High involvement HR systems and innovative work behaviour: the mediating role of psychological empowerment,and the moderating roles of manager and co-worker support

Employees’ innovative work behaviour can help firms’ competitiveness. Existing research focuses on several factors, including HR policies, psychological empowerment as well as manager and co-worker support, to explain innovative work behaviour. However, much of this literature analyses just one of these, neglecting how they interact and limiting our understanding of the causes of innovative work behaviour. Synthesizing this work, we develop a novel and holistic framework that examines 1) how high-involvement HR systems are linked via the mediating role of psychological empowerment to innovative work behaviour and 2) how both manager and co-worker support moderate this relationship. Analysing software companies in Pakistan, we use hierarchical linear modelling to assess this framework. We draw on a unique dataset that captures HR policies at the organizational level as well as management and co-worker support, and supervisors’ assessments of individuals’ innovative work behaviour at the individual level. We analyse specific groups of HR practices. Psychological empowerment mediates the relationship between high-involvement HR systems and employees’ innovative work behaviour. Manager and co-worker support moderate the relationship between psychological empowerment and innovative work behaviour. Motivation-enhancing HR practices have a direct effect on innovative work behaviour, whereas ability- and opportunity-enhancing ones are mediated by psychological empowerment.     

The Relationship between Workplace Incivility and Helping Behavior: Roles of Job Dissatisfaction and Political Skill

This article investigates the mediating role of job dissatisfaction in the relationship between employees’ perceptions of workplace incivility and their helping behavior, as well as the buffering role of political skill in this process. Three-wave, time-lagged data collected from employees and their supervisors revealed that employees’ exposure to workplace incivility diminished their helping behavior through their sense of job dissatisfaction. This mediating role of job dissatisfaction was less salient, however, to the extent that employees were equipped with political skill. For organizations, this study accordingly pinpoints a key mechanism—namely, unhappiness about their job situation—through which rude coworker treatment links to lower voluntary workplace behaviors among employees, and it reveals how this mechanism can be better contained in the presence of political skill.     

Understanding the supporters and opponents of Myanmar's civil disobedience movement against the military coup in 2021

In February 2021, the Myanmar military carried out a coup d'etat, which was then followed by a wave of civil protests. The present study aims to understand the support among people from Southeast Asia (specifically Indonesia) for the people of Myanmar who are fighting against a military coup. The data were collected from Muslim participants (N = 209) and non-Muslim participants (N = 192) in Indonesia. The findings indicate that the perceived country's internal problems, support for human rights in Myanmar, and the perceived country's important position in Southeast Asia are among the strongest predictors of the intention to support collective movements in other countries. Considerably, lack of empathy and how the victim/disadvantaged groups are perceived, like whether they have a negative rapport in treating other groups, also play a key role in the endorsement of solidarity. It is suggested that the dynamic relationships between these factors need to be considered to find ways to foster humanitarian solidarity. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement .     

Job Stress and Employee Well-Being Among Airline Personnel in an Asian Developing Country

This study examined the relationship between job stress and employees' well-being in a developing country in Asia. Job stress was operationalized in terms of perceived experiences at jobs which were chronic in nature. Employee well-being was operationalized in terms of organizational commitment, job involvement, and job satisfaction. Data were collected by means of a structured questionnaire from 150 employees working in a national carrier in a developing country in Asia. Pearson correlation and moderated multiple regression were used to analyze the data. Job stress was significantly related to organizational commitment and job satisfaction. Moderated multiple regression did not support the role of gender as a moderator of the stress–outcome relationship.     

Forgiveness, Empathy and Gender—A Malaysian Perspective

Recent theorising has suggested that in non-Western collectivist contexts, the need for social harmony may play a greater role than empathy in motivating forgiveness, and that women may be more impacted than men by this cultural value. In this study, a sample of 233 Malaysian undergraduate students, 100 males and 133 females, recruited from four English-mediated universities completed the Interpersonal Reactivity Index (IRI) and the Transgression-Related Interpersonal Motivations Inventory-12 (TRIM-12) to assess dimensions of empathy and forgiveness. Women exhibited greater empathic concern than men, but not greater perspective-taking. Men were less forgiving in terms of revenge-seeking behaviour, but men and women did not differ in avoidance of transgressors. The relationships between empathic concern and both facets of forgiveness were similar for men and women, as was the relationship between empathic concern and avoidance. However, the relationship between perspective-taking and avoidance was stronger among men than women. We found little support for the prediction that in this collectivist cultural context, perspective-taking would play a greater role than empathic concern in forgiveness. Further research is recommended to explore empathy and forgiveness in non-Western populations, with a need to take into account cultural factors.     

Relationship of Muslim Religiosity and Death Anxiety with the Mediating Effect of Optimism and Depression Among Cancer Patients in Pakistan

Journal of Religion and Health - Optimism and the practice of any religion are known to reduce depression and anxiety in cancer patients. In the present study, the specific role of Muslim...     

Social Capital and Economic Integration of Visible Minority Immigrants in Canada

On the basis of the 2002 Ethnic Diversity Survey, we study the role of human and social capital in explaining the personal earnings of foreign born persons working full-time, aged 25–64 years. The income differences associated with given visible minority categories are reduced after controls for human and social capital, but the differences remain significant, especially for men and for all but the Chinese category. Among the human capital factors, education and speaking English or French at home are positively related with earnings, while having the highest degree or diploma from outside of Canada is negative for all groups, although not statistically significant. Among the social capital considerations, trust was associated with higher income, while lack of participation in community organizations was an earnings disadvantage. Counter to expectations, individualization, or weak bonding and weak bridging ties, was associated with higher income, for men and for the other/multiple visible minorities and white immigrants.