The Roles of Business Ethics in Conflict Management in Small Retailer–Supplier Business Relationships

Any ongoing relationship involves conflict. While facing conflict can be a serious matter for small firms with limited resources and capabilities, little is known about conflict management or the role of an ethical foundation, or business ethics, for small businesses. This study examines some influential factors regarding conflict management and the role of business ethics in satisfactory business relationship building in the context of small retailer–supplier relationships. The proposed model identifies (1) the relative importance of business ethics and role performance as antecedents and (2) two dimensions of satisfaction (social and economic) as consequences. The data, collected from small apparel retailers in the United States, clearly demonstrate the powerful role of business ethics. The positive perceptions of small retailers regarding supplier business ethics significantly reduces retailer–supplier conflict and increases retailer–supplier social satisfaction. Supplier role performance does not contribute to a reduction in retailer–supplier conflict as perceived by small retailers, but it does enhance the economic satisfaction of retailers, which further increases their social satisfaction. The functional benefits of conflict provide interesting insight. Providing several meaningful implications, this study demonstrates the unique aspects of conflict management within small retailer–supplier relationships.     

Children's perception of dinner conversation with parents in Japan

The children's perception of dinner and dinner conversation with their parents was surveyed for sixth‐grade students of elementary school in Japan. The data were analysed from the gender of children and attending parents. The children had dinner and dinner conversation more frequently with their mother than with their father. With father attendance, girls and boys had the same frequency of dinner and dinner conversation, although, with mother attendance, girls had dinner conversation more frequently than boys. Most of the children felt happy when they had dinner with their parents. However, a lower percentage of children felt happy when having dinner conversation with their parents, thought that they were important to their parents and thought dinner conversation was useful. More children felt happy during dinner and dinner conversation with their mother than with their father. However, there was no perceived difference in the usefulness of the conversation based on the father or the mother attending. The contents of conversation were greatly affected by which parent was attending. Subjects concerning children's manners were talked about more frequently in conversation with mothers than with fathers. Children had more frequent conversations with their father about ‘social issues’ and the ‘parents’ surroundings’ than with their mother. Girls had more frequent conversations on a wider variety of subjects with their mothers than boys. Girls could more easily share in their mothers’ knowledge or sense of values through dinner conversation. Boys were, for the most part, excluded from this process in conversation with either parent.     

How do work-family balance practices affect work-family conflict? The differential roles of work stress

This paper investigates the relationship between employees’ perception of work-family balance practices and work-family conflicts. It examines the role of challenge stress and hindrance stress as moderators. Based on survey data collected from 841 civil servants in Beijing, we found that perceived work-family balance practices may reduce work-family conflict, while challenge and hindrance work stresses were positively related to work-family conflict. In addition, challenge and hindrance stresses differentially moderated the relationship between perceived work-family practices and work-family conflict. When challenge stress is high then work-family balance practices will reduce work-family conflict. However, under high hindrance stress, work-family balance practices will serve to reduce work-family conflict less. More detailed analysis of the configurational dimensions of work-family balance practices (work flexibility, and employee and family wellness care) are also tested. This study provides additional insight into the management of work-family interfaces and offers ideas for future research.     

The Influence of Organizational Expectations on Ethical Decision Making Conflict

This study considers the ethical decision making of individual employees and the influence their perception of organizational expectations has on employee feelings about the decision making process. A self-administered questionnaire design was used for gathering data in this study, with a sample size of 245 full-time employees. The match between the ethical alternative chosen by the respondent and that alternative perceived to be encouraged by his/her organization was found to be significantly related to both feelings of discomfort and feelings of intrapersonal role conflict. Implications for these findings are discussed.     

Sex‐role conflict at work: its impact on consumption practices of working women in Turkey

Changing social norms regarding the role of women in society is fostered by women's participation in the workforce. Hence, changing role of working women in business life leads the transformation of gender stereotypes and roles. Women alter their gender role orientation according to the requirements of male‐dominated business life; however, the unchanged role in private life leads to sex‐role conflict. This study investigates the role of consumption as a key component of identity in the process of managing sex‐role conflict in a non‐Western cultural context. In‐depth interviews were conducted with working women with various cultural and educational backgrounds. According to the findings of the study, women are forming compatible identities, which reduce the perceived sex‐role conflict and consumption patterns are changing to suit the requirements of their new ways of living.     

Expatriates' identity salience,work stressors,and work–nonwork conflict: Moderating role of gender and marital status

Drawing from identity theory, we proposed individuals with high work salience experienced high work stressors (interpersonal conflict, workhours, and workload), resulting in positive work‐nonwork conflict (WNWC), and individuals with high nonwork salience experienced lower work stressors, resulting in negative WNWC. Furthermore, we tested for the moderating role of gender and marital status in the relationship. The sample for this study consisted of 415 Indian expatriates working in the U.S. information technology (IT) industry. Findings supported the proposed model where work stressors completely conditioned the relationship between work/nonwork salience and WNWC. Work‐salient men worked longer hours compared to work‐salient women and were more prone to WNWC. In married individuals (in both work‐ and nonwork‐salient individuals), increased workload was positively associated with WNWC and long working hours were negatively associated with WNWC. These findings further suggested nonmarried individuals faced more WNWC when compared to married individuals when managing long working hours. Therefore, being married does not necessarily lead to higher levels of all forms of WNWC. Additionally, the participants in this study identified themselves to be more nonwork‐salient. We argue that identity salience predicts role behavioral intentions and emphasize the importance of differentiating expatriates based on their salience. This in turn could help organizations contextualize various challenges faced by work‐ and nonwork‐salient individuals and manage issues in a cost‐effective manner.     

Developmental antecedents to children’s responses to online advertising

Many critics have raised concerns about online advertising directed to children. This study investigated the role of several antecedent variables that may impact children’s attitudinal and behavioural responses to online advertising. Specifically, online ad scepticism, family communication patterns, time spent on the internet, and perceived internet competency were examined as factors that may impact children’s online advertising attitudes and behaviours. A survey conducted with a dyad sample of 381 parents-preteens in South Korea revealed that children with high scepticism towards online advertising, who spent less time using the internet and who perceived lower levels of confidence about their internet skills were more likely to have a negative attitude towards online advertising and less likely to disclose personal information to online marketers. However, the relationship between family communication and children’s responses to online advertising found in this study was inconsistent with the previous empirical findings. Implications of findings are discussed and directions for future research suggested.     

Determinants of the Sources of Conflict Perceived by Manufacturers and Distributors in the Spanish Chemical Sector

Abstract

This work has focused on the potential sources of conflict which may arise within an industrial distribution channel. The following sections report the theoretical bases which are applicable to this area of study, as well as the results of an empirical research work conducted in companies belonging to the Spanish chemical sector. The aims of this work were to identify the sources of conflict perceived by the manufacturers and distributors of this industry, stating the existence of discrepancies in their respective perceptions and discovering the variables able to influence the intensity with which each of these potential conflicts appears (from the manufacturers' perspective).     

Role Conflict,Mindfulness, and Organizational Ethics in an Education-Based Healthcare Institution

Role conflict occurs when a job possesses inconsistent expectations incongruent with individual beliefs, a situation that precipitates considerable frustration and other negative work outcomes. Increasing interest in processes that reduce role conflict is, therefore, witnessed. With the help of information collected from a large sample of individuals employed at an education-based healthcare institution, this study identified several factors that might decrease role conflict, namely mindfulness and organizational ethics. In particular, the results indicated that mindfulness was associated with decreased role conflict, and that perceived ethical values and a shared ethics code were associated with decreased role conflict and increased mindfulness. Despite the study’s limitations, these findings imply that companies might better manage role conflict through the development of mindfulness and organizational ethics.     

Ethical Pressure, Organizational-Professional Conflict, and Related Work Outcomes among Management Accountants

This study examines the effects of ethical pressure on management accountants' perceptions of organizational-professional conflict, and related work outcomes. It was hypothesized that organizational pressure to engage in unethical behavior would increase perceived organizational-professional conflict, and that this perceived conflict would reduce organizational commitment and job satisfaction, and increase the likelihood of employee turnover. A survey was mailed to a random sample of Certified Management Accountants to assess perceptions of the relevant variables. The results of a structural equations model indicated that, as hypothesized, ethical pressure was associated with higher levels of perceived organizational-professional conflict. Also as hypothesized, higher levels of conflict were associated with lower levels of organizational commitment and job satisfaction. Finally, lower levels of commitment and satisfaction were associated with higher turnover intentions.     

The Impact of Violent Humor on Advertising Success: A Gender Perspective

Recent academic research has focused on the use of novelty and shock in advertising executions. One manifestation of this approach in American television advertising is the use of aggressive humor; a dramatic change in the way humor has historically been employed. This investigation examines two studies of the responses of men and women to violence in humorous advertising. The results of both studies reveal differences in the responses of men and women suggesting there may be a risk in coupling humor with high physical violence in ads targeted toward female audiences. The second study examines in a path model the role of perceived violations of social norms and perceived humor on the attitudes of men and women toward the ad and the brand. The poor response of women to more violence with humor ads is closely related to their perceived violations of social norms; for men, their more positive response to such ads is related to their perception of humor in the ads with humor and stronger violence.     

流动儿童歧视、社会身份冲突与城市适应的关系

采取整群抽样法在北京城区一所打工子弟学校、二所公立学校选取小五-初二年级的流动儿童415名进行问卷调查,采用个体歧视知觉问卷、社会身份冲突问卷、城市适应问卷探讨歧视、社会身份冲突、城市适应三者的关系。歧视会负向影响流动儿童城市适应状况;歧视会正向影响社会身份冲突;社会身份冲突会负向影响流动儿童城市适应状况;社会身份冲突在歧视与城市适应中的心理适应维度之间起中介作用。     

Perceptions and Attitudes of Singaporeans towards Genetically Modified Food

This study examines the perceptions and attitudes of Singaporean residents who attended the first public lecture on genetically modified (GM) food in the country. Scales were developed for the underlying consumer concerns, and their relationship with one another and with demographic variables were examined. Slightly more than half of those who attended the talk (n= 417) indicated that they were worried about GM foods and 86 percent agreed or strongly agreed that GM foods should be labeled. Issues relating to health, ethics, and perceived benefits were the major underlying concerns. These were related to several demographic variables and also to perceived knowledge about biotechnology. Women were more concerned about the ethical and health aspects compared to men. Those with post‐graduate education were the least concerned about health and ethical issues and more likely to buy GM foods if consumer benefits are shown. Married respondents were less concerned about health issues compared to single ones. Also, those with children under fifteen years of age were less concerned about health issues compared to others and more likely to buy GM foods if consumer benefits are shown. Respondents subscribing to the Hindu religion were more likely than others to buy GM foods If benefits are shown. Also, those who considered themselves vegetarians were more concerned about the ethical aspects of GM foods compared to others.     

How socially derived characteristics of technology shape the adoption of corporate Web 2.0 tools for collaboration

Socially derived characteristics (perceptions of individuals about technology-related characteristics) of Web 2.0 tools are not generally taken into account when decisions are made about which systems to use for collaboration in corporate settings. This exploratory research studies the influence of these characteristics—perceived compatibility, social presence, and group supportability—in the adoption of corporate blogs and validates a theory-grounded model with data from 73 employees. The results show that social presence and users’ values influence perceived usefulness of corporate blogs and play an important role in their adoption, while existing work practices, prior experience and group supportability do not.     

Female Entrepreneurs,Work–Family Conflict,and Venture Performance: New Insights into the Work–Family Interface*

Existing theory is extended to predict the effectiveness of strategies for structurally reducing work–family conflict by manipulating roles, given the salience of work and family roles and resources available to the female entrepreneur. A conceptual framework based on the constructs of role involvement and role conflict is used to examine whether high‐growth female entrepreneurs choose more appropriate strategies for reducing work–family conflict than their less successful counterparts. Three basic strategies for manipulating roles are discussed: (1) role elimination; (2) role reduction; and (3) role‐sharing. The following propositions are advanced: (1) work–family management strategies are a significant determinant of venture growth; (2) women who develop high‐growth businesses more effectively reduce work–family conflict by choosing strategies better matched with their internal needs and access to external resources than less successful women; and (3) role‐sharing strategies are preferred because they allow women to enjoy the enhancement of both work and family roles while reducing the level of inter‐role conflict. As a result, the high prevalence of team‐building and participative management practices observed in women‐owned businesses may be driven by the need for female entrepreneurs to manage work–family conflicts as well as genetics or socialization.     

Women's work status and their time use pattern in rural households of Haryana

The work pattern of rural women revolves around a variety of jobs in the home, farm and livestock management. The National perspective Plan (1988) rightly pooints out, ‘For the majority of the women in the country, there is more work than wages, more load titan capacity and more compulsion than choice.’Studies on time utilization pattern (work load) of men and women in rural households in India, though few, indicate that rural women work longer hours than men. A 14–16 h working day is common in certain areas even among pregnant women. Review of the literature however, reveals major gaps in information especially pertaining to work status of rural women and how the time use pattern (workload) varies with their work status and/or agricultural season. The present study was therefore, an attempt in this direction. More specifically, the objectives of the study were: (a) to study time allocation pattern of rural women in work, rest, leisure and sleep and (b) to study the time utilization pattern in various categories of work according to women's work status and agricultural season.     

Sacrificing personal or professional life? A gender perspective on the accounts of retail managers

This article examines the issue of multiple role demands experienced, and the sacrifices managers make, in their career and personal lives. A series of 22 in-depth biographical interviews were conducted with retail managers of large companies in the UK. Respondents reported various instances of conflict between their work and personal lives. The findings revealed more of an asymmetrical permeability for both men and women managers, with work demands more likely to spillover to personal life. Combined together, these can represent very real problems in terms of the sacrifices managers need to make with regard to their work and /or personal lives. Women managers were found to undertake the majority of household duties and are therefore more likely to suffer from role overload. However, the findings also showed that both male and female managers are making sacrifices in one domain in order to accommodate the other. Significantly, women were more likely than men to have made sacrifices with regard to having children. It is acknowledged that the research cannot be generalised to the wider population of UK retail managers. However, the findings revealed some relevant issues that should be addressed by retail companies if they want to gain competitive advantage via the people they employ.     

Moderating effects of tolerance for ambiguity and risktaking propensity on the role conflict-perceived performance relationship: Evidence from singaporean entrepreneurs

This study investigates the effects of tolerance for ambiguity and risktaking propensity in mediating the relationships between role conflict and perceived performance among 70 entrepreneurs in small and medium-sized businesses in Singapore. Entrepreneurial activity has been widely recognized as a major factor driving Singapore's economic development. Further insights therefore can be gained by this study, which addresses the above issues from the perspective of Singaporean entrepreneurs. As founders of their enterprises, entrepreneurs are often involved with many aspects of activities that create a high potential for conflict, having to play multiple roles, coping with competing and conflicting demands, and overcoming or accommodating to constraints. Role conflict faced by the entrepreneur can impede the entrepreneur's ability to perform effectively. However, the relationship between role conflict and perceived performance is not direct.Many entrepreneurial decisions will also involve ambiguity, because these decisions result in actions that are innovative and original. As entrepreneurs, they will have a significantly greater capacity to tolerate ambiguity than managers have. This suggests that an entrepreneur's tolerance for ambiguity may be able to assist in dealing with, or to moderate, the adverse personal effects of role pressures generated by role conflict. Investigation into this is the thrust of the first part of this research.The literature on entrepreneurship has often portrayed the entrepreneur as a risk-taker with expectation of receiving a profit as reward for this risk-bearing. Many studies on risk-taking behavior among entrepreneurs are focused on the risk-profile of entrepreneurs, that is, whether entrepreneurs are decidedly more risk-taking than nonentrepreneurs. In this second part of research, the investigation examines whether the effects of role conflict on performance outcomes are tempered by the entrepreneur's risk-taking propensity. An entrepreneur with high risk-taking propensity is more likely to succeed in coping with uncertainty and minimizing role stress than one with low risk-taking propensity.Results indicate that Singaporean entrepreneurs higher on tolerance for ambiguity or in risk-taking propensity are better positioned to “neutralize” the effects of role stress in the entrepreneurial role, leading to better performance outcomes. The weaker interactive effects however could be explained by several constraining circumstances: “the stringent control and omnipresence of the government in most businesses” (Tan and Tay 1994); “dominance of MNCs in key industries, and the domination of government-linked businesses in various services” (Boey and Chiam-Lee 1994)—all of which are said to somewhat discourage risk-taking and uncertainty-bearing. Despite the small moderator effects, these findings should be of significance to practitioners, because they suggest that the examination of the relationship between role conflict and performance would be incomplete without also considering the moderating effects of tolerance for ambiguity and risk-taking propensity.     

Economic and social correlates of female employment and fertility

This study tested a theoretical model that views female employment and fertility decisions as jointly determined by biologic, sociologic, economic, and demographic factors that determine the circumstances of individual women, families, and the labor market. The data were drawn from a multistage stratified sample of 1926 married women of childbearing age in southern Philippines. The independent variables analyzed included the exogenous wage rates of both the wife and husband, the age of the wife, the number of children ever born per year of marriage, and residence (urban or rural). Also analyzed were the social variables of time conflict, normative conflict, work commitment, and wife's relative dominance in household decision making. An exogenous change in female wage rates increased the percent of time spent in paid employment but had an insignificant effect on fertility. In contrast, a change in the male wage rate reduce female employment and current fertility. Women in municipal poblacions had lower current fertility and significantly higher labor force participation than women in rural or urban settings. Women who perceived that children interfere with work were more likely to bear a child in the study period and less likely to participate in the labor force. The husband's attitude toward female employment reduced labor force participation, but did not increase current fertility. Finally, women who play a major role in household decision making had both increased labor force participation and increased fertility. There was some variation in these trends by age cohort. A positive coefficient of the female wage on fertility was observed among women 20-29 and 40-49 years, while a negative coefficient existed for women 30-39 years. It is concluded that a common set of economic and social factors jointly determine current female employment and fertility decisions.     

The Phenomenon of Substantive Conflict in the Family Firm: A Cross-Generational Study

This study investigates the influence that family members exert on the extent and frequency of substantive conflict within family firms across generations as a result of their familial relationship (distance) with the owner/manager of the firm and the positions these family members occupy in the family work group and social (non-work) group. Following Beckhard and Dyer (1983), the construct of substantive conflict was vested in four key issues pertinent to family firms: (1) ownership continuity or change; (2) executive leadership continuity or change; (3) power and asset distribution; and (4) management's vision for the role of the firm in society. The results establish a relationship between conflict in a family business and the composition of the family's work group, non-work (social) group, and the extensiveness of the family's social interactions. The relationships between conflict and family influence were found to be moderated by the generations (first, second, third, or later) among involved family businesses.