Purpose This study aims to examine how language similarity influences international trade disputes within the World Trade Organization (WTO). Contrary to the assumption that language similarity fosters cooperation, this study posits that it can facilitate strategic maneuvering and adversarial engagement in formal disputes. Design/methodology/approach Using data on 5,651 country pairs and 565 WTO trade dispute cases from 1995 to 2019, this study introduces a novel measure of language similarity, dyadic language coupling (DLC), based on phylogenetic and lexical proximity and incorporates common spoken language (CSL) as an additional dimension. A panel probit model was used to estimate the effects of language similarity on dispute initiation and adjudication duration in the WTO. Findings Results indicate that greater language similarity significantly increases the likelihood of dispute initiation and prolongs adjudication. CSL raises the initiation probability by 0.76% and extends the duration by 0.38%, while DLC increases the initiation by 0.22% and the duration by 0.24%. A nonlinear effect suggests that beyond a threshold, a higher language similarity strengthens the intention to prevail, potentially lengthening the settlement time. Research limitations/implications This study is limited to WTO trade disputes; future research could examine whether language similarity exerts similar effects in other international or bilateral negotiation contexts. Originality/value This study frames language similarity as a dyadic linguistic capacity that enhances countries’ communication and strategic performance in WTO disputes. Extending the capacity hypothesis, it demonstrates that linguistic capacity complements traditional capabilities in shaping the dynamics of disputes. The dyad-specific measure provides a precise tool for systematically assessing how communication alignment affects dispute behavior.
Purpose The Indian IT industry is a space where employees strive for belongingness. This study aims to explore how bullying disrupts organizational identification (OI) and depletes psychological well-being (PWB). It also examines the nuanced role of perceived organizational support (POS).Design/methodology/approach A structural equation modeling strategy was used to examine data from 396 Indian IT workers. The proposed relationships between workplace bullying (WB), PWB, POS and OI were tested.Findings WB was negatively associated with PWB (beta = -0.299). In addition, OI mediated the relationship between WB and PWB (beta = -0.075). Notably, POS exacerbated the effect of WB on PWB (beta = -0.098).Originality/value The study enriches organizational studies by suggesting that OI is a critical mediator in the nexus between WB and PWB. It also points to a surprising role of POS. Rather than always serving as a buffer for employees, high POS might be associated with the harm of bullying due to expectation mismatch.
Purpose This study aims to understand individuals’ experiences of workplace incivility (WPI) and how they decode it and cope with it. It also investigates the implications of sensemaking of WPI for outcomes, specifically departures from WPI escalations. The study emphasises the role of context in WPI sensemaking and the unique challenges and opportunities posed by the virtual context, which creates possibilities for departure. Design/methodology/approach The authors draw on 73 semi-structured interviews conducted in two phases (virtual work settings and complete work in office or hybrid mode) with participants from diverse service industries in India. An abductive analysis was performed. Findings The study offers in-depth insights into how sensemaking of WPI unfolds and the various stages, including identification, interpretation and in/action, that inform and influence one another to facilitate departure from WPI spirals. Insights from workplace experiences in a virtual context highlight the newer contours of WPI in this context, such as being muted by someone or not letting another person enter the virtual meeting room. The findings reveal the challenges victims face in making sense of these experiences due to a lack of social co-location with others, limited media richness and cues that impact WPI identification, interpretation and response and may create opportunities for departure from incivility spirals. Practical implications The findings offer valuable insights for organisations and employees. WPI findings in the virtual setting underscore the need to recognise the evolving contours of WPI and devote more attention to them. A sensemaking perspective on WPI helps individuals and organisations understand how WPI is perceived and dealt with and indicates how WPI spirals can be broken before they seep and spread into the organisation. Knowing the possible departure points might inform the design of early measures for stalling the diffusion of WPI. Originality/value Unlike previous research, which focused on the “what” and “why” of incivility and examined antecedents and consequences, this study focuses on “how” incivility is perceived and made sense of. Building on sensemaking theory and reflections from a virtual work design, it contributes to identifying the various stages of WPI sensemaking, the role of context and possibilities of departures from WPI spirals, which remain understudied in the literature. Reflections from a virtual work design make the study timely and relevant to contemporary workplaces.
Purpose: The study assessed the situation of conflict management practices among academic library staff leveraging on the role of organisational culture. The study leverage on causes of conflict among academic library staff, influence of conflict on the performance of academic library staff, conflict resolution practices available for academic library staff and relationship between conflict management and organisational culture of academic libraries. Methodology: Pertinent literature was reviewed per the research questions and supported by a relevant theory. The study was limited to selected technical universities in Ghana and focused mainly on library staff as the population. Out of 44 copies of questionnaire distributed to the library staff, 41 copies were retrieved. This represented a response rate of 93% of the valid sample size. SmartPLS3 was used to analyze the data collected. All the variables tested indicated a significantly positive relationship. Findings: The study established that the root cause of conflict emanates from poor communication, unclear policies and unclear definitions of roles, leadership styles, unequal distribution of work schedules among others. The research also brought to bear that conflict could influence the performance of an individual either positively or negatively such as teamwork, reduction in job satisfaction, creatively, low morale and productivity, efficiency and quality of work. The study further revealed that conflict resolution measures available were formal procedures, all party discussion, open communication, interpersonal communication as well as fairness in conflict situation. The study recommended among others that improving employee performance and organisational effectiveness requires addressing conflict issues. The study recommended among others that improving employee performance and organisational effectiveness requires addressing conflict issues. Unique Contribution to Theory, Practice and Policy: The study contributes significantly to the existing body of knowledge on conflict management practices among working individuals in academic libraries. The research provides evidence of the influence of conflict among the working class in academic institutions especially libraries.
Purpose: This paper analyzes how intermarriage acts as a mechanism for resolving conflicts in Somali cultural context. Methodology: Through qualitative case study research and an ethnographical overview of past literature, the author seeks to clarify the cultural and legal foundations of intermarriage as a security architecture through kinship obligation. Additionally, the author also traced the history of intermarriage, from pre-colonial pastoralist societies to its current resurgence. Findings: Ultimately, this research demonstrates that intermarriage provides more than just a symbolic expression of peace; it provides a structural solution that can reshape kinship obligations, redistribute responsibility for providing security and establish peace at the core of the social networks among the clans that are parties to the agreement. Furthermore, this research addresses the critical role of gender politics and emphasizes women's agency, the ethics of obtaining their consent, and the daily lives of brides who serve as 'human bridges' between warring clans. Three detailed case studies combined with an overall comparison of Africa-wide customs including those of the Acholi, Dinka Nuer, Oromo, Southern African, West African and Nigerian peoples provide examples of both the similarity and diversity of kin-based systems for mediating conflict. Unique Contribution to Theory, Practice and Policy: This paper provides contributions to the body of knowledge regarding customary peace-building by framing Somalis' use of intermarriage as a complex form of transforming conflict into sustainable peace, locating it within a wider continental tradition of kinship-mediated security governance and ultimately offering suggestions for ethical guidelines and hybrid models of governance that balance customary legitimacy with contemporary standards for accountability, rights and inclusivity in peace-building.
Purpose: This study examines the role of religion in conflict resolution and peacebuilding within Ghana’s pluralistic society, emphasizing the contributions of religious institutions, leaders, and interfaith initiatives to social cohesion and sustainable peace. Methodology: Using a qualitative research design, the study relied on secondary data from peer-reviewed articles, books, policy documents, and case studies, which were analysed thematically through peacebuilding, public religion, and conflict transformation theories. Findings: The findings reveal that religious actors function as trusted mediators, moral authorities, and facilitators of reconciliation, while interfaith dialogue significantly promotes peaceful coexistence and prevents conflict escalation. However, doctrinal differences, politicization of religion, and socio-economic inequalities continue to challenge effective religious peacebuilding. Unique Contribution to Theory, Practice and Policy: The study contributes theoretically by repositioning religion as a constructive force in African peacebuilding and recommends strengthening interfaith dialogue platforms, enhancing peacebuilding training for religious leaders, promoting peace education, and deepening collaboration between religious institutions and the state.
Purpose This study breaks new ground by examining the whiplash effect of exploitative leadership, a fact that has been overlooked in the hospitality literature. Drawing on ego depletion theory, this study aims to examine the impact of exploitative leadership on service deviance behavior and compulsory citizenship behavior, mediated by work-family conflict and moderated by the benevolence climate.Design/methodology/approach The authors used the multisource time-lag approach to collect data from 308 restaurant employees and analyzed it using structural equation modeling.Findings The results of this study reveal that exploitative leadership triggers service-deviant behavior and is negatively related to compulsory citizenship behavior. The findings show that work-family conflict mediates the relationship between exploitative leadership and service-deviant behavior, as well as compulsory citizenship behavior. Furthermore, the findings highlight the moderating role of the benevolence climate in the relationship between exploitative leadership and work-family conflict, as well as its subsequent impact on employee service deviance behavior and compulsory citizenship behavior.Originality/value This study is a pioneering effort to examine the unique combination of detrimental impacts of exploitative leadership on employee deviance and compulsory citizenship behavior, mediated through work-family conflict, and the interactional role of a benevolence climate in the hospitality industry. It uncovers how these factors contribute to the convergence of exploitative leadership with employee deviance and compulsory citizenship behavior. Moreover, this study examines how a stronger benevolence climate underscores the importance of fostering a supportive organizational environment to mitigate the adverse effects of exploitative leadership; therefore, its findings should be interpreted within this cultural and geographical context.
Purpose This study aims to develop and test a moderated dual-mediator model of employees’ responses to customer mistreatment, positioning withdrawal and helping as two distinct alternatives to retaliation. Drawing on Belief in a Just World theory and the socio-functional perspective on self-conscious emotions, the authors examined how employees’ attributions of customers’ service promotion motives shape shame and guilt, driving psychological withdrawal and customer-directed organizational citizenship behaviors (OCBs). Design/methodology/approach Study 1 used a three-wave, time-lagged survey of 331 hotel employees. Study 2 used a scenario-based experiment with 316 participants. Findings In Study 1, when employees attribute low service promotion motives to customers, customer mistreatment was more likely to evoke shame, which predicted psychological withdrawal. In contrast, when such motives are attributed as high, mistreatment is more likely to elicit guilt, subsequently promoting customer-directed OCBs. Study 2 provided further evidence that employees’ responses to customer mistreatment extend beyond “tit-for-tat” retaliation. Practical implications Beyond hostility and retaliation, customer mistreatment can elicit either shame-driven withdrawal or guilt-induced helping. Attributional reframing and emotional regulation can mitigate withdrawal while fostering customer-directed OCBs. Originality/value This study introduces attributed service promotion motives as a moderator, challenging the assumption that customer mistreatment is invariably perceived as malicious and explaining why employees may sometimes experience shame and guilt rather than hostility. It proposes an attribution-based mechanism through which these self-conscious emotions lead to distinct non-retaliatory responses. Finally, the study develops an integrative model that differentiates flight from helping as an alternative behavioral response and clarifies when and why employees transition following customer mistreatment.
Purpose This study aims to examine the association between relationship conflict (RC) and employee well-being (EW) and understand the mechanisms linking both. In this attempt, the study examines workplace incivility (WI) as an interpersonal mechanism and emotional exhaustion (EE) as an intrapersonal mechanism, along with political skill as a potential moderator. Design/methodology/approach To test the study’s hypotheses, we collected data from employees working in various domains (e.g. manufacturing, services, etc.) using a Web-based survey. Later, structural equation modelling was employed to test the study’s hypotheses. Findings The study confirmed that RC impairs well-being through WI and EE. In this, employees’ political skill mitigates/conditions the positive effect of RC on WI and EE. Practical implications The study findings direct the managers to understand how to reduce RC among the employees and provide interventions to manage RC to mitigate its deleterious effects. Originality/value To the best of the authors’ knowledge, limited studies addressed the intrapersonal and interpersonal mechanisms linking RC and EW. The study also adds value to the extant literature by establishing the role of political skill in the model.
Purpose Most research on team conflict focuses on the effects of horizontal conflict among team members, while vertical conflict between leaders and members remains relatively understudied. This study aims to investigate how two types of vertical conflict, task conflict and relationship conflict, affect team performance through the lens of moqi, which reflects an implicit mutual understanding between leaders and members. Design/methodology/approach Drawing on conflict theory, this study develops a moderated mediation model in which moqi mediates the relationship between vertical conflict and team performance, while leader openness moderates the mediation effect. A multi-source longitudinal survey design is employed to collect data, and statistical analyses are conducted to test the proposed hypotheses. Findings The results indicate that task conflict between leaders and members enhances moqi, which in turn improves team performance, with leader openness strengthening this indirect effect. In contrast, relationship conflict inhibits moqi, which reduces team performance, with leader openness weakening this indirect effect. Originality/value This study contributes to the literature on team conflict by shifting the focus from horizontal to vertical conflict and by revealing the distinct mechanisms through which task and relationship conflict influence team outcomes. The study advances the understanding of implicit coordination processes and leadership styles that shape team effectiveness by highlighting the mediating role of moqi and the moderating role of leader openness.
Purpose This study aims to investigate the effects of both directions of work-family conflict, namely, work-to-family conflict (WFC) and family-to-work conflict (FWC), on quiet quitting, as well as the moderating role of hope in these associations.Design/methodology/approach This study adopted an explanatory sequential mixed-methods design. In the first phase, quantitative data was collected through a survey of 418 Vietnamese employees and analyzed using partial least squares structural equation modeling with SmartPLS 4.0. In the second phase, a qualitative approach was used, with in-depth interviews conducted with six Vietnamese employees to further explain and contextualize the quantitative findings.Findings The quantitative results indicate that both WFC and FWC are positively associated with quiet quitting. Moreover, hope moderates the relationship between WFC and quiet quitting; however, its moderating effect is not significant in the FWC-quiet quitting relationship. The qualitative findings further suggest that low-hope employees tend to engage in quiet quitting as a reactive coping response. In contrast, high-hope employees appear to view quiet quitting as a deliberate, short-term strategy to manage temporary conflicts between family and work without disengaging from their careers.Originality/value While prior research has investigated the relationship between WFC and quiet quitting, little is known about the role of FWC or the factors that may hinder these relationships. This study addresses the gap by examining the relationships between work-to-family and FWC and quiet quitting, as well as the hindering role of hope in these associations. Moreover, this study used the interview method to explain the unexpected finding that hope does not moderate the relationship between FWC and quiet quitting, thereby providing a contextualized understanding of the research results.
Purpose Multiteam systems (MTSs) are crucial for organizations. However, the drivers and generation mechanisms of inter-team conflicts in MTS are still unclear. This paper aims to explore the concept of “MTS conflict” to understand conflict crises in collaboration. It challenges the traditional view that identity issues mainly cause MTS conflicts. Instead, it uses a sensemaking perspective to explore inherent MTS factors causing conflicts and their origins in innovation settings. Design/methodology/approach This paper uses an exploratory case study approach to analyze the drivers of MTS conflict. It investigates how factors such as MTS management experience and professional power influence conflict generation. Evidence from interviews, fieldwork and internal materials helps comprehend MTS conflict behaviors, and examines the unique origins of conflicts when firms pursue higher-level innovation through MTS. Findings The study reveals that MTS conflicts originate from specific drivers and progress through three distinct sensemaking phases, ultimately crystallizing into different conflict categories. This process accentuates the indispensable role of sensemaking components within MTS conflicts. In addition, the study meticulously differentiates three MTS conflict generation patterns and constructs a comprehensive framework to elucidate MTS conflict generation. Originality/value This study explores the internal links between MTS conflict driving factors, processes and manifestation, and analyzes the multidimensional nature of complex MTS conflicts. Using a sensemaking perspective, it enriches the theoretical framework of MTS conflict generation. It also provides reflections on MTS conflict prevention for practitioners, offering both theoretical and practical contributions.
PurposePrior research has yet to provide a coherent theoretical framework explaining how communication media hinder or advance negotiation success, and many dated studies are unlikely to be relevant. This study aims to examine the impact of four communication media on negotiation outcomes. It also examines the potential moderating effects of the following negotiator characteristics: conflict management style, personality traits and indirect communication style.Design/methodology/approachA total of 400 participants formed 200 dyads to negotiate a mixed-motive relational conflict through face-to-face (FTF) interaction, videoconferencing, audio call or synchronous text messaging. Linear mixed regression was used to assess the impact of communication media on non-economic outcomes of the individual negotiator and the moderating effect of negotiator traits. One-way and two-way analyses of variance were used to examine the impact of economic outcomes, as well as the moderating effect of negotiator traits, on negotiation dyads.FindingsThe study found the synchronous text-based negotiations yielded poorer negotiation outcomes than other media. However, there were no significant differences in negotiation outcomes across FTF, video and audio negotiations, except for higher trust levels in FTF negotiations than video and audio negotiations, and higher value creation in audio than FTF negotiations. Importantly, the study revealed the moderating effect of conflict management style, indirect communication style and the personality traits of extraversion, conscientiousness, agreeableness and emotional stability. Specifically, dyads in which both negotiators had high assertiveness achieved lower joint value creation in FTF than audio and video negotiations. Furthermore, for dyads characterized by mismatched levels of extraversion, joint value creation was significantly lower in FTF negotiations than video and audio negotiations.Research limitations/implicationsGreater statistical power for negotiator traits' effects on economic outcomes could have been achieved with a higher number of dyads.Practical implicationsWhen choosing the most appropriate medium for negotiating a complex matter with no prior familiarity with one's counterpart, it is prudent to rely on FTF interaction if it is crucial to establish trust. On the other hand, synchronous text messaging is a poor fit in terms of both economic and non-economic outcomes. When economic outcomes such as joint value creation are important, audio communication may surpass FTF communication due to the potential for negotiators to focus better on the content of their negotiation. With regard to other economic and non-economic outcomes, FTF, video and audio modes are likely to lead to comparable outcomes. The choice of communication mode does matter for certain outcomes, but the most optimal mode may differ across negotiators. It is more crucial to understand the characteristics of the negotiators as they have been shown by this study to influence the impact of communication media on negotiation success. For instance, the FTF setting, while conducive for trust-building, may not lead to positive economic outcomes if the negotiators have mismatched extraversion levels or are both assertive in their conflict management styles. Leaner media, such as video or audio communication, may be more appropriate in this regard.Originality/valueThe overall findings cast doubt on conventional media attributes frameworks such as media richness and task-media fit theories. These theories may have limited application only to synchronous text communication, which had significantly worse outcomes than the other three media. Social presence theory could explain FTF communication's positive effect on perceived trustworthiness of the counterpart. Unlike audio and video media, the in-person setting probably provides a unique environment to assess the counterpart using one's full range of senses. Crucially, the study has shed light on the unexplored moderating effect of negotiator traits. Notably, the prejudicial effect of assertive negotiation dyads on joint value creation in FTF negotiations adds further insights to earlier research on the communication orientation model.
Purpose Using the information exchange perspective, this study aims to investigate the relationships between task conflict and various stages of innovative job performance – idea generation, promotion and realization – and further explore how relationship conflict moderates these relationships in line with the contingency model of conflict. Design/methodology/approach The study’s hypotheses were tested using Hayes’ PROCESS macro (Model 1), with data collected from 503 employees working in both manufacturing and service-sector organizations in Pakistan. Findings Task conflict is positively associated with the initial two stages of innovative job performance – idea generation and idea promotion – while negatively associated with the final stage, idea realization. Furthermore, relationship conflict moderates these links, such that higher levels of relationship conflict weaken the positive relationships between task conflict and both idea generation and idea promotion, while strengthening the negative relationship with idea realization. Originality/value The current study contributes to the existing research on conflict management and innovation by detailing how the interaction between task and relationship conflicts influences various stages of innovative job performance.
PurposeThis paper aims to explore how group entitativity, the extent to which a group is perceived as cohesive and unified, influences prenegotiation expectations of cooperative and competitive behaviors from the group.Design/methodology/approachThree experiments manipulated group entitativity. Study 1 tested whether high group entitativity amplifies anticipations about a group's likely competitive or cooperative behaviors in a negotiation, in line with initial assumptions about the nature of the negotiation, Study 2 assessed anticipations of competitive and cooperative behaviors in the absence of context information and Study 3 examined the potentially moderating role of positive group member information.FindingsStudy 1 showed that high (vs low) group entitativity amplifies observers' initial assumptions about a negotiation, leading to stronger anticipations of competitive and cooperative behaviors of a counterpart group consistent with those assumptions. Study 2 showed that when no information is given about the competitive or cooperative nature of a negotiation, high group entitativity increased expectations of competitive behaviors from the counterpart group. Study 3 replicated this pattern and demonstrated that negotiators' expectations of competitiveness from a counterpart group are resistant to mitigation by positive information about individual group members' cooperative behaviors.Originality/valueThe findings highlight a previously underexplored psychological mechanism through which perceived group structure can shape early strategic expectations in negotiation.
PurposeDrawing on the social learning theory, this study aims to investigate the spillover effects (i.e. an unintended consequence of an action) of abusive supervision through third-party employees' (i.e. peers') mistreatment actions toward victims. This paper also argues that third parties learn mistreatment behaviors from abusive leaders and then impose peer ostracism on victims, thereby positively affecting victims' knowledge-hiding behavior.Design/methodology/approachTo test the proposed hypotheses, data were collected at three time points, separated by one month, to neutralize potential common-method bias. The final sample of 635 valid responses was analyzed using regression analysis.FindingsResults showed that abusive supervision is positively related to peer ostracism, which is further positively associated with employee knowledge hiding. Also, the frequency of interaction moderates the direct relationship between abusive supervision and peer ostracism and the indirect relationship between abusive supervision and knowledge hiding through peer ostracism.Practical implicationsThe findings highlight the imperative for organizations to mitigate abusive supervision and peer ostracism through rigorous policies, ethical leadership development programs and nurturing environments that promote equity and open dialogue, thereby curtailing knowledge hiding and cultivating transparency, trust and constructive workplace dynamics.Originality/valueUnlike most of the previous investigations that have focused on the relationship between abusive supervision and knowledge hiding, this research contributes to the abusive supervision literature by highlighting a social learning process of third-party peer mistreatment, suggesting a spillover channel of abusive supervision on the victim's knowledge hiding behavior.
PurposeThis study aims to investigate the role of the regulatory environment in influencing how the perceived transparency and competence of artificial intelligence (AI) systems affect trust in those systems and conflict resolution ability in India's financial institutions. It examines the role of trust as an intermediary variable between these AI system attributes and organisational outcomes by employing theories that include trust theory, signalling theory, social exchange theory, the technology acceptance model and institutional theory.Design/methodology/approachUtilizing survey data from 885 employees working in both public and private sector banks across India, collected through a multi-stage sampling method, this study employed structural equation modelling (SmartPLS) to evaluate the conceptual model. The analysis focused on examining both the direct and indirect effects, as well as the mediation of relationships among AI attributes, trust, the regulatory environment and conflict resolution outcomes.FindingsThe results indicate that perceived transparency and competence are significant predictors of trust in AI systems, and that trust in AI systems is a positive predictor of conflict resolution effectiveness. In addition, trust is an important mediator between AI attributes and operational outcomes. Finally, the regulatory environment positively moderates the relationship between transparency and trust, highlighting the importance of institutional legitimacy and safeguards in fostering employee confidence in AI systems.Research limitations/implicationsThese results have implications for developing AI systems that emphasise transparency, competence and trustworthiness. Regulatory bodies, including the RBI, must develop stronger governance frameworks, oversight mechanisms and AI-literacy initiatives to foster greater trust in AI systems and encourage their institutional adoption. Finally, this study presents practical advice for developing responsible and trustworthy AI systems in a highly regulated financial ecosystem.Originality/valueTo the best of the authors' knowledge, this study is one of the first empirical studies in the Indian banking context to demonstrate the causal links between AI system attributes, trust mechanisms, regulatory variables and conflict resolution outcomes. By combining micro-level trust dynamics with macro-level institutional influences, this study provides a new, multi dimensional perspective on the use of AI in regulated financial service environments and expands our theoretical knowledge regarding the use of trust-based collaborative efforts between humans and AI systems.
PurposeThe purpose of this study is to examine the role of malleability beliefs (MBs), hope and civic engagement in relation to attitudes toward restorative justice (RJ) in Israeli society, which is engaged in an ongoing, intractable conflict between Jews and Arabs. The study examines how these psychological and social factors are associated with willingness to participate in RJ during times of relative peace and periods of escalation.Design/methodology/approachUsing a two-wave panel design, the study assessed the same participants (n = 339) before and during the recent Israel-Hamas war, focusing on the Jewish population. Differences in MBs across the two time points were examined, and correlations among MBs, hope, civic engagement and willingness to engage in RJ were analyzed using mediation models.FindingsThe findings showed differences in MBs between the two time points. Importantly, a positive correlation was found between hope, civic engagement and willingness to engage in RJ during the war. Moreover, an indirect effect was detected, whereby MBs - before but not during the war - were related to greater willingness to engage in RJ through increased civic engagement and hope.Originality/valueThis study advances the conflict management literature by offering a dynamic, context-sensitive reconceptualization of MBs within a protracted conflict. To the best of the authors' knowledge, it is among the first to examine how MBs relate to support for RJ in a deeply divided society in wartime. By integrating MBs with hope and civic engagement, the study identifies statistical associations linking MBs to receptiveness to RJ, extending existing models beyond static or institutionally bounded contexts.
Purpose This study aims to investigate how the interaction amongst different types of inter-organizational conflicts influences the absorptive capacity and innovativeness of small and medium-sized enterprises in Malaysia and examines the mediating role of absorptive capacity in such relationship. Design/methodology/approach The sample comprised cross-industry small and medium-sized exporters in Malaysia’s manufacturing sector. Data were collected from 124 respondents through a survey, and the hypothesized relationships were tested using the structural model in Smart PLS 4.0 and by using a bootstrapping technique with 5,000 samples. Findings The structural model shows that the predictors explained 44 % and 45 % of the variance in absorptive capacity and innovativeness, respectively. The effect size (f²) estimates for the significant relationships ranged from low to high. Functional conflict is a critical antecedent to absorptive capacity and innovativeness, dysfunctional conflict moderates the impact of functional conflict on absorptive capacity and innovation, and absorptive capacity mediates the influence of functional conflict on export innovativeness. The inner model evaluation shows a q2 effect size of greater than zero, which reflects the predictive relevance of functional and dysfunctional conflict. Nevertheless, the small sample size limits the statistical power of the tests, especially with regards to model complexity. Originality/value To the best of the authors’ knowledge, this study is the first to investigate the effects of the interaction between functional and relational conflicts on absorptive capacity and innovativeness.
