Suchergebnisse

This editorial introduces the issue of Macro Management & Public Policies, which focuses on how positive ways can boom sustainable development, how inappropriate policies inhibit the development, or even cause intense problems such as risks of wars. The outcomes show some implicaitons, first of all, management and policies has dual effects. On the one hand, effective management and policies contribute to resource protection, quality enhancement, and successes of social movements. On the other hand, political unfairness may cause crisis in international society. Moreover, law priority has comprehensive influence on development. Keeping economic and social development, authorities should balance economic growth and environmental protection, keep consistency between regulations and implementation, and ensure effective supervision.

Feedback inquiry is a proactive behaviour that is instrumental for gaining information about job performance. However, feedback inquiry also has a social component, especially in the context of flexible team-work environments. Feedback inquiry implies interacting with others, suggesting that relational considerations might affect whether individuals accept and apply feedback to improve their performance. Drawing on this relational perspective, we examined the role of attachment styles in employees' peer-focused feedback inquiry, as well as the subsequent association of feedback inquiry with job performance. We proposed that individuals higher in attachment anxiety would be more inclined to engage in feedback inquiry from peers, whereas those higher in attachment avoidance would be less likely to do so. We also proposed that individuals higher in attachment anxiety would benefit more from feedback inquiry, such that the association between feedback inquiry and performance is stronger for these individuals. Results from multi-source data from 179 employees in a flexible team-work environment and up to three of their peers generally supported these hypotheses. This study broadened our understanding of the dispositional antecedents of feedback inquiry, and suggests a boundary condition for when such behaviour is associated with enhanced job performance.

AbstractDrawing from the perspective of sociometer theory, we posit that the career consultation behaviour of newcomers can bolster supervisors' organization‐based self‐esteem (OBSE), thereby increasing their access to career mentoring from supervisors. Additionally, we suggest that the impact of newcomers' career consultation behaviour on supervisors' OBSE will be more pronounced among individuals with a higher power distance orientation. A time‐lagged, four‐phase data collection involving 238 newcomer–supervisor dyads supported this moderated mediation effect. The results indicate that newcomers' career consultation behaviour contributes to supervisors' OBSE, particularly for those with higher power distance orientations compared to their counterparts with lower power distance orientations. Subsequently, this is positively associated with supervisors' career mentoring as reported by newcomers. The implications of this study are discussed in the context of existing literature on newcomer socialization and mentoring.