Justice Climates and Management Team Effectiveness: The Central Role of Group Harmony

Do interpersonal resources improve your job performance? Scale development of interpersonal resources and the moderated mediation model of group harmony

BACKGROUND

How to help workers establish a safe and healthy working environment is the primary purpose of promoting workplace health psychology.

OBJECTIVE

The aim of this study was to investigate the relationship between interpersonal resources and job performance (work performance, organizational citizen behavior). Besides, this study tries to clarify the psychological mechanisms of vitality and emotional attachment, and further considers the moderating role of group harmony.

METHODS

Questionnaires were used. Two samples included 267 and 285 questionnaires were collected in study 1. A total of 151 valid and matched surveys were collected in study 2.

RESULTS

Study 1 tested the psychometric properties of the interpersonal resources scale, and then, established three constructs of interpersonal resources: "interpersonal caring", "interpersonal inclusion", and "interpersonal connection". Study 2 results showed positive correlations between interpersonal resources and job performance. Vitality has the mediating effect between interpersonal resources and work performance, and emotional attachment has the mediating effect between interpersonal resources and organizational citizen behaviors. In addition, the moderating effects of group harmony were supported.

CONCLUSION

This research covered two studies to clarify the construct of interpersonal resources and develop an interpersonal resources scale with reliability and validity. Furthermore, this research further discussed the theoretical meaning and practical application and explained the future research direction. This research not only responds to experts' calls but also considers the influence of cultural values to examine the model of interpersonal resources.

Preference for Inequality and Ethical Trade-Offs: A U.S. – Turkey Comparison

Societies and organizations face the dual challenges of increasing economic prosperity while also achieving social justice and protecting individual human rights. Drawing on cross-cultural research and social dominance theory, we investigate differences in trade-off decisions between managers and professionals from the U.S. and Turkey in responding to ethical dilemmas in two contexts: business organizations and their respective societies at large. U.S. managers, compared with their Turkish counterparts, and individuals of both the U.S. and Turkish nationalities with stronger social dominance orientation, prioritized economic prosperity over social justice, and the rights of the privileged over rights of the disadvantaged. Finally, social dominance orientation mediated some of the nationality effects. Theoretical and practical implications of cross- and within-cultural differences in ethical trade-offs are discussed.

How Do Coworkers Aid in Coping with Emotional Exhaustion? An Experience Sampling Method Approach

The present study emphasizes the indirect influences of coworker helping behavior on emotional exhaustion through psychological availability and the moderating role of perceived task demands on a daily basis. Using a two-wave experience sampling method with data collected via mobile phones, we collected 345 matched data from 69 samples over five consecutive days in mainland China. We developed a moderated mediation model to test our conceptual model, with the following significant results: (1) Daily coworker helping behavior decreased employee emotional exhaustion; (2) daily psychological availability mediated the influence of coworker helping behavior on employee emotional exhaustion; (3) through psychological availability, perceived task demands moderated the indirect influence of daily coworker helping behavior on emotional exhaustion. The indirect influence of daily coworker helping behavior only emerged with a low perception of job demands. This research explores the mechanism and boundary conditions of the relationship between daily coworker helping behavior and employee emotional exhaustion with the job demands-resources model framework. In practice, leaders should adopt beneficial interventions to enhance team cohesion, to facilitate team members' helping behavior, and to manage task demands.

An Alternative Way to Make Knowledge Sharing Work in Online Communities? The Effects of Hidden Knowledge Facilitators

Some firms use hidden knowledge facilitators (HKFs) to facilitate knowledge sharing among employees within intrafirm online communities. These firms hope for enhanced knowledge sharing outcomes within their organizations without letting employees know that HKFs exist. Yet, the extent to which HKFs’ interventions are effective remains unknown to researchers and managers. Built on the knowledge sharing (KS) literature, this study explores the unique roles of HKFs as moderators between a company and its employees. We develop several hypotheses to test the impact of the quantity and quality of HKFs’ online interventions on several KS outcomes. By analyzing log data of a Chinese corporation's online R&D community, we find that (1) thequantityof HKFs’ intervention has a mostly positive impact on KS outcomes; (2) thequalityof HKFs’ intervention has a mixed impact on several KS outcomes, depending on which aspect of quantity is considered; and (3) thequalityof HKFs’ intervention also moderates the positive impact of thequantityof HKFs’ intervention in different ways on different intended KS outcomes. This study makes a clear contribution to the literature on knowledge sharing and knowledge facilitation by demonstrating the impact of HKFs on KS outcomes in a Chinese context.

A Giant of Cultural Research: Seeing Further from the Shoulders of Kwok Leung

This is a special issue in honor of Kwok Leung, whose path-breaking career in social psychology, cross-cultural psychology, organizational behavior, and international management was cut short by his untimely death in 2015. Newton said, ‘If I have seen further it is by standing on the shoulders of giants’. In cultural research, it's Kwok's shoulders that enable us to see further.