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Intractable conflicts are characterized as protracted, irreconcilable, violent, of zero‐sum nature, total, and central. They are demanding, stressful, exhausting, and costly both in human and material terms. Societies involved in this type of conflict develop appropriate psychological conditions which enable them to cope successfully with the conflictual situation. The present paper proposes the following societal beliefs which are conducive to the development of these psychological conditions: beliefs about the justness of one's own goals, beliefs about security, beliefs of delegitimizing the opponent, beliefs of positive self‐image, beliefs about patriotism, beliefs about unity and beliefs about peace. These beliefs constitute a kind of ideology which supports the continuation of the conflict. The paper analyzes as an example one such intractable conflict, namely the one between Israel and Arabs, concentrating on the Israeli society. Specifically, it demonstrates the reflection of the discussed societal beliefs in the Israeli school textbooks. Finally, implications of the presented framework for peaceful conflict resolution are discussed.

This paper examines the moderated-moderation model of reciprocity belief and fear of negative evaluation between supervisors' abusive reactions and subordinates' distress.

The authors obtained 412 valid responses from Egyptian hotel employees and analyzed them using PROCESS model 3.

The three-way interaction findings proved that when employees have high reciprocity beliefs and low fear of negative evaluations, the abusive supervision-psychological distress relationship is dampened.

Organizations have the opportunity to implement human resource development (HRD) strategies focused on cultivating reduced apprehension toward negative evaluation and fostering a robust sense of positive reciprocity. To achieve this, HRD and HRM initiatives can encompass elements such as bolstering organizational and coworker support, promoting cultural assimilation and redefining work practices.

This paper adopts a comprehensive approach that recognizes the intricate interrelationships within the workplace by identifying subtle dynamics of abusive supervision and its impacts. It also explores the complex nature of such relationships rather than taking a purely causal perspective.

The purpose of this paper is to examine the implicit beliefs both high potentials and HR directors hold about the terms of the exchange relationship between high potential employees and their organizations. The paper positions the study within the framework of the psychological contract, exploring specifically whether strategic ambiguity and information asymmetries in high potential programs create a heightened risk of psychological contract breach.

A total of 20 high potentials and 11 HR directors from nine different organizations were interviewed. Open and axial coding of the qualitative data was performed by three raters.

Information asymmetry in high potential programs, indeed, poses a potential risk for psychological contract breach. Although strategic ambiguity can be an effective communication strategy in that it creates a power imbalance in favor of the organization, at all times a delicate balance must be maintained between leaving room for flexibility and intuitive decision making, and creating perceived promises in high potential employees that are subsequently broken. In fact, through information asymmetry organizations run the risk of achieving the exact opposite of the goals they had for their high potential programs in the first place.

Hardly any research has been done on the psychological effects of identifying a very small proportion of an organization's workforce as high potentials. In addition, research contrasting employee and employer beliefs about psychological contract terms is scarce.

IT security breaches plague organizations worldwide, yet there continues to be a paucity of comprehensive research models for protective technologies. This study aims to develop an IT security user behavior model focusing on the protective technology anti-spyware which includes organizational climate, a theory of planned behavior (TPB) background variable and elicited salient user beliefs.

A multimethod approach, including interviews and a survey, is used to elicit salient user beliefs and test hypotheses of the influences of perceived IT security climate on those user beliefs and ultimately user behavioral intentions. Primary data were collected through interviews following the prescribed TPB methodology and an offline survey method with 254 valid responses recorded. Partial least squares was used to investigate the hypotheses.

The authors found that attitudinal beliefs – protecting organizational interests for data/privacy, preventing disruptions to work and control beliefs – monetary resources and time constraints mediate significant relationships between IT security climate and attitude and perceived behavioral control, respectively. Implications are discussed.

This study is the first, to the best of the authors’ knowledge, that uses both interviews and a survey to examine the relationships among IT security climate, elicited user beliefs and behavioral intentions in a TPB-based model for a protective technology.

This study aims to provide empirically generated insights into the drivers of guardianship behaviour among frontline service employees (FLEs) within retail settings.

The research framework comprises a quantitative survey of 507 frontline service employees at national supermarkets within New Zealand.

The findings of the survey suggest that service employee perceptions of internal corporate social responsibility (CSR) activities, their level of psychological ownership towards the supermarket and personal moral beliefs, shape their guardianship behaviours and, consequentially, the prevention of in-store deviant behaviours by customers such as shoplifting.

The contribution of this paper is twofold. First, it offers both a conceptual foundation and an empirical-based evaluation of the antecedents and role of guardianship behaviour among frontline service employees. Second, the conceptual model derived from this research may aid practitioners in developing strategies that engender guardianship behaviours in their employees within service contexts.

This research examines farmers’ cognitions to the policy and how such cognitions influence their intentions and behaviors of land transfer, with the implementation of the Three Rights Separation (TRS) policy.

Using data collected from the Beijing area, this research tests the relationship between farmers’ policy cognition and their intention/behavior through the mediation of their psychological constructs. Both Causal step test and Bootstrap test are adopted.

Farmers’ intention of land transfer is influenced by their cognition of the TRS policy. In this process, farmers’ psychological constructs play a mediating role between their policy cognition and their intentions of land transfer, thereby eventually influencing their behaviors. This research confirms that institutions are not exogenous and the policy is not wishful thinking from the government. Instead, any policies, even enacted by governmental authority, have to be internalized within target groups’ cognition to be implemented.

Land transfer deserves close attention since it is the direct aim of the TRS reform. In this regard, this paper, based on an institutional perspective, aims to extend our understanding on the incentives of land transfer. This research proposes a revised model of planned behavior and argues that farmers’ intention of land transfer is influenced by their cognition of the TRS policy. On one hand, this study is the first to examine farmers’ cognition formed through the implementation of the TRS policy. On the other hand, it reveals the path of how policy can finally influence farmers’ intentions and behaviors through shaping their cognitions and changing subjective perceptions, which enriches our understanding of the mechanism of how policy has a concrete impact on society.

The study aims to examine social-psychological beliefs and personality traits and their linkage with driver predispositions and road safety behaviour grounded on notions derived from an integration of the health belief model (HBM) and the theory of planned behaviour (TPB) in social marketing.

The study used a cross-sectional survey to gather data from 587 licenced drivers in 3 major urban settlements in Ghana. The theoretical model was tested by using covariance-based structural equation modelling.

The study finds that the effects of perceived benefits, perceived behavioural control, social norms and cues to action on road safety behaviour are direct; the effects of perceived susceptibility, severity and barriers on road safety behaviour are fully mediated by driver attitude towards safe driving. Some of these effects were moderated by conscientiousness and neuroticism.

The findings offer empirical grounds for the development of evidence-based social marketing interventions that leverage efficacy-centred messages, social influence through community-based approaches, informational cues with consistent education and are tailored to the personality traits of drivers with the aim of inducing wilful on-road safety behaviour towards achieving sustainable road safety culture.

This study extends the integrative applicability of the HBM and TPB in understanding road safety behaviour and establishes attitude as a vital facilitator, and personality traits as moderators of the belief-preventive behaviour linkage within a developing country context. It contributes towards the use of theory-based outcomes to enhance the efficacy of social marketing road safety campaigns.

The purpose of this research is to investigate the cross-level effects and mechanisms of inclusive leadership on employee innovation in team contexts, and further explore the boundary conditions of inclusive leadership.

This study collected data from 237 leader-member dyads in 60 teams of Chinese firms. The research utilized multilevel linear models and multilevel structural equation models in the R language to test the hypothesized model.

The findings suggest that inclusive leadership has a positive impact on both employee incremental and radical innovation. Team psychological safety and employee role breadth self-efficacy mediate the effects. Employee risk avoidance propensity negatively moderates the mediating role of role breadth self-efficacy in the relationship between inclusive leadership and incremental innovation.

Leaders should pay attention to team psychological safety, employee role breadth self-efficacy and employee individual risk avoidance propensity that influence employee innovation to maximize the effectiveness of inclusive leadership.

This research expanded the level of analysis from individual to team, exploring cross-level effects and mechanisms of inclusive leadership on employee innovation in team contexts, and clarified the effectiveness conditions of inclusive leadership.

The purpose of this paper is to examine the effect of psychological contract breach on destructive by developing a moderated mediation model. The model focuses on the mediating role of moral identity and moral disengagement and the moderating role of moral belief.

This study conducted a three-wave questionnaire survey and used 377 matched-sample data to test the hypotheses. PROCESS bootstrapping program in SPSS and confirmatory factor analysis in AMOS software were adopted in this study.

Results reveal that psychological contract breach has a positive effect on destructive leadership behavior, and the relationship is mediated by moral identity and moral disengagement; moral belief not only moderates the relationship between psychological contract breach and destructive leadership behavior, but also moderates the mediation effect of moral identity and moral disengagement.

First, this study enriches the destructive leadership behavior literature by verifying psychological contract breach as an antecedent. Second, this study discusses the role of morality in the formation mechanism of destructive leadership behavior by testing the mediating effect of moral identity and moral disengagement and the moderating effect of moral belief.

This study aims to investigate the mediating and moderating effects of psychological ownership and belief in just world in the relationship between transformational leadership and work engagement.

The data were collected from 183 lecturers who teach in an Indonesian university. The questionnaires covered transformational leadership, psychological ownership, belief in just world and work engagement. The collected data were examined with structural equation model analysis.

The results demonstrated a significant moderated mediation index, which indicated that the relationship between transformational leadership and work engagement is mediated by psychological ownership and is moderated by belief in just world.

To achieve higher work engagement, organizations should increase employees’ feelings of ownership and boost just world belief.

The present study offers new insight on how personality trait plays a moderating role in the relationship between transformational leadership and work engagement.