Mediating role of perceived supervisor support in the relationship between job autonomy and mental health: moderating role of value–means fit

Based on self-determination theory (SDT), this study investigates the relationship between job autonomy and mental health and the mediating role of perceived supervisor support (PSS) in that relationship. The study also examines whether employees’ work values moderate the relationships between job autonomy and PSS and mental health. Although it is well known that job autonomy has close relationships with mental health, we know little about the roles of PSS and employees’ values in these relationships. Using data from a nationally representative survey, this study found that PSS mediated the relationship between job autonomy and mental health. Furthermore, intrinsic work values positively moderated the relationships of job autonomy with PSS and mental health, whereas extrinsic work values negatively moderated these relationships. These findings support the idea of value–means fit. The findings provide important implications, beyond SDT, for how employees’ mental health can be improved and which employees benefit more from job autonomy.     

How does growth need strength influence employee outcomes? The roles of hope,leadership, and cultural value

Abstract

Strong growth need is essential if an employee is to be motivated to complete complex and challenging jobs. It is important for organizations to attract employees with high growth need strength and help them achieve positive outcomes. However, limited research has been conducted to examine the mechanism underlying growth need strength’s positive effect on employee outcomes. Based on hope theory, we hypothesized that hope mediates the effect of growth need strength on job performance and affective commitment by transforming employees’ general desire for personal growth into goal-related cognitive thinking, comprising both ‘will’ and ‘ways’. We further hypothesized the moderating effect of transformational leadership, and the joint moderating effect of transformational leadership and individual power distance on the relationship between growth need strength and hope. We tested our hypotheses with data from a sample of 265 subordinate–supervisor dyads from China. Data analysis results supported the mediating role of hope. We found that growth need strength has a stronger effect on hope when transformational leadership is higher, and this effect is the strongest when both transformational leadership and individual power distance are simultaneously higher. The implications of these findings for human resource management research and practice are discussed.     

Managing organizational entry in China: the roles of newcomer–supervisor exchange,incumbent support,and perceived insider status

The socialization literature has long recognized the important role of perceived insider status in facilitating newcomer adjustment, but knowledge on how to cultivate this desirable psychological state is limited. This study examines newcomer–supervisor exchange as an antecedent of perceived insider status of newcomers, which in turn facilitates their social adjustment and task mastery during organizational entry. We also explore incumbent support as a boundary condition for these effects. We conducted a survey study on 320 new employees and 92 supervisors in China. This study revealed that newcomer–supervisor exchange was related positively to newcomers’ perceived insider status, and perceived insider status mediated the positive relationships of newcomer–supervisor exchange with social adjustment and task mastery. In addition, incumbent support moderated the positive relationship between newcomer–supervisor exchange and perceived insider status, as well as the positive mediated relationships of newcomer–supervisor exchange with social adjustment and task mastery through perceived insider status. Specifically, these relationships were weaker when incumbent support was higher. Theoretical and practical implications were discussed.     

Farewell to the salaryman? The changing roles and work of middle managers in Japan

The 1990s and 2000s witnessed significant organizational change in Japanese firms and accompanying readjustments to the employment system. Such changes potentially have major implications for middle managers, or salarymen, in Japanese corporations. A survey of human resource managers and middle managers in eight medium sized Japanese organizations pointed to fairly significant, if not radical, change. This did, indeed, impact upon middle managers in those organizations. While the middle managers felt reasonably secure in their jobs, the nature of their jobs had reportedly changed, with a greater range of tasks, work intensification, longer hours, greater stress, more accountability, and a worsening work–life balance.     

The roles of implementation and organizational culture in the HR–performance link

This article attempts to (1) explore the process by which a high-performance work system (HPWS) affects firm performance and (2) demonstrate the mediating role of implementation and organizational culture in the HPWS-performance link. The proposed model was tested using a sample of 243 Hong Kong and Taiwanese firms operating in Guangdong, China. The results from the present study supported the hypothesized mediation of implementation and organizational culture on the HR–performance relationship. This study offers important insights into the mediating mechanism of the HPWS-performance research. Implications for research and managerial practices are provided.     

Lone star or team player? The interrelationship of different identification foci and the role of self‐presentation concerns

Work identity is important in the attraction and retention of staff, yet how the facets of such identity relate remains convoluted and unclear despite this being of interest to both scholars and practitioners. We use structural equation modeling to analyze empirical data from 144 employees in the United Kingdom's oil and gas industry, analyzing the nature and interrelationship of identification as individual‐level (career advancement) and social‐level (work group and organization) foci, as well as considering the two psychological self‐presentation factors (value expression and social adjustment) that direct and drive identification processes. A dichotomy between individual and social components of work identity is found, revealing a strong association between both social‐level foci of identification. Moreover, both components of work identity are found to be premised on different psychological factors, furthering our knowledge of the enmeshed nature of identity at work.     

What drives herding in oil-rich,developing stock markets? Relative roles of own volatility and global factors

The main goal of this paper is to formally establish the volatility-herding link in the developing stock markets of the oil-rich GCC countries by examining how market volatility affects herd behavior after controlling for global factors. Using a regime-switching, smooth transition regression model (STR), we find significant evidence of herding in all Gulf Arab stock markets, with the market volatility being the more paramount factor governing the switches between the extreme states of non-herding and herding. The global variables comprised of the U.S. stock market performance, the price of oil and the US interest rate as well as the risk indexes including the CBOE Volatility Index (VIX) and the St. Louis Fed's Financial Stress Index (FSI) are found to be significant factors governing the transition to herding states. The findings stress the effect of contagion in financial markets, despite the restrictions established by the GCC policymakers in order to protect their markets.     

Who Speaks,and in What Voice? The Challenge of Engaging ‘The Public’ in Health Policy Decision-Making

Abstract

Despite widespread calls for greater public involvement in governance, especially in relation to health policy, significant challenges remain in identifying any such legitimate ‘public’ voice. This research investigates this problem through a case study. It examines how actors experienced and interpreted a government-commissioned citizen’s jury on health spending prioritization in relation to the work of the local health care consumers’ organization. The analysis highlights an unproductive tension around this encounter, and points to more complementary ways in which such top–down and bottom–up efforts might be coordinated. It, therefore, contributes significantly to efforts to strengthen the public voice in contemporary health governance.     

A “quota silo” or positive equality reach? The equality impact of gender quotas on corporate boards in Norway

10 years after its implementation, we explore the equality reach of the 40% Norwegian gender quota regulation for boards of public limited companies (PLCs) using a multi‐strategy approach (administrative data and interviews with women directors) to capture interrelated macro and meso changes. We employ Acker's (2006) inequality regimes as our analytical framework, augmented by the “equality reach” concept. We found strong compliance with the 40% Quota. However, there was little evidence of voluntary spillover to limited companies as envisaged by Quota proponents; instead Quota coverage reduced as some PLCs changed status to avoid the Quota requirement. We reveal that positive equality reach in one of the most equal countries in the world is confined to a PLC “quota silo,” which has shrunk over the life of the Quota. Moreover, we suggest that PLC high levels of compliance may be a defensive strategy seen as necessary in the regulatory/high sanction context of the Quota. We demonstrate the need for further political and organisational interventions to improve equality reach beyond the quota silo. We also show the value of the equality reach concept for research on equality interventions and warn of the dangers of an intervention leading to an equality silo.     

Trust in the supervisor and the development of employees’ social capital during organizational entry: a conservation of resources approach

Abstract

This article aims to understand how trust in the supervisor contributes to the development of employees’ social capital using Conservation of Resources theory as a theoretical framework and networking ability as an indicator of social capital development. We hypothesize that the relationship between newcomers’ trust in the supervisor and networking ability will be mediated by feedback seeking from the supervisor and moderated by emotional exhaustion. Based on a three-wave time-lagged study of newcomers (N = 224), we found trust in the supervisor to be indirectly and positively related to networking ability through the mediating influence of feedback seeking from the supervisor. In addition, feedback seeking interacted with emotional exhaustion in predicting networking ability such that it was more positively related to it at high levels of emotional exhaustion. The indirect relationship of trust to networking ability as mediated by feedback seeking was also stronger at high levels of emotional exhaustion. We discuss this study’s implications for our understanding of supervisors’ role and newcomers’ experience during entry, as well as for social capital research.     

Islands in the stream? The challenges and resilience of the Danish industrial relations model in a liberalising world

Nordic industrial relations models have often been highlighted as being successful ‘highroads’ in advanced capitalism. However, the economic crisis has increased pressures to liberalise and deregulate labour markets. Although this challenges the Danish industrial relations model, there are several countermeasures, in particular strong unions and the supportive institutional context, which have prevented erosion indicating the resilience and adaptability of the model.     

What factors influence the organizational commitment of public sector employees in China? The role of extrinsic,intrinsic and social rewards

This study investigates the relationship between extrinsic, intrinsic and social rewards, and the organizational commitment of 239 Chinese public sector employees. Hierarchical regression analysis revealed that although variables included to measure extrinsic and social rewards were strongly related to organizational commitment, variables included to measure intrinsic rewards had limited influence. These findings suggest that the antecedents of organizational commitment in the Chinese public sector are significantly different from those in the Chinese private sector and public sector organizations in the West.     

What drives market construction for fair trade,organic, and GlobalGAP certification in the global citrus value chain? Evidence at the importer level in the Netherlands and the United States

Because national governments have limited power to regulate the conditions of production abroad, voluntary certification schemes have come to play a significant role in transnational regulation of many global supply chains, particularly in the food sector, where multiple regulatory issues are in play and different certification schemes compete. However, we still know relatively little about the political-economic factors that shape the construction of certified citrus markets for these competing standards. Based on an original dataset from a comparative survey of US and Dutch importers, this paper investigates factors that shape the construction of certification markets for citrus, focusing on the construction of markets for different kinds of certification schemes including Fair Trade, Organic, and GlobalGAP certification. The paper investigates from a comparative perspective whether the construction of markets differs across the US and Dutch political economies. The results show both the enduring effects of national political economies and the importance of global value chain dynamics. Across competing schemes, the industry-sponsored business-to-business certification systems have outcompeted consumer-facing label systems.     

What have we learnt about board gender diversity as a business strategy? The appointment of board subcommittees

This paper explores whether a board's gender diversity influences the voluntary formation of its board subcommittees. Female board directorship may become a business strategy for firms if it affects the appointment of board subcommittees. We hypothesize that the voluntary creation of board subcommittees is affected by the presence of female directors on boards; the presence of independent, executive, and institutional female directors; and the proportion of shares held by female directors on boards. Board gender diversity has been measured as a proportion and with Blau's index. The results show that independent female directors are positively associated with the likelihood of voluntarily setting up all or some of the committees and a supervision and control committee. The presence of executive female directors negatively influences the probability of forming all or some of the committees, an executive committee and a supervision and control committee. The percentage of shares held by female directors has a positive effect on the voluntary creation of an executive committee. The findings also report that women directors and institutional female directors do not contribute to the voluntary creation of board subcommittees. Our evidence shows that female board directorship impacts the demand of internal control mechanisms such as board subcommittees, suggesting that firms should take it into account as a business strategy. The main implications derived from this research are relevant for Spanish policymakers and researchers because board gender diversity may play a significant role in the decision‐making processes of firms and may influence firms' outcomes.     

Structural stability regardless of membership turnover? The added value of blockmodelling in the analysis of network evolution

The extent to which the emergent structure of an organization remains the same, regardless of the turnover of the members, is one of the most interesting questions raised by the analyses of its evolution. This paper uses longitudinal network analysis to provide an answer to this question. Its shows the usefulness of combining both dynamics and comparative statics (here, blockmodelling) in the study of this evolution. An empirical study examines the evolution of the structure of the advice network among judges of the Commercial Court of Paris. The combination of dynamics and comparative statics answers the initial question: Radical structuralism turns out to be wrong. An answer depends on the dimensions of the structure on which observers focus. The pecking order in the advice network remains relatively stable, regardless of members’ turnover. However, social differentiation measured in terms of role relationships and division of work shows that the relational structure does not remain the same regardless of members’ turnover. Specifically, relational processes within the organization, such as collective learning, impose varying constraints on different kinds of members over time and the overall relational structure reflects these members’ changing reactions and responses to these constraints. Since the former vary, so do the latter, and so does the resulting emergent overall structure.     

Best fit,best practice,or stuck in the middle? The impact of unit ownership on unit HR performance in franchise systems

Franchising is an important form of entrepreneurial wealth creation in many retailing and service industries. Since Human Resource Management (HRM) is a critical factor in such industries, it is important to understand how franchisees—as semi-autonomous entrepreneurs—deal with HRM in their units and how this ultimately affects performance at the unit level. However, the very few studies linking franchisee HRM behaviors to performance have not included multi-unit franchising (MUF) as a type of unit ownership. Given the ever-increasing popularity of MUF and the unique characteristics of MUFs, this represents an important knowledge gap. We aim to fill this gap by building a theoretical framework on how the type of unit ownership affects unit HR performance within franchise systems. Building on agency, resource and entrepreneurship perspectives, we propose that units owned by single-unit franchisees (SUFs) and small MUFs (i.e., franchisees with a very small number of units) adopt a ‘best fit’ system regarding HRM, whereas company-owned units (COs) and units owned by larger MUFs (i.e., franchisees with a large number of units) typically adopt a ‘best practice’ system. Each system has its own advantages and disadvantages, which results in two contrasting propositions regarding their effects on unit performance. Moreover, we expect the units owned by medium-size MUFs to have the lowest performance since they are ‘stuck in the middle’ regarding their HRM system.     

The implementation of the Wroclaw taxonomic method for the identification and evaluation of problem areas in the Warmia and Mazury Region in Poland – A case study

Problem areas are targeted by regional policy. The type and scope of spatial conflicts are analyzed to determine the most appropriate spatial planning measures. In this study, a problem area was defined as an integral spatial unit which is characterized by growth barriers, accumulation of negative phenomena, untapped resources and potential, and where support measures are required to promote growth and eliminate the existing obstacles to development. This study identifies and analyzes problem areas in the Region of Warmia and Mazury in Poland based on counties as the main taxonomic unit. For the needs of the analysis, it was assumed that problem areas are characterized by a high prevalence of adverse demographic and/or socioeconomic phenomena which constitute growth barriers and prevent these areas from harnessing their potential and the local resources. Spatio-functional parameters were taken into consideration to comprehensively describe spatial conditions in the analyzed region. Spatial variations were analyzed with the use of the Wrocław taxonomic method, where demographic, socioeconomic and spatio-functional criteria were evaluated separately. The Wrocław taxonomic method has never been described in English-language academic papers. According to research, areas with the greatest accumulation of socioeconomic and demographic problems in the Region of Warmia and Mazury are situated along the Polish border. The results can be used in the process of setting directions for development and implementing remedy measures at the regional level.