When the going gets tough: the influence of expatriate resilience and perceived organizational inclusion climate on work adjustment and turnover intentions

Abstract

Despite the strong evidence for the beneficial influence of resilience for employee stress resistance in domestic settings, the construct has not received much attention in the expatriation literature, where stress is considered a major factor for expatriates’ poor cross-cultural adjustment and turnover. Drawing upon conservation of resources theory, the present study examines resilience as an antecedent of expatriate work adjustment and turnover intentions. Furthermore, this study investigates the moderating role of perceived organizational inclusion climate as a resource-protecting organizational factor. Results from a survey of 175 expatriates in South Korea indicate that resilience is positively related to expatriate work adjustment and that these positive effects are more pronounced when expatriates perceive their organizational climate to be highly inclusive. Furthermore, findings suggest that work adjustment mediates the effects of resilience on turnover intentions and that this mediation is moderated by a perceived organizational inclusion climate. Implications for theory and practice are discussed.     

变革中多渠道信息传递对员工绩效的影响机制

面对日趋复杂的外部环境,组织变革成为企业获得竞争力的重要方式。员工参与是组织变革成败的关键,充足的组织变革信息有利于员工积极投入变革。本文以社会信息加工理论为基础,对来自被兼并企业的36个工作团队185名员工进行研究,探索多渠道变革信息传递对员工的影响机制。基于多层次线性模型的数据分析结果表明:(1)变革情境下,组织正式渠道进行信息沟通和变革氛围包含的非正式信息,均能正向促进员工变革绩效;(2)员工所持有的积极变革期望,在多渠道信息传递和变革绩效间起到中介作用;(3)变革氛围跨层调节变革信息沟通对员工积极变革期望的正向作用,相比于低变革氛围情景,具有高变革氛围的团队,通过变革信息沟通更能显著提升员工对变革的积极期望。研究结论对企业变革实践中信息传递和沟通工作具有现实指导意义。     

Linking employer branding orientation and firm performance: Testing a dual mediation route of recruitment efficiency and positive affective climate

Faced with competitive labor markets, firms increasingly use employer branding to build a qualified workforce and engage their employees. However, our understanding of the impact of employer branding orientation on firm performance and the theoretical firm-level mechanisms underlying this potential impact is very limited. To address this gap, we integrate brand marketing theory with human resource management (HRM) research to develop a model explicating how employer branding orientation is linked to firm performance through a dual route by enhancing both recruitment efficiency (i.e., external route: applicants) and positive affective climate (i.e., internal route: incumbent employees). The results of a multisource study (i.e., top management, human resource managers, employees) with 93 firms show employer branding orientation is positively related to firm performance through positive affective climate but not recruitment efficiency. Using a brand equity approach to HRM, our results advance the literature by demonstrating the generalizability of employer branding effects independent of concrete brand attributes and explaining the firm-level mediating mechanisms linking it to firm performance.     

How do leaders' perceptions of organizational health climate shape employee exhaustion and engagement? Toward a cascading-effects model

Although researchers and practitioners increasingly focus on health promotion in organizations, research has been mainly fragmented and fails to integrate different organizational levels in terms of their effects on employee health. Drawing on organizational climate and social identity research, we present a cascading model of organizational health climate and demonstrate how and when leaders' perceptions of organizational health climate are linked to employee well-being. We tested our model in two multisource studies (N_{Study 1} = 65 leaders and 291 employees; N_{Study 2} = 401 leader–employee dyads). Results showed that leaders' perceptions of organizational health climate were positively related to their health mindsets (i.e., their health awareness). These in turn were positively associated with their health-promoting leadership behavior, which ultimately went along with better employee well-being. Additionally, in Study 1, the relationship between perceived organizational health climate and leaders' health mindsets was moderated by their organizational identification. High leader identification strengthened the relationship between perceived organizational health climate and leaders' health mindsets. These findings have important implications for theory and practice as they show how the dynamics of an organizational health climate can unfold in organizations and how it is related to employee well-being via the novel concept of health-promoting leadership.     

Inertia Risk: Improving Economic Models of Catastrophes*

We model endogenous catastrophic risk in a new way. We call it “inertia risk”, which accounts for delays between physical variables and the hazard rate – a characteristic often observed in reality. The added realism significantly affects optimal policies relative to the standard model of catastrophic risk. The probability of a catastrophe occurring at some point in time can span the entire interval [0,1], and is not 0 or 1 as is typical in standard models. Inertia risk can also generate path dependences. We illustrate the implications for policy in a simple model of climate change.     

Swedish mothers’ and fathers’ worries about climate change: a gendered story

Abstract

The present study considers whether parenthood has an impact on the worries that women and men have about climate change for the next generation and examines whether there are differences between the worries of mothers and fathers. The empirical material is based on a questionnaire-based survey that was administered in 2011 to a random selection of 3500 individuals in Sweden, with a response rate of 31%. The results indicate that parenthood, regardless of the parent’s gender, increases an individual’s worries about the impact of climate change on the next generation. Fathers are significantly more worried about climate change than men who are not parents; however, mothers do not worry significantly more than women who are not parents. In general, regardless of parenthood status, women worry about climate change more than men.     

The effects of high performance work systems in employees’ service-oriented OCB

The present research investigates the effects of “High Performance Work Systems (HPWS)” on employees’ “work engagement” and “service-oriented Organizational Citizenship Behavior (OCB)”, through the development of a social and justice climate. In doing so, “Partial Least Squares Structural Equation Modeling (PLS-SEM)” was applied based on a convenient sample of 448 customer-contact hotel employees across ten Greek hotel organizations. In summary, the study reveals first the valuable contribution of HPWS towards the development of a justice and service climate, which in turn influence positively employees’ work engagement. As a consequence, employees respond by exhibiting extra role behaviors and by engaging in service-oriented OCB. Overall, the findings clarify the mechanism behind the HPWS process, known as the “black-box”, a valuable knowledge for professionals practicing Human Resource Management (HRM).     

Corporate commitment to climate change action,carbon risk exposure,and a firm's debt financing policy

Motivated by the rising consensus that corporate engagement in climate change actions holds the key for society's transition into environmentally resilient economy, the study examines whether a firm's commitment to climate change action and its carbon risk exposure shape the firm's debt financing policy. Based on insights drawn from signaling, corporate reputation, and agency theories, we develop models that link corporate commitment to climate change actions and a firm's carbon risk exposure with its debt financing decisions. Using data drawn from S&P 500 companies, for years 2015 to 2019, we find a robust evidence that firms that engage in higher levels of commitment to climate change actions issue a higher proportion of debt with longer terms to maturity, even after controlling for their carbon risk exposure. However, we do not find a robust evidence corroborating an association between firms' carbon risk exposure and their debt financing policy. These findings are consistent with arguments that high-commitment firms enjoy positive reputation, better credit rating, and reduced agency and information asymmetry costs, allowing them to gain easier access to long-term debt markets.     

气候障碍因子对城市绿化适生树种选择的 影响——以上海世博公园为例

通过对上海近30年的气候因子汇总分析，结合对上 海世博公园主要绿化树种生长状况调查和年度生物量计算，通 过典型相关性分析发现，极端高低温、强风和暴雨等5个气候 因子对树木的生长产生了不同程度的影响，有些因子严重阻碍 了树木的正常生长，成为障碍因子。经过10年的绿化实践验 证，上海世博公园对骨干树种的选择，以乡土树种为主，群落 结构较为稳定，且气候障碍因子对乡土树种的影响较小。在引 种外来树种时，采用气候相似植物区系法，结合植物耐寒、耐 热带图，把种源地划分为2个气候带和3个植物区系，并确定了 最南引种线，成功引种了红花槭等20种观花色叶乔木树种。     

An analytical model proposal to design urban open spaces in balance with climate: A case study of Gaziantep

A significant decline has been experienced in the quality of life of people living in cities due to the deterioration of the ecological balance, decrease in biodiversity, together with air, noise and water pollution occurring as a result of population growth and urbanization. All of these factors have triggered global warming, which is one of the biggest problems in recent years. For this reason, the climate has become one of the most important factors in urban design works. The purpose of the present study is to determine the microclimatic contribution of urban open spaces to the city in the context of climate-balanced physical planning criteria, and to propose an analytical model, which may constitute a basis for planning and design works. Firstly, the climatic requirements of the city of Gaziantep were examined by creating bioclimatic comfort maps. In the following stage, monthly wind roses were created by determining the dominant wind directions for the summer and winter seasons. Optimum location and directions that were balanced with climate were determined and slope and aspect maps of the area, land use types and area selection criteria were also created. In light of these data, ecological compatibility and feasibility maps were prepared. In the feasibility map, the temperature and humidity maps were created with ENVI-met, which is a climatic simulation software, for the most extreme days in an area where there were residential areas and educational institutions, multi-storey residential areas, working areas, social and open green areas, and afforestation areas. The results that were obtained with the simulations were subjected to Regression Analysis to determine the relationship among the climate parameters and the design criteria. As a result, the increase in the quantity of urban green spaces and equality on the spatial distribution of these areas will improve bioclimatic comfort (the warmest hour of the hottest period regression analysis’ result is β= -0.384). It has been determined that planning high-density plantation in green spaces and selecting dense and broad-leaved plants will provide a cooling effect (on average 2−3 °C less). Furthermore, adding more green spaces in cities will increase the thermal comfort within city blocks, especially where high-rise buildings are common. It is confirmed that high-rise buildings cause thermal stress (the warmest hour of the hottest period regression analysis’ result is β = 0.472). Hardscapes have a negative effect on the temperature (the warmest hour of the hottest period regression analysis’ result is β = 0.425). In addition to these data, it was found that the mean radiant temperature values, instead of temperature values, would yield more accurate results in microclimate analyses and interpretations.