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The impact of behavioral aspects on project success remains an area that requires more attention. Drawing on the social exchange theory (SET), our study tested the mediating role of project citizenship behavior (PCB) in the relationships of all four organizational justice dimensions (i.e., procedural, distributive, informational, and interpersonal justice) with project success. A time-lagged survey of project team members ( n = 233) was conducted and analyzed through structural equation modeling (SEM). The results indicate that all four organizational justice dimensions are positively associated with project success, whereas informational justice appears to be the most influential dimension, and that PCB mediates all of these relationships. Project managers/sponsors should enact organizational justice and enhance project citizenship to achieve project success.

The purpose of this study is to investigate the underlying mechanism through which knowledge hoarding is triggered among ostracized employees at workplace. Drawing on conservation of resource theory, the study investigates the mediating role of defensive silence in this relationship. Further, the study also examines the moderating role of experiential avoidance between workplace ostracism and defensive silence. Using multi-layered and convenient sampling technique, data were collected from 225 employees working in the hospitality industry in Pakistan. The results revealed that workplace ostracism significantly influences employees’ knowledge hoarding behavior both directly and through defensive silence. Furthermore, contrary to the expectation, the combined effect of workplace ostracism and experiential avoidance on defensive silence was found insignificant, which we have discussed. The study provides insights for managers to break the knowledge hoarding cycle and create new models for interaction and knowledge sharing among employees at workplace.

Purpose Drawing on conservation of resource theory, this study aims to examine the impact of work-study conflict (WSC) on workplace outcomes (job performance, job satisfaction, burnout and turnover intention). The study also investigated whether these relationships were contingent on the level of supervisor support at the workplace. Design/methodology/approach Survey data were collected in two-time lags from 752 studying professionals (non-traditional students) through a convenient sampling technique. Findings Results showed that WSC enhances burnout and turnover intention but has no significant direct relationship with job performance and job satisfaction. It was also found that the relationships between WSC and workplace outcomes, i.e. job performance, job satisfaction and burnout were conditional on the level of supervisor support. Originality/value The research contributes to WSC literature by being the first to empirically investigate the direct and interactive effects of WSC and supervisor support on important workplace outcomes of those adults who were primarily working and then decided to study further for career development rather than on full-time students.

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