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Article
Publication date: 20 July 2022

Hyelim Lee, Xiaochen Angela Zhang, Yoon Hi Sung, Sihyeok Lee and Jeong-Nam Kim

This research aims to examine how two management strategies (symmetrical communication and inclusive management) work in handling workplace conflicts (interpersonal/organizational…

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Abstract

Purpose

This research aims to examine how two management strategies (symmetrical communication and inclusive management) work in handling workplace conflicts (interpersonal/organizational levels), especially with regard to employee advocacy and job turnover intentions.

Design/methodology/approach

A total of three employee survey datasets were used to test hypotheses and research questions. Two secondary datasets were obtained in South Korea (N = 600 and N = 285), and one dataset was collected in the USA (N = 381). A series of hierarchical multiple regressions were performed for each dataset.

Findings

All three studies showed that interpersonal workplace conflict increased not only job turnover but also advocacy. In addition, in South Korean employees, both symmetrical communication and inclusive management increased employee advocacy and decreased job turnover intentions. However, in the US data, only symmetrical communication had such effects, enhancing employee advocacy and lowering job turnover intentions.

Originality/value

The study provides insights for practitioners into how to handle workplace conflicts from the perspective of communication (symmetrical communication) and/or behavioral strategies (inclusive management). Also, as an index to examine the effectiveness of management strategies, this study suggests advocacy behavior of employees given its effect of “rallying the troops.”

Details

Journal of Communication Management, vol. 26 no. 3
Type: Research Article
ISSN: 1363-254X

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Article
Publication date: 8 July 2024

Lisa Tam, Hyelim Lee and Jeong-Nam Kim

Although belief in conspiracy theories has been researched since the 1970s, specific research on conspiratorial thinking in the workplace is scarce. Conspiratorial thinking could…

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Abstract

Purpose

Although belief in conspiracy theories has been researched since the 1970s, specific research on conspiratorial thinking in the workplace is scarce. Conspiratorial thinking could be fostered among employees in workplaces because of unequal power relations resulting from the organizational hierarchy. This study examines workplace conspiracy attribution (WCA) as employees’ attribution of problematic events in the workplace as being plotted by powerful actors within their organizations and tests its antecedents and consequences.

Design/methodology/approach

A survey dataset collected from employees in South Korea (N = 600) was used. This study tested three variables (i.e. two-way communication, employee–organization relationship quality, and perceived ethical orientation) as antecedent conditions of WCA and two outcome variables (i.e. turnover intention and whistleblowing potential) as consequences.

Findings

Perceived ethical orientation mediates the relationship between two-way communication and WCA. WCA was found to be positively associated with turnover intention and whistleblowing potential.

Originality/value

This study adopts a public relations lens to understand the significant roles of WCA in reducing turnover intention and whistleblowing potential. It expands existing knowledge of the significance of power and power disparities in organizations.

Details

Journal of Communication Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1363-254X

Keywords

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