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Despite the critical issues involving Middle East countries such as war and a drop in currency exchange rates, a large number of students leave their country to pursue a higher education abroad, every year. The purpose of this paper is to understand the difficulties that these students face while conducting their research in a foreign country and in doing so hopes to enhance a greater awareness of the kind of hindrances they face to complete their studies.

The respondents of this qualitative study are PhD students from the Middle East who were studying in a public university in Southeast Asia. This university has recorded an increasing enrollment of international students, particularly from the Middle East in the last few years. Data were collected using a series of unstructured interviews that elicited information on critical incidents that characterized the kind of difficulties students had to face in their research. The data obtained was further analyzed using a qualitative software package – NVivo (QSR International, 10).

Six main themes emerged from the content analysis of the interviews, which are the role of the supervisor, student characteristics, family commitments, financial problems, psychological and research barriers which provide a holistic picture of student perspectives on the factors that affect research progress. While these students might have faced difficulties that might have been cited in existing literature, this paper argues that the respondents have indicated experiencing psychological barriers that were not described in earlier studies, such as the state of mind they were in as a result of being worried for family members due to war or violence in their home countries, drop in currency exchange rates and difficulties in acquiring money due to international sanctions imposed against their countries.

This study provides important insights on the factors that affect the progress of PhD students from the Middle East, while at the same time revealing a serious gap in supervisors’ role which can contribute to the delay in the research progress of PhD students.

Stakeholder engagement in construction projects is an ingredient that contributes to project optimal performance. Many developing countries have a paucity of literature about stakeholders' engagement in construction projects. Therefore, the study investigated South Africa's shareholders' engagement in construction projects and recommended possible measures to mitigate potential limitations.

The researchers collated data from South African experts in stakeholder engagement via a phenomenology type of qualitative research design. They explored the “perceived hindrances” facing stakeholders' engagement in construction projects and proffer measures to mitigate them. The study analysed collected data via thematic analysis and achieved saturation. Three themes emerged from the analysed data.

Findings show that efficient stakeholder engagement will enhance team collaboration and integrated construction project delivery. Results identified the perceived limitations facing stakeholders' engagement in South Africa's construction projects and categorised them into individual perceived hindrances, organisational perceived hindrances and government-related perceived hindrances. Also, findings proffer measures to mitigate perceived hindrances via policies and programmes within the sector.

Besides enhancing policymakers and other stakeholders in South Africa's construction industry to understand the benefits of stakeholder engagement better, the study may stir up the construction sector's stakeholders to embrace enhanced and effective stakeholders' management.

This study contributes to construction project practice that involves stakeholders, as it reveals the underlying causes of perceived hindrances facing stakeholders' engagement in construction projects. Also, it proffers feasible solutions to mitigate these hindrances and enhance stakeholders' engagement within South Africa's construction projects.

Although scholars have provided sufficient empirical evidence on the effect of peer knowledge hiding on new product development (NPD) project team outcomes, little attention has been given to the relationship between project manager knowledge hiding and individual outcomes. Drawing on the job resources-demands model and a dyadic stressor perspective, this study aims to explore the effect of project manager knowledge hiding on subordinates’ turnover intentions as well as the mediating roles of challenge- and hindrance-related stress.

This study conducted a multiple-source survey of NPD project managers and their subordinates in China. Hypotheses were tested by using data collected from 171 manager–subordinate dyads in NPD projects.

The findings revealed that project manager knowledge hiding was positively associated with subordinates’ turnover intentions, challenge-related stress and hindrance-related stress. Project manager knowledge hiding imposed a positive indirect effect on turnover intentions through hindrance-related stress, whereas the mediating effect of challenge-related stress was not significant.

To the best of the authors’ knowledge, this study is one of the first to investigate the individual outcomes of top-down knowledge hiding as well as the mediating roles of challenge- and hindrance-related stress in the context of NPD projects.

The present study develops, conceptualizes and validates a scale based on the transactional stress theory to assess the perceived challenge and hindrance demands of doctoral programs that impact doctoral students’ psychological well-being.

This research employs an exploratory-mixed methodology comprising five phases with a sequential qualitative-quantitative approach. A rigorous scale development process is adopted to validate the instrument’s psychometric properties. The study respondents are Indian full-time doctoral students in the management discipline.

The findings show that the construct of perceived challenge and hindrance demands is a first-order four-factor and a second-order two-factor model. The study has validated the scale to capture the challenge and hindrance demands of doctoral research programs with the following sub-constructs: doctoral program resource inadequacies, doctoral program ambiguity, doctoral program workload and complexity.

The recommended challenge demands and hindrance demands (CHD) scale provides a benchmark for doctoral institutes and program supervisors in focussing on research students’ perception of their doctoral education demands to reduce the strain and increase their well-being during their doctoral program journey.

Hindrance demands adversely influence the motivation resources needed for doctoral education; challenge demands positively impact the research students’ internal resources.

Over the past years, high waste and inefficiencies in the construction industry may have contributed to many projects failing to meet clients’ expectations. Among the new project delivery mechanisms to tackle this problem is integrated project delivery (IPD). IPD has been proved as a mechanism that increases stakeholders’ collaboration at the early stage and delivers the highest value-for-money projects. In Nigeria, research regarding practitioners in the application of IPD in construction delivery is scarce. Thus, this study aims to investigate the level of awareness, issues hindering the implementation of IPD and proffer solutions to promote the use of IPD in project delivery.

Qualitative research was adopted. Twenty virtual interviews via Zoom and Whatsapp Videos were used to collect data from the selected participants and analysed via a thematic method. This is because of the unexplored dimension of the issues.

Results show that practitioners are aware of IPD but lax in the application. The emerged issues hindering the adoption and implementation of IPD were grouped into technological, legal, financial and cultural in Nigeria’s context.

This study is restricted to the relevance and hindrances facing the usage of IPD in the Nigerian built environment. The study proffers solutions to promote the use of IPD in the built environment via a qualitative approach.

This paper will contribute towards stirring Nigeria’s stakeholders to create an enabling environment within the industry via IPD friendly policies and promote the use of IPD on construction projects.

This paper is one of the few papers that attempted to uncover issues that hinder the use of IPD on construction projects in Nigeria via a qualitative approach.

Drawing from both the transactional theory of stress and the conservation of resources theory, this paper sets out to investigate the role of demand-specific challenge and hindrance appraisal of emotional demands, as well as time pressure and perceived goal progress within the challenge–hindrance framework.

For this research, 91 employees provided daily diary data for one working week. Focusing on within-persons effects, multilevel moderated mediation models using multilevel path analyses were applied.

Both emotional demands and time pressure exert positive effects on work engagement when people expect resource gain (challenge appraisal), independent of actual resource gain (achievement). Furthermore, results show that goal progress buffers negative effects of perceived blocked resource gain (hindrance appraisal) on both emotional and motivational well-being.

This research proposes an extension and refinement of the challenge–hindrance stressor framework to explain health-impairing and motivational processes of emotional demands and time pressure, combining reasoning from both appraisal and resource theory perspectives. The study identifies demand-specific challenge and hindrance appraisals as mediators linking demands to emotional and motivational well-being, emphasizing the influence of goal progress as a resource on these relations.

The main aim of this study is to explore the moderating role of ethical leadership on the indirect effect of work–family conflict on nurses' job satisfaction via hindrance stress.

A questionnaire was answered by 224 nursing professionals working in public and private health institutions.

A mediation–moderation model was estimated, and the results thereof indicated that work–family conflict has an indirect negative effect on satisfaction through the mediation mechanism of hindrance stress. Results also show that ethical leadership enhances this mediated relationship.

The cross-sectional data limited the generalization of results. Future research should develop longitudinal studies, which will allow for conclusions to be drawn with regard to inferences of causality.

It is recommended that health organizations should develop ethical training for their leaders. By doing so, they will address two issues: the conciliation between work and family as well as the reduction of job stress, which will subsequently improve job satisfaction.

The originality of this empirical study lies in the exploration of the moderating role of ethical leadership in the indirect effect of work–family conflict, which, in turn, impacts on job satisfaction via the hindrance stress experienced by nurses. The study is innovative in the sense that it seeks to gain a greater understanding of the moderation–mediation mechanisms of the variables under study.

This study aims to investigate the antecedents of frontline employees’ boundary-spanning behaviors in the hospitality industry. Anchored in transactional stress theory, affective events theory and motivation theories, a conceptual model was built to explore the impacts of hindrance stressors on boundary-spanning behavior.

Data were collected from frontline employees in the hospitality industry in the USA. Confirmatory factor analysis and structural equation modeling were used.

The findings revealed that despite hindrance stressors’ negative indirect impact on frontline employees’ boundary-spanning behaviors, intrinsic motivation worked effectively to reduce hindrance stress and influence subsequent emotions leading to boundary-spanning behaviors.

This study provides substantial and detailed strategies for hospitality practitioners who are pressed to alleviate the hindrance stressors from which frontline employees frequently suffer, foster employees’ positive emotions and ease negative emotions while promoting boundary-spanning behaviors. Cultivation of employees’ intrinsic motivation and emotional management is encouraged, as is effective organizational structure and management intervention. All of these are deemed helpful in buffering employees’ work-related stress while motivating them to go above and beyond their nominal duties.

Very few studies have examined how “bad” hindrance stressors affect boundary-spanning behaviors. Rather than suggesting that hindrance stressors are relevant only to counterproductive behaviors, this study extends both the stress and boundary-spanning literature by uncovering the impact of hindrance stressors on frontline employees’ boundary-spanning behaviors while accounting for the roles of workers’ motivation and emotion.

In this chapter we extend previous theory on the effects of stressors at the intersection of the work–family interface by considering the challenge stressor–hindrance stressor framework. Our central proposition is that stressors in one domain (work or non-work) are associated with criteria in the same domain and across domains through four core mediating variables. Through this theoretical lens we develop a set of propositions, which as a set, suggest that managing the work–family interface involves balancing the offsetting indirect effects of challenge and hindrance stressors.

Innovative use of enterprise systems (ES) by employees is essential for organisations to benefit from huge investments in such systems. Drawing on job demands-resources (JDR) theory, this study explores how stressors (i.e. challenge and hindrance stressors) influence employees' innovative use of ES, as well as considering the moderating effects of IT mindfulness.

Data were collected from a longitudinal survey of 152 employees in a large financial service company in China. Hierarchical multiple regression was used to test the research model.

Results showed that challenge stressors exerted a positive effect and hindrance stressors had no significant effect on innovative use of ES. Furthermore, we found that IT mindfulness weakened the positive effect of challenge stressors and the negative effect of hindrance stressors on innovative use of ES.

This study is among the first to extend the research of innovative use of ES by considering two types of stressors based on the JDR theory. Besides, new insights are provided on how to promote employees' innovative use of ES in the post-acceptance stage according to the different levels of IT mindfulness of employees.