Suchergebnisse

I drew on situational strength theory to develop and test a cross-level contingent model to explain how the dispersion-based conceptualization of group-level abusive supervision (i.e., abusive supervision variability) affects subordinates' work performance. Analysis of multisource,
longitudinal data of 242 supervisor–subordinate dyads from 82 groups showed that abusive supervision was negatively related to job performance and organizational citizenship behaviors (OCB). Further, results of moderated path analysis showed abusive supervision variability augmented
the negative impacts of abusive supervision on job performance and OCB, such that these negative relationships would be stronger when the variability of abusive supervision was low as opposed to high. I discuss the implications of abusive supervision variability as it relates to understanding
the impact of abusive supervision on subordinates' performance.

Drawing on job embeddedness theory, this study investigates how and when the industrial relations climate influences employees' preference for particular labour dispute resolution procedures. Analyses of multisource and multilevel data from China show that organizational embeddedness mediates the relationship between the industrial relations climate and preference for internal dispute resolution (IDR) and this indirect effect is stronger in organizations with a high level of turbulence. These findings provide novel theoretical explanation of the linkage between the industrial relations climate and employees' preference for IDR and highlight the interactions between the industrial relations climate and organizational turbulence. Practical implications are also offered to facilitate employees' preferences for IDR by improving the quality of the industrial relations climate.

Drawing on the theories of social exchange and social information processing, we proposed and examined a multilevel model of distributive justice climate. Using hierarchical linear modeling and a sample of 1,618 employees of 49 companies in China, we found that distributive justice
climate was positively related to industrial relations climate at the firm level. Furthermore, industrial relations climate mediated the relationship between distributive justice climate and employees' job performance. Our findings contribute to the increasing interest in interpreting organizational
behavior from a multilevel perspective.

AbstractGiven the global trend of labor force aging and the ongoing challenge of engaging mature-age workers, researchers have begun to explore human resource practices that are tailored to the needs of mature-age workers. However, knowledge about how such practices influence older individuals' motivation at work is limited. Drawing upon signaling theory, we developed and examined a model that specifies why and when mature-age practices are helpful in engaging mature-age workers. Using time-lagged data from 135 Chinese workers aged 40 years or above, we found that mature-age practices are associated with mature-age workers' focus on opportunities. Moreover, mature-age practices had a positive indirect effect on mature-age workers' work engagement through their focus on opportunities. This positive indirect effect of mature-age practices on work engagement via focusing on opportunities was stronger for mature-age workers with lower rather than higher work centrality. The findings are discussed in terms of their theoretical implications for the aging workforce management literature and practical implications are provided for managers seeking to engage mature-age workers.