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Prior research on the situated model of mediation has suggested that mediators’ abilities to be more flexible and adaptive in responding to potential derailers in mediation situations lead to better outcomes. The purpose if this paper is to build on this theory and research by developing a new scale of mediator behavioral adaptivity and investigating the hypothesized effects of mediator adaptivity on their sense of efficacy, empowerment and satisfaction when mediating.

The paper presents findings from two survey studies with currently active, experienced mediators.

The findings offer a new scale for the study of effective mediation – the mediator behavioral adaptivity scale – and offer support for the hypothesis that mediators reporting an ability to use more diverse behavioral tactics and strategies (both standard and specialized strategies) report higher levels of satisfaction with mediation outcomes as well as more self-efficacy and empowerment during mediations.

These studies are both self-report and correlational and so should be supplemented by subsequent research using experimental methods and more objective measures of mediation outcomes.

The program of research extended in this paper offers a new integrative model of adaptive mediation, which aims to provide evidence-based guidelines for using different types of mediation strategies in categorically different conflict situations. The model can ultimately help the field transcend discussions of preferred or best mediation styles and focus instead on how distinct strategies offer different degrees of fit for different types of mediation challenges.

For decades, conflict resolution (CR) educators working cross-culturally have struggled with a fundamental dilemma – whether to offer western, evidence-based approaches through a top-down (prescriptive) training process or to use a bottom-up (elicitive) strategy that builds on local cultural knowledge of effective in situ conflict management. This study aims to explore which conditions that prompted experienced CR instructors to use more prescriptive or elicitive approaches to such training in a foreign culture and the implications for training outcomes.

There are two parts to this study. First, the authors conducted a literature review to identify basic conditions that might be conducive to conducting prescriptive or elicitive cross-cultural CR training. The authors then tested the identified conditions in a survey with experienced CR instructors to identify different conditions that afforded prescriptive or elicitive approaches. Exploratory factor analysis and regression were used to assess which conditions determined whether a prescriptive or elicitive approach produced better outcomes.

In general, although prescriptive methods were found to be more efficient, elicitive methods produced more effective, culturally appropriate, sustainable and culturally sensitive training. Results revealed a variety of instructor, participant and contextual factors that influenced whether a prescriptive or elicitive approach was applied and found to be more suitable.

This study used empirical survey data with practicing experts to provide insight and guidance into when to use different approaches to CC-CR training effectively.

Knowledge transfer is a crucial ingredient of employee innovation, yet affective work events may disrupt knowledge flow among employees. This study aims to investigate a previously overlooked, yet frequently occurring affective work experience, namely, that of being envied, and examine how perceptions of being envied may drive contrastive knowledge behaviors of sharing and hiding, which subsequently impact employee innovation. The study further examines how the zero-sum game beliefs of the envied individual may moderate these mechanisms.

This study builds on territorial and belongingness theories to delineate the contrastive motivations for knowledge hiding and knowledge sharing. This study tests a moderated mediation model through a multisource survey design involving 225 employees.

The results support the notion that perceptions of being envied are linked to both knowledge hiding and knowledge sharing; however, the indirect effect of being envied on innovation is observed only through knowledge sharing. The indirect positive link between perceptions of being envied and innovation via knowledge sharing is weakened when the envied employee holds high zero-sum game beliefs.

This study advances knowledge scholarship by identifying and testing the organizationally relevant but largely overlooked antecedent of being envied at work. The results provide useful insights to practitioners on how sharing or hiding knowledge serves as a strategic asset in response to being envied at work and how this may in turn impact employee innovation.

The purpose of this study was to examine the experiences of college-age mentors in a school-based mentoring (SBM) program with the aim of understanding mentor perceptions of “power.”

Seventeen mentors, comprising both undergraduate (9) and graduate (8) students, participated in this exploratory qualitative study. One-on-one semi-structured interviews and Focus Groups served as the primary methods of data collection. The modified Grounded Theory approach guided the data analysis process. Mentor narratives were scrutinized within the Indian context while also considering a global perspective.

Three major role execution styles emerged from examining mentor behavior: leadership, coaching and companionship. These charted the trajectory of equitability, revealing two major aspects of mentor perception: (1) within a tightly monitored and firmly structured program in a collectivist context, mentors believed they had the power to promote equitability in their dyads and (2) raising awareness about inequity is not sufficient to activate equitability, but additionally, an open mindset is essential for making conscious efforts to disrupt hierarchy.

The findings hold significant implications for higher education institutions and program creators in advocating school–college partnerships using SBM to promote equitable program structures and to develop a socially responsible next generation of leaders.

The study modestly fills critical gaps in the literature related to the understanding of power dynamics in mentoring relationships and understanding mentorship from mentors’ views. Future research could explore how college-age mentors perceive their own social capital.

The review paper aims to understand the development of workplace ostracism as a field in organizational studies from 2000 to the present. The study provides a comprehensive synthesis of the current state of the domain by exploring its antecedents, consequences, underlying mechanisms and buffering mechanisms.

The present study analyses 134 published peer-reviewed empirical and non-empirical articles retrieved from the Scopus database. A systematic literature review and bibliometric analyses (using VOS viewer) have been used to gain insights into the development and trends within the field. Bibliometric analyses involved science mapping techniques such as co-citation analysis, co-occurrence of keywords and bibliographic coupling. Combining these three techniques, the study aimed to provide a comprehensive overview of the workplace ostracism research domain's historical, current and future landscape.

In the present study, through descriptive analyses, the authors uncovered publishing trends, productive journals, countries and industries that contribute to this research field. The systematic review enabled the showcasing of the current landscape of workplace ostracism. The bibliometric analyses shed light on major authors, influential articles, prominent journals and significant keywords in workplace ostracism.

This study enriches the existing literature by offering a comprehensive research framework for workplace ostracism. It goes beyond that by presenting significant bibliographic insights by applying bibliometric analyses. Furthermore, this study identifies and emphasizes future research directions using the theory, characteristics, construct and methodologies framework, aiming to expand the knowledge base and understanding of this topic.

Many organisations, including professional councils, operate manually to ensure document flow to clients and stakeholders. This results in the loss of valuable documentation such as certificates and the incurring of costs due to the returning of post to the sender. The purpose of this study was to explore digital transformation of document flow at the South African Council for Social Science Professionals.

The methodological approach involved qualitative data collected through interviews, observation and document analysis in response to research questions. The study was a participatory action research project that involved collaboration between researchers and study participants in defining and solving the problem through needs assessment exercise. All three phases of participatory action research were followed, namely, the “look phase”: getting to know stakeholders so that the problem is defined on their terms and the problem definition is reflective of the community context; the “think phase”: interpretation and analysis of what was learned in the “look phase” and the “act phase”: planning, implementing, and evaluating, based on information collected and interpreted in the first two phases.

The study identified various issues relating to poor data quality, high rate of registered postal returns and non-delivery electronic messages that cannot reach all the intended recipients and accumulation of data for decades. In this regard, the study proposes a framework that can be used by SACSSP to update and verify their details on the portal, as well as digital certificates for membership.

Although the proposed framework is tailor-made for the professional council, it is not depended on prescribed technologies due to usage of open standards that can be used by industry and researchers. Therefore, it can be applied in other context where institutions such as universities communicate with many clients via postal or courier services.

The study used participatory action research involving the researchers and the organisation to solve the problem. The study presented a workflow that the council can use to ensure that the documents reach intended recipients. Furthermore, digital transformation of the process will ensure that the registered professionals are able to access their certificates online and can print them when necessary.