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Over 83.72 million Chinese firms employing more than 775 million employees. It is essential to explore employee relationships and conflict management practices in China. Although collectivism can influence employee cognition and emotions, the psychological mechanism that links collectivism and job satisfaction is still unclear. Researchers have found existing empirical findings on conflict–performance relationships to be mixed and inconsistent, and have identified the need to pinpoint the explanatory mechanisms and boundary conditions that underlie the effect of conflict on job performance. This study aims to provide some clarification to this important yet relatively unclear issue.

A questionnaire survey was conducted in China to collect data. The authors received completed questionnaires from 466 employees.

Analysis of questionnaire results reveals that job satisfaction mediates the relationships between conflicts and perceived job performance, and that collectivism moderates the relationships between conflicts and job satisfaction. Specifically, the positive relationship between task conflict and job satisfaction is amplified by high levels of horizontal collectivism (HC) and vertical collectivism (VC), while the negative relationship between relationship conflict and job satisfaction is strengthened by HC.

The main limitation is that this study used a cross-sectional design, meaning that causality in relationships cannot be established from results. Despite this limitation, the present findings provide insights into conflict management, job satisfaction and culture value literature.

This paper examines the moderating role of employees’ collectivist orientation (not national culture) on the relationships between conflicts and employee job satisfaction at the individual level. It also explores HC and VC and identifies their differential effects on the relationships between conflicts and job satisfaction.

Because of short life cycle and fluctuating greatly in total sales volumes (TSV), it is difficult to accumulate enough sales data and mine an attribute set reflecting the common needs of all consumers for a kind of experiential product with short life cycle (EPSLC). Methods for predicting TSV of long-life-cycle products may not be suitable for EPSLC. Furthermore, point prediction cannot obtain satisfactory prediction results because information available before production is inadequate. Thus, this paper aims at proposing and verifying a novel interval prediction method (IPM).

Because interval prediction may satisfy requirements of preproduction investment decision-making, interval prediction was adopted, and then the prediction difficult was converted into a classification problem. The classification was designed by comparing similarities in attribute relationship patterns between a new EPSLC and existing product groups. The product introduction may be written or obtained before production and thus was designed as primary source information. IPM was verified by using data of crime movies released in China from 2013 to 2017.

The IPM is valid, which uses product introduction as input, classifies existing products into three groups with different TSV intervals, mines attribute relationship patterns using content and association analyses and compares similarities in attribute relationship patterns – to predict TSV interval of a new EPSLC before production.

Different from other studies, the IPM uses product introduction to mine attribute relationship patterns and compares similarities in attribute relationship patterns to predict the interval values. It has a strong applicability in data content and structure and may realize rolling prediction.

The purpose of this paper is to propose a casting process for the production of double-chamber soft fingers, which avoids the problems of air leakage and fracture caused by multistep casting. This proposed method facilitates the simultaneous casting of the inflation chamber and the jamming chamber.

An integrated molding technology based on the lost wax casting method is proposed for the manufacture of double-chamber soft fingers. The solid wax core is assembled with the mold, and then liquid silicone rubber is injected into it. After cooling and solidification, the mold is stripped off and heated in boiling water, so that the solid wax core melts and precipitates, and the integrated soft finger is obtained.

The performance and fatigue tests of the soft fingers produced by the proposed method have been carried out. The results show that the manufacturing method can significantly improve the fatigue resistance and stability of the soft fingers, while also avoiding the problems such as air leakage and cracking.

The improvement of the previous multistep casting method of soft fingers is proposed, and the integrated molding manufacturing method is proposed to avoid the problems caused by secondary bonding.

This study aims to reveal the association between task conflict and job satisfaction with the mediating role of incivility and the moderating role of self-esteem. In addition, the data collected from the UK and Turkey were analyzed separately, and the aim was to contribute to the literature in this field by analyzing the research model in a cultural context.

This research focuses on the relationship between managers and subordinates in organizations. In this study, a survey method was applied to 708 subordinates, both UK and Turkish citizens, working in nine different industries. The obtained data were first analyzed in combination; then, the data of both countries were analyzed separately, and the effect of cultural differences on the research model was investigated.>

According to the results obtained, the relationship between task conflict and job satisfaction is negative, and subordinates’ perceptions of incivility play a mediating role in this relationship. In addition, subordinates’ self-esteem level has a moderating role in the effect of task conflict on job satisfaction through incivility. However, there is no evidence of an effect of culture on this model.

This study contributes to the literature by presenting new evidence on the antecedents of job satisfaction. In addition, it is one of the pioneering studies that provides evidence of the impact of the perceptions and personal characteristics of disputants in a task conflict on task conflict outcomes. Furthermore, this study contributes to the limited cross-cultural studies in the conflict and job satisfaction literature.