Conflict Self-efficacy Research Articles

Moderating effects of personal resources on work engagement and work-family conflict

Orientation: There is a growing concern about the dark side of work engagement. Recent research has shown that employees who are highly engaged at work are more likely to suffer from high work–family conflict. As employees’ engagement is highly valuable to organisations, it would be useful to identify variables that mitigate this negative impact so that both employees and the organisation can benefit from this positive work behaviour.Research purpose: The study examined the moderating roles of work-family conflict self-efficacy and resilience on the relationship between work engagement and work-family conflict among female nurses in Nigeria.Motivation for the study: While prior research has established that work engagement is associated with higher work-family conflict, less research attention has been paid on the factors that can moderate or buffer this relationship. This study was therefore conducted in response to calls for empirical research on the potential moderators between engagement and work-family conflict.Research approach/design and method: The study used a cross-sectional survey approach to gather data from a sample comprising 233 female nurses in four public hospitals in Ondo State, Nigeria. They responded to measures of work-family conflict, work engagement, work-family conflict self-efficacy and resilience. The study hypotheses were tested using moderated regression statistics.Main findings: Findings indicated that work engagement positively predicted work-family conflict. Work–family conflict self-efficacy and resilience buffer the positive relationship between work engagement and work-family conflict.Practical/managerial implications: These findings implicate the need for intervention programmes that would enhance self-efficacy and resilience among female nurses in Nigeria.Contribution/value-add: This study is one of the first to examine the moderating roles of personal resources such as work-family conflict self-efficacy and resilience on the relationship between work engagement and work-family conflict within the framework of conservation of resources theory.

Digital Skills And Digital Literacy: New Trends In Vocational Training Emotional State Of Teaching Personnel In Times Of Pandemic

Regarding academic paradigms of the teaching process, educational administration, including governance, the COVID-19 outbreak has impacted the government education institutions. Educators' conflict self-efficacy as well as job dedication are crucial for investigation in light of this approaching paradigm change. The studies demonstrated that conflict self-efficacy substantially impacted public focuses on teachers' job involvement as during COVID-19 outbreak. Educators' job dedication is positively predicted by their ability to handle ambiguity throughout this period. In addition, the information revealed a high level of conflict self-efficacy in concepts of intervention, prevention, accomplishment, and confusion governance, as well as a significant impact on work dedication among instructors of devotion to the classroom, dedication to pupils, responsibility to educators, as well as dedication to the job role. The study's outcomes also revealed a relationship between crisis self-efficacy and teachers' job dedication during the epidemic. This research establishes a theoretical foundation for a more comprehensive assessment of teacher digital competence (TDC). Furthermore, it discusses the term digital literacy and skill and how it affects teachers’ emotional state. It also states the emerging trends in the field of digital education in the time of COVID outbreak.

The use and measurement of communication self-efficacy techniques in a UK undergraduate accounting course

ABSTRACT This research contributes to helping educational establishments across the world develop self-efficacy techniques to improve communication skills within an accounting course design and other disciplines. This paper asks the research question: Does self-efficacy enhances accounting students’ communication ability? Previous research has identified the business community requiring accountants to display high levels of communication ability. However, despite many deliberate pedagogical interventions over the years, communication skills are lacking in graduating accounting students. This paper describes a new approach of deliberate self-efficacy interventions in one UK university’s undergraduate accounting curriculum to improve accounting students’ communication ability. In addition, a self-efficacy framework of Stone and Bailey [(2007). Team conflict self-efficacy and outcome expectancy of business students. Journal of Education for Business, 82(5), 258–266. https://doi.org/10.3200/JOEB.82.5.258-266.] is developed to model communication self-efficacy, outcome expectancy and behavioral intentions of the students. The data consists of the results of 131 first-year accounting students, and this paper contributes by helping to pinpoint two self-efficacy techniques to improving students’ communication skills: ‘personal mastery’ and ‘mentor support’.

Peran dukungan pasangan dan keyakinan diri mengelola konflik kerja-keluarga terhadap konflik kerja-keluarga selama work fromhome pada dosen wanita yang sudah menikah

Work-family conflict have been strongly felt by married female lecturers in the midst of the Covid-19 virus pandemic. Lecturers must carry out their duties from home, besides that they also have the task of taking care of children and husbands at home. Work-family conflict can be affected by work family conflict self-efficacy and spouse support. The purpose of this study was to see the relationship between the two variables (work-family conflict self-efficacy and spouse support) simultaneously on work-family conflict in married female lecturers. Subject totaled 21 female lecturers who worked as lecturers at a university. Researchers used the work family conflict, the work family conflict self-efficacy, and spouse support scale. The results obtained by R square = 0.428 means that work-family conflict self-efficacy and spouse support has a role as much as 42.8% in explaining work-family conflict. R value = 0.654; F = 6737; and p = 0.007 ?<0.05 where the hypothesis is accepted, meaning that there is a significant role between work-family conflict, self-efficacy, and spouse support for work-family conflict in married female lecturers at University X during work from home. The Beta value shows that spouse support has a higher value that affects work-family conflict than work-family conflict self-efficacy.

Limiting fear and anger responses to anger expressions

PurposeThe purpose of this study is to test how individuals’ emotion reactions (fear vs anger) to expressed anger influence their intended conflict management styles. It investigates two interventions for managing their reactions: hot vs cold processing and enhancing conflict self-efficacy.Design/methodology/approachHypotheses were tested in two experiments using an online simulation. After receiving an angry or a neutral message from a coworker, participants either completed a cognitive processing task (E1) or a conflict self-efficacy task (E2), and then self-reported their emotions, behavioral activation/inhibition and intended conflict management styles.FindingsFear is associated with enhanced behavioral inhibition, which results in greater intentions to avoid and oblige and lower intentions to dominate. Anger is associated with enhanced behavioral activation, which results in greater intentions to integrate and dominate, as well as lower intentions to avoid and oblige. Cold (vs hot) processing does not reduce fear or reciprocal anger but increasing individuals’ conflict self-efficacy does.Research limitations/implicationsThe studies measured intended reactions rather than behavior. The hot/cold manipulation effect was small, potentially limiting its ability to diminish emotional responses.Practical implicationsThese results suggest that increasing employees’ conflict self-efficacy can be an effective intervention for helping them manage the natural fear and reciprocal anger responses when confronted by others expressing anger.Originality/valueEnhancing self-efficacy beliefs is more effective than cold processing (stepping back) for managing others’ anger expressions. By reducing fear, enhanced self-efficacy diminishes unproductive responses (avoiding, obliging) to a conflict.

Perfectionism and work-family conflict: Self-esteem and self-efficacy as mediator

Self-esteem and domain-specific self-efficacy are considered as mediators of perfectionism clusters and work-family conflict. Working adults with family obligations (N=379) participated in the online study. Using cluster analysis and multicategorical multiple mediation analysis, perfectionism was found to be related to low work-family conflict. Specifically, adaptive perfectionism at work and home was related to lower work-family conflict relative to maladaptive perfectionism as mediated by both self-esteem and work-family conflict self-efficacy. Implications of bolstering self-esteem and work-family conflict self-efficacy are discussed.

Achievement Orientations and Conflict Self-Efficacy as Antecedents of Incivility: Exploring the Moderating Effects of Collectivism

This study proposes that culture moderates the relationship between individual factors and incivility. This occurs because some cultures allow for incivility while others constrain incivility more heavily. We tested our hypotheses with a sample of 268 MBAs and EMBAs from Taiwan and the United States. Our results showed that only among those who perceived low collectivism did individual achievement orientation relate positively to incivility. Similarly, the relationship of conflict self-efficacy (i.e., beliefs in ones skills in managing direct conflict) with incivility was lower for those higher in collectivism.