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In management research, little is known about how ethno-racial minority leaders interact with similar employees in supervisor–subordinate relationships. This study aims to examine and provide a deeper understanding of individuals’ negative reactions to similar others, thus highlighting the double-edged nature of demographic similarity which has historically predicted positive affective reactions.

Using a survey design, the authors collected data from supervisor-subordinate dyads from multiple companies from the Dallas-Fort Worth metroplex in Texas, USA. They used ordinary least squares regression and conditional process analysis to test the hypotheses, including a two-stage moderation and moderated mediation.

Incorporating social context, i.e. minority status, as a moderator, the results show that ethno-racial minority leaders supervising ethno-racially similar subordinates were more vulnerable to relationship conflict than non-minority dyads. This, in turn, is linked to a reduction in the leaders’ feelings of trust toward their ethno-racially similar subordinate.

This study draws on social identity theory and status characteristics theory to explain the contradictory processes and outcomes associated with dyadic ethno-racial similarity and suggests the conditions under which dyad racial similarity is connected with unfavorable outcomes. This framework helps to broaden the boundary conditions of relational demography to provide a more nuanced explanation of when and why minority leaders in demographically similar hierarchical dyads experience more relationship conflict, which ultimately diminishes trust.

Organisations are facing enormous changes in the demographic composition of the workforce. Racial groups that have traditionally been professionally isolated from one another are working together as more minorities are assimilated into the workforce (Lewan, 1990). The Hudson Institute's Workforce 2000 statistics project that women, minorities, and immigrants will soon make up the majority of new entrants into the American workforce (Johnston & Packer, 1987). This diversity brings numerous racial and cultural differences into corporations. As a result, managing diversity increasingly appears on the agendas of organisational leaders (Cox & Blake, 1991).

This paper aims to offer insights regarding antecedents and consequences of relationship conflict in supervisor‐subordinate dyads, regardless of the demographic characteristics of the dyads. The authors explain the causes and outcomes of relationship conflict utilizing an affective approach, and suggest that factors such as moods, values, and situational context play an important role in influencing relationship conflict and its outcomes – intention to quit and trust in supervisor.

The authors surveyed 200 employees of multiple companies in the greater Atlanta, Georgia area. They utilized hierarchical regression, (with the inclusion of two‐ and three‐way interaction terms) to test their hypotheses and interaction effects.

Negative mood and positive mood interacted to impact the level of relationship conflict experienced by subordinates. Subordinates' collectivism values strengthened the impact of the positive mood‐negative mood interaction on relationship conflict. Mentoring and supervisor‐subordinate dyad tenure moderated the relationship conflict to outcomes associations.

The study goes beyond traditional relational demography research in order to offer new insights and perspectives on the causes and outcomes of relationship conflict at different hierarchical levels from an affective approach, specifically, moods theory. Since relationship conflict is an inevitable process, an understanding of antecedents and consequences of the conflict can allow managers to be better equipped to create a healthy work environment.

The current study seeks to provide predictions for task conflict in supervisor‐subordinate dyads and to test empirically the mediation effects of task conflict between organizational culture/subordinate values and subordinate outcomes.

Structural equation modeling was employed to test the theoretical model.

It was found that task conflict mediates the relationship between a clan culture and intention to quit. Additionally, support was also found for the mediating effect of task conflict on the relationship between individualistic values and intention to quit.

More research is needed to take into consideration the variables influencing task conflict in both vertical and horizontal dyadic relationships. A dynamic view of conflict may further contribute to the existing literature.

More remedies are needed in organizations to foster positive employees' attitudes and wellbeing through the generation of task conflicts. For example, fostering a clan culture instead of a hierarchy may be vital.

The current study demonstrates that organizational culture/subordinate's values may be linked to different subordinate outcomes through task conflict.

This paper aims to test the idea generation capabilities of online text-based focus groups as compared to the traditional in-person focus groups using sustainability in the hospitality industry as the idea generation topic. Idea generation quantity and quality are analyzed and the theoretical and practical implications for the hospitality industry are discussed.

An experimental study tested the quality of ideas generated by online versus in-person focus groups. Participants were purposively sampled from the hospitality program at a large southeastern United States university and randomly assigned into one of two treatment groups: online text-based or traditional in-person focus groups. During both treatment groups participants generated ideas focused on sustainability in the hospitality industry.

The online focus group generated a comparable quantity of ideas, in addition to a similar average quality of ideas and number of good ideas.

The generation of ideas and the selection of opportunities drive the innovation process through which firms can strengthen their competitive advantage and maintain and grow market share and profitability. The results of this study may assist hospitality firms in determining which form of qualitative research delivers the highest return on investment by generating the best ideas at the lowest cost.

This paper breaks new ground by assessing the effectiveness of idea generation in online versus traditional focus groups, comparing both the quantity and quality of ideas generated from an experimental study that uses random assignment.

This issue is a selected bibliography covering the subject of leadership.

The present study examines head of state gender and national collectivism to explain how some leaders have been able to manage a pandemic better than others.

We measure pandemic deaths per million using objective numbers for each country. Country collectivism is measured using the GLOBE study. Qualitative analyses of world leader speeches are used to examine how health-focused leaders’ language is. Media attention with sentiment analysis about each leader’s handling of the pandemic is also used to show how others reacted to leaders.

Countries with female leaders showed fewer pandemic deaths than those led by male leaders. The interaction between leader gender and country collectivism predicted death. Media sentiment was more favorable for women leaders than men leaders.

During times of crises, women’s more careful tendencies keep their constituents safer than their male counterparts. Country collectivism also aids male leaders in keeping constituents safe.

The present study helps unpack when women leaders thrive and outperform their male counterparts. This furthers United Nations Sustainable Development Goal 5: gender equality.

The study examines leader gender and national collectivism to predict pandemic deaths.

We extend existing real‐option theories by incorporating the stochastic interaction between unit price and cost, applied in commercial bank lending. We further empirically examine an implication derived from the model as to the relationship between lending practices in the banking industry and future uncertainties. We focus on lending institutions to analyze the effect of uncertainties on lending (investment) decisions for several reasons. First, it is easy to identify the main sources of uncertainties for the assets and liabilities of the financial institutions – default risk and interest rate changes. Second, the commercial lending institution provides a unique environment in which the correlation between investment costs (liabilities) and output (loans) price is quite high and positive since both depend heavily on interest rates. Finally, bank loans may be subject to a high degree of irreversibility (e.g., substantial loss in defaults). The real option model explains the relationship between levels of lending, loan‐toassets, and the uncertainties regarding interest income and expenses. The correlation between interest income and loan expenses, in particular, explains cross‐sectional loan activities, which confirms the importance of risk management. These results also show that as banks increase one type of risk, e.g., interest rate risk, they decrease another type of risk, e.g., lending risk as measured by loans/assets.

THE enterprise of two London newspapers, the Tribune (for the second time) and the Daily Chronicle, in organizing exhibitions of books affords a convenient excuse for once again bringing forward proposals for a more permanent exhibition. On many occasions during the past twenty years the writer has made suggestions for the establishment of a central book bazaar, to which every kind of book‐buyer could resort in order to see and handle the latest literature on every subject. An experiment on wrong lines was made by the Library Bureau about fifteen years ago, but here, as in the exhibitions above mentioned, the arrangement was radically bad. Visiting the Daily Chronicle show in company with other librarians, and taking careful note of the planning, one was struck by the inutility of having the books arranged by publishers and not by subjects. Not one visitor in a hundred cares twopence whether books on electricity, biography, history, travel, or even fairy tales, are issued by Longmans, Heinemann, Macmillan, Dent or any other firm. What everyone wants to see is all the recent and latest books on definite subjects collected together in one place. The arrangements at the Chronicle and Tribune shows are just a jumble of old and new books placed in show‐cases by publishers' names, similar to the abortive exhibition held years ago in Bloomsbury Street. What the book‐buyer wants is not a miscellaneous assemblage of books of all periods, from 1877 to date, arranged in an artistic show‐case and placed in charge of a polite youth who only knows his own books—and not too much about them—but a properly classified and arranged collection of the newest books only, which could be expounded by a few experts versed in literature and bibliography. What is the use of salesmen in an exhibition where books are not sold outright? If these exhibitions were strictly limited to the newest books only, there would be much less need for salesmen to be retained as amateur detectives. Another decided blemish on such an exhibition is the absence of a general catalogue. Imagine any exhibition on business lines in which visitors are expected to cart away a load of catalogues issued separately by the various exhibitors and all on entirely different plans of arrangement! The British publisher in nearly everything he does is one of the most hopeless Conservatives in existence. He will not try anything which has not been done by his grandfather or someone even more remote, so that publishing methods remain crystallized almost on eighteenth century lines. The proposal about to be made is perhaps far too revolutionary for the careful consideration of present‐day publishers, but it is made in the sincere hope that it may one day be realized. It has been made before without any definite details, but its general lines have been discussed among librarians for years past.