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The purpose of this study is to investigate the phenomenon of defensive biasing in work stress surveys, which occurs when employees trivialize potential stressors and strains due to fear of negative consequences from their supervisors or management. This study aims to better understand the factors that influence this behavior and to develop a scale to measure it.

The study used an online survey of 200 employees to investigate the factors influencing defensive biasing behavior. The researchers developed a scale for defensive biasing with the help of subject matter experts and derived possible factors from the literature. Participants were presented with a hypothetical scenario in which they imagined a work stress survey in their organization and were asked to answer related items. The data were analyzed using regression analysis.

The study found that defensive biasing behavior was significantly predicted by perceived anonymity and neuroticism. Participants who felt less anonymous and had higher levels of neuroticism were more likely to engage in defensive biasing. Job insecurity and trust in supervisors were not found to be significant predictors of defensive biasing.

This study contributes to the literature on work stress surveys by developing a scale for defensive biasing and investigating the factors that influence this behavior. The study highlights the importance of making the survey process more transparent to reduce defensive biasing and obtain trustworthy results.

When individuals routinely lack access to interactions that build emotional energy (EE), they use indirect routes to maximize EE. They build strategies around attempting to minimize the loss of EE. I refer to these indirect routes as defensive strategies. Defensive strategies reflect what psychologists refer to as an internal locus of control – placing control over one’s circumstances within one’s self rather than outside in one’s environment. While an internal locus of control may help an individual to adapt to their current situation, it also helps to preserve the status quo. I focus on the case of staying with an abusive domestic partner as an illustration of the social dynamics that underlie apparently self-destructive behavior and the preservation of abusive interaction patterns, including: the formation of defensive strategies, the emotional and cognitive implications of relying on defensive strategies, the situations that are likely to lead to the cessation of defensive strategies in favor of proactive strategies, and the social implications of defensive strategies.

This study aims to examine task and relationship conflict and their linkage with defensive communication strategies, i.e. mature, neurotic and immature defensive communication. Furthermore, Study 1 also investigated the mediating impact of relationship conflict and the moderating impact of a manager’s active-empathic listening in dealing with task conflicts and the defensive communication of the employees. Study 2 intended to assess the causal direction of task conflicts and defensive communication strategies.

This research integrates the Job Demands–Resources framework, Conservation of Resources theory and Conflict Expression framework. Data from 124 professionals in India’s tertiary industry was gathered using a longitudinal approach. Study 1 analyses the dynamics between conflicts and defensive communication while considering managers’ active-empathic listening as a potential mitigating factor. Study 2 was conducted after a 10-month interim to delve into the intricate causal connections between defensive communication strategies and task conflicts. For analysing the data, SPSS was used for conducting confirmatory factor analysis. Furthermore, to analyse the conceptual framework and the hypothesised relationships in this study, partial least squares (PLS) modelling was performed using Smart-PLS 4.0.

Task conflicts have a significant negative association with mature and neurotic defensive communication, whereas they have a strong positive relationship with immature defensive communication. Relationship conflict significantly mediates the association between task conflict and immature defensive communication. The moderating role of the manager’s active-empathic listening was not supported. In addition, the relationship between immature defensive communication and task conflict is significantly positive, outlining their bidirectional association. In contrast, the association between mature defensive communication is significantly negative. This highlights the potential of immature defensive communication to create escalatory conflict spirals and of mature defensive communication to de-escalate them.

Defensive communication strategies, commonly explored in the psychological realm, particularly within family and romantic relationship contexts, have received limited attention in organisational behaviour. This longitudinal study offers a unique perspective on the evolution of defensive communication and its impact on task conflict over time, enhancing the understanding of how individuals adapt their communication strategies as conflicts persist or dissipate. The investigation also advances the understanding of conflict spirals, illustrating the potential of mature defensive communication to de-escalate conflicts while revealing a bidirectional connection between immature defensive communication and task conflicts.

Leaders need to prioritise addressing task conflicts, particularly those that might spiral into relationship conflicts. This would present managers with the ability to make task conflicts more functional in nature, which could help to enhance both team and organisational achievements. The bidirectional relationship between task conflict and immature defensive communication points towards the exigency for managerial and organisational initiatives to prevent the development of conflict spirals at the workplace.

This study offers crucial interdisciplinary perspectives into the body of literature with the longitudinal investigation of the connections between managers’ active-empathetic listening, task conflict, relationship conflict and the various defensive communication strategies. With the help of insights from this study, managers and leaders will be empowered to take the necessary actions to reduce employee defensive behaviours and foster a supportive culture for evoking positive and desirable performance.

Building on the territoriality perspective and innovation process theory, to the purpose of this study is to investigate the mechanism of transmission and influence of knowledge territorial behavior congruence on innovation process, which provides theoretical implications for innovative teams to execute territoriality management and create a constructive knowledge sharing climate and platform for sustainable innovation of individuals and organizations.

The data were collected by the paired method from 311 creative R&D members. In addition, polynomial regressions and response surface method were adopted to test the hypotheses.

The more congruent the marking behavior and defensive behavior were, the higher the creative idea generation and idea implementation became. The congruence of “high marking high defensive behavior” was more conducive to triggering creative idea generation and promoting idea implementation. Compared with the incongruence of “low marking high defensive behavior,” the incongruence of “high marking low defensive behavior” was more conducive to stimulating creative idea generation. However, there was no significant difference in the incongruence effect of marking defensive behavior on idea implementation. In addition, creative idea generation mediated the relationship between knowledge territorial behavior congruence and idea implementation. Furthermore, team territorial climate moderated the relationship between knowledge territorial behavior congruence and creative idea generation.

The study highlights the theoretical research of territoriality and innovation process. By deconstructing the relationship between the territorial behavior congruence and the innovation process, this study establishes that the congruence and incongruence of the marking defensive behavior in knowledge territoriality exerts different effects on creative idea generation and idea implementation.

The purpose of this paper is to investigate whether the IT professionals in a Hong Kong public transport company have a general perception of influence of the organisational defensive patterns on learning of ICT; and whether skilled incompetence, organisational defensive routines and fancy footwork are positively associated with each other in IT group of a transport company.

This paper investigated the influence of organisational defensive patterns by means of a survey of 171 IT professionals at a Hong Kong public transport company. Each selected employee completed a questionnaire that asked them to indicate the influence of the organisational defensive patterns (skilled incompetence, organisational defensive routines and fancy footwork) on the learning of ICT in their organisation.

The employees indicated that skilled incompetence, organisational defensive routines and fancy footwork had influence on the learning of ICT. The findings show that the IT professionals in a Hong Kong transport company have the general perception of influence of skilled incompetence, defensive routines and fancy footwork on learning of ICT. The findings also indicate that skilled incompetence, defensive routines and fancy footwork are positively associated with each other in IT group of the transport company.

This article is a first step towards extending the theory and practice of organisational defensive patterns to IT group of a transport company.

The purpose of this paper is to examine to what extent and in what forms loan applications from small and medium‐sized enterprises (SMEs) in a risk averse banking environment can be assessed defensively by lending officers (LOs). The paper also identifies triggering mechanisms behind defensive SME loan assessment behaviour and its' possible effects on the bank and the LOs.

The paper relies on a case study of a major Swedish commercial bank undergoing strategy and control system change during the recent financial crisis. The empirical evidence was collected through interviews with 76 LOs in three branch offices and a focus group interview session.

In a risk averse banking environment, LOs can be prone to assessing SME loan applications defensively to a noteworthy extent. Such defensiveness comes in different forms: denial of loan applications, granting of loans with collateral or high interest rates, or granting of loans only to clients with most of their financial affairs in the bank. External and internal mechanisms jointly trigger defensive loan assessment behaviour. The possible effects include fewer Type II errors and more Type I errors for the bank, while LOs avoid change and blame.

Overall, this study contributes to the literature by revealing triggering mechanisms, forms and effects related to the multifaceted construct of defensive loan assessment behaviour among LOs in a commercial bank, who handle applications from SMEs.

Considers the impact of defensive marketing on a firm’s competitive ability in the marketplace. Examines telecommunications as an important means through which many companies are creating several competitive advantages for themselves through a defensive marketing strategy. Defines defensive marketing in the context of its counterpart, offensive marketing. Discusses several competitive advantages resulting from defensive marketing and its use of telecommunications and provides case examples to support each identified competitive advantage. Examines several issues of concern which marketing managers should consider before undertaking a defensive marketing strategy using telecommunications technology. Highlights the importance of opening communication lines with the customer, using customer‐friendly technology to facilitate customer‐business communication, and the need for a balanced marketing strategy combining both defensive and offensive marketing strategies as major implications resulting from the discussion.

The purpose of this study is to investigate the influence of organizational cynicism on prosocial voice and defensive silence and to verify the mediating role of workplace bullying in these relationships.

A cross-sectional survey design with a sample of 205 individuals was used in this study.

The hypotheses were confirmed as organizational cynicism plays a significant and negative influence on prosocial voice and a significant and positive influence on defensive silence. In addition, workplace bullying partially mediates both relationships.

This study contributes to a deeper understanding of organizational cynicism and workplace bullying influences on prosocial voice and defensive silence. It investigates a relationship that, to the best of the authors’ knowledge, has not been studied yet. It also contributes to the discussion regarding the close relationship between prosocial voice and defensive silence.

Drawing on the literature on public service motivation, the authors investigate the relationship between public service motivation and defensive decision-making. Further, the authors explore risk propensity and risk perception as potential antecedents of defensive decision-making.

Based on survey data from 144 German public financial managers of municipalities and federal agencies, the authors find no significant direct relationship between public service motivation and defensive decision-making.

However, the authors can show that risk propensity fully mediates the relationship between public service motivation and defensive decision-making. The findings also indicate that beyond the public service motivation and individual risk propensity of public financial managers, their risk perception does influence their decision making.

The study makes three contributions to the literature. First, the authors contribute to the relatively small amount of research on the risk-taking behaviour of public managers by explaining the indirect impact of PSM on their risk-taking behaviour. Second, this paper furthers the understanding of the influence of risk perception and risk propensity on decision-making and enhances the models of Sitkin and Pablo (1992) and Sitkin and Weingart (1995). Third, the paper also contributes to the call for more international research on German public administrations.

This paper addresses a gap in task performance research, with a focus on supply chain operations, by exploring the role that defensive pessimism (DP)—a phenomenon sparsely studied in supply chain literature—has in the workplace. It investigates the roles that task complexity, perceptions of control and employee situatedness in the workplace play as predictors of DP, as well as addresses the relationship between defensive pessimism and supply chain performance.

Five hypotheses are developed and empirically tested employing the data-generating method, Monte Carlo simulation and then applying factor analysis and structural equation modeling (SEM) to survey data from practitioner members of the Council of Supply Chain Management Professionals.

The results reveal that task complexity and external locus of control heighten perceptions among employees that task completion could be outside their locus of control. The increased tendency to be defensively pessimistic about workplace commitments negatively impacts supply chain performance. This study found that task complexity and external locus of control encourage DP, negatively impacting supply chain performance (SCP).

This study explored underlying causes of defensive pessimism, a self-limiting behavior among supply chain professionals. In understanding the role of DP, it is possible to enhance SCP by managing task complexity, external locus of control and job autonomy—predictors of defensive pessimism in work commitments.