Looking up and fitting in: Team leaders' and members' behaviors and attitudes toward the environment in an MNC

As an emerging topic in human resource management (HRM) research, organizational citizenship behavior for the environment (OCBE) and workgroup green advocacy (WGGA) have been studied as a proxy of the environmental performance of organizations as well as a potential way for companies to assess the impact of their environmental strategies and initiatives. Viewing OCBE and WGGA as green-focused knowledge, skills, abilities, and other characteristics and building on leader-member exchange theory, we examined the effects of leaders' OCBE and WGGA, person-supervisor fit (PSF), and person-group fit (PGF) as well as their potential interactions on members' OCBE and WGGA. To minimize the potential impact of different company strategies, the study was conducted in one MNC using a sample of 269 members from 64 teams. The results revealed that PSF and especially PGF were associated with members' OCBE and WGGA, but leaders' OCBE was a stronger predictor of members' OCBE and WGGA than leaders' WGGA. Contrary to our prediction, no moderating effect of PSF or PGF was found for the associations between leaders' and members' WGGA and OCBE. Together, these findings shed light on the differential trickle-down effects of leaders' perceptions and behaviors in the context of environmental management. As for the implications for HRM practitioners, our findings suggest companies may focus on leaders' OCBE and WGGA as well as on PSF and PGF independently as the means to shaping team members' OCBE and WGGA to support environmental strategies.

Interprofessional care improves health-related well-being and reduces medical costs for chronic pain patients

This study evaluated whether patients with somatic symptom disorder, expressing chronic pain that could not be attributed to a medical condition, would benefit from an 8-week inpatient residence at a psychiatric ward. In the 1-year follow-up after termination the authors examined the extent to which the integrated treatment decreased patient costs. A total of 106 patients participated in the follow-up and reported a significant improvement in their general health (Cohen's d = 1.5-2.21), a decrease in impairment due to pain (d = 2.24), and a decrease in symptom severity (d = 1.29). They took fewer medications and sick days, reported fewer hospital stays and medical examinations, and consulted and changed physicians and outpatient clinics less often (d = 0.55-1.1). The average cost per patient was cut in half, down to € 80,000/$96,000 per year. From a clinical standpoint, group analysis that focused on aggression was the most effective intervention.

Einmal gut, immer gut? Einflussfaktoren auf Karrieren in, neuen‘ Karrierefeldern

Der Beitrag hat zum Ziel, organisationale- „und, interpersonale” Einflussfaktoren auf Managementkarrieren in post-organisationalen Kontexten zu diskutieren. Nach einer Spezifikation relevanter Termini wird anhand der Dimensionen Kopplung und Konfiguration eine Typologie neuer Karrierefelder entwickelt, die eine Fokussierung auf zentrale Bestimmungsmerkmale neuer Karriereformen ermöglicht. Im Anschluss daran werden Indikatoren vorstellt, die auf Tendenzen einer Substitution unselbständiger Erwerbstätigkeit in Richtung von Beschäftigungsformen in den neuen Karrierefeldern verweisen. Schließlich werden im Sinne eines, State of the Art „Forschungsbefunde zu zentralen organisationalen und interpersonalen Einflussfaktoren auf Karrieren aufgearbeitet. Im abschließenden Teil kommt es zur Formulierung und Diskussion von Thesen darüber, wie sich aufgrund der geänderter Kontextbedingungen die Relevanz einzelner Einflussfaktoren verschieben könnte.