The Impact of Students’ Cultural Intelligence on Their Psychological Safety in Global Virtual Project Teams

This study addresses a call for the design and implementation of course curricula that prepare students to develop their CQ and gain experience working with peers on global virtual project teams. We explored how US-based and Peru-based students’ cultural intelligence (CQ) impacted their sense of psychological safety (PS) during a month-long global, virtual team project. We also examined the students’ people-focused (PF) and task-focused (TF) behaviors as mediators of the CQ-PS relationship. The results of mediation analyses provide support for our hypothesis that the relationship between cultural intelligence and psychological safety will be mediated by people-focused behaviors. Finally, we provide a model and suggestions for virtually bringing together students from different countries to collaborate on a global virtual project, and avenues for future research. Here we encourage a focus on a curriculum that educates students about their cultural intelligence and ways to develop psychologically safe learning environments. We also highlight the potential learning for faculty teaching such courses, and note how our experience collaborating with our counterpart in Peru constituted a fractal of what our students were experiencing on their global projects.     

Recognition versus disclosure of finance leases: Evidence from Japan

This study examines whether credit market participants—bond investors and credit rating agencies—treat recognized and disclosed finance leases differently when assessing firms’ credit risk in Japan. I use firms’ credit risk, measured by bond spreads and credit ratings, to investigate the relations between recognized versus disclosed finance lease obligations and firms’ credit risk following the adoption of Statement No. 13, Accounting Standard for Lease Transactions. For a sample of firms issuing new bonds, I find that, unlike recognized finance leases, disclosed finance leases are not associated with bond spreads. Moreover, the associations between recognized versus disclosed finance leases and bond spreads are substantially different. Conversely, recognized and disclosed finance leases are associated with credit ratings and are processed similarly when credit ratings are determined. Taken together, my results suggest that the sophistication of capital market participants influences their credit risk assessments of recognized versus disclosed finance leases.     

空间目标的联合矩阵束极点估计

极点作为谐振区雷达目标的最主要电磁特性，具有很大的空间目标识别前景。但是在使用频域观测数据提取目标极点时，存在虚假极点和估计精度问题。针对上述问题，首先通过加窗和截断改进了后时响应信号的获取流程，抑制了虚假极点影响；然后采用最小描述长度法（MDL）估计极点个数，避免了定阶错误引起的虚假极点；最后采用联合矩阵束法估计极点，有效减少了单角度数据估计极点时存在的遗漏极点和虚假极点问题。FEKO软件验证表明，所提算法具有更高的精度和抗噪能力。     

Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader–member exchange on supervisory performance ratings

Organizations increasingly depend on employee efforts to innovate. However, the quality of relationships between leaders and employees may affect the recognition that employees receive for their innovative work behaviors. Drawing from a social cognition perspective, we tested a model in which leader–member exchange (LMX) moderates the impact of employee innovative work behavior on supervisory ratings of employee performance. Results from two multisource studies combining self, colleague, and supervisor ratings consistently showed that employees receive more favorable performance ratings by engaging in innovative work behavior when they have high‐quality LMX relationships. Moreover, we found that this interactive relationship was mediated by leader perceptions of innovative employee efforts, providing support for a moderated mediation model. Implications for the literatures on performance appraisal, LMX, and innovation are discussed.     

When age does not harm innovative behavior and perceptions of competence: Testing interdepartmental collaboration as a social buffer

Can older managers overcome stereotypes relating age to low competence? We integrate the literature on age and cognitive ability with research on innovation to explore whether—and if so, when—employees' age harms performance and promotability appraisals made by their supervisors. Multisource, time‐lag data from 305 project managers indicate that the negative stereotypes can be explained through decreased innovative behavior. However, older employees are not always seen as poorer performers with less potential to be promoted due to their reduced innovative behavior. Rather, interdepartmental collaboration moderates these effects. Specifically, older employees with low interdepartmental collaboration are less innovative and receive worse performance and promotability appraisals than younger employees, but the “age handicap” vanishes when older employees collaborate with members of other departments. Organizations should foster formal or informal collaboration among units to prevent negative consequences of an aging workforce.     

网红营销对消费者购买行为影响调查研究

伴随“互联网+”概念的深入人心和自媒体的迅速兴起,网红已成为自媒体时代网络经济发展中不可小觑的重要力量,“网红大军”在引领消费时尚的同时还极大地促进了消费者的购买欲望。本文以网红营销为研究对象,主要针对网红博主所处的社会背景和广告营销策略展开研究,基于文献研究和问卷调研数据,分析网红营销对消费者购买行为的具体影响过程和作用机理。研究表明,网红借助于直播这一营销方式,既有效的提高了销售额,也增强与消费者的互动交流。本文研究结论将对相关企业决策提供有益的决策支持和策略指导。     

Effects of employees’ opportunities to influence in-store music on sales: Evidence from a field experiment

The effects of in-store music on consumer behavior have attracted much attention in the marketing literature, but surprisingly few studies have investigated in-store music in relation to employees. By conducting a field experiment in eight Filippa K fashion stores in Stockholm, Sweden, we investigate whether it is beneficial for store owners to give employees more opportunities to influence the in-store music. We randomly assigned the stores into a treatment group and a control group, with the employees in the treatment stores having the opportunity to influence the in-store music through an app developed by Soundtrack Your Brand (SYB). The experiment lasted 56 weeks and sales data were also gathered 22 weeks before the experiment, resulting in a total of 4626 observations. Our results show that sales decreased by 6% when the employees had the opportunity to influence the music played in the store, and the effect is driven by a reduction in sales of women's clothing. Interviews with the employees revealed that they had diverse music preferences, frequently changed songs, and preferred to play high-intensity songs. Employees thus seem to make choices regarding the in-store music that reduce sales, implying that store owners might want to limit their opportunities to influence the background music.     

Visitors’ pro-environmental behavior and the underlying motivations for natural environment: Merging dual concern theory and attachment theory

As nature-based tourism has recognized the seriousness of environmental issues, tourists’ pro-environmental behaviors have gained the attention of scholars and practitioners. However, previous empirical studies have not considered motivational factors and destination-related constructs within the tourism context. With the data collected from nature-based tourists, the findings of this study reveal the significant association between personal values and motivations and the significant impact of anticipated positive affect on pro-environmental behavior among nature-based tourists. Also, the findings address that the impact of empathetic concern on pro-environmental behavior is moderated by a level of place attachment to a nature-based destination.     

环境公平感知、社会信任与农户低碳生产行为*——以农膜、秸秆处理为例

［目的］研究旨在探讨环境公平感知和社会信任与农户低碳生产行为之间的关系，为促进农户生产行为向低碳化方向转变提供对策建议。［方法］基于陕西和甘肃两省的村域调查数据，以农膜和秸秆处理为例，运用二元logistic模型探讨环境公平感知和社会信任对农户低碳生产行为的影响，并结合分层回归分析了社会信任在环境公平感知和农户低碳生产行为间的调节效应。［结果］（1）在环境公平感知维度中，人际公平感知正向影响农户的农膜和秸秆处理行为； （2）对社会信任来讲，人际信任对农户农膜和秸秆处理行为均有显著的促进作用，而制度信任仅对农户秸秆处理行为具有正向影响； （3）人际信任在种际公平感知和农户农膜处理行为之间具有显著的正向调节效应，而制度信任在两者之间具有显著的负向调节效应； 同样，人际信任在人际公平感知和农户秸秆处理行为之间具有正向调节效应，而制度信任弱化了人际公平感知对农户秸秆处理行为的影响。［结论］环境公平感知和社会信任是影响农户低碳生产行为的关键因素，且社会信任在种际公平感知和农户农膜处理行为之间以及在人际公平感知和农户秸秆处理行为之间具有显著的调节作用。     

Host Country National Employees’ Prosocial Behavior toward Expatriates in Foreign Subsidiaries: A Common Ingroup Identity Model Perspective

Social categorization is predominately assumed to have negative effects on the prosocial behavior of host country national (HCN) employees toward expatriates in foreign subsidiaries. Challenging this assumption, I draw on the common ingroup identity model to propose that dual identity – simultaneous identification with membership in a subgroup and in a superordinate group – reduces HCNs’ intergroup biases and facilitates prosocial behavior. More specifically, I hypothesize that HCNs’ organizational identity has a moderating effect on the positive relationship between HCNs’ expatriate outgroup categorization and dual identity, such that this relationship is weaker when organizational identity is low. Furthermore, I hypothesize that dual identity mediates the relationship between expatriate outgroup categorization and two prosocial behaviors: information sharing and affiliative citizenship behavior. Results from the data collected from 1,290 HCN employees in Japan provide support for these hypotheses and the moderated mediation model.