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The purpose of this paper is to examine the triple interaction of task conflict, emotion regulation and group temporariness on the emergence of relationship conflict.

A field study was conducted to test the interaction of emotion regulation and task conflict on the emergence of relationship conflict in 43 short‐term (temporary) groups and 44 long‐term groups.

The results show that the highest chance for task conflict to evolve into relationship conflict is when groups (both short‐term and long‐term) have less effective emotion regulation processes, while task and relationship conflict are rather decoupled in long‐term groups scoring high on emotion regulation.

The paper concludes with a discussion of the obtained results in terms of their implications for conflict management in groups. Further research should explore the moderation effects in longitudinal studies in order to fully test the variables in the model.

The paper answers the call for contingency models of intra‐group conflict and tests the moderating effect of two such contingencies in the relationship between task and relationship conflict.

The purpose of this paper is to compare the employee well-being of police officers in different investigative groups. This paper analyses crime investigators’ employee well-being from four perspectives: organisational commitment, job satisfaction, exhaustion and turnover intentions.

The analysis is based on Finnish Police Personal Survey data (n=6,698), and qualitative and quantitative analysis methods are utilised.

Significant differences between investigative groups were found, and the police officers working in short-term investigations had the lowest level of well-being. The qualitative results revealed the employee- and organisational-level reasons behind these attitudes. One major issue is the lack of meaningfulness in work as the respondents describe their jobs as boring and monotonous and report that they do not have the appropriate resources to do their work as well as they wish.

To enhance the well-being of the investigators, police forces should improve the ways of leadership and invest more resources especially on short-term investigation to diminish the insecurity and ensure the quality and continuity of the work.

Research on the well-being of police officers has mostly focused on officers conducting surveillance or emergency operations, and there is very little knowledge of the well-being of crime investigators. This research adds to the limited knowledge on employee well-being of crime investigators.

Different lengths of collaboration with colleagues at work is a central feature of modern working life, and even more so in a work environment that is increasingly project focused and knowledge-intensive. Despite its practical importance, there is little research on how the perceived costs and benefits in an information-sharing dilemma might change depending on collaboration length. Based on a social dilemma framework, it is hypothesised that anticipated length of collaboration time will significantly influence the motivation to collaborate.

An experimental scenario study (N = 87) compared the willingness to work collaboratively, share information and help the partner in a long-term (two academic terms) vs a short-term (one week) condition.

At first somewhat counter-intuitively, participants were more helpful in the short-term, and insisted more on equality and disengaged more from a defecting partner – but not the project – in the long-term condition. People appear to focus more on the immediate task in short-term collaborations – even at cost – because the outcome is more important than the relationship, and more on setting norms for equality and reciprocity in long-term collaborations to avoid future exploitation.

The findings help understanding the motivation and the partner and task perception under different time conditions and support managing teams in an increasingly project-oriented work environment with changing partners and varying time frames.

To the authors’ knowledge, this is the first paper investigating the influence of anticipated collaboration time in information-sharing dilemmas.

The purpose of this paper is to investigate the additive and differential effects of short-term-oriented group incentives (STOGIs) and long-term-oriented group incentives (LTOGIs) on psychological ownership and organizational commitment.

This study analyzed data from 17,255 US employees in the 2005 data set of the National Bureau of Economic Research Shared Capitalism Research.

Both additive indices of group incentives have direct positive relationships with psychological ownership and organizational commitment, as well as indirect positive relationships with organizational commitment through psychological ownership. STOGIs have a stronger relationship with organizational commitment and LTOGIs have a stronger relationship with psychological ownership.

The value of this research lies in exploring the differential effects of short-and long-term group incentives, which provides new insight into the theory of group incentives and practical implications for their effective utilization.

The purpose of this paper is to investigate the performance of the revolving fund (RF) regarding the ability of smallholder debtors to retrieve land title deeds, and also to examine the factors influencing the outstanding debts and percentage of outstanding interest of the smallholders in the Central and Northeastern regions of Thailand.

Primary data were collected from 430 debtors in the Central and Northeastern regions of Thailand in order to compare the differences in livelihood assets as well as their opinions on benefits derived from the operation of the RF. Secondary data were also collected from the RF administration, in order to evaluate the effectiveness and efficiency of the fund. Heteroskedasticity-corrected ordinary least squares and Tobit regression models were employed to examine the factors influencing the outstanding debts and percentage of outstanding interest of the smallholders, respectively. Furthermore, the student’s t-test was used to examine the differences in the livelihood assets among debtors in the two regions; and one-way analysis of variance (ANOVA) was used to examine differences in livelihood indicator scores among the three types of debtors.

The empirical results revealed that the RF is effective as the fund could provide loan to smallholders to enable them redeem their land title deeds from their previous creditors. The t-test results reveal significant differences in the livelihood assets among debtors in the two regions. One-way ANOVA indicates differences in livelihood indicator scores among the three types of debtors. The results of the heteroskedasticity-corrected ordinary least squares regression revealed that being married, low frequency of floods and less influence of third parties significantly reduced the outstanding debts. The results of the censored Tobit regression revealed that increased frequency of meeting with the RF administration, less influence of third parties, high land potential and interaction of age and experience significantly decreased the percentage of outstanding interest.

It is imperative to intensify information and education regarding the regulations, payment terms and modalities to clients in order to facilitate repayments of the loans disbursed. The organization of the RF should pay particular attention to the role of the committees involved, information administration and loan repayment monitoring. The RF should increase the frequency of meetings with smallholders, minimize the influence of third parties and give priority to old and experienced smallholders who possess land with high potential for earning incomes to enable them repay the loans.

To the best of the authors’ knowledge, this is the first study that examined the effectiveness of the RF to enable smallholders retrieve their land title deeds.

Discusses how, in Part 1 the research group was at a “pioneering crisis” stage with considerable role and task ambiguity. An organizational development process was initiated aiming for greater systemization: a matrix structure was introduced and a groupware tool, the plan‐document (PD1), was implemented, as part of the group’s strategy to develop into a learning organization. States that the plan‐document was designed to enable information sharing and co‐ordination throughout the group, ranging over the short‐ and long‐terms. Usage was, however, low and PD1 was not widely adopted, although usage varied according to timescales and the personal relevance of objectives. A second plan‐document (PD2) was designed, aimed at being more “personal” and accessible, attuned to the new matrix structure and including reporting as well as planning functions. Looks at the introduction of PD2 and evaluates its contribution to the transition of the research group into both a systematized and a learning organization. Posits that groupware can go some way towards helping organizations meet the challenges of an uncertain environment through supporting open access between groups and individuals and fostering the group cohesiveness and interdependence.

The purpose of this paper is to extend the understanding of projects in permanent organizations. Previous research has captured organizational contexts where either a project logic dominates or projects support recurrent, ongoing operations. Through a case study, the author shows how projects and non-projects coexist over time in the core of the organization in a balanced manner, addressing the specific tensions in such an organization.

The author has undertaken a case study of the Norwegian Petroleum Directorate. The analysis is based on several types of data: internal reports, descriptions of structure and roles, internal handbooks and other documents from the period 1998–2018; interviews with ten persons in different roles in the organization; and a survey of 190 employees and middle managers (response rate: 84 percent).

The author finds that the balance of projects and non-project work, work units and rationale has been an institutional and stabile characteristic, rather than a transitory state of a Norwegian state directorate. It is also found that two types of products or set of tasks are reflected in two types of work groups: long-term work groups and project work groups. There is a subjective element regarding whether a new task should be integrated into an existing long-term unit or serve as the basis of creating a new project. The analysis of work organization, leadership and employee perceptions has revealed a number of similarities and differences between the two work contexts: the long-term work groups and the projects. The balance of projects and non-projects is maintained through shared beliefs and the process of allocation of personnel. This balance is threatened through actual practice in the organization.

A case study does not allow for statistical generalizations. The implication of the study is the revelation of a potential research gap “between” a project-based organization (PBO), on the one hand, and a project-supported organization (PSO), on the other hand.

For organizations that combine projects and non-projects in the core, the paper could contribute to the understanding of tensions and the way to handle them, and provide inspiration regarding mechanisms for resource allocation.

This paper identifies and empirically describes an organization where both projects and non-projects are of great importance in the core activities of the firm, thus filling a “gap” between the PBO and PSO. A number of aspects of this organization are analyzed, including how the balance of the two logics has been maintained over the two decades. The study could provide the basis for a number of research questions on the coexistence of and tensions between projects and non-projects in the core of an organization.

The purpose of this paper is to propose research‐based principles of conflict management that are grounded in practical experience.

The paper presents a review of literature on topics related to each of four proposed conflict management principles as well as practical advice on implementing the principles.

The principles are as follows: take action early in the conflict cycle; use ground rules to encourage productive discussion of disagreements; discuss substantive conflict issues openly with the entire group; and discuss interpersonal conflict issues with the entire group only if doing so is concurrent with the purpose, time availability, and skill set of the group.

The principles should be useful to anyone who works with or on teams.

This paper provides a useful review of literature and proposes four conflict management principles that are based on research and grounded in practice.

In the actual livestreaming background, to obtain more income, some broadcasters will transform their original single role orientation into mixed one. This research study aims to conduct an empirical study on the influence of the broadcasters' role orientation transformation on the viewers' tipping behavior.

The authors collect data from Kuai, a leading online live streaming service provider in China. The dataset includes 175,701 live streaming data from 971 broadcasters in 7 months. To avoid unobservable factors, the authors adopt two difference-in-differences (DID) models to estimate the effect of two kinds of broadcaster's role orientation transformation on the broadcaster’s direct income separately. And the authors use the Heckman-type correction to solve broadcasters’ self-selected problem.

The authors evaluated that there is a U-shape relationship between the broadcasters' role orientation transformation and their direct income. The broadcasters' direct income experienced a sharp decline for a short period of time after transformation and followed by a rise after a period of adaptation. And for broadcasters with different genders and amounts of fans, the influence degree of role orientation transformation is various.

This paper provides a fresh usage of the regulatory engagement theory in the brand new information communication technology. And it also explores the boundary effect of the participating object's self-factors in the regulatory engagement theory. Besides, this paper expands the research of livestreaming into natural background. Such results also provide operable suggestions for the livestream platform, the broadcaster himself and the enterprises who want to employ some broadcasters to recommend their products.

This commentary on Kenny and Livi (2009) expands on aspects of leadership categorization theory that are consistent with the application of the social relations model (SRM). It critically considers limits to the generalization of the variance components analysis results described in Kenny and Livi's first example, and briefly summarizes results of an additional study that supports their findings. Finally, this commentary suggests interpretational issues of interest to researchers who wish to continue to apply the SRM to multi-level issues in the study of leadership.