valences of workplace gossip that remains unexplored in the literature. The study also takes into account the intervening role of compassion in the aforementioned relationships. The striking results of the study open new realms of research possibilities not only in the field of workplace gossip, but POP and compassion as well.
{"title":"Perceived organizational politics and workplace gossip: the moderating role of compassion","authors":"Aamna Khan, Richa Chaudhary","doi":"10.1108/ijcma-07-2022-0121","DOIUrl":"https://doi.org/10.1108/ijcma-07-2022-0121","url":null,"abstract":"\u0000Purpose\u0000This study aims to examine perceived organizational politics (POP) as an antecedent to workplace gossip. While the commonly held belief is that POP is consequential to the existence of negative workplace gossip, an alternate hypothesis can be that POP may predict positive workplace gossip as well. The study further explores the role of compassion as a boundary condition in the relationship of POP with negative and positive valences of workplace gossip.\u0000\u0000\u0000Design/methodology/approach\u0000Using purposive sampling technique, the data were collected through time-lagged (two-wave) surveys from employees working in private (Study 1, n = 366) and public (Study 2, n = 206) sector organizations across India, and analyzed using SPSS AMOS 27 and PROCESS Macro (Model 1).\u0000\u0000\u0000Findings\u0000The results of Study 1 and Study 2 revealed that POP correlated positively with negative as well as positive workplace gossip. Further, it was found that compassion moderated the relationship of POP with negative workplace gossip but failed to moderate in the case of positive workplace gossip in both the studies.\u0000\u0000\u0000Practical implications\u0000This study makes practitioners aware of the ubiquity of the phenomenon of workplace gossip and encourages them to embrace gossip in the workplace rather than banishing it altogether.\u0000\u0000\u0000Originality/value\u0000This study delineates the link between POP and the valences of workplace gossip that remains unexplored in the literature. The study also takes into account the intervening role of compassion in the aforementioned relationships. The striking results of the study open new realms of research possibilities not only in the field of workplace gossip, but POP and compassion as well.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-12-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47079480","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-19DOI: 10.1108/ijcma-06-2022-0111
Qi Nie, Xiao Chen, Guangyuan Yu
Purpose Drawing upon the self-protection theory, the purpose of this study is to examine whether and how workplace loneliness leads to workplace territoriality. Design/methodology/approach Three-wave data from 243 employee–colleague dyads in China were collected to provide stronger empirical evidence supporting the hypotheses presented in this study. Path analysis and the bootstrapping method were used to test the predictions of this study. Findings The results of this study showed that employees’ workplace loneliness was positively related to their territorial behavior; employees' self-serving cognitions mediated the relationship between workplace loneliness and territorial behavior; and self-sacrificial leadership negatively moderated the relationship between workplace loneliness and self-serving cognitions and the indirect relationship between employee workplace loneliness and territorial behavior through self-serving cognitions. Practical implications The findings of this study suggest that organizations should pay attention to employees’ self-serving cognitions and cultivate self-sacrificial leadership to manage the territorial behavior derived from workplace loneliness. Originality/value This study highlights the positive effects of workplace loneliness on self-serving cognitions and subsequent workplace territoriality and shows that self-sacrificial leadership plays a buffering role in this process.
{"title":"Linking workplace loneliness to workplace territoriality: a self-protection perspective","authors":"Qi Nie, Xiao Chen, Guangyuan Yu","doi":"10.1108/ijcma-06-2022-0111","DOIUrl":"https://doi.org/10.1108/ijcma-06-2022-0111","url":null,"abstract":"\u0000Purpose\u0000Drawing upon the self-protection theory, the purpose of this study is to examine whether and how workplace loneliness leads to workplace territoriality.\u0000\u0000\u0000Design/methodology/approach\u0000Three-wave data from 243 employee–colleague dyads in China were collected to provide stronger empirical evidence supporting the hypotheses presented in this study. Path analysis and the bootstrapping method were used to test the predictions of this study.\u0000\u0000\u0000Findings\u0000The results of this study showed that employees’ workplace loneliness was positively related to their territorial behavior; employees' self-serving cognitions mediated the relationship between workplace loneliness and territorial behavior; and self-sacrificial leadership negatively moderated the relationship between workplace loneliness and self-serving cognitions and the indirect relationship between employee workplace loneliness and territorial behavior through self-serving cognitions.\u0000\u0000\u0000Practical implications\u0000The findings of this study suggest that organizations should pay attention to employees’ self-serving cognitions and cultivate self-sacrificial leadership to manage the territorial behavior derived from workplace loneliness.\u0000\u0000\u0000Originality/value\u0000This study highlights the positive effects of workplace loneliness on self-serving cognitions and subsequent workplace territoriality and shows that self-sacrificial leadership plays a buffering role in this process.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46535242","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose: The purpose of the study is to explore the leadership role played by traditional leaders in conflict resolution in the Sayegu Traditional Area. Methodology: Participants were purposively sampled from five (5) communities upon their preparedness to take part in the study. An interview guide and oral recordings were employed to gather the primary data. Data analysis was done qualitatively and where appropriate direct quotations were used to support the main analysis. Findings: The study suggests that traditional leadership plays a central role in conflict resolution. Political leadership recorded a minimal role in conflict resolution. Chiefs and the Council of elders were the most instrumental in matters of Alternative Dispute Resolution (ADR). Chiefs presided over conflict cases brought or summoned up to the Palace while the Council of elders offered counselling roles to the chiefs. District Chief Executives with the help of the Regional Security Council provided resources to calm tensions between conflicting factions. Unique contribution to theory, policy and practice: Some of the recommendations include traditional leaders should be encouraged to develop more affectionate relationships with key actors irrespective of their differences in political, tribal, clan, family, and religious attachment.
{"title":"Leadership Perspective on Traditional Conflict Resolution in Ghana: evidence from Sayegu, Bunkpurugu/Nankpanduri District","authors":"D. Yaro, F. Y. Longi","doi":"10.47941/ijcm.1150","DOIUrl":"https://doi.org/10.47941/ijcm.1150","url":null,"abstract":"Purpose: The purpose of the study is to explore the leadership role played by traditional leaders in conflict resolution in the Sayegu Traditional Area. \u0000Methodology: Participants were purposively sampled from five (5) communities upon their preparedness to take part in the study. An interview guide and oral recordings were employed to gather the primary data. Data analysis was done qualitatively and where appropriate direct quotations were used to support the main analysis. \u0000Findings: The study suggests that traditional leadership plays a central role in conflict resolution. Political leadership recorded a minimal role in conflict resolution. Chiefs and the Council of elders were the most instrumental in matters of Alternative Dispute Resolution (ADR). Chiefs presided over conflict cases brought or summoned up to the Palace while the Council of elders offered counselling roles to the chiefs. District Chief Executives with the help of the Regional Security Council provided resources to calm tensions between conflicting factions. \u0000Unique contribution to theory, policy and practice: Some of the recommendations include traditional leaders should be encouraged to develop more affectionate relationships with key actors irrespective of their differences in political, tribal, clan, family, and religious attachment.","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-12-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45756954","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-08DOI: 10.1108/ijcma-04-2022-0078
Michel Tremblay
Purpose This study aims to examine how changes in power disparity shape in-groups and upper-level management conflict are associated with intragroup relationship and task conflict variations. It also examines how workplace conflicts relate to focal employees’ perceptions of coworker support. Design/methodology/approach Data were collected from 3,343 respondents for nine years, comprising measurements taken on six occasions in 47 departments and stores of a Canadian retailer. The relationships between, within and across levels were tested using multilevel structural equation modeling. Findings The results showed that higher levels of power concentration vested by a few members or a single person are associated wih higher levels of intragroup conflict than usual. Furthermore, higher levels of task and relationship conflicts at upper management levels are associated with higher-than-usual task and relationship conflicts between nonhierarchical employees. Additionally, a higher-than-usual intragroup task conflict level was associated with lower-than-usual coworker support, supporting the proposed multilevel dynamic model. Research limitations/implications An important limitation of this study is that all variables are self-reported despite using the six-wave repeated measurements, thereby increasing the possibility of inflating some observed relationships. Future research should examine the emergence of a larger spectrum of power dispersion configurations and their role on process conflict. Practical implications Retail managers should legitimize why a high-power concentration occurs when the equal distribution of power is not possible and find ways to minimize the trickle-down effects of conflicts at upper levels on their subordinates. Originality/value This study examines the effect of variability on power configurations and conflict in upper management ranks on conflict dynamic. The findings show that a high-power concentration elicits increasing conflicts, and that there is no empirical evidence that intragroup conflict is associated with positive outcomes.
{"title":"Intragroup conflict dynamics and their linkages with horizontal power disparity configurations, upper management conflicts and coworker support","authors":"Michel Tremblay","doi":"10.1108/ijcma-04-2022-0078","DOIUrl":"https://doi.org/10.1108/ijcma-04-2022-0078","url":null,"abstract":"\u0000Purpose\u0000This study aims to examine how changes in power disparity shape in-groups and upper-level management conflict are associated with intragroup relationship and task conflict variations. It also examines how workplace conflicts relate to focal employees’ perceptions of coworker support.\u0000\u0000\u0000Design/methodology/approach\u0000Data were collected from 3,343 respondents for nine years, comprising measurements taken on six occasions in 47 departments and stores of a Canadian retailer. The relationships between, within and across levels were tested using multilevel structural equation modeling.\u0000\u0000\u0000Findings\u0000The results showed that higher levels of power concentration vested by a few members or a single person are associated wih higher levels of intragroup conflict than usual. Furthermore, higher levels of task and relationship conflicts at upper management levels are associated with higher-than-usual task and relationship conflicts between nonhierarchical employees. Additionally, a higher-than-usual intragroup task conflict level was associated with lower-than-usual coworker support, supporting the proposed multilevel dynamic model.\u0000\u0000\u0000Research limitations/implications\u0000An important limitation of this study is that all variables are self-reported despite using the six-wave repeated measurements, thereby increasing the possibility of inflating some observed relationships. Future research should examine the emergence of a larger spectrum of power dispersion configurations and their role on process conflict.\u0000\u0000\u0000Practical implications\u0000Retail managers should legitimize why a high-power concentration occurs when the equal distribution of power is not possible and find ways to minimize the trickle-down effects of conflicts at upper levels on their subordinates.\u0000\u0000\u0000Originality/value\u0000This study examines the effect of variability on power configurations and conflict in upper management ranks on conflict dynamic. The findings show that a high-power concentration elicits increasing conflicts, and that there is no empirical evidence that intragroup conflict is associated with positive outcomes.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48626126","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-01DOI: 10.1108/ijcma-03-2022-0046
Nida Gull, M. Asghar, Mohsin Bashir, Xiliang Liu, Zhengde Xiong
Purpose This study aims to answer how family-supportive supervisor behavior (FSSB) reduces work–family conflict (WFC), family–work conflict (FWC) and employee turnover intention. Based on the conservation of resources theory, this study examines the direct and indirect effects of emotional exhaustion between WFC/FWC and turnover intention. Moreover, this study explores FSSB moderated the role relationship between WFC/FWC and emotional exhaustion. Design/methodology/approach This study draws time-lagged data from two phases of a survey of health-care workers working in Chinese hospitals. In the first phase, data on WFC/FWC and turnover were collected from 407 workers. In second round, 387 employees express their feeling about emotional exhaustion and supportive supervisor behavior toward support family members. The data was collected from health-care workers, and a moderated mediation technique was tested using structural equation model-AMOS. Findings The findings of this study show that the positive relation between WFC/FWC and emotional exhaustion is high for employees with lower family-supportive supervisors than those with higher family-supportive supervisors. This finding provides further insight into the mechanism of how family and work conflicts impact turnover intention. Originality/value To the best of the authors’ knowledge, this is the first empirical study based on the conservation of resources theory, the relationship between WFC/FWC and turnover intention, considering the mediating role of emotional exhaustion and the moderating effects of FSSB. This paper proposes that FSSB can reduce WFCs, addressing a significant research gap in the literature.
{"title":"Does a family-supportive supervisor reduce the effect of work-family conflict on emotional exhaustion and turnover intentions? A moderated mediation model","authors":"Nida Gull, M. Asghar, Mohsin Bashir, Xiliang Liu, Zhengde Xiong","doi":"10.1108/ijcma-03-2022-0046","DOIUrl":"https://doi.org/10.1108/ijcma-03-2022-0046","url":null,"abstract":"\u0000Purpose\u0000This study aims to answer how family-supportive supervisor behavior (FSSB) reduces work–family conflict (WFC), family–work conflict (FWC) and employee turnover intention. Based on the conservation of resources theory, this study examines the direct and indirect effects of emotional exhaustion between WFC/FWC and turnover intention. Moreover, this study explores FSSB moderated the role relationship between WFC/FWC and emotional exhaustion.\u0000\u0000\u0000Design/methodology/approach\u0000This study draws time-lagged data from two phases of a survey of health-care workers working in Chinese hospitals. In the first phase, data on WFC/FWC and turnover were collected from 407 workers. In second round, 387 employees express their feeling about emotional exhaustion and supportive supervisor behavior toward support family members. The data was collected from health-care workers, and a moderated mediation technique was tested using structural equation model-AMOS.\u0000\u0000\u0000Findings\u0000The findings of this study show that the positive relation between WFC/FWC and emotional exhaustion is high for employees with lower family-supportive supervisors than those with higher family-supportive supervisors. This finding provides further insight into the mechanism of how family and work conflicts impact turnover intention.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this is the first empirical study based on the conservation of resources theory, the relationship between WFC/FWC and turnover intention, considering the mediating role of emotional exhaustion and the moderating effects of FSSB. This paper proposes that FSSB can reduce WFCs, addressing a significant research gap in the literature.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43082747","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-28DOI: 10.1108/ijcma-04-2022-0079
Jianwei Deng, Xueting Hao, Tianan Yang
Purpose Based on affective events theory (AET), this study aims to construct a moderated sequential mediation model to explore the pathways of organizational climate on workplace conflict and subsequent counterproductive work behaviour (CWB). Design/methodology/approach This study collected data from 1,035 respondents in a large state-owned enterprise located in Beijing, China. And this study used Mplus 8.3 to test the model fit, then tested the eight hypotheses using Mplus 8.3 to verify the mediating effects of workplace conflict and psychological well-being and the moderating effect of emotional stability. Findings Results indicated that: organizational climate is more likely to produce individual-oriented CWB (CWB-I) under the mediating effect of workplace conflict and the chain mediation of workplace conflict and psychological well-being, and emotional stability moderates the relationship between workplace conflict and psychological well-being, workplace conflict and CWB-I, but it has no moderating effect on the relationship between workplace conflict and organizational-oriented CWB (CWB-O). Originality/value This study puts forward a relatively complete theoretical framework, expands the application scope of AET and sheds new light on the intervening process that explains how organizational climate influences CWB-I and CWB-O, which enriches the literature in the two fields.
{"title":"The increase of counterproductive work behaviour from organizational and individual level due to workplace conflict: a sequential moderated mediation model","authors":"Jianwei Deng, Xueting Hao, Tianan Yang","doi":"10.1108/ijcma-04-2022-0079","DOIUrl":"https://doi.org/10.1108/ijcma-04-2022-0079","url":null,"abstract":"\u0000Purpose\u0000Based on affective events theory (AET), this study aims to construct a moderated sequential mediation model to explore the pathways of organizational climate on workplace conflict and subsequent counterproductive work behaviour (CWB).\u0000\u0000\u0000Design/methodology/approach\u0000This study collected data from 1,035 respondents in a large state-owned enterprise located in Beijing, China. And this study used Mplus 8.3 to test the model fit, then tested the eight hypotheses using Mplus 8.3 to verify the mediating effects of workplace conflict and psychological well-being and the moderating effect of emotional stability.\u0000\u0000\u0000Findings\u0000Results indicated that: organizational climate is more likely to produce individual-oriented CWB (CWB-I) under the mediating effect of workplace conflict and the chain mediation of workplace conflict and psychological well-being, and emotional stability moderates the relationship between workplace conflict and psychological well-being, workplace conflict and CWB-I, but it has no moderating effect on the relationship between workplace conflict and organizational-oriented CWB (CWB-O).\u0000\u0000\u0000Originality/value\u0000This study puts forward a relatively complete theoretical framework, expands the application scope of AET and sheds new light on the intervening process that explains how organizational climate influences CWB-I and CWB-O, which enriches the literature in the two fields.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45909439","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-15DOI: 10.1108/ijcma-02-2022-0025
Noa Nelson, Maor Kalfon Hakhmigari, Neta Horesh
Purpose Based on gender role theory, this study aims to test a moderated mediation model in which gender, mediated by shame, affected salary negotiation initiation and writing pay raise justifications before the negotiation moderated gender effects, by boosting women’s negotiation initiation and lowering their shame. Design/methodology/approach Mixed-methods approach: in a scenario experiment, participants (N = 172; 92 women) imagined initiating salary negotiations with real employers, and shame and the inclination to actually initiate the negotiation were measured. About half the sample wrote pay raise justifications as part of the task. In the qualitative phase of the study, justifications were analyzed. Findings The model’s predictions were not supported. Women were neither less inclined to negotiate nor reported higher shame than men. Across gender, shame related to lower negotiation initiation and was alleviated by justifications’ preparation. Writing justifications did not affect men’s negotiation initiation, but lowered women’s. The qualitative analysis revealed that while all participants preferred communal themes in their justifications, women used themes of confidence, entitlement and power less than men. Originality/value The study provides original evidence in negotiation literature, on the effects of shame, on the practice of preparing pay raise justifications and on specific patterns in justifications’ content.
{"title":"Initiating salary negotiations: a mixed-methods study into the effects of gender, shame and pay-raise justifications","authors":"Noa Nelson, Maor Kalfon Hakhmigari, Neta Horesh","doi":"10.1108/ijcma-02-2022-0025","DOIUrl":"https://doi.org/10.1108/ijcma-02-2022-0025","url":null,"abstract":"\u0000Purpose\u0000Based on gender role theory, this study aims to test a moderated mediation model in which gender, mediated by shame, affected salary negotiation initiation and writing pay raise justifications before the negotiation moderated gender effects, by boosting women’s negotiation initiation and lowering their shame.\u0000\u0000\u0000Design/methodology/approach\u0000Mixed-methods approach: in a scenario experiment, participants (N = 172; 92 women) imagined initiating salary negotiations with real employers, and shame and the inclination to actually initiate the negotiation were measured. About half the sample wrote pay raise justifications as part of the task. In the qualitative phase of the study, justifications were analyzed.\u0000\u0000\u0000Findings\u0000The model’s predictions were not supported. Women were neither less inclined to negotiate nor reported higher shame than men. Across gender, shame related to lower negotiation initiation and was alleviated by justifications’ preparation. Writing justifications did not affect men’s negotiation initiation, but lowered women’s. The qualitative analysis revealed that while all participants preferred communal themes in their justifications, women used themes of confidence, entitlement and power less than men.\u0000\u0000\u0000Originality/value\u0000The study provides original evidence in negotiation literature, on the effects of shame, on the practice of preparing pay raise justifications and on specific patterns in justifications’ content.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-11-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48095529","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-07DOI: 10.1108/ijcma-05-2022-0091
P. Harms, Yuntao Bai, G. Han, Sheng Cheng
Purpose Although there have been considerable amounts of research documenting the effects of narcissism on workplace outcomes, studies of the impact of narcissism on job performance have produced inconclusive results. This study aims to provide insight into this issue by using a new model of narcissism, the Narcissistic Admiration and Rivalry Concept model to explore the processes by which narcissism can impact job performance. Design/methodology/approach Two studies (Study 1 with 1,176 employees and 217 managers cross-sectional data; Study 2 with 209 employees and 39 managers time-lagged data) were conducted and multilevel technique was used to test the research model. Findings Narcissistic rivalry is associated with higher levels of family–work conflict (FWC) and that these effects are magnified when narcissists also have competing demands in the form of expectations to conform to traditional values. Furthermore, this study documents that higher levels of FWC are associated with greater emotional exhaustion and lower job performance. However, narcissistic admiration only has direct effect on job performance. Originality/value This paper not only suggests that narcissism is a previously untested dispositional antecedent for FWC, but it also uses a facet-based approach to examine when and how narcissism impacts job performance.
{"title":"Narcissism and tradition: how competing needs result in more conflict, greater exhaustion, and lower performance","authors":"P. Harms, Yuntao Bai, G. Han, Sheng Cheng","doi":"10.1108/ijcma-05-2022-0091","DOIUrl":"https://doi.org/10.1108/ijcma-05-2022-0091","url":null,"abstract":"\u0000Purpose\u0000Although there have been considerable amounts of research documenting the effects of narcissism on workplace outcomes, studies of the impact of narcissism on job performance have produced inconclusive results. This study aims to provide insight into this issue by using a new model of narcissism, the Narcissistic Admiration and Rivalry Concept model to explore the processes by which narcissism can impact job performance.\u0000\u0000\u0000Design/methodology/approach\u0000Two studies (Study 1 with 1,176 employees and 217 managers cross-sectional data; Study 2 with 209 employees and 39 managers time-lagged data) were conducted and multilevel technique was used to test the research model.\u0000\u0000\u0000Findings\u0000Narcissistic rivalry is associated with higher levels of family–work conflict (FWC) and that these effects are magnified when narcissists also have competing demands in the form of expectations to conform to traditional values. Furthermore, this study documents that higher levels of FWC are associated with greater emotional exhaustion and lower job performance. However, narcissistic admiration only has direct effect on job performance.\u0000\u0000\u0000Originality/value\u0000This paper not only suggests that narcissism is a previously untested dispositional antecedent for FWC, but it also uses a facet-based approach to examine when and how narcissism impacts job performance.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42795656","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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