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The purpose of this paper is to propose a model of relationships for conflict-ridden destinations that include variables concerning the dispute and their effect on key constructs that shape visitation decisions.

The theoretical model is examined for two conflict-ridden Eastern Mediterranean destinations, Israel and Turkey, which suffer from ongoing armed conflicts, using two samples of potential tourists residing in the USA (n = 1,581) and India (n = 1,383).

The relationships are stable for both destinations and cultural contexts. Animosity is a strong factor in tourists’ decisions, whereas perceived risk has a relatively insignificant impact. Knowledge of the conflict is also found to influence decisions about visiting conflict-ridden destinations.

The study investigates the role of variables related to the conflict as antecedents of animosity and perceived risk, thus contributing to the understanding concerning decisions to visit conflict-ridden destinations. The model is generalized for varied destinations and cultures.

该研究提出了一个针对有冲突目的地的关系模型, 其中包括与冲突有关的因素以及对旅游访问决策的关键概念的影响。

使用基于美国（n = 1,581 ）和印度（n = 1,383）的潜在游客样本, 本文的理论模型检验了两个东地中海目的地, 以色列和土耳其, 该目的地遭受了持续的武装冲突。

获得的关系在两个目的地和文化背景下都是稳定的。敌意是影响游客决策的重要因素, 然而风险感知的影响相对较小。研究还发现了对冲突的认知会影响有关访问目的地的决定。

该研究调查了与冲突相关的因素作为敌意和感知风险的前因变量, 从而有助于我们理解关于访问有冲突的目的地的决策, 该模型适用于不同的目的地和文化。

La investigación propone un modelo de relaciones para destinos en conflicto que incluye variables relacionadas con el conflicto y su efecto en conceptos clave para las decisiones de visita del turista.

Se examina el modelo teórico para dos destinos del Mediterráneo oriental, que sufren conflictos armados en curso, Israel y Turquía, utilizando dos muestras de turistas potenciales que residen en los Estados Unidos (n = 1.581) y la India (n = 1.383).

Las relaciones obtenidas son estables tanto para los destinos como para los distintos contextos culturales. La animosidad es un factor importante en las decisiones de los turistas, mientras que el riesgo percibido tiene un impacto relativamente insignificante. También se ha encontrado que el conocimiento del conflicto influye en las decisiones de visita al destino en conflicto.

El estudio investiga el papel de las variables relacionadas con el conflicto como antecedentes de la animosidad y el riesgo percibido, contribuyendo así a nuestra comprensión sobre las decisiones de visitar destinos en conflicto. El modelo es generalizable a distintos destinos y culturas.

This study aims to explore the topic of perceived terrorism risk and animosity as interrelated within the context of countries suffering from armed struggles and terror. The research investigates how these constructs influence the visitation decisions of millennials.

The investigation focuses on three countries in the Mediterranean basin with varied degrees of risk but who include a conflict area, for comparison purposes. The data was collected through an online questionnaire aimed at young millennial students.

The study confirms that animosity, for the millennial generation, is derived from conflicts and past historical events, or from political and social issues in the target country. In addition, the results show that animosity not only influences the perceived attractiveness of the destination, and through it the intention to visit the place, but also increases the perceptions of terror risk at the destination.

The research corroborates the importance of investigating animosity and perceived risk together. It also empirically verifies the influence of animosity on visitation intentions via the mediating role of perceived attractiveness of the destination and perceived risk of terror.

The study investigates animosity in countries that suffer from armed political conflicts resulting in terror attacks, a context different from that of other already existing studies. The research also examines how animosity and perceived risk interact with each other to influence visitation decisions, a topic which is lacking in the literature.

The main research purposes of this paper are to: conceptualize Chinese conflict management behaviors as contingent on the hierarchical relations of conflict parties in an organizational context; and investigate individual characteristics as moderators in this contingency framework.

This emic study consisted of two steps: using nine subject matter experts to develop conflict scenarios and conflict management strategies, and using this instrument to collect data from 704 actual employees across China. Multinomial logistic analysis was used to analyze respondents' choice of strategies.

The findings supported the hypotheses. Chinese role‐playing a supervisor in a conflict with their subordinate tended to use direct, assertive strategies to resolve the conflict, but the results depended on age, education, gender, region and work experience. As a subordinate in a conflict with their supervisor, Chinese chose indirect, harmony‐preserving strategies, particularly when they were older and more interaction adept. In a conflict with a peer, respondents used a broader spectrum of conflict management strategies, depending on their individual characteristics. No “best practices” were found or universal strategies adopted.

The limitations include the lack of random sampling and a scenario‐based method. The emic evidence for a contingency perspective of conflict resolution framework was provided. The conflict scenarios may be used in organizational training of conflict management.

Conflict scenarios and management strategies developed by local subject matter experts were used to evaluate Chinese workers' choices of conflict management strategies. The findings call for the re‐conceptualization of conflict management strategies as a contingent and culture‐specific construct.

This paper aims to analyze factors based on organizational knowledge management (KM; transactional memory systems and knowledge-oriented leadership [K-OL]) that help firms to mitigate conflicts based on task management at work, with the aim to improve their innovation capabilities (IC). The knowledge-based view of the firm, conflict management theory and cognitive collective engagement theory have been used to build a model of relationships that connects the development of positive KM contexts and management of dysfunctional conflict with IC improvement.

Data survey collected from inland hotel establishments in Spain is used to test seven hypotheses by means of structural equations modeling, applying the partial least squares technique. Direct, indirect and mediating relationships between variables are examined from the structural path model.

The results confirm that, as expected, IC improve when K-OL and transactive memory systems (TMSs) are properly implemented by hotel establishments, which leads them to reduce negative effects of task management conflict (TMC). Significant direct effects are found between the key variables of the study and also a significant indirect effect between K-OL and IC through TMS reinforcement and the mitigation of TMC.

This paper provides useful ideas for hotel managers about how to improve KM contexts in their establishments while avoiding TMC. Efforts devoted to creating those contexts by hotel establishments are shown to be effective to improve their IC and create competitive advantages.

The analysis of IC improvement by studying TMC mitigation had not been researched to date by the KM literature. The consideration and testing of a model that integrates KM-related tools such as K-OL and TMS to avoid TMC in the hotel industry is the main contribution of this study.

The purpose of this study is to investigate the relationship between employees’ experience of interpersonal conflict and their engagement in knowledge hiding, according to a mediating effect of their relatedness need frustration and a moderating effect of their narcissistic rivalry.

The tests of the hypotheses rely on three-wave, time-lagged data collected among employees in Pakistan.

A critical reason that emotion-based fights stimulate people to conceal valuable knowledge from their coworkers is that these employees believe their needs for belongingness or relatedness are not being met. This mediating role of relatedness need frustration is particularly salient among employees who are self-centered and see others as rivals, with no right to fight with or give them a hard time.

The findings indicate how organizations might mitigate the risk that negative relationship dynamics among their employees escalate into dysfunctional knowledge hiding behavior. They should work to hire and retain employees who are benevolent and encourage them to see colleagues as allies instead of rivals.

This research unpacks the link between interpersonal conflict and knowledge hiding by explicating the unexplored roles of two critical factors (relatedness need frustration and narcissistic rivalry) in this relationship.

The purpose of this paper is to display and critically reflect upon how field experiences in the research process interacted with the author's subjectivity and shaped her construction of knowledge about organisational conflict.

Drawing on Weick's theoretical framework of sensemaking and the notion of reflexivity as a resource for dealing with research experiences, the paper presents empirical narratives that explore how research experiences of negotiating access to information and emic categories of conflict in the field, analysing events and morally deciding which stories from the field are conflict stories, and dealing with ethical dilemmas in the process of doing research about conflict constitute common factors that influenced the author's construction of knowledge about organisational conflict.

The paper shows that the way we organise and make sense of research experiences shapes our process of theorising and the actual production of knowledge in a research field.

We should document and display the process of theorising in our research and thoroughly pursue what we experienced in the field, because this will create thoroughness to our research and add to, not devalue, the knowledge we produce.

This paper highlights the process of theorising in organisational research. The empirical narratives presented in the paper contribute to the narrow display within the field of how we, as organisational researchers, mobilise our theorising and construct knowledge.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

This paper aims to investigate the importance of knowledge management as a moderator in the relationship between two of the burnout variables, namely, role ambiguity and work overload. In addition, the paper tests a conceptual model where emotional exhaustion is a moderator in the relationship between role ambiguity, work overload and performance.

Using a structured survey instrument, this paper gathered data from 692 respondents from the information technology industry in the southern part of India. The first psychometric properties of the instrument were tested and then hierarchical regression was used as a statistical technique for analyzing the data.

Results show that role conflict is positively related to role ambiguity and work overload, role ambiguity is negatively related to performance, work overload is positively related to performance, knowledge management moderates the relationship between role conflict and role ambiguity and role conflict and work overload. The hierarchical regression results also support that emotional exhaustion moderates the relationship between role ambiguity and performance and work overload and performance.

As the present research is based on self-report measures, the limitations of social desirability bias and common method bias are inherent. However, this study attempts to minimize these limitations by following appropriate statistical techniques and procedures.

This study contributes to both practicing managers and the literature on conflict management. The study suggests that managers use knowledge management practices to mitigate the ill-effects of role conflict and enhance performance. This study also highlights the role of emotional exhaustion in organizations.

This study provides new insights about the importance of knowledge management practices and emotional exhaustion in the relationship between role conflict and performance. To the knowledge, the importance of knowledge management practices is underemphasized in conflict management research. The study also provides insights into the role of one of the burnout variables i.e. emotional exhaustion in its influence on performance. The implications of this relationship for organizational role theory and organizational learning theory and for management practice, are discussed.