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This study employed a scenario method to test the hypotheses of the multiple goals theory. One hundred and seven Japanese students were asked to read the scenarios that described a conflict between two people and to consider themselves as the one of whom an economic cost was unreasonably requested by the other. Four situational variables (resource cost, familiarity between the two persons, the other person's manner, and the other person's tactic) were presented in the scenarios. In addition, a set of scales to measure four different goals (relationship, identity, justice, and resource) were included, as well as two types of mitigative tactics (integrative and appeasing), and two types of confrontational tactics (assertive and aggressive). A basic hypothesis of the theory—that social goals would be activated even in resource conflicts—was supported. It was also found that familiarity activated relationship goals, which increased mitigative tactics and compliance, but decreased confrontational tactics, and that a resource cost activated resource goals, which increased both mitigative and confrontational tactics, but decreased compliance.

While the process of negotiation has been studied extensively, little research has been done on the factors that lead parties to the negotiation table. In light of this, the purpose of this paper is to examine effects of unilateral conciliatory initiatives (UCIs) (actions) on the willingness and preparedness of parties to negotiate.

The study used a separate-sample posttest, 2 × 3 factorial design. Subjects were placed into simulated intractable resource- and identity-based conflicts. Groups then received UCIs (in the form of economic aid and apology) intended to benefit the other and contribute to a high commitment to de-escalation (ripeness). Ripeness was measured by increased empathy; and decreased distrust, escalatory behaviors (operationalized as aggression and autistic hostility), anger, win-lose/competitive orientation and negative attributions.

UCIs were shown to impact both the state and the process of ripeness. Apology facilitated ripeness in an identity conflict and positively impacted five of the six resistance areas in a resource conflict. Economic aid likewise affected ripeness in an identity conflict but did not impact a resource conflict better than an apology. The offer of an apology affected empathy in both conflict types but economic aid did not do so in a resource conflict. It was also observed that an identity-based conflict produced less trust and increased negative attributions than did a resource conflict.

This suggests that identity and resource conflicts activate some resistance areas differently. It also reveals that similar interventions may be effective in both conflicts but that each UCI affects particular resistance areas differently. The findings suggest that there should be an increased emphasis on apology by conflict resolution practitioners. The practical and theoretical implications of apologies and resource sharing in de-escalation are discussed, to facilitate their appropriate use in resolution strategies that reduce tensions within conflict.

This article seeks to apply the challenge–hindrance conceptualization of demands to a model that relates stressors to emotional exhaustion and job satisfaction. Supervisory support, a resource, is posited as a precursor to demands, and work–family conflict (WFC) and interpersonal conflict (IPC) at work are expected to mediate the demand–strain and job satisfaction relationships.

This cross‐sectional self‐report survey included a sample of 600 government employees in Canada.

In addition to directly influencing job satisfaction, supervisory support reduces strain and increases motivation by decreasing hindrances and interpersonal conflict. Also, although, challenge and hindrance demands are both positively associated with strain, task complexity is positively associated with job satisfaction, whereas role ambiguity and interpersonal conflict are negatively associated with job satisfaction. Furthermore, work–family conflict and interpersonal conflict fully mediate the effects of supervisory support, role conflict, and task complexity on strain, and they reduce the effects of ambiguity on strain. Thus, these factors have limited effects on strain by themselves; rather, they act on strain through emotional demands.

Some challenges have a strong connection with resources, yet also induce strain. Future models should incorporate the challenge‐hindrance approach to classifying demands and should examine challenge demands that motivate people to engage in stressful activities. Also, although work‐family conflict and interpersonal conflict at work concern different spheres, future research should incorporate both spheres and employ emotional demands as mediating variables.

Given that some challenges can be motivating yet stressful, the consequences of interventions can be difficult to forecast. Results point to the importance of carefully designing interventions and the role of WFC and IPC as potential levers in managing strain arising from complex jobs and other types of challenges.

This paper considers a unique model of demands, resources, and outcome variables that contributes to the knowledge about how to address stress.

Inadequate balancing of resources often results in resource conflict in the multiproject management process. Past research has focused on how to allocate a small amount of resources optimally but has scarcely explored how to foresee multiproject resource conflict risk in advance. The purpose of this study is to address this knowledge gap by developing a model to predict multiproject resource conflict risk.

A fuzzy comprehensive evaluation method is used to transform subjective judgments into quantitative information, based on which an evaluation index system for multiproject resource conflict risk that focuses on the interdependence of multiple project resources is proposed. An artificial neural network (ANN) model combined with this system is proposed to predict the comprehensive risk score that can describe the severity of risk.

Accurately predicting multiproject resource conflict risks in advance can reduce the risk to the organization and increase the probability of achieving the project objectives. The ANN model developed in this paper by the authors can capture the essential components of the underlying nonlinear relevance and is capable of predicting risk appropriately.

The authors explored the prediction of the risks associated with multiproject resource conflicts, which is important for improving the success rate of projects but has received limited attention in the past. The authors established an evaluation index system for these risks considering the interdependence among project resources to describe the underlying factors that contribute to resource conflict risks. The authors proposed an effective model to forecast the risk of multiproject resource conflicts using an ANN. The model can effectively predict complex phenomena with complicated and highly nonlinear performance functions and solve problems with many random variables.

The purpose of this paper is to examine the effect of superior support, in the presence of a range of work role stressors, on both conflict and enrichment aspects of work-life interface simultaneously. The paper frames the research narrative of superior support by contextualizing it within superior’s dichotomous and opposing roles of organizational performance driver and support provider.

Survey data was collected from Malaysian work adults. Drawing on a sample of 1,051 cases, structural equation modeling technique is used to examine the effect of superior support, with the presence of work role stressors, on individuals’ work-life experience. Three alternate models are compared: superior support as moderator of stressors-strain relationship; both superior support and work stressors as direct antecedents of work-life experience; and superior support as indirect antecedent (mediated by work role stressors) of work-life experience.

Findings evidence the favorable model of superior support as indirect antecedent (mediated by work role stressors) of work-life experience. In addition, superior support has significant impact on work role ambiguity and work-life enrichment, however, its effect on work role conflict, work role overload and work-life conflict is not significant. Findings of the study also demonstrate the distinct effect of work role stressors on work-life experience in terms of direction and strength of impact.

While superior support promotes greater work-life enrichment, its effect on work-life conflict is limited. Therefore, instead of superior support, employers have to identify alternate resources to assist employees to deal with conflict and interference of work-life interface. Distinctiveness of various work role stressors and interaction between these work role stressors offer practical implications to employer that all stressors at workplace should not be treated as identical and common to each other. Distinct effort should be taken to address different forms of work role stressors so that work-life conflict (resource depletion) can be minimized while work-life enrichment (resource gaining) can be enhanced.

The research investigates superior support in relation to work stressor and work-life experience by scrutinizing the role of supervisors from the vantage point of supervisors as performance drivers as well as support providers. This provides a balanced narrative as compared to previous research focussing solely on either the support perspective or the employee effort extraction perspective. In its execution, the research incorporates enrichment aspect of work-life experience, in addition to the conflict and negative effect. Drawing on the Conservation of Resources Theory, the study teases out important implication for employers and researchers to show that superior support and work role stressors come together to shape individuals’ work-life experience by depleting resources (work-life conflict) and gaining resources (work-life enrichment) simultaneously, as well as drawing out the dilemma of supervisors as performance drivers and support providers at the same time.

The aim of this study is to examine the configuration of project resources in organizations operating in a post-conflict country environment using a Resource-Based View (RBV) perspective.

Data collection was undertaken using a quantitative survey study of Non-Governmental Organizations (NGOs) involved in development projects in Sri Lanka, which obtained 445 responses. An Exploratory Factor Analysis and subsequent Confirmatory Factor Analysis were performed to identify and confirm the Project Management (PM) resource profile composition of these organizations.

The study identified resource profiles incorporated items at the team, organizational and collaborative social resource levels and did not differ significantly by organization type. This suggests that the current focus of PM RBV research that implicitly uses a competitive advantage derived framework may need to be adapted for contexts such as post-conflict environments.

For organizations seeking to deliver projects in developing countries, the findings indicate that relational capacity in the form of a collaborative social resource may be required to adapt team and organizational resources to post-conflict environments.

The lessons learnt from NGOs can be of value to other organisations seeking to operate in post-conflict environments. The findings from this research reveal that organizations in Sri Lanka establish resource profiles that meet domestic and external requirements. For the management of these organizations, recognition of the inherent contradictions of this strategy can enable the optimization of resource profiles, improving organizational efficiencies.

The study has used insights from NGOs involved in international and local development projects to extend current knowledge of PM resources. While NGOs are distinctive, the critical PM resources identified here may be of value to private and public organizations seeking to develop project resource profiles adapted to emerging markets.

The purpose of this paper is to examine the mediating roles of four aspects of work and family interface (WFI: work-to-family conflict, WFC; family-to-work conflict, FWC; work-to-family enrichment, WFE; and family-to-work enrichment, FWE) in a Chinese context in Taiwan. Included in the integral model are demands and resources from the work and family domains as antecedents, and role satisfaction and burnout as consequences.

Structured questionnaires were used to collect data from 499 full-time working Chinese parents in Taiwan.

Structural equation modeling results showed that antecedents had cross-domain and within-domain effects on all aspects of the WFI; and conflict and enrichment also had cross-domain and within-domain effects on job satisfaction and family satisfaction, while influences from the work domain (WFC and WFE) had a significant impact on burnout. Overall, the partial mediation model was supported, showing that antecedent variables having both indirect (through the WFI variables) as well as direct relationships with the outcome variables.

This is the first study testing a comprehensive model of the whole loop of antecedents-WFI-consequences with a non-Western sample. One unique contribution of the study is that the authors extended Western-based resources theories to Chinese employees, confirming that all four aspects of the WFI are important mediators linking up antecedents with consequences from both the work and family domains. Basing upon the findings, the authors suggests that both managers and employees should endeavor to break the destructive flow of conflict→dissatisfaction/burnout and to initiate the constructive flow of enrichment→satisfaction/free of burnout, by considering not only demands but also resources from both the work and family domains.

This study aims to investigate the relationship between person-role conflict, psychological capital and emotional exhaustion. Specifically, the research explores how person-role conflict magnified due to daily contact with COVID-19 carriers leads doctors and nurses to experience emotional exhaustion. Moreover, psychological capital function as an explanatory mechanism between stressor strain relationships has also been tested.

The study results are based on three months of lagged data conducted from the sample of 347 frontline physicians and nurses who provide treatment and care to infected people. To test direct, indirect and total effect, the author's used PROCESS Macro.

The results suggested that person-role conflict reduces state-like psychological capital and increases emotional exhaustion through reduced psychological capital. Results aligned with the model's expectations in that psychological capital mediated the relationship between person-role conflict and emotional exhaustion, and the mediation was partial.

This paper is the first one that tested the link between person-role conflict and emotional exhaustion. Moreover, up till now, no study has examined the mediating role of psychological capital in the relationship between person-role conflict and emotional exhaustion. Finally, in the context of the contagion outbreak, this is the preliminary effort that validated the resource loss cycle principle of conservation of resource theory.

This study examines the contextual variables that can curb the negative effects of role conflict on job satisfaction and enhance the positive effect of job satisfaction on creativity and service performance. More specifically, adopting the job demands-resources theory, the authors explore the interactive effect of frontline employee (FLE) self-monitoring and FLE-manager trust on the relationship between role conflict and job satisfaction. Extending this line of inquiry, the authors adopt social identity theory and analyze the moderating effect of FLE-manager identification on the relationship between job satisfaction and creativity and between job satisfaction and service performance.

Dyadic data utilizing 122 responses from FLEs and their managers were obtained from FLEs working with a major financial services firm in India. Structural equation modeling and PLS were used to assess the hypothesized relationships.

The negative relationship between role conflict and job satisfaction is reduced at higher levels of FLE self-monitoring and FLE-manager trust. Furthermore, FLE manager identification accentuates the effect of job satisfaction on creativity and service performance.

Organizations should invest in developing FLEs' personal and job-related resources to reduce the deleterious effects of role conflicts on FLEs' job outcomes. Specifically, managers should hire FLEs who are high in self-monitoring while enhancing FLE-manager trust and FLE-manager identification.

Role conflict is inevitable in a service job and can have serious negative downstream consequences. Hence, the study explores the important contextual factors that can help an organization develop policies to reduce the negative effects of role conflict.

Drawing from the conservation of resource theory and the job demands-resources model, this study examines the bi-directional conflicts of work and family during COVID-19, and investigates the online teaching work-related antecedents and the mechanism shaping emotional exhaustion of teachers in Taiwan. Moreover, this study explores mindfulness in teaching as a possible moderator.

Data for analysis were collected from elementary school teachers via an online survey using a questionnaire comprising well-developed scales. The hypotheses were validated using structural equation modeling.

Results show that only family interfering with work conflict mediates the positive relationship of online teaching job demand with emotional exhaustion and negative relationship of online teaching job resource with emotional exhaustion. Results also evidence that mindfulness practiced by teachers can help them perceive their own feelings and thoughts non-judgmentally in face of job demands.

With the growing work-from-home trend, the current study revisits the impact of work demands and resources on work-family conflict, and examines whether Taiwanese teachers' perception towards online teaching would lead to different observations. The path that JD→WIF conflict→EE is well established in the literature, while COVID-19 brings to light another path JD→FIW conflict→EE, revealing insight into teachers' cognition and plight during the pandemic.