Pub Date : 2023-03-28DOI: 10.1108/ijcma-10-2022-0167
Wu Wei, Hao Chen, Jie Feng, Jingya Li
Purpose The purpose of this study is to reveal the mechanism of peer abusive supervision on bystander behavior based on the perspective of bystander from two different paths of bystander empathy and bystander hostility toward supervisor. At the same time, it discusses the moderation effect of bystander traditionality on the two paths. Design/methodology/approach This study conducted a three-wave longitudinal survey. The data were collected from 454 employees and their coworkers in several Chinese enterprises. The authors used Mplus 7.4 and adopted a bootstrapping technique in the data analysis. Findings Peer abusive supervision leads bystanders to empathize with the abused colleague and thus exhibit more organizational citizenship behaviors, and peer abusive supervision also induces bystanders to develop hostility toward the abusive supervisor and thus produce more workplace negative gossip behaviors. In addition, it is found that bystander traditionality has a moderation effect in the process by which peer perceptions of abusive supervision influence bystander empathy and bystander hostility. Originality/value Based on Affective Events Theory, this study explores the mechanism of colleague perception of abusive supervision on bystander behavior from a bystander perspective. The results of this study not only provide a more comprehensive expansion of the weighting factors in the influence mechanism of abusive supervision but also provide new ideas for organizations to reduce the negative effects of workplace abusive behaviors.
{"title":"Helpful or hurtful? A study on the behavior choice of bystanders in the context of abusive supervision","authors":"Wu Wei, Hao Chen, Jie Feng, Jingya Li","doi":"10.1108/ijcma-10-2022-0167","DOIUrl":"https://doi.org/10.1108/ijcma-10-2022-0167","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to reveal the mechanism of peer abusive supervision on bystander behavior based on the perspective of bystander from two different paths of bystander empathy and bystander hostility toward supervisor. At the same time, it discusses the moderation effect of bystander traditionality on the two paths.\u0000\u0000\u0000Design/methodology/approach\u0000This study conducted a three-wave longitudinal survey. The data were collected from 454 employees and their coworkers in several Chinese enterprises. The authors used Mplus 7.4 and adopted a bootstrapping technique in the data analysis.\u0000\u0000\u0000Findings\u0000Peer abusive supervision leads bystanders to empathize with the abused colleague and thus exhibit more organizational citizenship behaviors, and peer abusive supervision also induces bystanders to develop hostility toward the abusive supervisor and thus produce more workplace negative gossip behaviors. In addition, it is found that bystander traditionality has a moderation effect in the process by which peer perceptions of abusive supervision influence bystander empathy and bystander hostility.\u0000\u0000\u0000Originality/value\u0000Based on Affective Events Theory, this study explores the mechanism of colleague perception of abusive supervision on bystander behavior from a bystander perspective. The results of this study not only provide a more comprehensive expansion of the weighting factors in the influence mechanism of abusive supervision but also provide new ideas for organizations to reduce the negative effects of workplace abusive behaviors.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44301826","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 : 2023-03-28DOI: 10.1108/ijcma-10-2022-0161
Yafan Fu, Yangyang Luo
Purpose This paper aims to investigate how and when different dimensions of trust and contracts interact to influence the development to negotiation strategies. Specifically, it explores how different dimensions of trust and contracts are combined to influence dispute negotiation strategies when cooperation parties have or do not have expectations of continuity. Design/methodology/approach This paper theoretically identified and empirically examined the interaction effect of trust and contract on dispute negotiation strategies in contractor–subcontractor relationships, by developing a conceptual framework and conducting a questionnaire survey comprising more than 300 disputes in the Chinese construction industry. Hierarchical regression analysis was mainly used to test the hypotheses. Findings This paper finds that contractual control may weaken the effect of goodwill trust in fostering interest-based strategies in the presence of expectations of continuity, while it may strengthen the effect in the absence of expectations of continuity. Contractual coordination negatively moderates the relationship between goodwill trust and interest-based strategies only when parties have little expectations of continuity. Moreover, contractual control enhances the effectiveness of competence trust on fostering interest-based strategies. Practical implications This paper provides insights for practitioners to wisely use different governance mechanisms to manage negotiation strategies and generate desired outcomes of dispute resolution. Originality/value This paper provides a nuanced understanding of how the two types of governance mechanisms interact, by considering trust and contract as multi-dimensional constructs. It explicit the boundary conditions of both the substitute and complementary relationship between them.
{"title":"The interaction effect of trust and contract on dispute negotiation strategy: evidence from the Chinese construction industry","authors":"Yafan Fu, Yangyang Luo","doi":"10.1108/ijcma-10-2022-0161","DOIUrl":"https://doi.org/10.1108/ijcma-10-2022-0161","url":null,"abstract":"\u0000Purpose\u0000This paper aims to investigate how and when different dimensions of trust and contracts interact to influence the development to negotiation strategies. Specifically, it explores how different dimensions of trust and contracts are combined to influence dispute negotiation strategies when cooperation parties have or do not have expectations of continuity.\u0000\u0000\u0000Design/methodology/approach\u0000This paper theoretically identified and empirically examined the interaction effect of trust and contract on dispute negotiation strategies in contractor–subcontractor relationships, by developing a conceptual framework and conducting a questionnaire survey comprising more than 300 disputes in the Chinese construction industry. Hierarchical regression analysis was mainly used to test the hypotheses.\u0000\u0000\u0000Findings\u0000This paper finds that contractual control may weaken the effect of goodwill trust in fostering interest-based strategies in the presence of expectations of continuity, while it may strengthen the effect in the absence of expectations of continuity. Contractual coordination negatively moderates the relationship between goodwill trust and interest-based strategies only when parties have little expectations of continuity. Moreover, contractual control enhances the effectiveness of competence trust on fostering interest-based strategies.\u0000\u0000\u0000Practical implications\u0000This paper provides insights for practitioners to wisely use different governance mechanisms to manage negotiation strategies and generate desired outcomes of dispute resolution.\u0000\u0000\u0000Originality/value\u0000This paper provides a nuanced understanding of how the two types of governance mechanisms interact, by considering trust and contract as multi-dimensional constructs. It explicit the boundary conditions of both the substitute and complementary relationship between them.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47661106","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 : 2023-03-22DOI: 10.1108/ijcma-09-2022-0146
Rashmi Singh, L. K. Jena
Purpose This paper aims to investigate the effect of parent–adolescent conflict in step versus biological families on family communication patterns (FCPs) and the conflict resolution strategy adopted by adolescents during family destinations or holiday planning (where to visit?). Design/methodology/approach The literature on family conflict (i.e. parent–adolescent conflict) and the different types of families (step vs nuclear) supported the proposed framework. The survey was conducted in the Indian subcontinent with a sample size of 437 adolescents. SPSS 22.0 was used for factor analysis (exploratory and confirmatory factor analysis) and structural equation modelling was used through AMOS 26.0 for data analysis. Findings Significant relationship was observed between the types of families (step and biological), FCP and the resolution strategy chosen by Indian adolescents. Adopting a resolution strategy by adolescents in both families depends on the type of FCP in the family. Adolescents in stepfamilies have socio-oriented FCP and use “positive problem-solving” and “conflict withdrawal” as a resolution strategy. In contrast, adolescents in biological families have concept-oriented families and use “conflict enhancement” as a resolution strategy. It has also been found that adolescents who fall into high-stress categories used conflict enhancement strategies. In contrast, those who fall under low-stress categories used positive problem-solving and withdrawal strategies. Practical implications This study will add a new chapter to adolescents’ decision-making literature in line with the previous research. It has practical implications for tourism marketers, academicians/researchers and policymakers. Marketers can segment adolescents into step versus biological families, and the choice of resolution strategies may introduce efficient and competent marketing strategies and promotional campaigns. Originality/value This study favours that family type is a robust construct to predict adolescents’ choice of resolution strategy. So, it is one of the most influential variables in adolescents’ resolution strategy adoption.
{"title":"Holiday planning in Indian families: a dual path model linking family type and conflict resolution","authors":"Rashmi Singh, L. K. Jena","doi":"10.1108/ijcma-09-2022-0146","DOIUrl":"https://doi.org/10.1108/ijcma-09-2022-0146","url":null,"abstract":"\u0000Purpose\u0000This paper aims to investigate the effect of parent–adolescent conflict in step versus biological families on family communication patterns (FCPs) and the conflict resolution strategy adopted by adolescents during family destinations or holiday planning (where to visit?).\u0000\u0000\u0000Design/methodology/approach\u0000The literature on family conflict (i.e. parent–adolescent conflict) and the different types of families (step vs nuclear) supported the proposed framework. The survey was conducted in the Indian subcontinent with a sample size of 437 adolescents. SPSS 22.0 was used for factor analysis (exploratory and confirmatory factor analysis) and structural equation modelling was used through AMOS 26.0 for data analysis.\u0000\u0000\u0000Findings\u0000Significant relationship was observed between the types of families (step and biological), FCP and the resolution strategy chosen by Indian adolescents. Adopting a resolution strategy by adolescents in both families depends on the type of FCP in the family. Adolescents in stepfamilies have socio-oriented FCP and use “positive problem-solving” and “conflict withdrawal” as a resolution strategy. In contrast, adolescents in biological families have concept-oriented families and use “conflict enhancement” as a resolution strategy. It has also been found that adolescents who fall into high-stress categories used conflict enhancement strategies. In contrast, those who fall under low-stress categories used positive problem-solving and withdrawal strategies.\u0000\u0000\u0000Practical implications\u0000This study will add a new chapter to adolescents’ decision-making literature in line with the previous research. It has practical implications for tourism marketers, academicians/researchers and policymakers. Marketers can segment adolescents into step versus biological families, and the choice of resolution strategies may introduce efficient and competent marketing strategies and promotional campaigns.\u0000\u0000\u0000Originality/value\u0000This study favours that family type is a robust construct to predict adolescents’ choice of resolution strategy. So, it is one of the most influential variables in adolescents’ resolution strategy adoption.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43868786","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 : 2023-03-21DOI: 10.1108/ijcma-10-2022-0159
H. Tariq, Abdullah Almashayekhi, Ahsan Ali, M. Burhan, H. Butt
Purpose Expanding on the research of the antecedents of abusive supervision, this study aims to explore supervisor role overload as a supervisor-level predictor of abusive supervision. Based on transactional stress theory, the authors investigate role overload that is appraised as a challenge or a hindrance stressor by supervisors, leading to pleasant or unpleasant feelings, respectively. The authors propose that, based on their appraisal, these feelings of supervisors act as a mediating mechanism that can facilitate or inhibit their abusive behaviour at work. Additionally, the authors posit emotional intelligence (EI) as a key moderator in helping supervisors manage the negative feelings arising from perceiving role overload as a hindrance and preventing them from demonstrating abusive supervision. Design/methodology/approach To test the proposed moderated mediation model, the authors collected two-wave data from middle-level supervisors or managers from several organisations located in the Eastern Province of Saudi Arabia (N = 990). Findings The results largely support the hypothesised relationships and show that depending on supervisor appraisal, role overload can generate pleasant or unpleasant feelings in supervisors and, consequently, impede or facilitate abusive supervision. They also shed light on the moderating effect of EI, in that supervisors scoring high on EI are better equipped to deal with unpleasant feelings arising from role overload and effectively manage their workplace behaviour, that is, to avoid abusive behaviours. Originality/value Role overload can have different impacts on employees: on the one hand, there is a potential for growth, which entails drive and enthusiasm; on the other hand, it could feel like an unsurmountable mountain for employees, leading to different forms of anxiety. Because what we feel is what we project onto others, supervisors experiencing unpleasant feelings cannot be the best leader they can be; even worse, they can become a source of negativity by displaying destructive behaviours such as abusive supervision. The corollary of something as minor as an interaction with a leader experiencing unpleasant feelings could have a ripple effect and lead to adverse outcomes for organisations and their employees. This study explores the different perceptions of role overload and the subsequent feelings coming from those perceptions as supervisor-level predictors of abusive supervision. While it is not possible to objectively put a different lens inside the minds of supervisors when they face stressors at work, to feel pleasant or unpleasant, they can be trained to manage their negative feelings and keep their behaviours in check. Particularly, training managers to be more emotionally intelligent can help them not only achieve growth by overcoming challenges at work but also acknowledge and adapt their feelings to keep their behaviours in the workplace positive. In practical terms, this research can pro
{"title":"All stressors are not bad: an affect-based model of role overload – the supervisor-level antecedent of abusive supervision","authors":"H. Tariq, Abdullah Almashayekhi, Ahsan Ali, M. Burhan, H. Butt","doi":"10.1108/ijcma-10-2022-0159","DOIUrl":"https://doi.org/10.1108/ijcma-10-2022-0159","url":null,"abstract":"\u0000Purpose\u0000Expanding on the research of the antecedents of abusive supervision, this study aims to explore supervisor role overload as a supervisor-level predictor of abusive supervision. Based on transactional stress theory, the authors investigate role overload that is appraised as a challenge or a hindrance stressor by supervisors, leading to pleasant or unpleasant feelings, respectively. The authors propose that, based on their appraisal, these feelings of supervisors act as a mediating mechanism that can facilitate or inhibit their abusive behaviour at work. Additionally, the authors posit emotional intelligence (EI) as a key moderator in helping supervisors manage the negative feelings arising from perceiving role overload as a hindrance and preventing them from demonstrating abusive supervision.\u0000\u0000\u0000Design/methodology/approach\u0000To test the proposed moderated mediation model, the authors collected two-wave data from middle-level supervisors or managers from several organisations located in the Eastern Province of Saudi Arabia (N = 990).\u0000\u0000\u0000Findings\u0000The results largely support the hypothesised relationships and show that depending on supervisor appraisal, role overload can generate pleasant or unpleasant feelings in supervisors and, consequently, impede or facilitate abusive supervision. They also shed light on the moderating effect of EI, in that supervisors scoring high on EI are better equipped to deal with unpleasant feelings arising from role overload and effectively manage their workplace behaviour, that is, to avoid abusive behaviours.\u0000\u0000\u0000Originality/value\u0000Role overload can have different impacts on employees: on the one hand, there is a potential for growth, which entails drive and enthusiasm; on the other hand, it could feel like an unsurmountable mountain for employees, leading to different forms of anxiety. Because what we feel is what we project onto others, supervisors experiencing unpleasant feelings cannot be the best leader they can be; even worse, they can become a source of negativity by displaying destructive behaviours such as abusive supervision. The corollary of something as minor as an interaction with a leader experiencing unpleasant feelings could have a ripple effect and lead to adverse outcomes for organisations and their employees. This study explores the different perceptions of role overload and the subsequent feelings coming from those perceptions as supervisor-level predictors of abusive supervision. While it is not possible to objectively put a different lens inside the minds of supervisors when they face stressors at work, to feel pleasant or unpleasant, they can be trained to manage their negative feelings and keep their behaviours in check. Particularly, training managers to be more emotionally intelligent can help them not only achieve growth by overcoming challenges at work but also acknowledge and adapt their feelings to keep their behaviours in the workplace positive. In practical terms, this research can pro","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43404659","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 : 2023-03-15DOI: 10.1108/ijcma-09-2022-0157
Lihan Zhang, Yongcheng Fu, Wenxue Lu, Jian Liu
Purpose How to depict conflict characteristics? Previous literature has overwhelmingly used intensity and frequency of conflict, resulting in an incomplete understanding of conflict itself and its impacts. To fill this knowledge gap, this paper aims to develop a comprehensive theoretical framework for conflict attributes. Design/methodology/approach Through a systematic and integrative literature review, this study has achieved the objectives by synthesizing the current state of knowledge on conflict and borrowing insights from event system theory. Findings A total of 16 conflict attributes were identified to constitute the event-oriented conceptualization of conflict, describing conflict from three dimensions – strength, time and space. Four promising areas for future conflict inquiry are proposed: linking the effectiveness of conflict to its attributes; exploring the interplay and configuration of multiple conflict attributes; progressing from variance- to process-oriented conflict theories; and developing symmetric/asymmetric views of conflict. Originality/value This paper conceptually clarifies conflict attributes from the event perspective and offers a nuanced understanding of conflict, which contributes to the current fragmented knowledge of conflict attributes. Scholars can build on this study’s findings to fill gaps and move conflict research forward. It also enhances researchers’ awareness of time and space and thus encourages more longitudinal exploration into the dynamics of conflict.
{"title":"Toward an event-oriented conceptualization of conflict: reflections on three decades of conflict research","authors":"Lihan Zhang, Yongcheng Fu, Wenxue Lu, Jian Liu","doi":"10.1108/ijcma-09-2022-0157","DOIUrl":"https://doi.org/10.1108/ijcma-09-2022-0157","url":null,"abstract":"\u0000Purpose\u0000How to depict conflict characteristics? Previous literature has overwhelmingly used intensity and frequency of conflict, resulting in an incomplete understanding of conflict itself and its impacts. To fill this knowledge gap, this paper aims to develop a comprehensive theoretical framework for conflict attributes.\u0000\u0000\u0000Design/methodology/approach\u0000Through a systematic and integrative literature review, this study has achieved the objectives by synthesizing the current state of knowledge on conflict and borrowing insights from event system theory.\u0000\u0000\u0000Findings\u0000A total of 16 conflict attributes were identified to constitute the event-oriented conceptualization of conflict, describing conflict from three dimensions – strength, time and space. Four promising areas for future conflict inquiry are proposed: linking the effectiveness of conflict to its attributes; exploring the interplay and configuration of multiple conflict attributes; progressing from variance- to process-oriented conflict theories; and developing symmetric/asymmetric views of conflict.\u0000\u0000\u0000Originality/value\u0000This paper conceptually clarifies conflict attributes from the event perspective and offers a nuanced understanding of conflict, which contributes to the current fragmented knowledge of conflict attributes. Scholars can build on this study’s findings to fill gaps and move conflict research forward. It also enhances researchers’ awareness of time and space and thus encourages more longitudinal exploration into the dynamics of conflict.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48625928","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 : 2023-02-27DOI: 10.1108/ijcma-08-2022-0132
Nathalie Desrayaud, Carolyn Hurley
Purpose This study aims to understand how cultural variables – collectivism and face concerns – influence perceived and ideal organizational conflict cultures in two multicultural societies. Design/methodology/approach Individuals studying in Singapore (N = 162) and the USA (N = 216) completed an online survey. Hierarchical regression analyses tested the hypotheses. Findings Regardless of cultural background, individuals prefer agreeable conflict cultures, with over 95% scoring above the scale mid-point. Ideal passiveness varied; highly collective and mutual face concerned individuals were more likely to idealize active conflict cultures. Collectivism overall was associated with perceiving and idealizing active and agreeable conflict cultures, though some relationships were only significant for one sample. Self-face concerned individuals were more likely to perceive passive conflict cultures. Research limitations/implications Culture influences organizational conflict cultures, but not necessarily in stereotypical ways. Despite cultural and geographical differences, the data provide evidence for a universal preference for agreeable conflict cultures. This finding is encouraging, given the increase in workplace diversity and desire to be responsive to needs of equity and inclusion. Therefore, leaders and managers should strive to establish agreeable conflict norms, even in the most culturally diverse organizations. The young, college student sample may not represent all working people, although the authors only recruited students with jobs who worked 28 h per week on average. Originality/value This research demonstrates the value of considering multiple levels of influence on conflict, advances the theory and measurement of organizational conflict cultures and identifies powerful similarities among diverse employees.
{"title":"Multicultural conflict cultures: more similarities than differences in diverse societies","authors":"Nathalie Desrayaud, Carolyn Hurley","doi":"10.1108/ijcma-08-2022-0132","DOIUrl":"https://doi.org/10.1108/ijcma-08-2022-0132","url":null,"abstract":"\u0000Purpose\u0000This study aims to understand how cultural variables – collectivism and face concerns – influence perceived and ideal organizational conflict cultures in two multicultural societies.\u0000\u0000\u0000Design/methodology/approach\u0000Individuals studying in Singapore (N = 162) and the USA (N = 216) completed an online survey. Hierarchical regression analyses tested the hypotheses.\u0000\u0000\u0000Findings\u0000Regardless of cultural background, individuals prefer agreeable conflict cultures, with over 95% scoring above the scale mid-point. Ideal passiveness varied; highly collective and mutual face concerned individuals were more likely to idealize active conflict cultures. Collectivism overall was associated with perceiving and idealizing active and agreeable conflict cultures, though some relationships were only significant for one sample. Self-face concerned individuals were more likely to perceive passive conflict cultures.\u0000\u0000\u0000Research limitations/implications\u0000Culture influences organizational conflict cultures, but not necessarily in stereotypical ways. Despite cultural and geographical differences, the data provide evidence for a universal preference for agreeable conflict cultures. This finding is encouraging, given the increase in workplace diversity and desire to be responsive to needs of equity and inclusion. Therefore, leaders and managers should strive to establish agreeable conflict norms, even in the most culturally diverse organizations. The young, college student sample may not represent all working people, although the authors only recruited students with jobs who worked 28 h per week on average.\u0000\u0000\u0000Originality/value\u0000This research demonstrates the value of considering multiple levels of influence on conflict, advances the theory and measurement of organizational conflict cultures and identifies powerful similarities among diverse employees.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-02-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43392381","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 : 2023-01-26DOI: 10.1108/ijcma-09-2022-0150
M. Iqbal, Ayesha Shakoor, Malik Ikramullah, Tamania Khan
Purpose Being grounded in interdependence theory, this study aims to address the following research question: Do managers’ negotiation styles (collaborative versus competitive) make employees’ relational justice-emotional experiences links sporadic? Design/methodology/approach Data elicited from N = 139 Pakistani undergraduate students participating in an online scenario-based experiment were used to employ repeated measures analysis and partial least square structural equation modeling techniques. Findings Results suggest that employees’ relational justice is likely to be higher when managers use a collaborative negotiation style than when they use competitive style in performance review meetings. Moreover, per managers’ different negotiation styles, employees’ relational justice perceptions may predict their positive emotions differently. That is, when managers use collaborative negotiation style, employees’ relational justice perceptions may positively predict their hope but not optimism, whereas when managers use competitive negotiation style, employees’ relational justice perceptions may positively predict their optimism but not hope. Furthermore, the positive relationship between employees’ relational justice and their optimism is stronger when their trust in manager is low than when it is high. Originality/value The study is of value for performance management theorists who aim to address the issue of ineffectiveness of the practice through relational means. The study includes the recently explicated concept of relational justice and examines its links with employee emotional reactions to performance reviews. Moreover, the study unveils how managers’ negotiation styles in performance review meetings cause variations in the links between employees’ perceptions of relational justice and their emotional experiences.
{"title":"Do managers’ negotiation styles make employees’ relational justice-emotional experiences links sporadic?","authors":"M. Iqbal, Ayesha Shakoor, Malik Ikramullah, Tamania Khan","doi":"10.1108/ijcma-09-2022-0150","DOIUrl":"https://doi.org/10.1108/ijcma-09-2022-0150","url":null,"abstract":"\u0000Purpose\u0000Being grounded in interdependence theory, this study aims to address the following research question: Do managers’ negotiation styles (collaborative versus competitive) make employees’ relational justice-emotional experiences links sporadic?\u0000\u0000\u0000Design/methodology/approach\u0000Data elicited from N = 139 Pakistani undergraduate students participating in an online scenario-based experiment were used to employ repeated measures analysis and partial least square structural equation modeling techniques.\u0000\u0000\u0000Findings\u0000Results suggest that employees’ relational justice is likely to be higher when managers use a collaborative negotiation style than when they use competitive style in performance review meetings. Moreover, per managers’ different negotiation styles, employees’ relational justice perceptions may predict their positive emotions differently. That is, when managers use collaborative negotiation style, employees’ relational justice perceptions may positively predict their hope but not optimism, whereas when managers use competitive negotiation style, employees’ relational justice perceptions may positively predict their optimism but not hope. Furthermore, the positive relationship between employees’ relational justice and their optimism is stronger when their trust in manager is low than when it is high.\u0000\u0000\u0000Originality/value\u0000The study is of value for performance management theorists who aim to address the issue of ineffectiveness of the practice through relational means. The study includes the recently explicated concept of relational justice and examines its links with employee emotional reactions to performance reviews. Moreover, the study unveils how managers’ negotiation styles in performance review meetings cause variations in the links between employees’ perceptions of relational justice and their emotional experiences.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45941313","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: This study aimed to assess the effectiveness of selected land governance institutions in the management of land conflicts in Lango sub-region. Methods and materials: Both correlation and descriptive designs were used and a sample size of 200 was targeted, and sampled using purposive and simple random sampling techniques from whom, questionnaires was administered among members of Land Tribunals, local council courts, and opinion leaders. The response rate of 86% was achieved from which data was analysed. Findings: The study reveals that the correlation between Land Tribunals and land conflicts (r = .120; p-value >.05) is positive and weak; between Local Council Courts and land conflict (r = .224; p-value <.05) is positive and weak; and between Ad-hoc Mediators and land conflict (r = .518; p-value>.05) is positive and strong. Further, the results of multiple regression reveal that Land Tribunals (Beta = .143; p-value >.05) is low in land conflict management; Local Council Courts (Beta = .085; p-value >.05) is low in land conflict management; and that Ad-hoc Mediators (Beta = .479; p-value >.05) is relatively high in land conflict management. Conclusion: It was concluded that Land Tribunals are the least effective in managing land conflicts but Local Council Courts are least effective in managing land conflicts; and that Ad-hoc Mediation is more effective in managing land conflicts in the study area. Recommendations: From the study, it is encouraged that government considers re-enforcing the role of Land Tribunals with the view of making them more effective in land conflicts management; A study on factors leading to rampant land conflicts is proposed.
{"title":"Land Governance Institutions and Land Conflict Management in Lira District, Lango Sub-Region, Uganda","authors":"Kagere Willy Omodo, G. Obici, D. Mwesigwa","doi":"10.47941/ijcm.1177","DOIUrl":"https://doi.org/10.47941/ijcm.1177","url":null,"abstract":"Purpose: This study aimed to assess the effectiveness of selected land governance institutions in the management of land conflicts in Lango sub-region. \u0000Methods and materials: Both correlation and descriptive designs were used and a sample size of 200 was targeted, and sampled using purposive and simple random sampling techniques from whom, questionnaires was administered among members of Land Tribunals, local council courts, and opinion leaders. The response rate of 86% was achieved from which data was analysed. \u0000Findings: The study reveals that the correlation between Land Tribunals and land conflicts (r = .120; p-value >.05) is positive and weak; between Local Council Courts and land conflict (r = .224; p-value <.05) is positive and weak; and between Ad-hoc Mediators and land conflict (r = .518; p-value>.05) is positive and strong. Further, the results of multiple regression reveal that Land Tribunals (Beta = .143; p-value >.05) is low in land conflict management; Local Council Courts (Beta = .085; p-value >.05) is low in land conflict management; and that Ad-hoc Mediators (Beta = .479; p-value >.05) is relatively high in land conflict management. \u0000Conclusion: It was concluded that Land Tribunals are the least effective in managing land conflicts but Local Council Courts are least effective in managing land conflicts; and that Ad-hoc Mediation is more effective in managing land conflicts in the study area. \u0000Recommendations: From the study, it is encouraged that government considers re-enforcing the role of Land Tribunals with the view of making them more effective in land conflicts management; A study on factors leading to rampant land conflicts is proposed.","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-01-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44702481","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: This study aimed to assess the role of selected land governance institutions in managing land conflicts in Uganda. Methodology: A desk research was adopted given that it was purely based on secondary data. Findings: The outcomes suggest that although a variety of mechanisms are available, ad-hoc mediation is key is resolving land conflicts in Uganda. Conclusion: The study concludes that government strengthen ad-hoc mediation as well as making them more formal in land conflict management. Recommendations: From the study, it is encouraged that local council court members be periodically trained in conflict management; that government advocates, trains, and considers better facilitation for ad-hoc mediators to make them more effective.
{"title":"Reviewing the Role of Selected Land Governance Institutions in Land Conflict Management in Uganda","authors":"Kagere Willy Omodo, G. Obici, D. Mwesigwa","doi":"10.47941/ijcm.1176","DOIUrl":"https://doi.org/10.47941/ijcm.1176","url":null,"abstract":"Purpose: This study aimed to assess the role of selected land governance institutions in managing land conflicts in Uganda. \u0000Methodology: A desk research was adopted given that it was purely based on secondary data. \u0000Findings: The outcomes suggest that although a variety of mechanisms are available, ad-hoc mediation is key is resolving land conflicts in Uganda. \u0000Conclusion: The study concludes that government strengthen ad-hoc mediation as well as making them more formal in land conflict management. \u0000Recommendations: From the study, it is encouraged that local council court members be periodically trained in conflict management; that government advocates, trains, and considers better facilitation for ad-hoc mediators to make them more effective.","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-01-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48997943","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 : 2023-01-10DOI: 10.1108/ijcma-04-2022-0075
Arathi Krishna, Devi Soumyaja, C. Sowmya
Purpose Workplace bullying generates various emotions, including shame in the target; these emotions can induce employee silence. However, the role of shame in the relationship between workplace bullying and employee silence, and the individual differences in how victims experience shame and silence, has not yet been explored. The present study aims to fill this gap in the literature, using the effect of shame as a mediator and core self-evaluation (CSE) as a moderator. Design/methodology/approach Two thousand faculty members working in different colleges in India were invited to participate in the online survey. The participants were invited to fill in the questionnaire only if they had experienced shame by bullying during the preceding two weeks. Three hundred and twenty faculty members responded to the survey. Findings The results showed that shame mediates the relationship between workplace bullying and diffident silence. In addition, CSE moderates the relationship between shame and diffident silence but not the relationship between workplace bullying and shame. That is, diffident silence induced by shame was noted to be weaker for employees with high CSE. Importantly, the study could not find any individual difference in experiencing shame by bullying. Practical implications Improved CSE can effectively influence diffident silence through shame, helping the management to recognize workplace bullying. Originality/value It is a unique attempt to address diffident silence among Indian academicians, and study the role of targets’ shame and CSE while adopting silence on workplace bullying.
{"title":"Workplace bullying and diffident silence: a moderated mediation model of shame and core self-evaluation","authors":"Arathi Krishna, Devi Soumyaja, C. Sowmya","doi":"10.1108/ijcma-04-2022-0075","DOIUrl":"https://doi.org/10.1108/ijcma-04-2022-0075","url":null,"abstract":"\u0000Purpose\u0000Workplace bullying generates various emotions, including shame in the target; these emotions can induce employee silence. However, the role of shame in the relationship between workplace bullying and employee silence, and the individual differences in how victims experience shame and silence, has not yet been explored. The present study aims to fill this gap in the literature, using the effect of shame as a mediator and core self-evaluation (CSE) as a moderator.\u0000\u0000\u0000Design/methodology/approach\u0000Two thousand faculty members working in different colleges in India were invited to participate in the online survey. The participants were invited to fill in the questionnaire only if they had experienced shame by bullying during the preceding two weeks. Three hundred and twenty faculty members responded to the survey.\u0000\u0000\u0000Findings\u0000The results showed that shame mediates the relationship between workplace bullying and diffident silence. In addition, CSE moderates the relationship between shame and diffident silence but not the relationship between workplace bullying and shame. That is, diffident silence induced by shame was noted to be weaker for employees with high CSE. Importantly, the study could not find any individual difference in experiencing shame by bullying.\u0000\u0000\u0000Practical implications\u0000Improved CSE can effectively influence diffident silence through shame, helping the management to recognize workplace bullying.\u0000\u0000\u0000Originality/value\u0000It is a unique attempt to address diffident silence among Indian academicians, and study the role of targets’ shame and CSE while adopting silence on workplace bullying.\u0000","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2023-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48626251","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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