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Purpose: This study aims to examine the relationship between entrepreneurial leadership (EL) and new product development performance (NPDP) at the firm level (level 2) of analysis and employee's creativity (EC) at the cross level (level 1) of analysis. It also examines the serial mediations of (1) intrinsic motivation (IM)-EC and (2) creative self-efficacy (CSE)-EC on the relationship between EL and NPDP. Design/methodology/approach: A systematic random sampling technique was used to collect data through self-administered surveys from leaders and employees of small and medium-sized enterprises (SMEs) in Pakistan's IT sector. Analysis was conducted on net responses from 114 leaders and 476 employees. Findings: The results revealed significant positive associations between EL and NPDP at the firm level of analysis and EC at the cross level of analysis. The results of the cross-level serial mediations show that (1) IM and EC, and (2) CSE and EC serially mediate the relationship between EL and NPDP. Originality/value: This study is among the few to use the Coleman bathtub model to show top-down and bottom-up relationships. The study extends and complements the multilevel perspective on leadership and new product development research by simultaneously examining the relationships between EL and NPDP at the individual and firm levels. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is twofold. The first is to review the extant literature on hospitality management by tracking past research patterns and critically reviewing the use of multilevel theory and techniques in this stream of research. The second is to suggest potential research opportunities to stimulate a leap forward in the current multilevel research. Design/methodology/approach: To answer the four main research questions raised by the current review, the author performed a critical analysis of a total of 149 selected articles published between 2011 and 2021 in seven leading hospitality management journals. Findings: Overall, the number of multilevel studies has increased significantly since 2017. However, some deficiencies remain: a lack of fit between the level of theory and the level of measurement, the revelation of insufficient information, misspecification of the multilevel model and small sample sizes at higher levels. Furthermore, several interesting and understudied topics are also identified as ripe for future investigation. Research limitations/implications: In addition to encourage the scholars in hospitality management to assess the possibility of using the multilevel research design for their research topics, the current article also provides recommendations and opportunities for the future multilevel research. Originality/value: This article is a pioneer in providing a critical synthesis of multilevel research in the field of hospitality management. Although reviews of the issues involved in multilevel research are available in the existing literature, none of them focuses on the situation and needs of hospitality management. As multilevel research increases in popularity, this review offers a snapshot of the introductory phase and outlines important issue in conducting such research. [ABSTRACT FROM AUTHOR]

Purpose: Effort by managers and academics have been applied to understand elements that improving organizational performance and results. This study aims to analyze the relationship among job performance, job crafting, work complexity and learning support. The authors conducted a cross-sectional survey in a study with a regression hierarchical (i.e. multilevel) design. Design/methodology/approach: Sample included 530 respondents of both sexes with ages ranging from 17 to 68 (M = 33.9; SD = 9.75). Participants were employees from 53 public and private organizations located in the Southeast of Brazil. They answered the scales: General Self-Assessment Scale of Job Performance, Job Crafting Behaviors, Learning Support and Subjective Task Complexity. Findings: The results indicated that variance in job performance due to the differences among the organizations and learning support can explain 22% of variance at this level. Job crafting explained 22% of the job performance variance at level 1 (worker). It is concluded that the development of actions concerning job crafting and the relationship with the work context predict performance at work. Thus, the authors highlight the importance of maintaining individual-focused management practices, meaning that focusing on workers development promotes good results at the organization. Originality/value: Results revealed practical implications through individual performance considered in a multilevel perspective both in Levels 1 and 2, which is not the most common for this variable. They could be especially important in scenarios that will demand adaptability and work modification, as the actual ones were observed in the contemporary world of work. [ABSTRACT FROM AUTHOR]

The considerable institutional distance between home and host countries of most international branch campuses (IBCs) necessitates that they address the managerial challenge of balancing global integration and local responsiveness. Previous studies have investigated IBCs' strategies for addressing this challenge as well as the macro- or micro-level factors impacting their strategies. This study extends previous research by constructing a multilevel framework for understanding both macro- and micro-level factors and adopting it to guide the empirical investigation of two Canadian cases. The results demonstrate that the two Canadian IBCs have maintained a high level of localisation in staffing but different levels of globalisation in curriculum. Like many other IBCs, these two IBCs, as institutions, are inactive in research, although they do provide occasional support for research activities. Such strategies are increasingly influenced by the institutional forces in their host countries than those in their home country at the macro level. At the micro level, the strategies are primarily impacted by their students' educational demands. These findings exemplify strategies for other IBCs and for Canadian postsecondary institutions that consider opening overseas campuses. [ABSTRACT FROM AUTHOR]

In this commentary, we engage with the study by Carney, El Ghoul, Guedhami, Lu and Wang, titled "Political corporate social responsibility: The role of deliberative capacity." Their study provides empirical support for earlier claims that deliberative capacity – the capacity of political institutions to enable diverse stakeholders to collectively assemble and voice their opinions – is an important building block to understanding the prominence or lack thereof of corporate social responsibility (CSR) in a country. In so doing, Carney and co-authors contribute to the so-called "Political CSR" or PCSR literature. Yet, their study carries two important shortcomings that can be addressed to bring PCSR research forward in an IB context. First, they ignore a fundamental tenet of the PCSR literature, namely the existence of global governance gaps requiring private businesses to actively engage in political activity. Second, and related to the first, their model and associated variables are misspecified, with independent and dependent variables that are at least partially overlapping. Departing from these shortcomings, we attempt to engage constructively with their work in the interest of advancing the conversation in IB about private sector involvement in democratic will formation to achieve social and environmental responsibility. [ABSTRACT FROM AUTHOR]

Purpose: Primarily, this research aims to examine how and when firm-level corporate social responsibility (CSR) translates into individual-level attitudes and behaviors of employees under cross-level boundary conditions of firm-level family ownership (FO) and group-level ethical leadership. Design/methodology/approach: Philosophically, the present research comes under the post-positivist paradigm, with a deductive approach. The multilevel, multisource and multimethod data for this research were collected by employing a time-lagged design through the survey strategy and from annual reports of 60 manufacturing firms in Pakistan. The multilevel path analysis was conducted using MPlus. Findings: The authors found that organizational identification (OID) statistically and significantly mediates the impact of firms' CSR disclosure on employees' innovative job performance (EIJP). However, the partial mediation of OID between firm-level CSR perception and EIJP was noticed. Moreover, a firm-level contingency of FO and group-level ethical leadership further intensifies the impact of CSR disclosure and perception on EIJP through OID. Research limitations/implications: Theoretically, this research widens the current understanding of employees' reactions to firms' CSR disclosure and perception by investigating the contingencies of firm-level FO and group-level ethical leadership. Practically, the managers can consider the underlying framework presented in this research in defining CSR as the antecedent of the OID and EIJP. For example, organizations must deliberately concentrate on not only their CSR initiatives and engagements but also immense attentiveness should be given to CSR disclosure because disclosing CSR will assist the top management in achieving the desired workplace attitudes and behaviors of employees. This research will also help business leaders to understand the integration of CSR and ethical leadership while making CSR-related strategic decisions. Originality/value: Existing research on CSR still needs advancement due to competing explanations, inconsistencies in the findings, and a lack of multilevel studies. Although few studies on CSR have considered multilevel aspects by devising and testing multilevel mechanisms but largely remained deficient concerning cross-level boundary conditions. Furthermore, the authors also noticed that the academic literature predominantly analyses the impact of perceived CSR either at the individual level or the firm aggregated level on employee attitudes and behaviors. However, research on the effect of organizational CSR disclosure on the behaviors and attitudes of employees remains scarce. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to explore organizational enablers of frontline employees' (FLEs) service-sales ambidexterity (SSA) in industrial firms expanding their digital service portfolios. Design/methodology/approach: The authors conducted a qualitative study of five industrial firms pursuing digital service growth and, for this purpose, collected and analyzed interview data obtained from 50 service and sales managers and FLEs across three continents. Findings: The authors identify and explain eight organizational enablers of digital service-sales ambidexterity (DSSA), operating at the macro, micro and meso levels. Practical implications: Service and sales managers should use the identified organizational enablers to exploit the established service business and to explore new digital growth paths. Originality/value: The study expands the prior understanding of SSA by advancing the concept of DSSA, unpacking its multilevel dynamics and operationalizing eight organizational enablers. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to ease the methodological application of critical realist multilevel research in business marketing. Although there has been plenty of theoretical contributions in this field, it is not always clear how critical realism can be best applied in business marketing settings. Accordingly, this paper addresses this gap in literature. Also, this paper addresses the calls for a multilevel conceptualization for resilience, based on the critical realist laminated systems. Design/methodology/approach: This is a conceptual paper, which uses pre-existing literature to develop a critical realist methodological approach for the purposes of multilevel business marketing research. The contribution is based on literature by combining pre-existing ideas in a new way in the context of business marketing. Findings: This paper makes a methodological contribution by introducing the critical realist "laminated systems" to business marketing as a multilevel research approach. Furthermore, the authors conceptualize a specific laminated model, the Laminated Interactional Model (LIM), that is designed for the purpose of business marketing research. The LIM is a methodological tool that conceptualizes business marketing based on six levels of analysis, easing the methodological application of critical realism in business marketing settings. In addition, to provide an example, the authors apply the LIM to the literature on resilience, providing a multilevel conceptualization. This is a timely contribution, as resilience has emerged as a central concept addressing interorganizational survival during the COVID-19 pandemic. Originality/value: This paper makes three main contributions to business marketing. First, this paper provides a methodological contribution by introducing the critical realist notion of "laminated systems" to business marketing. Second, this paper conceptualizes a specific laminated model for business marketing, namely, the LIM. Third, as a response to the COVID-19 pandemic, this paper will apply critical realism and the LIM to the notion of resilience, addressing the calls for multilevel conceptualizations. [ABSTRACT FROM AUTHOR]

A variety of collective phenomena are understood to exist to the extent that workers agree on their perceptions of the phenomena, such as perceptions of their organization's climate or perceptions of their team's mental model. Researchers conducting group-level studies of such phenomena measure individuals' perceptions via surveys and then aggregate data to the group level if the mean within-group agreement for a sample of groups is sufficiently high. Despite this widespread practice, we know little about the factors potentially affecting mean within-group agreement. Here, focusing on work climate, we report an investigation of a number of expected contextual (social interaction) and methodological predictors of mean rWG, a common statistic for judging within-group agreement in applied psychology and management research. We used the novel approach of meta-CART, which allowed us to assess the relative importance and possible interactions of the predictor variables. Notably, mean rWG values are driven by both contextual (average number of individuals per group and cultural individualism-collectivism) and methodological factors (the number of items in a scale and scale reliability). Our findings are largely consistent with expectations concerning how social interaction affects within-group agreement and psychometric arguments regarding why adding more items to a scale will not necessarily increase the magnitude of an index based on a Spearman-Brown "stepped-up correction." We discuss the key insights from our results, which are relevant to the study of multilevel phenomena relying on the aggregation of individual-level data and informative for how meta-analytic researchers can simultaneously examine multiple moderator variables. [ABSTRACT FROM AUTHOR]

Care for U.S. children living with serious illness and their families at home is a complex and patchwork system. Improving home-based care for children and families requires a comprehensive, multilevel approach that accounts for and examines relationships across home environments, communities, and social contexts in which children and families live and receive care. We propose a multilevel conceptual framework, guided by Bronfenbrenner's ecological model, that conceptualizes the complex system of home-based care into five levels. Levels 1 and 2 contain patient and family characteristics. Level 3 contains factors that influence family health, well-being, and experience with care in the home. Level 4 includes the community, including community groups, schools, and providers. Level 5 includes the broader regional system of care that impacts the care of children and families across communities. Finally, care coordination and care disparities transcend levels, impacting care at each level. A multilevel ecological framework of home-based care for children with serious illness and families can be used in future multilevel research to describe and test hypotheses about aspects of this system of care, as well as to inform interventions across levels to improve patient and family outcomes. [ABSTRACT FROM AUTHOR]

The life course in general, and the educational trajectories of young people in particular, comprise a high degree of complexity as they take place in iterative, recursive and interactive negotiation processes in which numerous actors, institutions and discourses are involved. In this paper, an attempt is made to combine two conceptual discussions—Life Course and Governance—bringing them to bear on the examination of how Lifelong Learning (LLL) policies have been used to govern young people's life courses. The paper synthesizes different discussions of the complex relations among governance, discourses and structures of opportunity that impact the governing of the life course and particularly educational trajectories. It suggests that the combination of life course research and a governance perspective enables analyzing the governance of educational trajectories along discursive, institutional and relational dimensions of opportunity structures. Considering these various dimensions, the paper argues, allows us to attend to the social interactions, decision-making processes and processing mechanisms that precede and/or underlie educational processes and thus favor or complicate them. The contribution also critically discusses the implications of a governance perspective on life courses and closes with a discussion of the multidimensional and multilevel challenge of governing life course by means of LLL policies. [ABSTRACT FROM AUTHOR]

We theorize that organizations with higher brokerage positions (which we call brokers) benefit from access to capital and distribution that, paradoxically, causes them to implement poorer projects but to survive longer. Whereas prior research proposes that such organizations implement alliance projects because of their superior quality, we argue that they can do so despite project quality, because they have better access to capital and distribution. This access subjects their ventures to fewer implementation hurdles. As a result, there emerge three paradoxes and associated hypotheses: (a) brokers are able to implement more alliance projects, but their projects will perform on average more poorly; (b) brokers will tend to ally with other brokers but will do better when they ally with those having lower brokerage positions; and (c) despite the poorer performance of alliance projects, brokers will experience fewer risks and be less likely to exit the business. Paradoxically, brokerage makes organizations perform worse in each alliance but benefit from longer-term sustainability. In a study of 2,694 movie production companies in the Hollywood film industry from 1994 to 2009, we find considerable support for our hypotheses and develop a novel perspective on brokerage. [ABSTRACT FROM AUTHOR]

As individuals are the actual agents of knowledge management (KM) activities, they are influenced by the technical and social aspects of an organization. The effects of social and technical aspects on KM, however, have either been studied separately, or one aspect has been emphasized over the other. This study used the multilevel approach to investigate the interaction between technical and social systems within the work system of KM by examining how the social system moderates the effects of the technical system on KM activities. The social system is operationalized as a team climate, which is the socially shared perception among members within a team, whereas the technical system is operationalized as the perceived value of the KM systems (KMS), which is the technical information system that deals with organizational knowledge and is realized in the work setting in the form of the perception of individuals. We conducted a field study that involved 80 teams of 419 individuals from three knowledge-intensive companies. A hierarchical linear model was employed to analyze the multilevel structure: individual-level KMS perceptions for operational support and strategic decision support, and KM activities with the team-level affective and innovative climates. Our findings show that the innovative team climate magnifies the effect of the perceived KMS value of individuals for strategic decision support on their knowledge adoption; whereas, the affective climate strengthens the effect of the perceived KMS value of individuals for operational support on their knowledge transformation. [ABSTRACT FROM AUTHOR]

Background: We examine the role of learning-family conflicts for the relation between commuting strain and health in a sample of medical university students. The first goal of the study was to investigate the mediating role of learning-family conflicts. The second goal was to extend the temporal view on relations between study variables. Therefore, we differentiated long-term systematic change among variables over a period of two-years from a dynamic perspective with repeated commuting events on the individual level of analyses. Methods: We applied a multilevel research design and collected survey data from 128 medical students on three points in time (N = 339 measurement points). Participants informed about commuting strain, learning-family conflicts, somatic symptoms, as well as commuting distance and time. Results: Bayesian multilevel analyses showed that results differed with regard to level of analysis: while learning-family conflicts mediated the relation between commuting strain and somatic symptoms on a systematic aggregation-level perspective of analysis (indirect effect estimatebetween = 0.13, SE =.05, 95% CI [0.05; ∞), Evidence Ratio = 250.57), this was not the case on the dynamic event perspective (indirect effect estimatewithin = 0.00, SE = 0.00, 95% CI [− 0.01; ∞), Evidence Ratio = 0.84). Conclusions: We demonstrated that learning-family conflicts explain why commuting may have unfavorable effects on health for medical students. We also showed that it is the long-term commuting experience that is related to health complaints and not the single commuting event. This means that short-term deviations from general levels of commuting strain do not cause somatic symptoms, but general high levels of commuting strain do instead. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine and reinterpret information ecology in the context of the changing environment of services, which has been strongly affected by digitalisation and increasing citizen engagement. Here, information ecology refers to the interaction and co-evolution of technologies, human beings and the social environment. Design/methodology/approach: The data consist of 25 thematic interviews conducted in a public Finnish organisation responsible for organising welfare services, and in its collaborating organisations. The interviews were analysed qualitatively. The analytical framework is based on Nardi and O'Day's five components of information ecology: system, diversity, co-evolution, keystone species and locality. Findings: The analysis shows that these basic components still exist in the digitalisation era, but that they should be interpreted and highlighted differently, for example, stressing the openness of the information system instead of closed systems, as well as emphasising the increasing meaning of diversity amongst digitalisation, and the dynamic co-evolution between the elements of the system. New capabilities, such as the ability to combine various kinds of information and knowledge, are needed in this adaptation. Research limitations/implications: The study illustrates a wider, updated information-ecology concept with the help of empirical research. Technology affects care organisations' information ecologies in numerous – often invisible – ways, which this study brings into light. Originality/value: So far, information-ecology research has overlooked social and healthcare, but this study provides findings concerning this societally important sector. [ABSTRACT FROM AUTHOR]

Previous studies on the impact of grade retention on academic self‐concept suffer from inconclusive findings. There is no consensus if retention yields long‐term benefits that could offset its opportunity costs and, if so, under what conditions. Therefore, this article examines whether grade retention decreases academic self‐concept and whether this relationship is mediated by sense of belonging. Moreover, we aim to contextualise retention research by accounting for schools' retention composition. Based on reference group theory, the effect of grade retention composition on academic self‐concept is expected to be twofold. Normative reference grouping leads to the assumption that students in high retention composition schools will exhibit lower levels of academic self‐concept, because retainees' values are more likely to spread across all students within the same school. Comparative reference grouping might lead to a moderation effect of retention composition on the relationship between grade retention and academic self‐concept. Multilevel analyses on International Study of City Youth data, consisting of 2,354 students in 30 secondary schools in Ghent (Flanders), revealed a negative association between grade retention and academic self‐concept, which was mediated by sense of belonging. Students in high retention composition schools had a significantly lower academic self‐concept. The impact of being retained on academic self‐concept is not affected by the number of retainees within a given context. Implications are discussed. [ABSTRACT FROM AUTHOR]

The purpose of this article is to take stock of extant multilevel methodological and statistical work and highlight needed areas for future research. A basic overview of the history and progression of multilevel methods and statistics in the organizational sciences is provided, as well as a discussion of recent developments to summarize the current state of the science. The eight articles in the current feature topic are also summarized and integrated to depict several themes and directions for the next wave of multilevel methods and statistics. Last, to highlight what still needs to be accomplished in the field, several unresolved issues and future research topics are noted and an agenda related to future multilevel work is discussed. [ABSTRACT FROM AUTHOR]

Some of the most influential theories in organizational sciences explicitly describe a dynamic, multilevel process. Yet the inherent complexity of such theories makes them difficult to test. These theories often describe multiple subprocesses that interact reciprocally over time at different levels of analysis and over different time scales. Computational (i.e., mathematical) modeling is increasingly advocated as a method for developing and testing theories of this type. In organizational sciences, however, efforts that have been made to test models empirically are often indirect. We argue that the full potential of computational modeling as a tool for testing dynamic, multilevel theory is yet to be realized. In this article, we demonstrate an approach to testing dynamic, multilevel theory using computational modeling. The approach uses simulations to generate model predictions and Bayesian parameter estimation to fit models to empirical data and facilitate model comparisons. This approach enables a direct integration between theory, model, and data that we believe enables a more rigorous test of theory. [ABSTRACT FROM AUTHOR]

The concept of human capital is defined by G. S. Becker as knowledge, information, ideas, skills, and health of individuals. This concept has influenced many strategic and organizational scholars. With assumption that human capital as an internal organizational resource can be a determinant of competitiveness of the firm, many strategy scholars are interested in human capital resources as a macrolevel phenomenon and conceptualized at higher, organizational level. Simultaneously, researchers within strategic human resource management literature develop different research framework so that are more interested in how specific strategic human resource policies and practices create unique and inimitable human capital that subsequently influences the overall performance of the firm. To gain a full understanding of the processes through which human capital resources manifests and transforms across different organizational levels and how it contributes to competitive advantage, it needs to be conceptualized in a way that integrates the micro and macro research levels suggesting a multilevel research approach. Also, the paper emphasizes the importance of precise definition of the concept of human capital resources, presenting several important definitions. Previous studies that have investigated human capital resources and its causal relationship with organizational success show that the application of different approaches in conceptualization of the construct bring confusion and misunderstanding, and may have implication on the research findings. Based on the conceptual definition of human capital resources, the paper gives an overview of the Multilevel Model of Human Capital Resource Emergence, developed by Ployhart and Moliterno. This model provides a deeper understanding and reveals its essential elements of the human capital resources. Dimensions/measures of the construct adopted in the relevant research studies are also presented and analyzed. In order to raise awareness of the topic, the paper emphasizes the state of recent debates on the concept of HCR as a collective phenomenon and, at the same time, encourages further discussions on theoretical development, as well as possible directions for empirical research. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to identify the precise competencies that employers are seeking for big data analytics professions and whether higher education big data programs enable students to acquire the competencies. Design/methodology/approach: This study utilizes a multimethod approach involving three data sources: online job postings, executive interviews and big data programs at universities and colleges. Text mining analysis guided by a holistic competency theoretical framework was used to derive insights into the required competencies. Findings: We found that employers are seeking workers with strong functional and cognitive competencies in data analytics, computing and business combined with a range of social competencies and specific personality traits. The exact combination of competencies required varies with job levels and tasks. Executives clearly indicate that workers rarely possess the competencies and they have to provide additional training. Research limitations/implications: A limitation is our inability to capture workers' perspectives to determine the extent to which they think they have the necessary competencies. Practical implications: The findings can be used by higher educational institutions to design programs to better meet market demand. Job seekers can use it to focus on the types of competencies they need to advance their careers. Policymakers can use it to focus policies and investments to alleviate skills shortages. Industry and universities can use it to strengthen their collaborations. Social implications: Much closer collaborations among public institutions, educational institutions, industry, and community organizations are needed to ensure training programs evolve with the evolving need for skills driven by dynamic technological changes. Originality/value: This is the first study on this topic to adopt a multimethod approach incorporating the perspectives of the key stakeholders in the supply and demand of skilled workers. It is the first to employ text mining analysis guided by a holistic competency framework to derive unique insights. [ABSTRACT FROM AUTHOR]

The psychological work environment is composed of both stressful and motivational work conditions at different levels of analysis. However, most relevant theory and research lack an integrative conceptualization and appropriate instrumentation to account for this work context structure. These limitations are particularly present in non-mainstream populations, such as the Spanish community of researchers and practitioners. In this study, based on the job demands–resources model, we present an updated conceptualization in which stressful and motivational psychosocial factors are integrated and defined at the job, the group, and the organizational level of analysis into a single conceptualization. Furthermore, derived from this conceptualization, we present a study of the development and validation of a questionnaire to account for the psychosocial work environment in Spanish, labeled Psychosocial Factors Questionnaire 75 (PSF-Q75), which provides measures for 23 different psychosocial factors. The results of this study supported the questionnaire's construct, convergent, divergent, and predictive validity, together with its reliability. Thus, this conceptualization and questionnaire provides researchers and partitioners with a more comprehensive approach to the assessment of the psychosocial work environment and promises benefits for interventions in the workplace. [ABSTRACT FROM AUTHOR]

The environmental strategy literature accepts that environmental sustainability can be a crucial source of competitive advantage, but approaches based on the resource‐based view require further explanation as to how green capabilities are developed and transmitted and how employees at different levels contribute to these processes. This article examines these processes by investigating three multilevel case studies of New Zealand service industry firms, based on 32 interviews with senior and middle managers and front‐line staff. The study finds that although green routines and green capabilities develop in heterogeneous, path‐dependent and idiosyncratic ways, these follow identifiable processes at the micro level and meso levels of the firm. On the basis of these findings, a framework is developed suggestion pathways explaining how green routines are aggregated into green capabilities across the whole firm, which is termed the freedom within framework. [ABSTRACT FROM AUTHOR]

This study assesses whether ethnic congruence associates with students' share of cross-group friendships and number of overall friendships. We investigate differences between natives, Western-European immigrants, and non-Western European immigrants. Multilevel analyses on 11,759 students across 83 Flemish secondary schools demonstrated that, for natives and Western-European immigrants, higher congruence linearly related to lower shares of cross-group friendships. For non-Western European immigrants we observed a U-curved relationship. Moreover, for the latter, higher congruence associated with more friendships overall. As such, non-Western European immigrants are better integrated in the peer group when at least a critical share of co-ethnics is present at school. [ABSTRACT FROM AUTHOR]

Summary: Despite the rapid growth of organizational research on subjective time, the extant literature is fragmented due to a lack of conceptual clarification and integration of temporal constructs. To address this fragmentation, we synthesize temporal research from both organizational behavior and adjacent disciplines (i.e., strategy, entrepreneurship, and organizational theory) and introduce a framework that allocates temporal constructs according to their basic conceptual nature (trait–state) and level of analysis (individual–collective). We employed the Linguistic Inquiry and Word Count text analysis to determine the trait–state property of the constructs and a coding method to determine their level of analysis. This framework categorizes four generic types of subjective time: individual temporal disposition, individual temporal state, collective temporal state, and collective temporal disposition. We clarify the conceptualizations of the temporal constructs belonging to each of the four archetypes of subjective time and review their key findings in the organizational literature. Based on this integrative framework, we identify critical knowledge gaps in the current state of research and chart a future agenda with specific suggestions. [ABSTRACT FROM AUTHOR]

Given the pervasive use of teams in organizations coupled with high levels of investment in collaboration technology, there is increasing interest in identifying factors that affect the exploration and use of a broader scope of system features so that firms can benefit from the use of such technology. Prior research has called for a deeper understanding of how managers can encourage greater innovation with technology in the workplace. Drawing on the team climate and technology use literatures, we identify team learning climate and team empowerment climate as key factors that affect employees' propensity to explore a new system's features. We develop and test our use in a field study involving 268 employees embedded in 56 work teams. Three main findings come out of this research. First, the results reveal that the two types of team climate differ in their cross-level effects on individual intention to explore, such that team learning climate promotes greater intention to explore, whereas team empowerment climate reduces employees' intention to explore the technology. In addition, we find that team learning climate and team empowerment climate interact in shaping individual intention to explore, such that the presence of a strong learning climate is more effective in promoting intention to explore when teams also have a strong empowerment climate. Second, the findings show that men and women are affected differently by team climate. We find that for men, team empowerment climate has no influence on intention to explore, whereas for women there is a significant negative cross-level effect. Finally, we find that intention to explore has a positive effect on usage scope, suggesting an important link between team climate, individual cognition, and the scope of features used by employees in team settings. Taken together, the model and results highlight the important role of team climate and gender-and the interplay between them-as drivers of technology feature exploration. Our findings, especially those related to team empowerment climate, are counterintuitive when compared to prior literature and offer useful insights for managers. On the one hand, managers should consider leveraging team learning climate to intrinsically stimulate employees to engage in exploration of technology. On the other hand, managers should be cautious and guard against saddling employees with too many additional responsibilities during the stages of exploration and experimentation with system features. It is possible that through an expanded set of responsibilities and expectations fostered by team empowerment climate, employees may be experiencing work overload, thus reducing their likelihood of exploring a broader set of technology features. Managers should be especially attentive to this based on the gender composition of their teams. [ABSTRACT FROM AUTHOR]

Alliance formation is commonplace in many high-technology industries experiencing radical technological change, where established firms use alliances with new entrants to adapt to technological change, while new entrants benefit from the ability of established players to commercialize the new technology. Despite the prevalence of these alliances, we know little about how these firms choose to ally with specific firms given the range of possible partners they may choose from. This study explores factors that lead to alliance formation between pharmaceutical and biotechnology companies. We focus on the alliance tie as the unit of analysis and argue that dyadic complementarities and similarities directly influence alliance formation. We then introduce a contingency model in which the positive effect of complementarities and similarities on alliance formation is moderated by the age of the new technology firm. We draw theoretical attention to the intersection between levels of analysis, in particular, the intersection between dyadic and firm-level constructs. We find that a pharmaceutical and a biotechnology firm are more likely to enter an alliance based on complementarities when the biotechnology firm is younger. Another noteworthy finding is that proxies for broad capabilities appear to be at least as effective, if not more so, in predicting alliance formation compared to fine-grained science and technology-related indicators, like patent cross-citations or patent common citations. We conclude by suggesting that future studies on alliance formation need to take into account interactions across levels; for example, how dyadic capabilities interact with firm-level factors, and the advantages and disadvantages of more or less fine-grained measures of organizational capabilities. Copyright © 2007 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to introduce the concept of team entrepreneurial competence, a team-level construct representing the level of shared abilities toward entrepreneurial activities within a new venture team. A multilevel model of the influence of team entrepreneurial competence and team entrepreneurial experience on the cognitive strategies of team members is developed and tested. Design/methodology/approach: Using a sample of 47 early stage entrepreneurial teams (144 individuals), a set of hypotheses regarding the effect of team entrepreneurial competence on team member reliance on effectual and causal reasoning, together with the moderating effect of team entrepreneurial experience, are tested. Findings: The results provide support for a positive multilevel association between team entrepreneurial competence and the reliance by team members on both causal and effectual reasoning strategies; members of teams with higher entrepreneurial competence and more entrepreneurial experience are more likely to engage in effectuation. Research limitations/implications: Understanding how team-level predictors and moderators have a role in determining individual effectuation and causation strategies offers promise in advancing effectuation theory. Practical implications: Teams develop entrepreneurial competencies that transcend those of individual team members; where teams have more collective entrepreneurial experience, the effect on the tendency of individuals to engage in effectual reasoning is enhanced, which can be beneficial in highly uncertain contexts. Originality/value: The results of this study are a step forward for effectuation theory, as it demonstrates the role of team-level variables in explaining individual causal and effectual reasoning. [ABSTRACT FROM AUTHOR]

The purpose of this study is to gain a better understanding of how entrepreneurial leadership relates to workplace creativity in organizations from the compatibility perspective. Drawing on social cognitive theory, we propose that individual creative self-efficacy and team creative efficacy beliefs mediate the relationships between entrepreneurial leadership and individual and team creativity. This study examines the relationship between entrepreneurial leadership and creativity through creative efficacy. Survey data were collected from multiple sources, including 43 leaders and 237 employees in eight Chinese companies. Cross-level relationships are tested by means of a hierarchical linear modeling analysis (HLM). The results reveal that entrepreneurial leadership is positively related to employee and team creativity, and these relationships are found to be mediated by both employee creative self-efficacy and team creative efficacy. Furthermore, team creative efficacy is found to exert a cross-level mediating influence on the entrepreneurial leadership-employee creativity relationship. This study suggests that employees and teams led by entrepreneurial leaders are likely to produce creative outcomes. The findings further confirm the important role of creative efficacy beliefs in explaining how entrepreneurial leadership relates to employee and team creativity, as such beliefs serve as a within-level and cross-level mediating mechanism in these relationships. Our study is among the first to empirically investigate the concept of entrepreneurial leadership in a broader organizational context. We examine how entrepreneurial leadership contributes to workplace creativity. Our study shows that creative efficacy beliefs exert both within-level and cross-level mediating influences in the entrepreneurial leadership-creativity relation. [ABSTRACT FROM AUTHOR]

Behavior change research to promote health and prevent disease increasingly relies on a complex set of interacting characteristics across levels of influence such as biological, psychological, behavioral, interpersonal, and environmental. How to best develop health-related interventions that incorporate the individual, the macro-environment, and their interactions remains a challenge. This article considers a set of key dimensions that constitute what we refer to as the ecology of research across a broad context of multilevel research (MLR), spanning fundamental multilevel research (FMLR), multilevel intervention research (MLIR), and multilevel implementation science (MIS). With the goal of promoting improvements in MLIR, we describe the inherent interdependencies among aspects of research and consider how the growth and development of evidence and resources influence the cross-talk among researchers from different perspectives (e.g., disciplines and domains). We propose a framework that highlights opportunities to reduce barriers and address gaps in areas critical to generating an evidence base through MLR, MLIR, and MIS. Overall, we aim to support strategic decisions that can accelerate our understanding of ML health outcomes and interactions among factors within and across levels, with the goal of strengthening the effectiveness of ML interventions across health-related outcomes. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine the effects of empowering leadership at the team level on employees’ subjective well-being (SWB) and work performance through perceived social support. Based on social exchange theory (Blau, 1964), the study identifies the mediating effects of perceived social support in the relationship between empowering leadership and both employees’ well-being and work performance.Design/methodology/approach The study utilized a survey of 1,225 employees working for an organization in South Korea and archival data of the organization. It employed hierarchical linear modeling analyses and the CWC(M) procedure for the tests of multilevel mediation.Findings It was observed that perceived organizational support (POS) and co-worker support (PCS) mediated the relationship between empowering leadership and SWB, but not the relationship between empowering leadership and performance. There was a significant direct effect of empowering leadership on both POS and PCS, which subsequently led to improved work performance.Originality/value Taking a multilevel approach to leadership and relying on both self-reported and organizational archival data, this study contributes to the literature on leadership and well-being by examining the relationships between empowering leadership toward a team and team members’ well-being and performance, and by revealing the crucial mechanisms that underlie them. The study helps to elucidate the impact of empowering leadership on employee SWB, which has largely been neglected in prior management research. [ABSTRACT FROM AUTHOR]

Factorial surveys (FSs) integrate elements of survey research and classical experiments. Using a large number of respondents in a controlled setting, FSs approximate complex and realistic judgment situations through so-called vignettes—that is, carefully designed descriptions of hypothetical people, social situations, or scenarios. Despite being rooted, and predominantly applied, in sociology, FSs are particularly promising for business and society (B&S) scholars. Given the multiplicity, inherent complexity, and sometimes fuzziness of B&S research objects, conventional research methods inevitably reach their limits. This article, therefore, systematically presents methodological and thematic opportunities for FS studies in B&S research. It is argued that FSs are well suited to dealing with the complex interplay of societal-, organizational-, and individual-level factors in B&S research and to studying the principles underlying human perceptions, attitudes, values, social norms, and (anticipated) behavior. The application of the FS method is illustrated based on a showcase example in the realm of socially responsible investments (SRIs). As the literature on the conceptualization of FSs is limited, methodological challenges are addressed to guide B&S researchers past the common methodological pitfalls. [ABSTRACT FROM AUTHOR]

Purpose: Recent work-family literature has identified leadership as an area for practical research inquiry. The purpose of the present study was to conduct a multilevel analysis that applies leader-member exchange (LMX) and conservation of resources theories as frameworks for optimizing subordinates' work-family experiences. Design/Methodology/Approach: Effects of the interaction between individual-level and workgroup-level LMX on work-family outcomes were examined using web-based survey data from 765 information technology workers in 79 workgroups. Findings: High LMX was linked to reduced work interference with family, perceptions of managerial support, perceived career consequences, and organizational time demands. However, the benefits of high LMX were attenuated in the presence of low workgroup LMX for all outcomes except managerial support. Implications: Findings suggest that an individual's work-family experiences are influenced by both self and others' supervisory relationships and provide further support for the efficacy of multilevel examinations of LMX. Results support LMX theory as a framework for enhancing work-family outcomes. Through individual and group-level LMX, supervisors may foster perceptions that shape work-family micro-climates within the same organization. Originality/Value: This study focuses on a practical avenue for intervention (i.e., leadership) using a theoretically grounded approach. It uncovers a possible mechanism-high individual and group LMX-through which work-family outcomes can be improved. Additionally, this study answers calls in the work-family literature for research with implications for intervention and employs multilevel modeling. [ABSTRACT FROM AUTHOR]

Corruption recovery is a critical but understudied organizational change. We gained unique access to a company that experienced multiple corruption incidents in the months prior to our survey rollout that garnered 2,300+ respondents (71%) across 19 business units. We explored how employee perceptions of leaders’ enactment of a core set of values and of CEO and business unit leaders’ ethical leadership were associated with organizational commitment as these leaders implemented change following corruption. Results indicated that ethical leadership and values enactment were associated with increased organizational commitment. Group-level membership in units implicated in corruption was associated with reduced commitment while membership in business units with increased customer contact was associated with increased commitment. Shared employee perspectives of the ethical leadership of business unit leaders, but not the CEO, were also associated with higher commitment. We also discuss future research, limitations, and implications for management. [ABSTRACT FROM AUTHOR]

Multilevel research design is nowadays widely accepted and implemented in various fields of academics. Especially in behavioral science research, this design is appropriate in the aspect of integrating theories across levels. This article explained that individual-level construct, collective construct and multilevel construct should be determined by variable variances from actual collected data. Levels of theory, levels of measurement and levels of analysis should be aligned appropriately to the levels of construct. Understanding nature of collective constructs is crucial and will lead to construct conceptualization, choosing models of measurement, conducting construct validation and interpreting analysis results based on the nature and measurement of collective constructs. [ABSTRACT FROM AUTHOR]

We examine the association between grade retention and the number of same-grade friendships. Moreover, we investigate the effect of a school’s proportion of retained students on these friendships and the moderating effect of this school characteristic on the relationship between retention and the number of same-grade friendships. Multilevel analyses on data from 11,759 students in 83 Flemish secondary schools show that secondary school retention is related to a lower number of friendships. Primary school retention is unrelated to friendship quantity in secondary education. Furthermore, students attending schools with a higher percentage of retained students have fewer same-grade friendships. The retention composition also moderates the effect of individual grade retention on the number of same-grade friendships. The implications are discussed. [ABSTRACT FROM AUTHOR]

Digital inequality, or unequal access to the Internet and technologies that connect to it, has preoccupied communication scholars since the Internet's introduction into popular culture. The relationships between digital and broader social inequalities suggest that meaningful digital connectivity-that is, having the technical skills necessary to engage technology and mobilize information resources to address everyday needs-can empower socially disenfranchised individuals, families, and communities to address challenges related to those disparities. In this essay, we overview the arc of communication research on technology engagement and its consequences. On this foundation, we argue why multilevel research that accounts for individual-, family-, and community-level influences on meaningful digital connectivity is the best path forward for research on digital inequality. [ABSTRACT FROM AUTHOR]

Using matched reports from 73 team leaders and 359 of their members across 23 companies in Korea, we examined a multilevel model where group- and individual-focused transformational leadership and their influence processes operate at the team and dyadic levels independently and interactively to be associated with team and member performance. Results indicated that group-focused transformational leadership was positively associated with team performance through team member exchange (TMX), whereas individual-focused transformational leadership positively related to team members' in-role and extra-role performance through leader-member exchange (LMX). TMX not only positively mediated the relationships between group-focused transformational leadership and member performance after controlling for LMX but also positively moderated LMX-performance relationships. Moreover, the indirect effect of individual-focused transformational leadership through LMX on member performance was contingent upon the level of TMX. Theoretical and applied implications are discussed. Copyright © 2015 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Hospitality studies often point to a need to investigate the linkage between service providers/firms, employees, and customers. Although there is a large body of literature showing that customer behaviors are shaped by the providers while employee performance and commitment are shaped by the organizations they are embedded within, most research exclusively uses data from a single level to infer social phenomena at multiple levels. This limitation creates fallacies that inhibit a complete understanding of research problems that traverse several social hierarchies. This article presents common research problems in the hospitality literature and examples of how multilevel methods could facilitate more rigorous research by controlling contextual and potentially confounding variables that exist at multiple levels. It also presents new research avenues that could advance the knowledge and theoretical development of the field. Based on examples of three scenarios delineating research problems in three major research streams, this article shows how multilevel methods could represent a leap forward to promote more rigorous and fruitful hospitality research. It further explains how multiple methods could bridge the divides between micro and macro research and between science and practice. [ABSTRACT FROM AUTHOR]

The aim of the our paper is to discuss the relationships between organizational culture, Public Service Motivation (PSM) and organizational commitment (OC). On the basis of literature review we formulated hypotheses presenting potential relationships between mentioned constructs. We propose that there is a mutual influence between PSM and organizational culture and that organizational culture moderates the influence of Public Service Motivation on organizational commitment. Due to the presence of variables on different levels of analysis, we also discuss some issues of multilevel approach. [ABSTRACT FROM AUTHOR]

Individual and aggregate personality traits are theoretical antecedents of psychological and workgroup climates, respectively. However, empirical research has yet to test whether or to what degree this is true. Consequently, in the domain of workplace safety, we tested emotional stability and locus of control as multilevel antecedents of safety climate. We also tested a series of homology theories to determine the degree to which personality–climate associations are similar across organizational levels. Results revealed that both emotional stability and locus of control were meaningfully associated with safety climate at psychological and workgroup levels. In addition, multilevel homology tests demonstrated that workgroup-level personality–climate associations were more than 2½ times stronger than corresponding individual-level associations, supporting a proportional theory of homology. [ABSTRACT FROM AUTHOR]

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Copyright of Revista de Administração is the property of Instituto de Administracao da FEA-USP and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

rwg is a common metric used to quantify interrater agreement in the organizational sciences. Finn developed rwg but based it on the assumption that raters’ deviations from their true perceptions are influenced by random chance only. James, Demaree, and Wolf extended Finn’s work by describing procedures to account for the additional influence of response biases. We demonstrate that organizational scientists have relied largely on Finn’s procedures, at least in part because of a lack of specific guidance regarding the conditions under which various response biases might be present. In an effort to address this gap in the literature, we introduce the concept of target-irrelevant, nonrandom forces (those aspects of the research context that are likely to lead to response biases), then describe how the familiar ‘‘5Ws and an H’’ framework (i.e., who, what, when, where, why, and how) can be used to identify these biases a priori. It is our hope that this system will permit those who calculate rwg to account for the effects of response biases in a manner that is simultaneously rigorous, consistent, and transparent. [ABSTRACT FROM AUTHOR]

This study analyses the relationship between attitudes toward immigration and deteriorating economic conditions in times of crisis. We examine three questions: First, how are a vulnerable position in the labour market and recent changes to an individual’s economic situation related to perceived ethnic threat? Second, what is the role of the nation’s economic and immigration context? Last, are relationships at the individual level between economic conditions and perceived ethnic threat affected by contextual variables?Data from 23 countries sampled in the fifth round of the European Social Survey (ESS-5, 2010) is used. At the micro level, unemployment, job insecurity and income deprivation during the three years prior to the survey affect perceived ethnic threat, as predicted by group conflict theory. These effects are, however, relatively small. Among the contextual variables, only growth in gross domestic product (GDP) shows an effect in the expected direction: perceived threat is higher in countries where GDP growth is lower. However, the study design does not allow the conclusion that changes in the economic context lead to changes in attitudes toward immigrants. The significant cross-level interaction for economic growth indicates that the threat-inducing effect of unemployment is stronger in contexts where the growth in GDP is high. This finding contradicts our hypothesis. One could explain this by the emergence of a generalized feeling of economic insecurity in countries severely hit by the economic crisis. In these countries, strong feelings of economic insecurity—and the resulting levels of perceived ethnic threat—might also be present among those who are employed, thereby diminishing the gap between them and the unemployed. [ABSTRACT FROM AUTHOR]

Objectives: This study applied a multilevel analysis to verify the relationships among team climate, emotional labor, and physician burnout. Methods: We conducted a questionnaire survey for the physicians in Taiwanese hospitals. A total number of 530 physicians from 30 physician teams participated in this study. Hierarchical linear modeling (HLM) was used to test the multilevel hypotheses. Results: (1) deep acting of emotional labor was significantly associated with three components of burnout, while surface acting was only significantly associated with emotional exhaustion; (2) highly significant association between team climate and burnout for three components (emotional exhaustion, γ01=-.651, p<.001; depersonalization, γ01=-.491, p<.01; reduced personal accomplishment, γ01=-.795, p<.001); and (3) team climate only has a significant moderating effect on the relationship between surface acting of emotional labor and emotional exhaustion (γ11=-.446, p<.05). Conclusions: The results support the hypothesis that team climate and emotional labor have impacts on physician burnout. The findings remind hospital executives that climate of physician team help to mitigate physician burnout. In addition, the findings could help to clarify some aspects of the emotional dimensions of physicians with a view to improving the quality of service. [ABSTRACT FROM AUTHOR]