Suchergebnisse

We examined how the cultural value orientation of employees' traditionality influences their innovative behaviors in a group context. Our belief was that the behavioral influence of traditionality on individual innovation would be contingent upon group traditionality and transformational
leadership, as well as the combined moderating effect of these two variables. Participants were 282 employees and their 36 group leaders in a large telecommunication corporation in China. Results revealed that although traditionalists were superior to nontraditionalists in terms of individual
innovation, the latter group exhibited greater potential for innovative behaviors when their colleagues were less traditional and/or when they were led by a transformational leader. Moreover, traditionalists were found to be more innovative than nontraditionalists were when group traditionality
was high and transformational leadership was low. Research limitations and implications of the findings are discussed.

In the field of disparities research, there has been growing interest in developing a counterfactual-based decomposition analysis to identify underlying mediating mechanisms that help reduce disparities in populations. Despite rapid development in the area, most prior studies have been limited to regression-based methods, undermining the possibility of addressing complex models with multiple mediators and/or heterogeneous effects. We propose a novel estimation method that effectively addresses complex models. Moreover, we develop a sensitivity analysis for possible violations of an identification assumption. The proposed method and sensitivity analysis are demonstrated with data from the Midlife Development in the US study to investigate the degree to which disparities in cardiovascular health at the intersection of race and gender would be reduced if the distributions of education and perceived discrimination were the same across intersectional groups.

AbstractThis study aims to test the theory underlying Job Corps, one of the largest education and training programs in the U.S. serving disadvantaged youth. Central to the program are vocational training and general education that serve as two concurrent mediators transmitting the program impact on earnings. To distinguish the relative contribution of each, we develop methods for decomposing the Job Corps impact on earnings into an indirect effect transmitted through vocational training, an indirect effect transmitted through general education, and a direct effect attributable to supplementary services. We further ask whether general education and vocational training reinforce each other and produce a joint impact greater than the sum of the two separate pathways. Moreover, we examine the heterogeneity of each causal effect across all the Job Corps centers. This article presents concepts and methods for defining, identifying, and estimating not only the population averages but also the between‐site variance of these causal effects. Our analytic procedure incorporates a series of weighting strategies to enhance the internal and external validity of the results and assesses the sensitivity to potential violations of the identification assumptions.