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Purpose The purpose of this paper is to develop and validate an empirical model examining the job seekers’ perception about information quality of corporate employment websites and its impact on their attitude toward the websites through perceived playfulness and usefulness. Furthermore, the study also examines the job seekers’ e-trust as condition under which these mechanisms generate website attitude. Design/methodology/approach A sample of 385 active job seekers was selected through systematic random sampling. A web-based questionnaire was used to elicit responses for the study. Structural equation modeling was used to validate the proposed model. Findings Results indicate that the information quality dimensions positively influence perceived playfulness and perceived usefulness, which in turn evoke the website attitude. Furthermore, e-trust was found to moderate the above said relationships. Originality/value The study contribution lies in an empirical validation of a model showing the mechanisms and the condition through which the relationship exists between perceived information quality of e-recruitment websites and job seekers’ website attitude, and thus responds to the call for additional research that generalizes the influence of information characteristics of websites on job seekers’ behavioral outcomes.

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Purpose The primary objective of this paper is to extend the Activity Reduces Conflict Associated Strain (ARCAS) model. To test the ARCAS model, the study aims to examine the effect of process conflict on employee well-being and the role of negative affect as an intrapersonal mechanism linking process conflict and employee well-being. Further, to extend the emerging ARCAS model, the study examines whether the assumed indirect effect of process conflict on employee well-being through negative affect is conditional upon levels of conflict management styles. Design/methodology/approach In total, 554 software engineers working in information technology firms responded to the administered questionnaire and hypothesised relationships were tested using Process Macros. Findings The findings indicate that process conflict is negatively related to employee well-being and the negative affect state mediates the relationship between process conflict and employee well-being. As hypothesised, it was found that the indirect effect of process conflict on employee well-being through the negative affect state is conditional upon levels of conflict management styles of the employees. Research limitations/implications The study contributes to the conflict literature by establishing the detrimental effect of process conflict on employee well-being. The study also established the explanatory mechanism linking process conflict and employee well-being. Further, the study extended the emerging ARCAS model by establishing the moderating role of conflict management styles as well as the conditional indirect effect. Practical implications The study highlighted the within-individual effect of process conflict in deteriorating employee well-being. The study provides valuable insights to the managers and practitioners about how individuals’ conflict management styles influence well-being. Originality/value The study specifically examined the effect of process conflict, which was omitted from conflict literature considering it the same as task conflict, on employee well-being. The study established the within-individual mechanism through which process conflict diminishes employee well-being. Also, the study extended the ARCAS model by examining the effect of conflict management styles with the aid of Affective Events Theory.