Suchergebnisse

In the modern-day workplace, conflicts among team members are often observeddue to multiple reasons. Therefore, it is important to study the different aspects associatedwith conflict dynamics. For this research study, the sample was selected from organizationsenabled by information and communication technology, where employees are virtually connected. As a result, this research becomes particularly relevant in post-COVID-19 scenarios.SPSS version 23 was employed for moderation and mediation analyses using the Process Macro developed by Preacher and Hayes (version 3.3). Additionally, linear regression analysis was conducted. The statistical tests demonstrated a significant direct effect of task conflict on the outcome variables, as well as the indirect effects of moderating and mediatingvariables. The moderating variable of relationship conflict had a significant impact on bothtask conflict and team mindfulness. The direct association of task conflict was also assessedusing simple linear regression analysis in SPSS. This research explored a novel relationshipamong variables in virtual and digital organizations, where psychological contract breachessometimes also contribute to conflict dynamics. Thus, the study has investigated this phenomenon from the overarching theoretical perspective of mindfulness theory. Valuable recommendations have been provided for future researchers based on the insights derived from this research.

Sustainability is a buzz word in this 21st century where not just the nations but the organizations are trying to achieve the sustainable development goals set forth by United Nation Organization (UNO). Green HRM (GHRM) as an organization level initiative of climate action is at times needed by the organizations as regulatory requirement. It is crucial to consider the gap between intended and implemented HRM practices as it can affect the performance in the organization Similar, research consideration is required for such an intended – implemented gap in GHRM which is a research gap in the literature of GHRM. This conceptual article emphasizes on aligning the intended – implemented gap on GHRM and proposes a new research framework for green HRM as a strategic advantage with the propositions to be validated by the future researchers. Green HRM is a source of strategic advantage and it requires a detailed review with updated literature on the current situation. Current study would fulfil this gap.