Pub Date : 2023-07-24DOI: 10.1108/ijcma-03-2023-0053
Anupriya Singh, Shalini Srivastava
Purpose Workplace bullying has appalling fallouts for organizations and employees. While the association between bullying and employees’ exit intentions has been sufficiently established in research, the underlying conditions remain overlooked. Using the affective events and conservation of resources theories as the theoretical lens, the purpose of this study is to probe work alienation and emotional exhaustion as sequential mediators in the association between bullying and employees’ exit intentions. Design/methodology/approach A sequential mediation model was examined using three-wave longitudinal data gathered from 406 employees working with hotels situated in tourist destinations of India. Findings Work alienation serves as a significant mediator between bullying and emotional exhaustion. More importantly, work alienation and emotional exhaustion emerged as sequential mediators in the association between bullying and exit intentions. Originality/value Research on workplace bullying is often cross-sectional, and researchers have called for time-lagged and/or longitudinal examination. While responding to the frequent calls made by researchers to examine underlying conditions, this three-wave longitudinal study advocates for holistic cognizance, i.e., how workplace bullying results in employees’ exit.
{"title":"Consequences of workplace bullying on hotel employees: a three-wave longitudinal approach","authors":"Anupriya Singh, Shalini Srivastava","doi":"10.1108/ijcma-03-2023-0053","DOIUrl":"https://doi.org/10.1108/ijcma-03-2023-0053","url":null,"abstract":"\u0000Purpose\u0000Workplace bullying has appalling fallouts for organizations and employees. While the association between bullying and employees’ exit intentions has been sufficiently established in research, the underlying conditions remain overlooked. Using the affective events and conservation of resources theories as the theoretical lens, the purpose of this study is to probe work alienation and emotional exhaustion as sequential mediators in the association between bullying and employees’ exit intentions.\u0000\u0000\u0000Design/methodology/approach\u0000A sequential mediation model was examined using three-wave longitudinal data gathered from 406 employees working with hotels situated in tourist destinations of India.\u0000\u0000\u0000Findings\u0000Work alienation serves as a significant mediator between bullying and emotional exhaustion. More importantly, work alienation and emotional exhaustion emerged as sequential mediators in the association between bullying and exit intentions.\u0000\u0000\u0000Originality/value\u0000Research on workplace bullying is often cross-sectional, and researchers have called for time-lagged and/or longitudinal examination. While responding to the frequent calls made by researchers to examine underlying conditions, this three-wave longitudinal study advocates for holistic cognizance, i.e., how workplace bullying results in employees’ exit.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41840110","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 primary goals of this paper was to identify Opportunities HDP – nexus in tackling recurring environmental conflicts in Somalia Methodology: A five-step thematic methodology was used to transcribe qualitative data from the non-structured probing question added by the researcher wanting more views on familiarity and Experience of HDP among the interviewees. The five-step included data Familiarizing, generating initial code, defining and collating interpretive code for entire data framed into themes, and defining and naming pieces.The Sample size was 112 humanitarian stakeholders, non-staff and staff personnel operating in Somaliland. Results: Results showed gendered differences; 64.5% of males (40) and female participants (22)35.5% responded to the interviews implying that males dominated humanitarian operations. The Mean Age of respondents was 37.15 years, while the minimum and maximum ages were 24 and 61, respectively. Overall, HDP nexus can be concluded in playing a massive role in shaping HDP opportunities (humanitarian, funding, and programs) due to theinter link of HDP inputs, outputs, and outcomes involved. Unique Contribution to Theory, Policy and Practice:.Consequently, this paper recommends HDP – nexus Opportunities efforts approach in tackling recurring environmental conflicts in Somalia.
{"title":"Opportunities of HDP – Nexus in Tackling Recurring Environmental Conflicts in Somalia","authors":"Abdifatah Osman Hussein","doi":"10.47941/ijcm.1366","DOIUrl":"https://doi.org/10.47941/ijcm.1366","url":null,"abstract":"Purpose: The primary goals of this paper was to identify Opportunities HDP – nexus in tackling recurring environmental conflicts in Somalia \u0000Methodology: A five-step thematic methodology was used to transcribe qualitative data from the non-structured probing question added by the researcher wanting more views on familiarity and Experience of HDP among the interviewees. The five-step included data Familiarizing, generating initial code, defining and collating interpretive code for entire data framed into themes, and defining and naming pieces.The Sample size was 112 humanitarian stakeholders, non-staff and staff personnel operating in Somaliland. \u0000Results: Results showed gendered differences; 64.5% of males (40) and female participants (22)35.5% responded to the interviews implying that males dominated humanitarian operations. The Mean Age of respondents was 37.15 years, while the minimum and maximum ages were 24 and 61, respectively. Overall, HDP nexus can be concluded in playing a massive role in shaping HDP opportunities (humanitarian, funding, and programs) due to theinter link of HDP inputs, outputs, and outcomes involved. \u0000Unique Contribution to Theory, Policy and Practice:.Consequently, this paper recommends HDP – nexus Opportunities efforts approach in tackling recurring environmental conflicts in Somalia.","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46363453","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 : 2023-07-13DOI: 10.1108/ijcma-12-2022-0219
Reşat Bayer
Purpose This study aims to contribute to discussions on peace between hostile nonmajor powers by focusing on the behavior of major powers. Specifically, alliances between nonmajor and major powers are explored to determine whether such ties contribute to transitions to higher levels of peace. Moreover, systemic factors involving power dynamics and relationships between major powers are also evaluated. Design/methodology/approach Multiple data sets which altogether covered the era from 1816 to 2010 were analyzed. All pairs of countries that were former foes were considered. Cox hazard regression was conducted. Findings Systemic instability is influential at transitions from lowest levels of peace for nonmajor power dyads. Eras where major powers are operating multilaterally appear to play a highly limited role in nonmajor powers attaining stable peace. However, alliances with major powers are relatively more crucial in these discussions for nonmajor powers and contribute to higher levels of peace being attained by nonmajor powers. Research limitations/implications Further research in particular with case studies can help to elucidate and extend the statistical findings. Practical implications Based on the findings, the design and operations of alliances can create more space to hear a wider range of issues that allies can be facing. Originality/value While major powers clearly have considerable capacity and global outreach, there has been little attention to whether and how they contribute to former foes attaining higher quality of peace.
{"title":"Major powers’ management of complex peace relationships","authors":"Reşat Bayer","doi":"10.1108/ijcma-12-2022-0219","DOIUrl":"https://doi.org/10.1108/ijcma-12-2022-0219","url":null,"abstract":"\u0000Purpose\u0000This study aims to contribute to discussions on peace between hostile nonmajor powers by focusing on the behavior of major powers. Specifically, alliances between nonmajor and major powers are explored to determine whether such ties contribute to transitions to higher levels of peace. Moreover, systemic factors involving power dynamics and relationships between major powers are also evaluated.\u0000\u0000\u0000Design/methodology/approach\u0000Multiple data sets which altogether covered the era from 1816 to 2010 were analyzed. All pairs of countries that were former foes were considered. Cox hazard regression was conducted.\u0000\u0000\u0000Findings\u0000Systemic instability is influential at transitions from lowest levels of peace for nonmajor power dyads. Eras where major powers are operating multilaterally appear to play a highly limited role in nonmajor powers attaining stable peace. However, alliances with major powers are relatively more crucial in these discussions for nonmajor powers and contribute to higher levels of peace being attained by nonmajor powers.\u0000\u0000\u0000Research limitations/implications\u0000Further research in particular with case studies can help to elucidate and extend the statistical findings.\u0000\u0000\u0000Practical implications\u0000Based on the findings, the design and operations of alliances can create more space to hear a wider range of issues that allies can be facing.\u0000\u0000\u0000Originality/value\u0000While major powers clearly have considerable capacity and global outreach, there has been little attention to whether and how they contribute to former foes attaining higher quality of peace.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43630326","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 : 2023-07-13DOI: 10.1108/ijcma-02-2023-0026
Xiao-Ling Wang, M. Wang, Jun-Na Liu
Purpose Employees’ bootlegging innovation behavior is common and plays an important role in enterprise management. Based on the resource conservation theory and self-regulation theory, the purpose of this study is to explore the influence mechanism of leaders’ abusive supervision on employees’ bootlegging innovation behavior, with psychological safety as a mediator and mindfulness at workplace as a moderator. Design/methodology/approach Survey data were gathered from 591 employees’ self-assessment questionnaires in China. Hierarchical regression analysis was used to test the research model through SPSS and AMOS. Findings This study found that the leaders’ abusive supervision negatively affects employees’ bootlegging innovation behavior; employees’ psychological safety completely mediates the negative effect of leaders’ abusive supervision on employees’ bootlegging innovation behavior; and mindfulness at work moderates the influence of leaders’ abusive supervision on employee’ bootlegging innovation behavior, as well as the influence of leaders’ abusive supervision on employees’ psychological safety. Research limitations/implications This study has significant implications in passive leadership that affect employees’ innovation. Authors found that leaders’ abusive supervise, mindfulness at workplace play a crucial role in employees’ bootleg innovation through psychological safety. Originality/value Theoretically, this study has enriched the antecedent research on employees’ bootlegging innovation behavior from the perspective of negative leadership behavior and employee psychology. And this study considered mindfulness at workplace as a boundary condition.
{"title":"Study on the influence mechanism of leaders’ abusive supervision on employees’ bootlegging innovation behavior","authors":"Xiao-Ling Wang, M. Wang, Jun-Na Liu","doi":"10.1108/ijcma-02-2023-0026","DOIUrl":"https://doi.org/10.1108/ijcma-02-2023-0026","url":null,"abstract":"\u0000Purpose\u0000Employees’ bootlegging innovation behavior is common and plays an important role in enterprise management. Based on the resource conservation theory and self-regulation theory, the purpose of this study is to explore the influence mechanism of leaders’ abusive supervision on employees’ bootlegging innovation behavior, with psychological safety as a mediator and mindfulness at workplace as a moderator.\u0000\u0000\u0000Design/methodology/approach\u0000Survey data were gathered from 591 employees’ self-assessment questionnaires in China. Hierarchical regression analysis was used to test the research model through SPSS and AMOS.\u0000\u0000\u0000Findings\u0000This study found that the leaders’ abusive supervision negatively affects employees’ bootlegging innovation behavior; employees’ psychological safety completely mediates the negative effect of leaders’ abusive supervision on employees’ bootlegging innovation behavior; and mindfulness at work moderates the influence of leaders’ abusive supervision on employee’ bootlegging innovation behavior, as well as the influence of leaders’ abusive supervision on employees’ psychological safety.\u0000\u0000\u0000Research limitations/implications\u0000This study has significant implications in passive leadership that affect employees’ innovation. Authors found that leaders’ abusive supervise, mindfulness at workplace play a crucial role in employees’ bootleg innovation through psychological safety.\u0000\u0000\u0000Originality/value\u0000Theoretically, this study has enriched the antecedent research on employees’ bootlegging innovation behavior from the perspective of negative leadership behavior and employee psychology. And this study considered mindfulness at workplace as a boundary condition.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44267506","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 : 2023-07-12DOI: 10.1108/ijcma-02-2023-0027
Gheorghe Andreea, P. Curșeu, O. Fodor
Purpose This study aims to investigate the relationship between different styles of humorous communication (i.e. controlling and liberating) and conflict transformation in groups, in particular the transformation of task and process conflicts into relationship conflict. This study also examines the extent to which power distance moderates the association between controlling humor and relationship conflict. Design/methodology/approach The authors collected data using a survey from 536 participants from two different countries varying in power distance (Romania and The Netherlands) working in groups in organizations from various sectors. Findings Supporting the hypotheses presented in this study, multi-level data analyses showed that liberating humor has a positive association with task conflict, while controlling humor has a positive association with both process and relationship conflict. Moreover, task and process conflict mediate the relationship between liberating and controlling humor (predictors) and relationship conflict (outcome). The hypothesis regarding the moderating effect of power distance was not fully supported by the data. Originality/value To the best of the authors’ knowledge, this study is the first to explore the multilevel interplay of humor and intragroup conflict in cross-cultural settings and shows how various types of humor can shape the emergence of conflict and its transformation.
{"title":"Jokes and quarrels: a cross-cultural investigation of humor and conflict transformation in groups","authors":"Gheorghe Andreea, P. Curșeu, O. Fodor","doi":"10.1108/ijcma-02-2023-0027","DOIUrl":"https://doi.org/10.1108/ijcma-02-2023-0027","url":null,"abstract":"\u0000Purpose\u0000This study aims to investigate the relationship between different styles of humorous communication (i.e. controlling and liberating) and conflict transformation in groups, in particular the transformation of task and process conflicts into relationship conflict. This study also examines the extent to which power distance moderates the association between controlling humor and relationship conflict.\u0000\u0000\u0000Design/methodology/approach\u0000The authors collected data using a survey from 536 participants from two different countries varying in power distance (Romania and The Netherlands) working in groups in organizations from various sectors.\u0000\u0000\u0000Findings\u0000Supporting the hypotheses presented in this study, multi-level data analyses showed that liberating humor has a positive association with task conflict, while controlling humor has a positive association with both process and relationship conflict. Moreover, task and process conflict mediate the relationship between liberating and controlling humor (predictors) and relationship conflict (outcome). The hypothesis regarding the moderating effect of power distance was not fully supported by the data.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this study is the first to explore the multilevel interplay of humor and intragroup conflict in cross-cultural settings and shows how various types of humor can shape the emergence of conflict and its transformation.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-07-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48314362","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 : 2023-07-11DOI: 10.1108/ijcma-04-2023-0074
Kusum Lata, N. Garg
Purpose This study aims to develop a model to predict non-violent work behaviour (NVWB) among employees using machine learning techniques. Design/methodology/approach Four machine learning techniques (Naïve Bayes, decision tree, logistic regression and ensemble learning) were used to develop a prediction model for NVWB of employees. Also, 10-fold cross-validation method was used to validate the NVWB prediction models. The confusion matrix is used to derive various performance matrices to express the predictive capability of NVWB models quantitatively. Findings The model developed using random forest technique was identified as best NVWB prediction model, as it resulted in highest true positive rate and true negative rate, thereby resulting in the highest geometric mean, balance and area under receiver operator characteristics curve. Originality/value To the best of the authors’ knowledge, this is one of the pioneer studies that used machine learning techniques to develop a predictive model of NVBW.
{"title":"Predicting non-violent work behaviour among employees using machine learning techniques","authors":"Kusum Lata, N. Garg","doi":"10.1108/ijcma-04-2023-0074","DOIUrl":"https://doi.org/10.1108/ijcma-04-2023-0074","url":null,"abstract":"\u0000Purpose\u0000This study aims to develop a model to predict non-violent work behaviour (NVWB) among employees using machine learning techniques.\u0000\u0000\u0000Design/methodology/approach\u0000Four machine learning techniques (Naïve Bayes, decision tree, logistic regression and ensemble learning) were used to develop a prediction model for NVWB of employees. Also, 10-fold cross-validation method was used to validate the NVWB prediction models. The confusion matrix is used to derive various performance matrices to express the predictive capability of NVWB models quantitatively.\u0000\u0000\u0000Findings\u0000The model developed using random forest technique was identified as best NVWB prediction model, as it resulted in highest true positive rate and true negative rate, thereby resulting in the highest geometric mean, balance and area under receiver operator characteristics curve.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this is one of the pioneer studies that used machine learning techniques to develop a predictive model of NVBW.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47633481","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 : 2023-07-11DOI: 10.1108/ijcma-12-2022-0217
Margarita Canal A., P. Kesting, David Aponte Castro, R. Smolinski
Purpose Extensive empirical evidence suggests that procedural justice (PJ) and distributive justice (DJ) are key success factors for achieving durable peace negotiations. This paper aims to investigate how complexity affects these factors and the outcomes in negotiations. Design/methodology/approach The qualitative study is based on an examination of the peace negotiations that led to the 2016 agreement between the Fuerzas Armadas Revolucionarias de Colombia – Ejército del Pueblo and the Colombian Government. Based on document analysis, the authors examined in detail how and where in the process the principles of PJ and DJ were applied. The authors then examined the implementation progress after 2016 and placed the peace process in the overall context of the Colombian conflict. Findings The authors found that the principles of PJ and DJ were present in both the negotiation process and the agreement. The negotiations were successful and satisfactory solutions could be found for all issues. The complexity of the conflict is reflected in the limited coverage of the peace negotiations. Not all groups, interests and subconflicts could be included in the negotiations. This limits their contribution to a durable peace in Colombia. Conflicts that remain unresolved also have a negative effect on the implementation of the agreement. Practical implications For conflict management, this implies that the negotiations should not be viewed as “one-and-done” but rather as a progressive, ongoing process. The agreement is only the nucleus for achieving total peace. It must be actively advanced and defended. Originality/value This study offers new qualitative insights into how PJ and DJ function in negotiations. It also establishes a systematic connection between PJ and DJ and complexity, introduces the notion of coverage and, thereby, opens a new perspective on the management of conflict complexity.
{"title":"Possibilities and limits of procedural and distributive justice in complex conflicts: a study of the Colombian peace process","authors":"Margarita Canal A., P. Kesting, David Aponte Castro, R. Smolinski","doi":"10.1108/ijcma-12-2022-0217","DOIUrl":"https://doi.org/10.1108/ijcma-12-2022-0217","url":null,"abstract":"\u0000Purpose\u0000Extensive empirical evidence suggests that procedural justice (PJ) and distributive justice (DJ) are key success factors for achieving durable peace negotiations. This paper aims to investigate how complexity affects these factors and the outcomes in negotiations.\u0000\u0000\u0000Design/methodology/approach\u0000The qualitative study is based on an examination of the peace negotiations that led to the 2016 agreement between the Fuerzas Armadas Revolucionarias de Colombia – Ejército del Pueblo and the Colombian Government. Based on document analysis, the authors examined in detail how and where in the process the principles of PJ and DJ were applied. The authors then examined the implementation progress after 2016 and placed the peace process in the overall context of the Colombian conflict.\u0000\u0000\u0000Findings\u0000The authors found that the principles of PJ and DJ were present in both the negotiation process and the agreement. The negotiations were successful and satisfactory solutions could be found for all issues. The complexity of the conflict is reflected in the limited coverage of the peace negotiations. Not all groups, interests and subconflicts could be included in the negotiations. This limits their contribution to a durable peace in Colombia. Conflicts that remain unresolved also have a negative effect on the implementation of the agreement.\u0000\u0000\u0000Practical implications\u0000For conflict management, this implies that the negotiations should not be viewed as “one-and-done” but rather as a progressive, ongoing process. The agreement is only the nucleus for achieving total peace. It must be actively advanced and defended.\u0000\u0000\u0000Originality/value\u0000This study offers new qualitative insights into how PJ and DJ function in negotiations. It also establishes a systematic connection between PJ and DJ and complexity, introduces the notion of coverage and, thereby, opens a new perspective on the management of conflict complexity.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46313625","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 : 2023-07-10DOI: 10.1108/ijcma-11-2022-0193
Saima Ahmad, Nasib Dar, W. Rahman
Purpose This paper aims to investigate the influence of religiosity on the relationship between abusive supervision and deviant work behavior (DWB). This paper examines whether the desire for revenge mediates the relationship between abusive supervision and DWB and whether the strength of this relationship is moderated by religiosity. Design/methodology/approach The proposed relationships were examined by collecting primary data from 350 employees using multistage sampling procedures. Hayes’ Process Macro was used to analyze the proposed moderated-mediation model of abusive supervision, DWB, religiosity and desire for revenge. Findings The analytical findings indicate that an employee’s desire for revenge mediates the relationship between abusive supervision and DWB. However, religiosity moderates the indirect effect of abusive supervision (mediated by the desire for revenge) on DWB. Originality/value To the best of the authors’ knowledge, this is the first study that explores the role of individual-level religiosity in mitigating the harmful effects of abusive supervision on deviant behavior and revenge in the workplace.
{"title":"Does religiosity matter in the workplace? A moderated-mediated examination of abusive supervision, revenge and deviance","authors":"Saima Ahmad, Nasib Dar, W. Rahman","doi":"10.1108/ijcma-11-2022-0193","DOIUrl":"https://doi.org/10.1108/ijcma-11-2022-0193","url":null,"abstract":"\u0000Purpose\u0000This paper aims to investigate the influence of religiosity on the relationship between abusive supervision and deviant work behavior (DWB). This paper examines whether the desire for revenge mediates the relationship between abusive supervision and DWB and whether the strength of this relationship is moderated by religiosity.\u0000\u0000\u0000Design/methodology/approach\u0000The proposed relationships were examined by collecting primary data from 350 employees using multistage sampling procedures. Hayes’ Process Macro was used to analyze the proposed moderated-mediation model of abusive supervision, DWB, religiosity and desire for revenge.\u0000\u0000\u0000Findings\u0000The analytical findings indicate that an employee’s desire for revenge mediates the relationship between abusive supervision and DWB. However, religiosity moderates the indirect effect of abusive supervision (mediated by the desire for revenge) on DWB.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this is the first study that explores the role of individual-level religiosity in mitigating the harmful effects of abusive supervision on deviant behavior and revenge in the workplace.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-07-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47385307","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 : 2023-06-19DOI: 10.1108/ijcma-07-2022-0123
William A. Donohue, Deborah A. Cai, E. Fink, Etebong Attah Umana
Purpose Given the growing relationship between Nigeria and the USA, the purpose of this study is to compare conflict communication of Nigerians and Americans. Design/methodology/approach A total of 186 Nigerians and 214 Americans completed an online survey of Hammer’s (2005) Intercultural Conflict Style Inventory as well as items about the effect of conflict on team collaboration. Findings Contrary to expectations, Nigerians reported using more direct, whereas Americans reported using more indirect, communication when confronting conflict despite the stereotype that Americans are typically direct or more likely to say what is on their minds. However, consistent with expectations, Nigerians reported exercising more emotional restraint, whereas Americans favored the use of emotional expressiveness in conflict. Originality/value Overall, Nigerians were more concerned than Americans about the negative effect of conflict on team collaboration in the workplace. This concern was associated with the use of directness, indirectness and emotional restraint. Further, an exploratory structural equation model showed that the use of emotional expression was affected, in different ways, by several aspects of work and communication. Implications of these results are discussed along with directions for future research.
{"title":"Conflict, communication and team collaboration: a comparison of Nigerians and US Americans","authors":"William A. Donohue, Deborah A. Cai, E. Fink, Etebong Attah Umana","doi":"10.1108/ijcma-07-2022-0123","DOIUrl":"https://doi.org/10.1108/ijcma-07-2022-0123","url":null,"abstract":"\u0000Purpose\u0000Given the growing relationship between Nigeria and the USA, the purpose of this study is to compare conflict communication of Nigerians and Americans.\u0000\u0000\u0000Design/methodology/approach\u0000A total of 186 Nigerians and 214 Americans completed an online survey of Hammer’s (2005) Intercultural Conflict Style Inventory as well as items about the effect of conflict on team collaboration.\u0000\u0000\u0000Findings\u0000Contrary to expectations, Nigerians reported using more direct, whereas Americans reported using more indirect, communication when confronting conflict despite the stereotype that Americans are typically direct or more likely to say what is on their minds. However, consistent with expectations, Nigerians reported exercising more emotional restraint, whereas Americans favored the use of emotional expressiveness in conflict.\u0000\u0000\u0000Originality/value\u0000Overall, Nigerians were more concerned than Americans about the negative effect of conflict on team collaboration in the workplace. This concern was associated with the use of directness, indirectness and emotional restraint. Further, an exploratory structural equation model showed that the use of emotional expression was affected, in different ways, by several aspects of work and communication. Implications of these results are discussed along with directions for future research.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48549653","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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