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Despite an enormous body of literature on conflict management, intra-group conflicts vis-à-vis team performance, there is currently no study investigating the conflict prevention approach to handling innovation-induced conflicts that may hinder smooth implementation of big data technology in project teams.

This study uses constructs from conflict theory, and team power relations to develop an explanatory framework. The study proceeded to formulate theoretical hypotheses from task-conflict, process-conflict, relationship and team power conflict. The hypotheses were tested using Partial Least Square Structural Equation Model (PLS-SEM) to understand key preventive measures that can encourage conflict prevention in project teams when implementing big data technology.

Results from the structural model validated six out of seven theoretical hypotheses and identified Relationship Conflict Prevention as the most important factor for promoting smooth implementation of Big Data Analytics technology in project teams. This is followed by power-conflict prevention, prevention of task disputes and prevention of Process conflicts respectively. Results also show that relationship and power conflicts interact on the one hand, while task and relationship conflict prevention also interact on the other hand, thus, suggesting the prevention of one of the conflicts could minimise the outbreak of the other.

The study has been conducted within the context of big data adoption in a project-based work environment and the need to prevent innovation-induced conflicts in teams. Similarly, the research participants examined are stakeholders within UK projected-based organisations.

The study urges organisations wishing to embrace big data innovation to evolve a multipronged approach for facilitating smooth implementation through prevention of conflicts among project frontlines. This study urges organisations to anticipate both subtle and overt frictions that can undermine relationships and team dynamics, effective task performance, derail processes and create unhealthy rivalry that undermines cooperation and collaboration in the team.

The study also addresses the uncertainty and disruption that big data technology presents to employees in teams and explore conflict prevention measure which can be used to mitigate such in project teams.

The study proposes a Structural Model for establishing conflict prevention strategies in project teams through a multidimensional framework that combines constructs like team power conflict, process, relationship and task conflicts; to encourage Big Data implementation.

There is a compelling need for developing constructs in management science rather than adapting the constructs that have been developed in other domains. Having emerged in the 1950s, quality of work-life (QWL) measures have proved to be ineffective due to the lack of conceptual clarity and theoretical support. The article analyses the QWL measures highlights their coherence and verifies them for being used in specific contexts.

The study includes three stages to develop a QWL Measurement Scale. Fourteen questions were developed based on QWL concepts. They were validated using exploratory factor analysis (EFA) which split the dimensions into five factors. A survey was conducted on 375 medical residents. Finally, confirmatory factor analysis (CFA), convergence and validity were tested along the five dimensions.

Results extend the QWL concept and provide theoretical support for the same. Five dimensions were developed to measure QWL namely: pay and benefits, supervision, intra-group relations, working conditions and training.

The study may offer an overview of evaluation strategies to researchers and organizations that aim to improve employee QWL while they enhance its effectiveness through reliable instruments.

The scale developed in this study contributes to the body of QWL literature in the healthcare arena. It may be beneficial to carry out further research in this domain.

This study aims to investigate the role of ethnic networking ties in immigrant entrepreneurship literature, shedding light on insights that have been overlooked in existing literature.

A systematic literature review was conducted using a sample of 127 articles sourced from the Web of Science database. This review used a combination of bibliometric and content analysis.

The findings revealed the underproduction in this research field. The authors identified the dual characteristics and different types of ethnic ties, presented across various stages of immigrant business, the aspects often overlooked in current research. Drawing from these results, the authors proposed a conceptual model introducing four interconnected dimensions – local context, personal level, ethnic enclave and business development stages – that collectively shape the examination of ethnic ties and suggest avenues for further research to understand their role in the immigrant entrepreneurial ecosystem.

This study offers three notable contributions to existing literature. Firstly, to the best of the authors’ knowledge, this is the first study that systematically reviews the current research status of ethnic ties in immigrant entrepreneurship. Secondly, it uncovered the dynamic nature of ethnic ties and their roles across various immigrant business stages. Thirdly, it introduces a conceptual model that serves as a framework for future investigations, addressing the under-explored multidimensional nature of ethnic ties, thereby presenting several practical, social and theoretical implications.

This study aims to examine the relationship between a team’s value diversity (VD) and creativity and investigate the moderating effect of emotional intelligence (EI) to explain inconsistent results regarding this relationship.

We conducted a cross-sectional sequential study with 340 employees and tested the hypothesis in a laboratory setting with 180 undergraduate students.

EI had a moderating effect on the relationship between a team’s VD and creativity in that the relationship was positive among teams with high EI. However, the relationship tended to be negative in the long term among teams with low EI.

Managers should pay attention to how teams benefit from VD because it can help or harm team performance. By assigning people with different EI levels into suitable teams and providing EI interventions, organizations may manage affective consequences and enjoy more benefits of cognitive consequences resulting from VD.

No previous study has investigated the effect of a team’s EI in the relationship between VD and team creativity. Drawing on the categorization-elaboration model of diversity and affective events theory, through the present two-study design, we obtained data from multiple sources and improved limitations in measurements of previous studies, thereby broadening the literature by highlighting the dynamic relationship between a team’s EI, VD and creativity in the Vietnamese context.

Creativity plays a crucial role in interpersonal conflict within organizations, yet little research has explored its antecedents in this context. This study aims to investigate power and gender as the main determinants of creativity in interpersonal conflict within organizational contexts.

Two studies were conducted. The first study involved 226 employees from various organizations (M_age = 39.39, SD = 10.39), whereas the second study used a conflict simulation with 160 participants (M_age = 36.90, SD = 10.45) forming dyads. Both studies investigated the impact of relative power (i.e. having more power than the other person) on creativity in conflict, with a focus on the moderating role of gender. Study 2 also manipulated contextual creativity, which served as an additional moderator in this relationship.

Results largely supported our hypotheses, indicating a positive relationship between relative power and creativity in conflict. Importantly, this relationship was stronger among women. Study 2 further focused on the distinct dimensions of creativity, highlighting differences between idea originality and effectiveness.

The findings hold practical significance for organizational leaders and conflict resolution practitioners, and they further underscore the importance of considering gender dynamics in conflict resolution processes within organizations.

This research contributes novel insights into the understanding of creativity within organizational conflicts, emphasizing the interplay between relative power, gender and creativity. Additionally, the exploration of different dimensions of creativity (i.e. originality and effectiveness) adds depth to existing literature in this area.

This study aims to investigate the effect of the presence of women in top executive positions on financial reporting quality (FRQ) and the role of external audit in enhancing the role of women in top executive positions.

This study uses a sample of 644 Vietnamese-listed firms from 2010 to 2020 and applies fixed-effect and dynamic system generalized method of moments techniques for empirical models to test the related hypotheses.

First, this study found a U-shaped relationship between women on the board and FRQ as well as women on the audit committee and FRQ. Second, female CEOs are positively associated with FRQ in small firms but there is no evidence of this in large firms. Third, a female chief accountant can enhance FRQ. Finally, external audit quality can reduce the negative effect of women on the board and the audit committee on FRQ and increase the positive impact of female chief accountants on FRQ.

The results support all risk-averse, ethical sensitivity and glass ceiling hypotheses in different contexts. This study provides important implications for firms to enhance FRQ by nominating women in a majority of top executive positions and simultaneously using high-quality external audit services.

The impact of women in top executive positions on controlling FRQ in different contexts is an original contribution to gender in management literature.

This paper aims to comprehensively investigate the multifaceted realm of Initial Coin Offerings (ICOs), delving into their unique characteristics, analyzing their far-reaching influence, and uncovering broader implications within the ever-evolving financial landscape. By addressing the research gap concerning the impact of team diversity on ICO success, we contribute nuanced insights to the existing discourse. Through meticulous data collection and econometric modeling, our purpose is to unravel the intricate dynamics at play, offering valuable perspectives on the transformative role of ICOs and the potential significance of team diversity in shaping their outcomes.

To explore the impact of team diversity on the success of Initial Coin Offerings (ICOs), we compiled a comprehensive database comprising 3,082 profiles and 309 projects from LinkedIn, ICOBench, and Coindesk. This dataset facilitated the creation of diverse variables for our econometric model, enabling a nuanced analysis of interactions and dynamics in the context of our research question. Through this methodical approach, we aim to contribute valuable insights into the role of team diversity in shaping the outcomes of ICO campaigns.

Our analysis of 3,082 profiles and 309 projects sheds light on the intricate dynamics of Initial Coin Offerings (ICOs). Team diversity emerges as a pivotal factor, significantly impacting the success of ICO campaigns. The econometric model, enriched with variables derived from our extensive dataset, reveals nuanced interactions. Teams characterized by diverse profiles exhibit a tangible influence on campaign outcomes, underscoring the importance of inclusivity in shaping the transformative potential of ICOs. These findings contribute valuable insights into the evolving landscape of financial innovation, emphasizing the role of diverse teams in navigating the complexities of decentralized, inclusive investment paradigms.

This study contributes to the evolving discourse on Initial Coin Offerings (ICOs) by pioneering an exploration into the uncharted territory of team diversity and its impact on campaign success. While previous research has delved into ICO performance and success variables, our focus on team diversity as a critical determinant presents a novel perspective. By methodically assembling a substantial dataset and applying an intricate econometric model, we offer a unique lens through which to understand the nuanced interplay of diverse teams in shaping the outcomes of ICOs. This fills a significant research gap and provides valuable insights into the multifaceted dynamics of contemporary financial innovation.

This study aims to investigate how an individual’s perception of team goal priority can be affected by personal interaction, with co-worker support mediating the influence and communities of practice moderating the indirect effect of co-worker support.

Responses from 235 respondents working in private and public manufacturing and service enterprises in India collected through a structured questionnaire were statistically analysed using confirmatory factor analysis, structural equation modelling and PROCESS Macro with random bootstrap resample.

Findings showed a positive relationship between personal interaction and the perception of individuals about team goal priority that was partially mediated by co-worker support. Communities of practice moderated the influence of personal interaction on co-worker support and the conditional indirect effect of personal interaction on the perception of team goal priority.

The results highlight the need for greater employee collaboration towards prioritizing team goals, thus showing a psychologically collectivist attitude. Policies and procedures to create and sustain organization-level communities of practice with employees across departments and hierarchies can also be helpful. Emphasizing the social exchange perspective, the authors recommend improving the overall work climate of any organization.

This paper explains the motivating source of personal interactions and co-worker support for prioritizing team goals in an organization. Establishing the moderating role of communities of practice, the authors have confirmed the role of a social learning system in prioritizing team goals.

The purpose of this paper is to investigate what factors can affect individuals’ knowledge sharing on social media from the perspectives of personality traits and social capital.

A theoretical model was developed with reference to the personality traits theory and the social capital theory. Accordingly, a questionnaire was designed to collect the individuals’ ideas on knowledge sharing on social media and further test the model. The questionnaire was then distributed to two LINE groups. Finally, the collected data were analyzed using the partial least squares (PLS) approach.

Personality traits not only directly affect knowledge sharing, but also indirectly influence it via social capital. Of all personality traits, agreeableness, openness and extraversion directly and indirectly influence knowledge sharing.

Knowledge sharing is undertaken by individuals and social groups. It starts with individuals and then diffuses to other members of a group.

Group managers have to identify the members who are friendly, open-minded or extroverted and encourage them to act as the bellwethers for knowledge sharing under an effective regulatory regime, through which intra-group knowledge sharing can be promoted.

This study introduces a new model to explore knowledge sharing on social media from individual and social perspectives. It illustrates what will affect individuals’ knowledge sharing on social media.

Due to the influence of complex and intersecting factors, self-governed public open spaces (POSs) (managed by local communities) are subject to collective action dilemmas such as tragedy of the commons (overexploitation), free-riding, underinvestment and mismanagement. This review paper adopts a multi-dimensional and multi-tier social-ecological system (SES) framework proposed by McGinnis and Ostrom, drawing on collective action theory to explore the key institutional-social-ecological factors that impact POS self-governance.

In this paper, Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) was utilized to systematically screen and review the relevant literature for the period from 2000 to 2023 in three databases: Web of Science, Scopus and Google Scholar. A total of 57 papers were chosen for in-depth analysis.

The literature review identified and categorized several variables associated with the self-organizing system of POS; consequently, an SES-based POS management framework was developed for the first time, consisting of 114 institutional-social-ecological sub-variables from different dimensions and three levels. Compared to ecological factors, among others, governance organizations, property-rights systems, socioeconomic attributes and actors' knowledge of SES have been commonly and primarily studied.

There is still room for the refinement of the conceptual SES-based POS collective action framework over the time (by adding in new factors), and indefinitely empirical research validating those identified factors is also worth to be undertaken, particularly testing how SES factors and interaction variables affect the POS quality (collective action).

The findings of this study can provide local policy insights and POS management strategies based on the identification of specific SES factors for relevant managers. Moreover, this research makes significant theoretical contributions to the integration of the SES framework and collective action theory with POS governance studies.