Suchergebnisse

While studies on students' ethnic identity, national identity and social mobility gained relatively good research development in Western societies, little attention has been given to other social contexts, particularly non-Western societies like China. A questionnaire (N = 570, aged 14 to 20) was conducted in a Xinjiang Class school in Southern China to examine the nexus of students' ethnic identity, national identity and perception on social mobility. The Xinjiang Class is currently one of the most iconic preferential educational policies recruiting students from ethnic groups in Xinjiang (an ethnic minority-concentrated border region) and offering them senior secondary education in select Han-centric, senior-secondary schools in China's central and east coast provinces. The results demonstrate that the strengthening effect of students' ethnic identity on national identity is not obvious; students' strong national identity contributes to their positive perception on upward social mobility. However, the widely accepted viewpoint that students' ethnic identity has a negative influence on perception of social mobility cannot be fully supported in this case. This study enriches the extant literature by providing a combined model to explore the nuanced mechanisms between ethnic identity, national identity and students' perception on social mobility in a multi-ethnic society and by helping to unveil the identity politics unfolded in current China's educational sector.

BACKGROUND: This study provides objective evidence on the impact of COVID-19 based on employee occupational stress reported from 13 different industries, and examines the determinants of employee psychological well-being. As the economic and social impacts of the COVID-19 pandemic continue, governments should consider industry-level differences when making support decisions concerning public resource allocation to corporations. However, little evidence exists regarding the differences in occupational stress across industries. METHODS: Employee occupational stress data (N = 673,071) was derived from workers in Japan from 2018 to 2020. The sample comprises workers from 13 industries, including civil services, service industry (other), real estate, medical/welfare, wholesale/retail, academic research, and accommodation/restaurant business. A logit model is employed to investigate the differences in employees' psychological well-being before and during the pandemic. RESULTS: In 2020, 11 out of 12 industries had significantly worse occupational stress compared to employees engaged in civil services. Over 23% of employees from the wholesale/retail and accommodation/restaurant industries were observed as high-stress employees. Improved compensation policies supporting these industries are suggested. In contrast, reduced occupational stress was found among employees in the transportation/postal and information/communication industries. Among the 13 industries, aside from high job demands, tough inter-person relationships in the workplace became the most significant stressors during the pandemic. CONCLUSIONS: The results confirm that the pandemic has had a heterogeneous effect on employee occupational stress across industries, thus suggesting that the level of compensation given to different industries during the COVID-19 pandemic should be discussed and approved by the Japanese government. Additionally, support for the wholesale/retail and accommodation/restaurant industries during the pandemic should be improved. ...

AbstractThis study examines the impact of board gender diversity on corporate environmental strategy and financial performance. Based on 12 corporate environmental policies in 3,389 firms worldwide, we identified four types of corporate environmental strategies by using the latent class regression model: an inactive strategy, a reactive strategy, a pollution prevention strategy, and a sustainable development strategy. The empirical evidence shows that women on boards (WoB) contribute to the promotion of proactive environmental strategies, including the pollution prevention strategy, which is found to bring about sustained competitive advantage in both short‐term and long‐term financial performance, and the sustainable development strategy, which is positively associated with long‐term financial performance. Following the natural resource‐based view of the firm, these findings indicate that WoB can be seen as a key resource in the organizational process, which provides a shared vision of the future and strong moral leadership to the top management team.

We used identification theory to develop a model of the processes linking leader-member exchange (LMX) to organizational citizenship behavior. Using a sample of 262 supervisor-subordinate dyads collected in China, we found that followers' identification with the leader mediated the
influence of LMX on organizational citizenship behavior. We also found that perceived group leader's reputation moderated the relationship between LMX and identification with the leader, in that the relationship was stronger for individuals scoring high on perceived group leader's reputation
than it was for those scoring low. Implications for research and practice are discussed.

Abstract. The 2008 Wenchuan earthquake triggered rapid local geomorphic
changes, shifting abundant material through exogenic processes and
generating vast amounts of loose material. The substantial material movement
increased the geohazard (flash floods, landslides and debris flows) risks
induced by extreme precipitation in the area. Intervention measures such as
check dams, levees and vegetated slopes have been constructed in specific
locations to reduce sediment transport and thereby mitigate the impact of
ensuing geohazards. This study assessed the short–medium-term effects of interventions,
including multiple control measures, in a post-earthquake mountainous
region. Taking the Xingping valley as an example, we used CAESAR-Lisflood, a
two-dimensional landscape evolution model, to simulate three scenarios,
unprotected landscape, present protected landscape and enhanced protected
landscape, between 2011 and 2013. We defined two indices to assess the
intervention effects of the three scenarios by comparing the geomorphic
changes and sediment yields. The results show that the mitigation measures are effective, especially the
geotechnical engineering efforts in combination with ecological engineering
in the upstream area. The spatial patterns of erosion and deposition change
considerably due to the intervention measures. Additionally, the
effectiveness of each intervention scenario shows a gradual decline over
time, mainly due to the reduction in the reservoir storage capacity. The
enhanced scenario performs better than the present one, with a more gradual
downward trend of effectiveness. The simulation results evaluated the
ability and effectiveness of comprehensive control measures and will support
optimal mitigation strategies.

PurposeThis study aims to investigate the relationship between leader group prototypicality and intergroup conflict, as well as its mechanisms and contextual factors using the social identity theory.Design/methodology/approachThe research model was empirically tested using multi-phase, multi-source and multilevel survey data in China. The final sample consisted of 75 group leaders and 231 group members. Multilevel structural equation modelling and a Monte Carlo simulation were used for hypothesis testing.FindingsThe results showed that leader group prototypicality would engender intergroup conflict via intergroup distinctiveness. Further, leaders' benchmarking behaviour moderated this indirect effect. In particular, leader group prototypicality resulted in higher intergroup distinctiveness and intergroup conflict, only when the leaders' benchmarking behaviour was higher rather than lower.Originality/valueFirst, this study addresses the question of whether leader group prototypicality would lead to intergroup conflict to provide theoretical and empirical insights to supplement extant literature. Second, the study advances the understanding of mechanisms (intergroup distinctiveness) and the consequences (intergroup conflict) of leader group prototypicality in an intergroup context. Third, the study shows that leaders' benchmarking behaviour moderates the effect of leader group prototypicality on intergroup conflict through intergroup distinctiveness. As such, the findings are of value to future management practice by offering precise, practical interventions to manage the intergroup conflict caused by leader group prototypicality.

PurposeThis study aims to examine how supervisor bottom-line mentality (BLM) influences subordinate unethical pro-organizational behavior (UPB), considering the mediating role of subordinate moral disengagement and the moderating role of their power-distance orientation.Design/methodology/approachThe theoretical model was tested using two-wave data collected from employees of five firms in southern China.FindingsSubordinate moral disengagement was found to mediate the positive relationship between supervisor BLM and subordinate UPB. Furthermore, for subordinates with high power-distance orientation, the positive relationship between supervisor BLM and subordinate moral disengagement and the indirect positive relationship between supervisor BLM and subordinate UPB were both strengthened.Practical implicationsFirst, organizations should train their employees to pursue goals ethically based on established standards and policies for acceptable behavior and to punish UPB. Second, organizations should strengthen employees' ethics and reduce their likelihood of moral disengagement. Finally, organizations should create an environment that allows subordinates to question their supervisors' BLM.Originality/valueFirst, the results demonstrate that supervisor BLM is an antecedent of subordinate UPB. Second, the study sheds important new light on how employees respond to supervisor BLM through cognitive processes. Third, it examines the moderating role of subordinate power-distance orientation between supervisor BLM, moral disengagement and UPB.