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This study aim to examine the themes of moral disengagement (MD) and engagement in reasoning regarding a putative governmental right to kill innocent civilians when fighting terrorism.

In total, 147 participants from Israel, 101 from the USA and 80 from South Africa provided quantitative rating scale responses and qualitative explanations about such a putative right. Qualitative responses were coded for presence or absence of indices of MD and engagement.

In ANOVAs by gender and country, men scored higher than women on rating scale scores indicating support for the right; there were no significant national differences on these scores. Chi-square analyses with the coded qualitative responses indicated more men than women gave morally disengaged responses, proportionately more South Africans than Israelis provided morally disengaged responses and proportionately more South Africans and Americans than Israelis provided morally engaged responses. Pearson correlation analyses indicated that MD was positively correlated with rating scale scores and moral engagement was negatively related to rating scale scores in all three countries.

Regarding limitations, it is difficult to know how the omission of qualitative explanations of rating scale responses by many participants influenced the statistical findings – or how to interpret the more restricted level of qualitative responses in Israel and South Africa as compared to the USA.

Programs designed to counteract MD have the potential for helping reduce support for war and its inhumanities across diverse nations.

This is the first study on MD to compare American, Israeli and South African perspectives on the justifiability of human rights violations in the war on terror. The findings go beyond earlier studies in finding gender differences in MD that occurred across three very different nations in three very different parts of the world.

The current study aims to identify the factors underlying differing preferences for conflict‐management patterns within work teams. Two major antecedents of dispute resolution modes were examined: the team members' emotional reactions to and their perceptions of the type of conflicts encountered in their work group. The sample consisted of 69 medical teams, comprising 331 employees (nurses and physicians) employed in several medical organizations. Self‐report structured questionnaires were used to assess the research variables. A series of regression analyses showed that cooperative (integrating and compromising) patterns of conflict management were associated with positive intragroup emotional states; contentious (dominating) patterns were associated with positive as well as negative emotions; and an avoidance pattern was associated with negative emotions only. Additionally, negative emotions were found to mediate the association of relationship conflict with a dominating pattern of conflict management. The findings point to the centrality of emotional states in determining conflict management preferences at the intragroup level.

The current study focused on intra‐group conflict by attempting to elucidate individual and situational factors underlying choices along two dimensions of conflict management patterns: engagement versus avoidance and constructive versus destructive. In the study, the role of two types of self‐efficacy (global and social) among group members was investigated, as was the sense of group identification in team dispute resolution preferences modes. Sixty‐seven members of volunteer community service communes in the Israeli Scouting youth movement, 48 females and 19 males, representing 13 intact teams, participated in the study. Self‐report structured questionnaires (previously used and adapted for this study) served as research instruments. Both global self‐efficacy and group identification independently predicted the conflict engagement‐destructive pattern of domination. Social self‐efficacy served as the sole predictor of the preference to manage intra‐team conflict by means of integrating—the engagement‐constructive mode. In contrast, the choice of compromising was also fostered by the joint contribution of social self‐efficacy and group‐identification, beyond the direct effect of social self‐efficacy. The study corroborates the assumption that conflict management patterns within an intact team are related to dispositional variables on the individual level, i.e., global and social self‐efficacy, and to the team‐related variable of group identification.

The purpose of this paper is to examine the effects of tourists’ perceptions of political and economic instability and risks of terrorism on their intentions to travel to countries associated with various risks.

A total of 648 Greek, Israeli and Portuguese students completed a questionnaire focusing on their perceptions concerning factors that shape their travel decisions.

The findings showed that among tourists from Greece and Portugal, the experience of economic crisis and the salience of economic and political hardships mitigated their intentions to travel to destinations with similar problems. These factors had no effect on Israelis, who have not experienced such problems in their country. Frequent terrorist incidents diminished the intentions of Greek tourists to travel to destinations marked by terrorism, such as Israel. Thus, different factors affect tourists’ travel-related decisions in each of the three countries.

The study sheds light on how potential tourists construe the risks of traveling to specific destination countries based on hazards in their home countries, a topic that to date has received little research attention.

The current study aims to examine couples' conjoint negotiation with a third party, testing the effects of asymmetrical contextual ambiguity, gender stereotypes' priming and egalitarianism. It predicted differences in the processes of decision making between egalitarian and traditional couples, reflected in choices of female or male negotiator.

Egalitarianism levels were measured by the Altrocchi and Crosby Marriage Questionnaire. The asymmetrical contextual ambiguity was manipulated through two newly constructed negotiation cases – one feminine‐stereotyped and the other masculine‐stereotyped, based on Miles and LaSalle. Priming of gender stereotypes was manipulated using two passages inducing explicit or implicit priming, based on Kray, Galinsky and Thompson. Primary statistical analysis was χ² test for equal proportions.

The hypotheses were by and large supported: as expected in all four experimental conditions, traditional couples chose men as their negotiator. By contrast, egalitarian couples tended to nominate their negotiator depending on the situation (feminine, masculine, and under implicit priming). In addition, under explicit priming their selection was in the predicted direction but not significant.

This study provides insights with respect to effective ways to conduct conjoint negotiations. In addition, it indicates the need to enhance women's negotiation self‐efficacy, so that they can become more active in negotiation processes.

The current study explored real‐life couples' conjoint negotiation with a third party, rather than examining couples' internal negotiation processes or individuals' dyadic negotiation, which prevailed in extant research. Future research should adopt the focus on genuine couples' conjoint negotiation, employed in this study.

The purpose of this paper is to shed light on the factors promoting prosocial behavior, focusing on the role of attachment styles in individuals' construal of social exchanges in organizations and in shaping their tendencies for organizational citizenship behaviors. Positive relationships between secure attachment styles and organizational citizenship behavior (OCB) tendencies, and between secure attachment styles and perceptions of interactional justice were postulated. A moderating effect of interactional justice on the relationships between attachment styles and OCB tendencies was also posited.

The participants were 212 individuals (165 women and 47 men), enrolled as undergraduate students (most with substantial work experience) at a college in Northern Israel. Self‐report structured questionnaires were used to assess the research variables.

The findings support the hypothesis, that antecedents of prosocial behavior in organizations may depend on individual schemas concerning the nature of interpersonal relationships as manifested in attachment styles. Individuals equipped by secure attachment, positive schemas of interpersonal relationships are more likely to exhibit prosocial tendencies at work in contrast with their insecure counterparts. The results confirmed the hypothesis postulating positive association between secure attachment and perceptions of interactional justice. Partial evidence was obtained supporting the contention, that interactional justice moderates the relationsips between attachment and OCB. Research limitations/implications – Future research should address the limitations of and extend the current research: trace the mechanisms whereby attachment styles unfold their effect on prosocial behaviors in organizations, extend the research samples beyond student population, measure the research variables by means other than self‐report.

The study introduces the internal working models of attachment as a new antecedent, a pervasive blueprint, guiding individual social experiences and actions such as OCB.

The purpose of this paper is to examine the perspectives of academic staff on issues of diversity and social schisms: capturing their perceptions of the complex relations at an academic campus positioned in an intricate sociopolitical context. It also explored how the faculty’s construal of diversity and social divisions inform their educational practices.

The study employed a qualitative approach using grounded theory methodology. Data collection was based on semi-structured in-depth interviews with 20 diverse faculty members from different departments in a Northern Israeli college. The interviews were transcribed and processed into main themes and categories.

The findings revealed two main themes: “Diversity awareness” depicting recognition and sensitivity to the complex social context in the college, strategies of directly engaging with it, downplaying or overlooking the intricacies, and “Practices” describing the practical translations of the educational credos into teaching practice. Both themes reflected a myriad of faculty voices.

The study illuminated the challenges posed by social schisms, inequalities, and diversity for the faculty who need to grapple with the intricacies on a daily basis. More open dialogue and debates by the protagonists are needed to increase awareness of diversity and experimenting with different ways of addressing the intricacies.

Empirical evidence of the organizational actors’ predicaments, their diverse patterns of coping with intricacies, and the factors underlying their choices contribute to the body of knowledge on managing diversity in vivo by real women and men with different backgrounds and experiences.

The purpose of this paper is to discern the legacies of social divisions, notably protracted social conflict on team members’ relations, collaborative interactions and ways of coping with such work-life reality.

This study constitutes a pilot phase of a research on nationally and ethnically diverse nurses’ teams operating in medical centers. It used qualitative methodology: a semi-structured individual interviews with 12 nurses.

The findings underscore the challenge of engaging diversity in mixed work teams operating in the shadow of protracted conflict. The results indicated inter-group biases, implicit discrimination and tensions due to the salience of social categorization and the faultline phenomenon. These tensions mount in crisis situations, such as violent incidents associated with the national conflict. The major coping pattern was directing the disagreements to a hidden sphere. The findings showed paucity of organizational level efforts to engage diversity and social divisions-related issues. In spite of the complexities associated with diverse workplaces, the nurses revealed high capability of maintaining cooperative interactions and effectively performing their healthcare tasks.

The current study represents a pilot phase of a larger research project. Subsequent stages will extend the sample size and use additional research instruments for data collection.

Human resources managers need to address the organizational issues related to diversity and social divisions, including policy and training activities.

Engaging “otherness” remains a considerable challenge in diverse work setting, especially when team work constitutes the main work pattern. It should be faced by work organizations and social institutions.

The study involves an innovative element as it attempts to elucidate the ramifications of diversity and inter-group tensions in “real-life” circumstances; namely, work setting in the context of a divided society. Most of the previous research examined such phenomena in the laboratory and/or on ad hoc groups.