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Purpose: Based on affective event theory (AET), this study aims to unpack the association between team relationship conflict and employees' subjective career success by examining the mediating role of negative emotions and the moderating role of emotional intelligence. Design/methodology/approach: Using Mplus 8.1, the study analyzes multi-level, multi-wave data collected from 288 employees in 51 teams across Pakistan. Findings: The results indicate that team relationship conflict is negatively associated with employees' subjective career success, both in terms of career satisfaction and job satisfaction. While employees' negative emotions partially mediate this negative relationship, emotional intelligence moderates the association between team relationship conflict and negative emotions, such that individuals with higher emotional intelligence experience less negative emotions. Originality/value: This study advances career research by demonstrating how and when team relationship conflict is related to employees' subjective career success. It also extends current understanding of the mediating and moderating mechanisms behind the association between team relationship conflict and employees' subjective career success. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine how and when task and process conflicts relate to relationship conflict by detailing the mediating role of negative emotions and the moderating effect of emotional intelligence. Design/methodology/approach: Survey data were collected from 462 employees working in different organizations in Pakistan. Findings: The results revealed that individuals engaged in task and process conflicts are more likely to feel negative emotions toward others and consequently are more likely to engage in relationship conflict in the workplace. This mediated relationship of task and process conflicts with relationship conflict via negative emotions is lower when employees are more emotionally intelligent. Practical implications: This study pinpointed a key mechanism, negative emotions, by which task and process conflicts lead to relationship conflict. Emotionally intelligent individuals are better at regulating their negative emotions; therefore, emotional intelligence training can be an effective tool for minimizing employees' negative emotions during task and process conflicts, which can help reduce relationship conflict. Originality/value: By examining the mediating role of negative emotions and the moderating effect of emotional intelligence, this study adds to the previous research by detailing how and when task and process conflicts lead to relationship conflict. [ABSTRACT FROM AUTHOR]

This research study is designed to understand reporting traumatic incidents in Pakistani media and the individual level factors that influence a journalist's decision while covering a traumatic incident and his/her decision of selecting information to include in or exclude from news. This study uses a qualitative research design to analyze the research question. The researcher used in-depth interviews with journalists in Peshawar and Tribal Districts of Khyber Pakhtunkhwa. Thirty journalists were recruited (news reporters, editors and photographers) working for media (print, broadcast and online), whose primary beat is 'crime' or "violent events" along with other beats. The participants of the study were selected by purposive and snowball sampling techniques. Thematic Analysis as a method was used to analyze the data, i.e., interviews with journalists. The data was examined through the lens of the Hierarchy of Influences Model (HOI), which is an extension of the Gatekeeping Theory. The findings show that education, training, experience, focus on crime and conflict, newsworthiness of the story, self-promotion, and Job security influence a journalist's decision while covering a traumatic incident in Pakistani media. [ABSTRACT FROM AUTHOR]

The present study investigated the effect of leadership styles on knowledge management. The population of the study consists of faculty and administrative staff of public sector universities of Khyber Pakhtunkhwa. To test the study hypotheses, correlation and regression analysis were conducted. The study found that transformational leadership style has positive and significant relation with knowledge management effectiveness. The study found that transactional leadership style has negative but significant relationship with knowledge management effectiveness. The study concluded that educational institutions should adopt transformational leadership style in order to improve knowledge management effectiveness. Educational leaders should not adopt transactional leadership style as that type of leadership negatively affects knowledge management. The study recommended that leaders of the educational institutions should get involved their subordinates in decision making process in order to further enhance their performance. Managerial implications, recommendations and directions for future research are also highlighted. [ABSTRACT FROM AUTHOR]