The role of regulatory focus and team mindfulness in megaproject conflicts

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dedong Wang ◽  
Yuxue Wang
Keyword(s):  
Regulatory Focus ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Content Type ◽  
Negative Effect ◽  
Process Conflict ◽  
Positive Effect

PurposeProject conflicts are inevitable. Megaproject conflicts need to be managed across different levels. The purpose of this study is to investigate the role of individual-level regulatory focus and organization-level team mindfulness in managing megaproject conflicts.Design/methodology/approachBy combining the individual motivation basis and organizational background of conflict resolution, this study constructed a multi-level structural equation model. The hypothesis is tested based on data collected from 182 respondents.FindingsThe findings of this study show that project manager's promotion focus has a direct positive effect on task conflict and a negative effect on relationship conflict. Prevention focus has a positive effect on relationship conflict and a negative effect on task conflict and process conflict. Team mindfulness has a negative effect on relationship conflict and process conflict and a positive effect on task conflict. Task conflict was negatively affected by the interaction between team mindfulness and promotion focus. The interaction between team mindfulness and prevention focus had a positive effect on relationship conflict.Originality/valueThis study verifies the positive role of project manager's promotion focus and prevention focus in conflict management and clarifies the strengthening role of team mindfulness in constructive conflict and the prevention role in destructive conflict. This study also confirms that team mindfulness can act as a reinforcement and complementary factor of regulatory focus in megaproject conflict, contributing to the current understanding of the project manager's role in megaproject mindfulness contexts.

Why do I conform to your ideas?

2018 ◽  
Vol 12 (2) ◽  
pp. 346-368 ◽  
Author(s):  
Yongzheng Qu ◽  
Wen Wu ◽  
Fangcheng Tang ◽  
Haijian Si ◽  
Yuhuan Xia
Keyword(s):  
Organizational Development ◽  
Regulatory Focus ◽  
Voice Behavior ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Content Type ◽  
Research Perspective ◽  
The Difference ◽  
The Relationship ◽  
Positive Effect

PurposeThe purpose of this study is to advance and test a new construct, harmony voice. Furthermore, according to the social influence theory, the relationship betweenzhongyong, an essential Confucian orientation mode and voice behavior, and the moderating role of coworker’s regulatory focus (promotion focus and prevention focus) has been examined.Design/methodology/approachA field study has been designed to test our hypotheses. We used samples of 291 employee–coworker dyads from a variety of organizations in China to test this study’s hypotheses.FindingsThe results of this empirical study show thatzhongyongis positively related to harmony voice. Coworkers’ promotion focus strengthens the positive effect ofzhongyongon harmony voice, and coworkers’ prevention focus weakens the positive effect ofzhongyongon harmony voice.Research limitations/implicationsTraditionally defined voice and harmony voice might cause different risks to the voicer. However, how and what kinds of risks may be differently caused by these two types of voice behaviors have not been examined in this study. Future empirical research can explore the different effects of traditionally defined voice and harmony voice.Practical implicationsManagers responsible for managing Chinese employees should notice the difference in some important ways of thinking between Easterners and Westerners. Specifically,zhongyongmay direct people to express issues related to work in ways that are different from those of their Western counterparts. Harmony voice can benefit the Chinese organization without disrupting organizational development.Social implicationsBy examining the relationship betweenzhongyongand harmony voice, we contribute to identifying antecedents of voice by using an emic research perspective.Originality/valueWe made significant theoretical contributions to voice literature. We developed the construct of harmony voice, and we examined the relationship betweenzhongyongand voice.

Workplace resources and employee resilience: the role of regulatory profiles

2017 ◽  
Vol 22 (4) ◽  
pp. 419-435 ◽  
Author(s):  
Joana Kuntz ◽  
Philippa Connell ◽  
Katharina Näswall
Keyword(s):  
Regulatory Focus ◽  
Online Survey ◽  
Negative Effects ◽  
Prevention Focus ◽  
Content Type ◽  
Joint Effects ◽  
Main Effects ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the independent and joint effects of regulatory focus (promotion and prevention) on the relationship between workplace resources (support and feedback) and employee resilience. It proposed that, at high levels of resource availability, a high promotion-high prevention profile would elicit the highest levels of employee resilience. Design/methodology/approach An online survey was completed by 162 white collar employees from four organisations. In addition to the main effects, two- and three-way interactions were examined to test hypotheses. Findings Promotion focus was positively associated with employee resilience, and though the relationship between prevention focus and resilience was non-significant, both regulatory foci buffered against the negative effects of low resources. Employees with high promotion-high prevention focus displayed the highest levels of resilience, especially at high levels of feedback. Conversely, the resilience of low promotion-low prevention individuals was susceptible to feedback availability. Practical implications Employee resilience development and demonstration are contingent not only on resources, but also on psychological processes, particularly regulatory focus. Organisations will develop resilience to the extent that they provide workplace resources, and, importantly, stimulate both promotion and prevention perspectives on resource management. Originality/value This study extends the research on regulatory focus theory by testing the joint effects of promotion and prevention foci on workplace resources, and the relationship between regulatory foci and employee resilience.

The effect of task conflict on outsourcers’ long-term orientation toward suppliers: the moderating role of formal control and Chinese guanxi

2019 ◽  
Vol 35 (2) ◽  
pp. 260-269 ◽  
Author(s):  
Shuting Li ◽  
Mark H. Haney ◽  
Gukseong Lee ◽  
Mingu Kang ◽  
Changsuk Ko
Keyword(s):  
Conflict Management ◽  
Design Methodology ◽  
Manufacturing Firms ◽  
Task Conflict ◽  
Content Type ◽  
Formal Control ◽  
Negative Effect ◽  
Moderating Role

Purpose This paper aims to investigate the antecedents of manufacturing firms’ long-term orientation towards their suppliers in the context of outsourcing relationships in China. Design/methodology/approach Based on survey data collected from 224 manufacturing firms in China, this study examines the hypothesized relationships. Findings The results show that task conflict has a negative effect on long-term orientation, both Chinese guanxi and formal control are useful governance mechanisms to enhance long-term orientation, and the negative effect of task conflict on the long-term orientation weakens as Chinese guanxi between a manufacturer and its supplier increases. Originality/value This study contributes to a better understanding of conflict management in outsourcing relationships in China.

Achievement vs avoidance

2018 ◽  
Vol 26 (3) ◽  
pp. 14-16
Keyword(s):  
Emotional Exhaustion ◽  
Regulatory Focus ◽  
Design Methodology ◽  
Work Performance ◽  
Reading Time ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Content Type ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings The effects of a promotion focus, prevention focus, and a dual regulatory focus on work performance, sickness, and emotional exhaustion were investigated for managers and non-managers in The Netherlands. The dual focus relates more to managers, who have more complex roles and are called on to be able to act in flexible ways on a continual basis. It was tentatively found that a dual focus is not as beneficial as previously expected, and perhaps enhancing a promotion focus for managers and non-managers is more advantageous for an organization. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent, information and presenting it in a condensed and easy-to-digest format.

Regulatory focus and learning

2020 ◽  
Vol 44 (4/5) ◽  
pp. 425-447 ◽  
Author(s):  
Jessica E. Federman
Keyword(s):  
Informal Learning ◽  
Regulatory Focus ◽  
Structured Interview ◽  
Learning Performance ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Learning Behaviors ◽  
Content Type ◽  
Differential Effects ◽  
Performance Success

Purpose The purpose of this study is to understand how regulatory focus influences informal learning behaviors. A growing body of research indicates that regulatory focus has significant consequences for goal pursuit in the workplace, yet it has not been readily studied or applied to the field of human resource management (Johnson et al., 2015). This is one of the few studies to examine the relationship between informal learning and regulatory focus theory that can be applied to the training and development field. Design/methodology/approach Using a qualitative research design, a semi-structured interview was used to increase the comparability of participant responses. Questions were asked in an open-ended manner, allowing for a structured approach for collecting information yet providing flexibility for the sake of gaining more in-depth responses. An interview guideline was used to standardize the questions and ensure similar kinds of information were obtained across participants. A typological analytic approach (Lincoln and Guba, 1985) was used to analyze the data. Findings In a sample of 16 working adults, (44% female and 56% male), participants who were identified as having either a promotion- or prevention-focus orientation were interviewed about types of informal learning strategies they used. The results revealed that performance success and failure have differential effects on learning behaviors for prevention and promotion-focus systems. Stress and errors motivate informal learning for the prevention-focus system, whereas positive affect motivates informal learning for the promotion-focus system. Prevention-focus participants articulated greater use of vicarious learning, reflective thinking and feedback-seeking as methods of informal learning. Promotion-focus participants articulated greater use of experimentation methods of informal learning. Originality/value This study provides an in-depth understanding of how regulatory focus influences informal learning. Few studies have considered how regulatory focus promotes distinct strategies and inclinations toward using informal learning. Performance success and failure have differential effects on informal learning behaviors for regulatory promotion and prevention systems. This has theoretical and practical implications in consideration of why employees engage in informal learning, and the tactics and strategies they use for learning.

scholarly journals The impact of challenge-hindrance stressors on creativity: the mediating role of regulatory focus and the moderating role of proactive personality

2021 ◽  
Vol 245 ◽  
pp. 03031
Author(s):  
Yixin Yang ◽  
Mingjian Zhou
Keyword(s):  
Regulatory Focus ◽  
Proactive Personality ◽  
Regulatory Focus Theory ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Mediating Role ◽  
The Impact ◽  
Moderating Role ◽  
Focus Theory

Based on the challenge-hindrance stressors framework and regulatory focus theory, this study explored the mediating role of promotion focus between challenge stressors and employee creativity, and the mediating role of prevention focus between hindrance stressors and creativity. In addition, we further explored the moderating role of proactive personality in this model. In the end, we discuss implications and limitations of our argument for theory and practices.

Do stressors stifle or facilitate employees' innovative use of enterprise systems: the moderating role of IT mindfulness

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shaobo Wei ◽  
Fenfen Zhu ◽  
Xiayu Chen
Keyword(s):  
Enterprise Systems ◽  
Research Model ◽  
Moderating Effects ◽  
Content Type ◽  
Negative Effect ◽  
Role Of It ◽  
Positive Effect ◽  
Moderating Role ◽  
Different Levels

PurposeInnovative 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.Design/methodology/approachData 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.FindingsResults 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.Originality/valueThis 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.

Role of regulatory focus in the asymmetric perception of gains versus nonlosses and of losses versus nongains

2019 ◽  
Vol 47 (6) ◽  
pp. 1-14 ◽  
Author(s):  
Yanwei Shi ◽  
Fuming Xu ◽  
Zhuang She ◽  
Peng Xiang ◽  
Hui Zhang
Keyword(s):  
Regulatory Focus ◽  
Perceived Fairness ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Outcome Fairness ◽  
Priming Task ◽  
Situational Prevention ◽  
Perceived Unfairness

We tested the effects of regulatory focus on the asymmetric perception of losses versus nongains and of gains versus nonlosses. In Experiment 1, situational regulatory focus was manipulated by a priming task and then participants evaluated the outcome fairness of different distribution scenarios. In Experiment 2, participants completed the Regulatory Focus Questionnaire and then evaluated the outcome fairness of various distribution scenarios. Results showed that: (a) The gains versus nonlosses asymmetry in perceived fairness was stronger with a situational promotion focus, and the losses versus nongains asymmetry in perceived unfairness was stronger with a situational prevention focus; (b) The losses versus nongains asymmetry in perceived unfairness was stronger with a chronic prevention focus, whereas the gains versus nonlosses asymmetry in perceived fairness was positive with both a chronic promotion focus and chronic prevention focus. Taken together, the findings demonstrate that a situational regulatory focus has more extensive effects than does a chronic regulatory focus on asymmetric perceptions of outcomes. These results offer insights for understanding the differences between chronic and situational regulatory focus.

The dual effects of task conflict on team creativity

2019 ◽  
Vol 30 (1) ◽  
pp. 132-154 ◽  
Author(s):  
Eun Kyung Lee ◽  
Ariel C. Avgar ◽  
Won-Woo Park ◽  
Daejeong Choi
Keyword(s):  
Transformational Leadership ◽  
Harmful Effect ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Team Creativity ◽  
Content Type ◽  
Team Conflict ◽  
Positive Direct ◽  
The Impact

PurposeThe purpose of this paper is to explore the dual effects of task conflict on team creativity and the role of team-focused transformational leadership (TFL) as a key contingency in the task conflict–team creativity relationship.Design/methodology/approachData were collected from 325 teams across ten large companies in South Korea. The study tested the hypothesized moderated mediation model using an SPSS macro (PROCESS, Hayes, 2008).FindingsResults showed that task conflict is directly and positively related to team creativity and is negatively and indirectly related to team creativity via relationship conflict. Furthermore, the study found that team-focused TFL moderates all paths through which task conflict affects team creativity. Specifically, team-focused TFL enhances the positive direct effect of task conflict and alleviates the negative indirect effects of task conflict on team creativity.Research limitations/implicationsAlthough this study could not test the causal chains of the proposed relationships owing to a cross-sectional nature of data, the present research provides theoretical implications for the conflict, leadership and team creativity literatures. The study highlights the role of transformational leadership in the process through which team conflict is managed so as to increase team creativity.Practical implicationsTo capitalize on the creativity-related benefits associated with task conflict, managers will need to pay attention to the role they can play and their leadership that emphasizes collective goals and identity. Managers and team leaders are also expected to intervene in conflict situations to minimize the harmful effect of task conflict that may take place owing to the association between task conflict and relationship conflict.Social implicationsThe findings will have implications for any social contexts where people work together toward common goals. In such contexts, the study emphasizes the role of leadership in teams to use the creative potential associated with different opinions and values regarding what and how work to be completed.Originality/valueThe study’s examination of the dual paths through which task conflict affects team creativity brings insights into why the impact of task conflict on team creativity has been inconsistent or unclear in past research. This paper also articulates a leader’s role in teams in relation to managing team conflict to increase team creativity.

Emotion regulation and conflict transformation in multi-team systems

2014 ◽  
Vol 25 (2) ◽  
pp. 171-188 ◽  
Author(s):  
Walter van den Berg ◽  
Petru L. Curseu ◽  
Marius T.H. Meeus
Keyword(s):  
Emotion Regulation ◽  
Relationship Conflict ◽  
Emotion Regulation Strategies ◽  
Content Type ◽  
Relationship Conflicts ◽  
Team Interactions ◽  
Regulation Mechanisms ◽  
Regulation Strategies ◽  
Process Conflict

Purpose – The aim of this paper is to test the moderating role of emotion regulation in the transformation of both task and process conflict into relationship conflict. Design/methodology/approach – A field study of multi-teams systems, in which (94) respondents are engaged in interpersonal and inter-team interactions, was conducted to test the effects of the interaction of emotion regulation and task and process conflict on the emergence of relationship conflict in 23 multi-team client/supplier systems. Findings – The findings show that when collective emotion regulation strategies are effective, process conflict is less likely to transform into relationship conflict. An emerging finding of this study shows that process conflict mediates the interaction between task conflict and emotion regulation on relationship conflict in multi-team systems. Research limitations/implications – This study uses a relatively small number of projects and participants: further studies with larger samples are recommended; in addition, longitudinal studies would allow for further testing the effect of team longevity in the emergence of effective emotion regulation strategies.ct transforming into relationship conflicts. Practical implications – The findings imply that managers of multi-team systems should actively try to stimulate their teams to develop effective emotion regulation strategies as effective emotion regulation mechanisms minimize the risk of process conflict transforming into relationship conflicts. Originality/value – The paper looks at a real-world (as opposed to lab-situation) environment; it addresses a contingency model of intra-group conflict and tests the transformation of task and process conflicts into relationship conflict taking into account the moderating effect of emotion regulation.

Sign in / Sign up

Export Citation Format

Share Document