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The purpose of this study is to investigate the role of trust, informational support and integrative behaviors in the effective outcomes of peer conflict in the workplace.

Deidentified secondary data were provided by a human resource management company that offers conflict resolution training. The authors studied a sample of 815 supervisors and middle-level managers (51% female; average age = 40) who reported their primary work experience was in the USA. Each respondent described a workplace conflict with a peer. A regression-based bootstrapping technique was used to test the hypothesized relationships between the constructs of trust, informational support, integrative behaviors and effective outcomes in peer conflict.

The relationship between trust and the use of integrative behaviors during peer conflict is conditional on the availability of informational support, such that those who solicit a third party’s views are more likely to exhibit integrative behaviors during the conflict under study, even at relatively lower levels of trust in the conflict relationship.

In this study, the authors add to social interdependence theory and the role of integrative behaviors by proposing the importance of interpersonal trust and informational support, which may reduce uncertainty during peer conflict. The authors also extend existing literature on cooperation, cooperative approaches to managing conflict and integrative behaviors in the workplace by examining peer-to-peer organizational conflict.

The purpose of this study is to investigate racial differences in the moderating role of factors linked with resilience on the relationship between economic stress and happiness for Black and White residents of the USA.

Secondary data were downloaded from the World Values Survey Wave 7 for adult respondents living in the USA. The entire sample of respondents who self-identified as belonging to the Black race (n = 209) was statistically matched (based on sex – 50% male and average age – 39 years) with a similarly sized random sample of respondents who self-identified as belonging to the White race (n = 217).

The results suggest that economic stress had the potential to trigger a resilience response. However, the protective factors in the resilience process differed by race of the respondent. The relationship between economic stress and perceptions of neighborhood safety was conditional on level of control for the White sample. The relationship between economic stress and happiness for the Black sample was conditional on the importance of faith.

The study was able to demonstrate the importance of race-based contextual differences in the roles of faith and control in the resilience process. The findings also increase the understanding of how life circumstances and individual characteristics, including race, impact happiness and how much or little resilience may play a part in the achievement of happiness.

In this paper, the authors examine the association between a firm's geographical location and the value of its cash holdings.

Following Loughran and Schultz (2005) and Nielsson and Wójcik (2016), the authors define firms as either geographically remote or geographically proximate based on their distance to areas that are either largely populated or concentrated in financial expertise. We also estimate the marginal value of cash using the model developed by Faulkender and Wang (2006).

The authors find that the marginal value of cash is $0.10–$0.16 lower in remotely located firms than in geographically proximate firms. The lower marginal value of cash is prominent among remotely located firms with greater severity of information asymmetry. Our findings support the view that the inability of shareholders to closely monitor how managers use of firm cash may increase the perceived conflicts of interest associated with managers' cash spending and decrease the value of cash.

Previous studies try to explain the cash holdings puzzle by attributing it to CEO overconfidence, external funding constraints, poor corporate governance, difference in corporate financial policy, poor investor protection, lack of firm diversification and large operating losses. This study contributes to the extant literature by offering new evidence of the role of geographic location on the value of cash holdings.

Using Vroom’s expectancy theory of motivation as a theoretical basis, this study aims to test the relationship between female entrepreneurial efficacy, entrepreneurial ambition and nascent entrepreneurial drive, accounting for the potential barriers of race and minority disadvantage.

The sample included 950 respondents comprising 213 Black women and 737 White women living in the state of Alabama, USA, who expressed an intention to starting their own business.

The results indicate that race and perceptions of minority disadvantage are perceived barriers in the mediated relationship between female entrepreneurial efficacy, entrepreneurial ambition and entrepreneurial drive. However, the findings suggest that, unlike race, minority disadvantage is not perceived as a significant factor in the mediated relationship between entrepreneurial confidence, entrepreneurial ambition and entrepreneurial drive.

Limitations of this study include the lack of an experimental design and the use of cross-sectional data.

Results are discussed in terms of the context of the history of racial and gender discrimination within the state of Alabama, USA.

The results show that the direct effects of minority disadvantage on entrepreneurial ambition are significantly higher for the Black women compared with the White women in our sample.

The results of this study show that the direct effects of minority disadvantage on entrepreneurial ambition are significantly higher for the Black women compared with the White women. For the subgroup of Black women, the greater the perception of minority disadvantage, the greater the entrepreneurial ambition reported.

The current study aims to continue the investigation of cross‐cultural differences in attitudes towards business ethics.

The current study compares the results of the attitudes towards business ethics questionnaire (ATBEQ) reported in the literature for samples from Israel, South Africa, Turkey, the USA, and Western Australia with a new sample from Jamaica and West Indies (n=139).

The result indicate that, while there are some shared views towards business ethics across countries, significant differences do exist between Jamaica and three of the other countries in the study.

This study is limited by the use of respondents who are employees as well as students and the use of secondary data that limit the selection of statistical testing.

As researchers continue to collect information concerning the ethical opinions of business people from varying countries, one's understanding of these cultural differences increases. This knowledge will help in reducing misunderstanding, aid in negotiation, and build trust and respect. This is especially important, given the continued growth of international business opportunities.

This paper specifically compares the attitudes of employees using the same survey instrument across six nations.

This study explores the relationship between conflicting ethical expectations and managerial attitudes. Using a sample of 107 managerial level employees, the findings indicate that as the perceived difference between formal and informal ethical expectations increases, intentions to turnover increase and job satisfaction, organizational satisfaction, and affective commitment decrease.

As interest in the field of business ethics grows, so does the need for measures which can be utilized by a wide range of researchers. The purpose of this study is to research ethical business scenarios which are useful in studying ethical decision making, six such dilemmas are presented. The preliminary analysis, utilizing 248 respondents employed in full‐time positions, indicates that overall the dilemmas do not simply measure demographic characteristics of the individual or organization, but instead measure actual differences in ethical decision making.

The purpose of this study was to investigate the relationship between witnessing workplace bullying behavior and employee attitudes and intentions to turnover.

A sample of 150 full‐time employees from two mid‐sized indigenous private manufacturing plants from the province of Henan, China were surveyed at a single point in time.

Findings indicate a negative relationship between witnessing workplace bullying and employee satisfaction and commitment. In addition, strain and satisfaction fully mediate the relationship between witnessing workplace bullying and employee intention to turnover.

Given the link between witnessing workplace bullying and employee attitudes, it is important for Chinese managers to ensure that interactions with employees maintain a positive and professional tone.

The paper's findings suggest that it is not necessary for an employee to be the personal victim of bullying behavior, rather an employee need only be an observer of workplace bullying in order to experience increases in physical and emotional strain.

The purpose of this paper is to test the relation between employee goal orientation and occupational withdrawal intentions and behaviors considering employee satisfaction a mediator in the relations.

Survey data were obtained from a sample of 241 licensed real estate professionals using a self-administrated questionnaire. Mediation hypotheses were tested using Smart PLS.

The results indicate that job satisfaction fully mediates the relation between learning goal orientation and occupational withdrawal intentions and behaviors. A direct positive relation was found between avoid goal orientation and occupational withdrawal intentions and behaviors.

Worker shortages in many occupations increases the importance of the ability to understand and predict occupational withdrawal behaviors.

This study adds to the literature by considering goal orientation as an individual employee characteristics central in predicting and understanding occupational attitudes and withdrawal intentions and behaviors.

The purpose of this paper is to examine whether Western human resource (HR) theory is applicable to a call centre located in the Philippines. A call centre, due to the amount of emotional labour involved in this type of work, is an ideal environment to study stress related Western HR model where stress eventually leads to turnover. Turnover is a major concern in the call centre industry.

The authors tested a model linking work stress to job satisfaction, organizational commitment and intention to turnover using data collected from 439 employees in the Philippines. Both correlation analysis and partial least squares analysis were used to test the theoretical Western HR components both individually and holistically.

The findings indicate that these call centre employees reported emotional stress, leading to job dissatisfaction, reduced organization commitment and ultimately increased intention to turnover. Turnover is reported to be a serious and increasing problem in call centres and this research demonstrates the significant role of employee emotional stress.

An understanding of the applicability of Western HR theory in non-western countries is of interest to managers in non-western countries. It is important as economic development occurs in newly developing countries that managers understand which theories from developed nations will apply to facilitate their growth and success.

This paper addresses HR concerns both in a Pan-Asian country that is rapidly developing and in the call centre industry which is predicted to grow rapidly in future.