Intellectual humility is reliably associated with constructive responses to conflict

Conflict is a ubiquitous, but potentially destructive, feature of social life. In the current research, we argue that intellectual humility-the awareness of one's intellectual fallibility-plays an important role in promoting constructive responses and decreasing destructive responses to conflict in different contexts. In Study 1, we examine the role of intellectual humility in interpersonal conflicts with friends and family members. In Study 2, we extend this finding to workplace conflicts. In both studies we find that intellectual humility predicts more constructive and less destructive responses to conflict. This work extends the burgeoning literature on the benefits of intellectual humility by demonstrating its association with responses that help defuse conflictual encounters.

A multi-facetted patient safety resource-A qualitative interview study on hospital managers' perception of the nurse-led Rapid Response Team

AIM

To explore hospital managers' perceptions of the Rapid Response Team.

DESIGN

An explorative qualitative study using semi-structured individual interviews.

METHODS

In September 2019, a qualitative interview study including nineteen hospital managers at three managerial levels in acute care hospitals was conducted. Interview transcripts were analysed with an inductive content analysis approach, involving researcher triangulation in data collection and analysis processes.

FINDINGS

One theme, 'A resource with untapped potential, enhancing patient safety, high-quality nursing, and organisational cohesion' was identified and underpinned by six categories and 30 sub-categories.

CONCLUSION

The Rapid Response Team has an influence on the organization that goes beyond the team's original purpose. It strengthens the organization's dynamic cohesion by providing clinical support to nurses and facilitating learning, communication and collaboration across the hospital. Managers lack engagement in the team, including local key data to guide future quality improvement processes.

IMPLICATIONS

For organizations, nursing, and patients to benefit from the team to its full potential, managerial engagement seems crucial.

IMPACT

This study addressed possible challenges to using the Rapid Response Team optimally and found that hospital managers perceived this complex healthcare intervention as beneficial to patient safety and nursing quality, but lacked factual insight into the team's deliverances. The research impacts patient safety pointing at the need to re-organize managerial involvement in the function and development of the Rapid Response Team and System.

REPORTING METHOD

We have adhered to the COREQ checklist when reporting this study. "No Patient or Public Contribution".

The Social Consequences of Frequent Versus Infrequent Apologizing

The effectiveness of interpersonal apologies is well established, but most existing research has examined the benefits of isolated apologies. How do apologies function when considered in the context of a transgressor's apology baseline-the frequency with which they tend to apologize for their behavior? We examined whether people consider others' apology baselines when evaluating both their character and specific apologies from them. In Study 1, participants judged a character with a high (vs. low) apology baseline as higher in communion and lower in agency. In Study 2, participants judged romantic partners with high (vs. low) apology baselines as higher in communion, but only lower in agency when they perceived these frequent apologies as low-quality. In both studies, having a high apology baseline was also indirectly associated with more favorable reactions to a specific apology via higher communion judgments, revealing the role of apology baselines in shaping conflict resolution processes.

Factors Influencing Students' Career Intentions in the Hospitality and Tourism Industries: A Meta-Analysis

This study adopted a meta-analysis to generalize and compare the effect of influencing factors on hospitality and tourism management students' career intentions from 34 studies. After 13 existing factors were classified into four categories, the results revealed that 11 of them significantly impact students' career intentions. In general, the influences of social identity and self-perception are more important, followed by school education and work conditions. A subgroup analysis further identified the sample students' grades as dynamics that partially moderate some of the influencing factors, while no statistical changes in the relative influences were observed after the COVID-19 outbreak. Finally, suggestions are provided for hospitality and tourism management education and industries.

Whistleblowing and Group Affiliation: The Role of Group Cohesion and the Locus of the Wrongdoer in Reporting Decisions

Conventional accounts describe whistleblowing as prosocial behavior, where whistleblowers are largely driven by a desire to help or improve their organization. Yet individuals are not only members of their organization; they also belong to internal social groups that affect behavior and influence decision making. In this paper, we focus on these intraorganizational dynamics and theorize two ways in which group affiliations are likely to affect whistleblowing. When an individual observes wrongdoing committed by a person affiliated with the same group, higher group cohesion decreases the likelihood of blowing the whistle because of potential whistleblowers’ greater loyalties toward group members and a desire to protect the reputation of the group. When an individual observes wrongdoing committed by a person not affiliated with the same group, higher group cohesion increases the likelihood of blowing the whistle, as potential whistleblowers feel they have the support of fellow group members, lessening fears of retaliation. Using unique data on actual and hypothetical whistleblowing among U.S. federal employees in 24 departments and agencies coupled with a vignette experiment, we find support for our arguments. By showing how group affiliations inform whistleblowing decisions, we reveal how variation in social structure leads to heterogeneity in responses to wrongdoing. Together, these results reveal tradeoffs in the detection of misconduct and help explain why wrongdoing in organizations may be so difficult to eradicate.

Management research contributions to the COVID-19: a bibliometric literature review and analysis of the contributions from the Journal of Management & Organization

The COVID-19 health crisis triggered changes in the workplace. This paper explores the insights from scholarly work published in the Journal of Management and Organization (JMO) and systematizes this body of knowledge to build a scientific overview that looks at how the COVID-19 health crisis and its repercussions may be managed by organizations. We conducted a bibliometric investigation of JMO's most influential papers published from 1995 to June 2020 that offers insights into the management of the COVID-19 crisis. Our bibliometric investigation reveals six clusters: (1) conservation of resources theory, entrepreneurs, gender and work–family conflict; (2) corporate governance, corporate social responsibility and stakeholder salience; (3) family firms, innovation and research methods; (4) creativity, leadership and organizational change; (5) job satisfaction and psychological empowerment; and (6) team performance. We discuss the theoretical and practical implications of our findings.

Antecedents and consequences of organizational commitment in school education sector

Purpose

The purpose of this study is to study the attitude of the employees toward organizational commitment and its impact on organizational effectiveness and, second, to develop a strategic model for organizational commitment and organizational effectiveness.

Design/methodology/approach

A conceptual model was suggested to determine the variables influencing school teachers’ organizational commitment and the role of organizational commitment to organizational efficiency with prosocial behavior as the moderating variable. Structural equation modeling was used to investigate the relationship between suggested factors using a sample of 298 state and private school teachers in and around a metropolitan city of India.

Findings

The results of this study showed that, except performance appraisal and assessment of the employees, employee personality and relationship with coworkers, all other constructs significantly affected organizational commitment. The positive influence of organizational commitment to organizational effectiveness was also moderated by prosocial behavior. Demography exerted a significant impact on organizational commitment.

Originality/value

Organizational commitment is comparatively a new topic of research, and in the school education sector, little work was conducted. Hence, the results can be generalized to gain the future direction of organizational commitment in educational research, and it can also be improvised in the corporate sector.

Authentic leadership outcomes in detail-oriented occupations: Commitment, role-stress, and intentions to leave

In recent years there has been a growing scholarly interest in authentic leadership, a leadership style that fosters positive psychological capacities and a positive ethical climate. This study focuses on the Certified Public Accounting profession, which is known as a detail-oriented occupation. We examined if Certified Public Accounting managers exhibiting an authentic leadership style were capable of strengthening the commitment of their subordinates and, at the same time, reducing role-stress and intentions to leave. The hypotheses were tested on a sample of 512 Certified Public Accountings in Israel using structural equation modeling. Results revealed that perceived authentic leadership was negatively related to role-conflicts and role-ambiguity, directly and through the mediation of affective commitment. In addition, the negative correlation between authentic leadership and intention to leave was fully mediated by affective commitment. Limitation and applications for organizations are discussed.

Positive and negative behaviours in workplace relationships: a scoping review protocol

INTRODUCTION

Engaging in teamwork requires a clear understanding of positive and negative behaviours that act as facilitators and barriers to collegial workplace relationships. Identifying and correcting underlying barriers, while promoting facilitators, is fundamental to improving care delivery and, ultimately, clinical outcomes. Despite a considerable amount of literature in this area, there is a lack of clarity of the different behaviours as several parallel literatures address similar questions about antecedents, processes and outcomes. The purpose of this study is to synthesise the current state of literature reporting on behaviours in workplace relationships. Using a scoping review methodology, the following research question will be addressed: "What is known about positive and negative behaviours in workplace relationships?"

METHODS AND ANALYSIS

We will employ the methodological frameworks used by Arksey and O'Malley and Levac et al. The search strategy will include numerous electronic databases, grey literature sources and hand-searching of reference lists from 1990 to present with a limit to English language. Search strategies will be developed using controlled vocabulary and keyword terms related to various components of workplace relationships. Two reviewers will independently screen titles and abstracts for inclusion, followed by screening of the full text of potential articles to determine final inclusion. A descriptive numerical analysis will describe characteristics of included studies. A thematic analysis will provide an overview of the literature, including definitions, conceptual frameworks, antecedents, outcomes and interventions.

DISSEMINATION

In reviewing a wide range of positive and negative behaviours, then integrating into a manageable, meaningful whole, this study is a critical step in helping policymakers, leaders and healthcare professionals effectively use what is known thus far. Knowledge translation activities will occur throughout the study with dissemination of findings to local, national, and international stakeholders, including a wide range of clinicians, leaders and administrators in all sectors.