International Journal of Conflict Management最新文献

{"title":"Conflict management 101: how emotional intelligence can make or break a manager","authors":"Katja Schlegel, Monica de Jong, Smaranda Boros","doi":"10.1108/ijcma-09-2023-0171","DOIUrl":"https://doi.org/10.1108/ijcma-09-2023-0171","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Previous research suggests that emotional intelligence (EI) may benefit managers when resolving conflicts. However, past studies relied on self-reports of EI and conflict management styles, and a theoretical model explaining the mechanisms of the link between EI and conflict management outcomes for managers is still missing. This study aims to test a theoretical model proposing that during conflicts, managers with higher performance-based ability EI are perceived as warmer and more competent, which in turn contributes to higher conflict management effectiveness.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A total of 108 Executive MBA students with managerial experience completed a performance-based EI test designed for the workplace and engaged in a conflict management exercise during which they were videotaped. In the exercise, managers spontaneously responded to video-based vignettes in which “employees” addressed them regarding a work-related conflict (e.g. a disagreement regarding tasks and working hours). Independent observers (<em>n</em> = 262) rated the managers’ videotaped responses on items tapping warmth, competence and conflict management effectiveness.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Managers with higher performance-based EI (in particular, emotion regulation in oneself and emotion management in others) received higher observer ratings on warmth, competence and conflict management effectiveness. Warmth and competence fully mediated the link between EI and effectiveness.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>These results demonstrate that managers’ performance-based EI translates into actual work-related behaviors and outcomes. Implications for training EI and effective conflict management are discussed.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"23 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141741569","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The relationship between management vs nonmanagement status and women employees’ dissent expression in US organizations","authors":"Deepa Oommen","doi":"10.1108/ijcma-10-2023-0216","DOIUrl":"https://doi.org/10.1108/ijcma-10-2023-0216","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study aims to test whether a) differences existed in dissent expression between women in management and nonmanagement positions and b) the differences varied between white women and women of color.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Responses from 1,011 employed women in the US were analyzed for the study.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results revealed that in management vs nonmanagement status, women employees were more likely to express upward dissent and employ dissent strategies that signified both influence and lack of influence in organizations. However, race-based differences existed in the expressions of some forms of dissent.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Research has shown that employees in management vs nonmanagement status express more upward dissent and employ dissent strategies that signify influence in organizations. However, can this be the case for women employees? Although previous research has explored dissent expression extensively in US organizations, women employees' dissent expression has not received much attention in social-scientific studies. In these studies, gender and race were treated as mere demographic variables to describe sample compositions despite these variables being influential factors in organizational life. Through an intersectional approach to identities, this study’s findings call upon organizations to address iniquities that limit dissent expression based on identity hierarchies.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"28 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141508581","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Social strife at work: unravelling the link between workplace relationship conflict and employee ostracism behavior","authors":"Rinki Dahiya, Abhishek Singh, Astha Pandey","doi":"10.1108/ijcma-01-2024-0016","DOIUrl":"https://doi.org/10.1108/ijcma-01-2024-0016","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The importance of workplace inclusion continues to gain scholarly acclaim. However, in reality, many employees choose to ostracize their colleagues post workplace relationship strife. With this notion the present study aims to delve into the intricate linkages between workplace relationship conflict (WRC) and employee ostracism behavior (EOB), exploring the serial mediating roles of relational identification (RI) and emotional energy (EE). Additionally, the study examines the potential moderating effect of perceived forgiveness climate (PFC) to understand how forgiveness climate may serve as a boundary condition in shaping these crucial relationships.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The analysis utilized five-wave time-tagged data collected from 228 employees through scenario and survey methods. The Hayes PROCESS Macro was employed to examine the proposed hypotheses.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results indicate a positive influence of WRC on EOB. Additionally, RI and EE sequentially mediate the relationship between WRC and EOB. Furthermore, PFC moderates the serial mediation process (RI and EE) between WRC and EOB as well as the adverse effects of WRC on RI.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Grounded in the theoretical framework of conservation of resource (COR) theory and cognitive-affective personality system (CAPS) theory, the present study offers new insights. By establishing the complicated interplay of RI and EE between WRC and EOB along with the moderating role of PFC, the study extends the understanding of the mechanisms involved, providing a more comprehensive perspective. By shedding light on these complicated interconnected links, the study paved the way for positive social dynamics at work.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"53 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-05-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141152700","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Does the conflict between work and family hinder thriving? Role of depersonalization and intrinsic motivation","authors":"Juman Iqbal, Mohammad Nurul Alam, Hamia Khan","doi":"10.1108/ijcma-10-2023-0199","DOIUrl":"https://doi.org/10.1108/ijcma-10-2023-0199","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Elucidating on the concrete outline of conservation of resource theory, this study aims to explore the links between work-family conflict and workplace thriving. In particular, this study has integrated depersonalization as a mediator and tested the moderated mediation effects of intrinsic motivation in work-family conflict and depersonalization relationships.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Data were collected using a sample of 357 doctors working across various public hospitals in India over two waves (T1 and T2) and was tested using AMOS and Process Macros.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Exploration reveals that work-family conflict is negatively associated with workplace thriving. The mediating role of depersonalization in between work-family conflict and workplace thriving was established. Moreover, the moderating role of intrinsic motivation in work-family conflict and workplace thriving via depersonalization was also established.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The present study makes a theoretical addition to the literature by investigating nuances through which work-family conflict relationships and thriving at the workplace can be affected. To date, such a relationship has not been established. The study also extends the role of depersonalization as an underlying mechanism between work-family conflict and workplace thriving, making an imperative contribution. This study also tested the moderating role of intrinsic motivation. Overall, these relationships are novel and have been seldom reported.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"18 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140841846","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Workplace bullying and employee silence: the role of affect-based trust and climate for conflict management","authors":"Arathi Krishna, Devi Soumyaja, Joshy Joseph","doi":"10.1108/ijcma-09-2023-0190","DOIUrl":"https://doi.org/10.1108/ijcma-09-2023-0190","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>A workplace bullying dynamic involving multiple individuals targeting victims can lead to the victim losing emotional bonds or affect-based trust with their colleagues, resulting in employee silence. The literature has largely ignored this negative aspect of social dynamics. This study aims to examine the relationship between workplace bullying and employee silence behaviors and determine whether affect-based trust mediates this relationship and whether climate for conflict management moderates the mediated relationship.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Hypotheses are tested using surveys and scenario-based experiments among faculty members in Indian Universities. There were 597 participants in the survey and 166 in the scenario-based experiment.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results revealed that workplace bullying correlated positively with silence behaviors, and affect-based trust mediated the bullying-silence relationship. The hypothesized moderated mediation condition was partially supported as moderated the mediating pathway, i.e. indirect effects of workplace bullying on defensive silence and ineffectual silence via affect-based trust were weaker for employees with high climate for conflict management. However, the study failed to support the moderation of climate for conflict management in the relationship between workplace bullying and affect-based trust and workplace bullying and relational silence. The results of this moderated effect of climate for conflict management were similar in both studies.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study is one of the few attempts to examine employee silence in response to workplace bullying in academia. Additionally, the study revealed a critical area of trust depletion associated with bullying and the importance of employee perceptions of fairness toward their institutions’ dispute resolution processes.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"53 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140590710","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Does relationship conflict reduce novel idea communication through perceived leader openness? Power distance orientation as a moderator","authors":"Ming-Hong Tsai","doi":"10.1108/ijcma-10-2023-0212","DOIUrl":"https://doi.org/10.1108/ijcma-10-2023-0212","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper aims to investigate why followers have low perceptions of leader openness and thus feel reluctant to communicate novel ideas by examining leader–follower relationship conflict (i.e. interpersonal incompatibility) and a follower’s power distance orientation (i.e. an acceptance of uneven power distribution in organizations) as antecedents.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The research administrators conducted a three-wave work behavior survey in Study 1, a laboratory experiment in Study 2, and an online experiment in Study 3.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results demonstrated that leader–follower relationship conflict reduced followers’ perceptions of leader openness. However, the negative impact of relationship conflict became non-significant when followers have high power distance orientations (i.e. an acceptance of uneven power distribution in organizations). The findings also showed an indirect interaction effect of leader–follower relationship conflict and followers’ power distance orientation on the followers’ communication of novel ideas through the followers’ perceptions of leader openness.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The research suggests that followers with higher power distance orientations are more likely to communicate novel ideas consistently because their relationship conflicts with their leaders do not negatively influence their perceptions of leader openness. Although researchers traditionally view cultures with a high level of power distance value as an obstacle to employee creativity, the present study reveals the benefits of an individual-level power distance orientation.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"8 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140204057","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Bearing the brunt: a daily diary examination of abusive supervision and the sustaining role of coworkers’ support","authors":"Zubair Akram, Saima Ahmad, Umair Akram, Abdul Gaffar Khan, Baofeng Huo","doi":"10.1108/ijcma-11-2023-0222","DOIUrl":"https://doi.org/10.1108/ijcma-11-2023-0222","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study aims to examine the relationship between abusive supervision and workplace incivility using a dual theoretical framework. First, it draws on the ego depletion theory to investigate the relationship between abusive supervision and incivility by exploring the mediating role of ego depletion. Second, it integrates the job demands–resources model with the ego depletion theory to examine how perceived co-workers’ support functions as a buffer in mitigating the effects of ego depletion on incivility.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The authors tested our moderated mediation model using hierarchical linear modeling through an experience-sampling study based on data collected from a participants across five consecutive workdays.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The findings reveal employees subjected to abusive supervision are more likely to experience a depletion of self-regulatory resources. Moreover, the authors found a positive association between ego depletion and workplace incivility, suggesting that diminished self-control resulting from abusive supervision contributes to a higher likelihood of engaging in uncivil workplace behaviors. In addition, perceived coworkers’ support emerged as a significant moderating factor that attenuates the indirect impact of abusive supervision on workplace incivility through ego depletion. Specifically, when perceived coworkers’ support is high, the negative influence of abusive supervision on ego depletion, and subsequently, on workplace incivility, is mitigated.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>By exploring ego depletion as the underlying mechanism and boundary conditions imposed by perceived coworker support on the relationship between abusive supervision and workplace incivility, this research contributes to a nuanced understanding of the intricate dynamics of this relationship. Based on the research findings, the authors advocate that organizations should establish and integrate support services, such as counseling and employee assistance programs, to reduce the emotional turmoil caused by abusive supervision.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"20 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140170081","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How does goal orientation affect employees’ perception of abusive supervisors?","authors":"Haizhen Wang, Xin Ma, Ge An, Wenming Zhang, Huili Tang","doi":"10.1108/ijcma-02-2023-0022","DOIUrl":"https://doi.org/10.1108/ijcma-02-2023-0022","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Goal orientation shapes employees’ approach to and interpretation of workplace aspects such as supervisors’ behavior. However, research has not fully examined the effect of goal orientation as an antecedent of abusive supervision. Drawing from victim precipitation theory, this study aims to fill this research gap by investigating how employees’ goal orientation influences their perception of abusive supervision.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Two studies were conducted to test the hypotheses. In Study 1, 181 employees in 45 departments participated in the survey, and multilevel confirmatory factor analysis, two-level path model and polynomial regression were used. In Study 2, 108 working adults recruited from a professional online survey platform participated in a two-wave time-lagged survey. Confirmatory factor analysis, hierarchical linear regression and polynomial regression were used.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>This study found that employees’ learning goal orientation was negatively related to their perception of abusive supervision. In contrast, performance-avoidance goal orientation was positively related to their perception of abusive supervision, whereas performance-approach goal orientation was unrelated to this perception. Moreover, employees’ perception of abusive supervision was greater when learning and performance-approach goal orientation alignment occurred at lower rather than higher levels, and when performance-avoidance and performance-approach goal orientation alignment occurred at higher rather than lower levels.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This research identified two novel victim traits as antecedents of abusive supervision – employees’ learning goal orientation and performance-avoidance goal orientation. Furthermore, adopting a multiple goal perspective, the authors examined the combined effects of goal orientation on employees’ perception of abusive supervision.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"60 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140116296","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How does abusive supervision differentiation affect employee work-family conflict? A moderated chain mediation model","authors":"Lanxia Zhang, Jia-Min Li, Mengyu Mao, Lijie Na","doi":"10.1108/ijcma-07-2023-0138","DOIUrl":"https://doi.org/10.1108/ijcma-07-2023-0138","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study aims to explore the mechanism of abusive supervision differentiation on employee work-family conflict, and examine the chain mediating role of work-related rumination and organizational citizenship behavior/deviant workplace behavior, as well as the moderating role of work-family boundary segmentation preference.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The authors designed two studies: Study 1 was a scenario experiment with 120 Master of Business Administration students. To further explore this finding, the authors conducted a multiwave survey in Study 2 with 345 employees from various organizations.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results of Study 1 showed that abusive supervision differentiation had a positive effect on work-related rumination, and work-related rumination mediated the relationship between differentiated abusive supervision and organizational citizenship behavior/deviant workplace behavior. The results of Study 2 not only confirmed the conclusions of Study 1 but also revealed that organizational citizenship behavior/deviant workplace behavior significantly affected work-family conflict. Abusive supervision differentiation had a positive effect on work-family conflict through work-related rumination and organizational citizenship behavior/deviant workplace behavior. In addition, work-family boundary segmentation preference negatively moderated the relationship between organizational citizenship behavior and work-family conflict.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>First, to the best of the authors’ knowledge, this study is the first paper to test the spillover effect of abusive supervision differentiation on the family domain through a chain mediation model. It extends the research on abusive supervision differentiation from the work domain to the family domain. Second, previous research has highlighted role conflict or role insufficiency as significant factors contributing to work-family conflict. However, this study suggests that abusive supervision differentiation from workplace managers can also trigger work-family conflict, providing a new perspective in the study of precursors to work-family conflict.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"84 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139556978","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Online abuse: a systematic literature review and future research agenda","authors":"Raiswa Saha, Sakshi Ahlawat, Umair Akram, Uttara Jangbahadur, Amol S. Dhaigude, Pooja Sharma, Sarika Kumar","doi":"10.1108/ijcma-09-2023-0188","DOIUrl":"https://doi.org/10.1108/ijcma-09-2023-0188","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The study aims to examine the conceptualization of online abuse (OA) and identifies theories, countries of research, top-cited articles, methodologies, antecedents, mediators, outcomes and moderators of OA and future research opportunities. Two research questions are addressed. How have the past studies on OA progressed regarding theories, context, characteristics and methodology? What future research opportunities can be done in this area?</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This study systematically reviews, synthesizes and integrates OA literature using the well-recommended preferred reporting items for systematic reviews and meta-analyses (PRISMA) rules. The literature on OA was synthesized based on the Theory–Context–Characteristics–Methodologies (TCCM) framework given by Paul and Rosado-Serrano.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Through an examination of TCCM used in OA research, the review presents an all-inclusive and up-to-date overview of the research in this arena and sets a future research agenda to spur scholarly research. This systematic literature review has analyzed top-quality sample papers, published in the past decade. As a result, it contributes to a better understanding of this relationship by analyzing the different types of use and the value added to the shopping experience.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study provides groundwork for researchers and promotes a deeper understanding of OA.</p><!--/ Abstract__block -->","PeriodicalId":47382,"journal":{"name":"International Journal of Conflict Management","volume":"4 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139470273","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}