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The purpose of the study is to enhance understanding of the relationships among team emotional intelligence (EI), trust in team, conflict in team and team performance.

A sample of 389 team members from 84 project teams in large-scale construction projects was surveyed.

Findings showed that team EI is positively associated with team performance. In addition, trust and conflict in the team mediate the association between team EI and team performance.

The ability to perceive one’s own and others’ emotions significantly increases the likelihood of team performance by increasing trust in a team and reducing conflict. Therefore, managers can use these findings to boost team performance and reduce conflict in their teams.

This research contributes to the better understanding of the relationship between team EI and team performance in large-scale construction projects. In addition, this research is an empirical investigation into the mediation variables linking EI to team performance.

Management innovation is one of the most vital practices underpinning economic growth and is considered to be one of the fundamental components of gaining a superior business position in market conditions that are continually fluctuating. Drawing upon neo-institutional theory as well as absorptive capacity, the current empirical study unpacks the relationships between external institutional forces (i.e. regulative, mimetic and normative pressures) and management innovation through investigating the role of absorptive capacity as a mediator.

The research model is tested using survey data from Australian organisations. The study used Partial Least Squares (PLS), a component-based structural equation modelling (SEM) method, in order to perform the data analysis.

The results confirm that the various dimensions of institutional forces have diverse influences on management innovation. The authors found mimetic and normative pressures have positive influences on realised and potential absorptive capacity of an organisation. In addition, realised absorptive capacity mediates the relations between institutional forces and management innovation.

Dissimilar to preceding studies, this research shows that organisations not only innovate to pursue higher performance but sometimes strive for legitimacy. In addition, the significant associations between absorptive capacity and management innovation and the mediation role clearly signify that institutional forces and absorptive capacity play significant roles in the adoption of management innovation.

Although online social networks (SNs) (e.g. Facebook, LinkedIn and Instagram) have been used by employees for various work- or non-work-related motives, there has been lack of research on the use of such networks in the workplace. The purpose of this paper is to draw on commitment theory and the tricomponent attitude model to explain the role organisational commitment plays in predicting the work-related use of online SNs and the mediating role a constructive employee voice may have in this relationship.

The research was conducted among the employees of seven different companies within seven different industries. The validity of the measures and structural models was evaluated using partial least squares structural equation modelling (PLS-SEM).

The results indicated that organisational commitment promotes employees’ work-related use of online SNs directly and also indirectly via the mediating role of a constructive voice.

This study is among the few studies which have used the tricomponent attitude model to investigate employees’ behaviour in the workplace, in particular work-related use of online SNs. In terms of theory, this study contributes to expanding the boundaries of knowledge as SNs are considered a challenge in contemporary organisations. Organisations can convert this challenge from a potential threat to an actual opportunity by reinforcing “organisational commitment”.

Man has always faced natural hazards and thus attempted to reduce their financial and loss-of-life damages. Assuring sustainable development in the post-disaster reconstruction of areas requires predictive measurements (i.e. vulnerability assessment). This study aims to assess the outcomes of relocating villages after the 2005 flood in the east of Golestan Province in Iran through sustainable development.

This study is an applied research combining qualitative content analysis and quantitative cross-sectional surveys. The statistical population comprises the inhabitants of Faraghi New Town (formed by aggregating 11 villages) and the villagers returning to their former rural settlement. The independent samples t-test was used to compare the outcomes of reconstruction for the samples. Data were collected using a questionnaire and in-depth interviews with the residents. The gathered data were analyzed by content analysis.

The results indicate that building new settlements – while reducing physical vulnerability – cannot be classified as a step toward sustainable development in economic and social aspects because the increasing trend of migration to urban areas, return to former villages, tribal disparities, reduced production, increased bank debts and increased urban insecurity are among the primary adverse social and economic consequences of rural relocations. This finding helps to assist planners and post-disaster designers to reconstruct more sustainable societies.

This study tries to investigate the effects of post-disaster reconstruction in rural settlement in Iran through sustainable development aspects for the first time. It would benefit for policymaking and urban planners and designers to make more resilient societies after disasters.