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Background As one of the most common tumors, the pathogenesis and progression of clear cell renal cell carcinoma (ccRCC) in the immune microenvironment is still unknown. Methods The differentially expressed immune-related lncRNA (DEirlncRNA) was screened through co-expression analysis and the limma package of R, which based on the ccRCC project of the TCGA database. Then, we designed the risk model by irlncRNA pairs. In RCC patients, we have compared the area under the curve, calculate the Akaike Information Criterion (AIC) value of the 5-year receiver operating characteristic curve, determine the cut-off point, and establish the optimal model for distinguishing the high-risk group from the low-risk group. We used the model for immune system assessment, immune point detection and drug sensitivity analysis after verifying the feasibility of the above model through clinical features. Result In our study, 1541 irlncRNAs were included. 739 irlncRNAs were identified as DEirlncRNAs to construct irlncRNA pairs. Then, 38 candidate DEirlncRNA pairs were included in the best risk assessment model through improved LASSO regression analysis. As a result, we found that in addition to age and gender, T stage, M stage, N stage, grade and clinical stage are significantly related to risk. Moreover, univariate and multivariate cox regression analysis results reveals that in addition to gender, age, grade, clinical stage and risk score are independent prognostic factors. The results show that patients in the high-risk group are positively correlated with tumor infiltrating immune cells when the above model is applied to the immune system. But they are negatively correlated with endothelial cells, macrophages M2, mast cell activation, and neutrophils. In addition, the risk model was positively correlated with overexpressed genes (CTLA, LAG3 and SETD2, P Conclusion The new risk model may be a new method to predict the prognosis and immune status of ccRCC.

PurposeCOVID-19 and its economic consequences have provoked critical views on worldwide sustainable management, especially in the Arab world. Post-COVID-19, sustainability becomes important because the pandemic taught humanity to set aside differences and work together to support the global sustainability agenda. On the organizational level, sustaining an organization's competitive advantage is a key to surviving a crisis. Therefore, this study explores the impact of environmental scanning on sustaining Egyptian manufacturing SMEs' competitive advantage through organizational innovation.Design/methodology/approachThe study adopts a cross-sectional design to collect data. A self-administered questionnaire was used to collect data from a sample of 249 Egyptian SMEs. The smart partial least square structural equation modeling technique (PLS-SEM) was employed to test hypotheses.FindingsOrganizational innovation has an effect on competitive advantage. There is no direct effect of environmental scanning on competitive advantage. However, organizational innovation fully mediates the relationship between environmental scanning and competitive advantage.Research limitations/implicationsThe sample size was small, covering only Egyptian manufacturing SMEs. The results may differ in the service sector and in other countries. The study was cross-sectional and could not trace long-term effects of environmental scanning and organizational innovation on competitive advantage.Practical implicationsIn the face of crises, Egyptian SMEs' managers should regularly scan their environments to build organizational innovation and in turn sustain their competitive position.Originality/valueThis study is amongst the first to investigate the role played by environmental scanning in sustaining Egyptian SMEs competitive advantage through the mediation of organizational innovation amidst the COVID-19 epidemic.

PurposeThis paper aims to examine the impact of environmental scanning (ES) on competitive advantage (CA) through the mediation of organizational resilience dimensions within manufacturing small and medium-sized enterprises (SMEs) in Egypt.Design/methodology/approachThis study adopts a cross-sectional design to collect data. This study used a self-administered questionnaire to collect data from a sample of 249 Egyptian SMEs. This study employed the Smart partial least square structural equation modeling technique to test the hypotheses.FindingsES positively affects CA both directly and indirectly through the mediation of organizational resilience dimensions, namely, robustness and agility. However, ES does not affect integrity; therefore, integrity does not mediate the ES–CA relationship. These results indicate that organizational resilience partially mediates the relationship between ES and CA.Research limitations/implicationsThe sample size was small, covering only Egyptian manufacturing SMEs. The results may be different in the service sector and other countries. The study was cross-sectional which could not trace the long-term effects of ES and organizational resilience on CA. Therefore, a longitudinal study should be conducted, based on resource availability.Practical implicationsManagers in Egyptian SMEs should scan their environments to build organizational resilience and, in turn, enhance their CA.Originality/valueTo the best of the authors’ knowledge, this research is among the first endeavors to investigate the role of ES in building CA through organizational resilience in the context of Egyptian SMEs.

Purpose This study aims to investigate the impact of environmental scanning on organizational resilience through the mediation of organizational learning and innovation based on organizational information processing theory (OIPT) within Egyptian small and medium enterprises (SMEs) during the COVID-19 pandemic. Design/methodology/approach This study adopted a cross-sectional design to collect the data used to carry out mediation analysis. A self-administered questionnaire was used to collect data from a sample consisting of 249 Egyptian SMEs. The smart partial least square structural equation modeling (PLS-SEM) technique was adopted to test the hypotheses. Findings Environmental scanning does not have a direct effect on organizational resilience. However, organizational learning and innovation fully mediate the relationship between environmental scanning and organizational resilience. Research limitations/implications The sample size was small, covering only Egyptian manufacturing SMEs. The results may differ in the service sector and other countries. The study was cross-sectional which is limited to tracing the long-term effects of environmental scanning, organizational learning and innovation on organizational resilience. Accordingly, a longitudinal study may be undertaken. Practical implications Managers in Egyptian SMEs should use signals from environmental scanning activities as input for learning and transforming business processes through innovation to develop organizational resilience. Originality/value This study is the first to investigate the role of environmental scanning in building organizational resilience through organizational learning and innovation based on the perspective of OIPT within Egyptian SMEs during the COVID-19 crisis.

PurposeThis study aims to examine the impact of environmental scanning on organizational resilience through organizational learning based on organizational information processing theory (OIPT) in Egyptian small and medium-sized enterprises (SMEs) during the COVID-19 pandemic. Furthermore, this study aims to examine the moderating role of environmental uncertainty in this relationship.Design/methodology/approachThe data for the mediation analysis was obtained using a cross-sectional design. Using a self-administered questionnaire, the authors collected data from a sample of 249 Egyptian SMEs. The authors tested the hypotheses using the smart partial least square structural equation modeling approach.FindingsOrganizational learning affects organizational resilience. Environmental scanning does not have a direct effect on organizational resilience. However, organizational learning fully mediates the relationship between environmental scanning and organizational resilience. Furthermore, environmental uncertainty does not moderate the indirect relationship between environmental scanning and resilience.Research limitations/implicationsThe sample included only Egyptian manufacturing SMEs. The results in the service sector and in other countries may differ. This study was cross-sectional, which was limited in its ability to trace the long-term effects of environmental scanning and organizational learning on organizational resilience.Practical implicationsEgyptian SMEs’ managers should experience organizational learning as a pathway for environmental scanning to build organizational resilience.Originality/valueTo the best of the authors’ knowledge, this study is the first to investigate the role of environmental scanning in building organizational resilience through organizational learning and the moderating role of environmental uncertainty in this relationship.

Drawing upon the conservation of resources theory and social exchange theory, we examined the effects of family supportive supervisor behavior (FSSB) and family support (FS) on work absorption at the within- and between-person levels. A 10-day study of 91 workers using 710 observations was employed. At the within-person level, the results suggested that daily relaxation at work mediated the relationships between daily FS, daily shifts in FS, and daily work absorption. However, at the between-person level, the results revealed that chronic relaxation at work mediated the relation between the average level of FSSB/FS and chronic work absorption. We conclude that FSSB/FS plays a vital role in relaxation at work and work absorption at the within- and between-person levels.

Work-family conflict (WFC) and work-family enrichment (WFE) have been shown to be important predictors of employees' domain-specific satisfaction and well-being. In this meta-analysis, we consider how the effects of WFC/WFE on various outcomes differ across different national cultures and economic settings. We hypothesized that WFC would have stronger effects on employees' domain-specific satisfaction and well-being in high individualistic nations and economies with higher levels of economic development, whereas WFE would have stronger effects on employees' domain-specific satisfaction and well-being in low individualistic nations and economies with lower levels of economic development. Results generally supported these hypotheses, suggesting that employees in more individualistic and more developed countries are more sensitive to how work interferes with family life, whereas employees in less individualistic and less developed countries are more sensitive to how work provides material, social, and cognitive resources that help in the fulfillment of family roles. Further research is needed exploring more detailed explanations for these differences and their implications for spillover theory and work-family practices in organizations.

PurposeThe main purpose of present study is to investigate how familial collectivism and gender affect the psychological contract violation–turnover intention relationship by comparing Chinese with American samples.Design/methodology/approachIn total, 688 and 892 full-time workers were recruited, respectively, from China and the USA to form the two samples. Then, three-way interaction regression models were used to test the hypotheses.FindingsThe results indicate that familial collectivism will negatively moderate the psychological contract violation–turnover intention relationship in the Chinese sample and positively moderate their relationship in the American sample. Moreover, the moderating effect of familial collectivism on the relationship between psychological contract violation and turnover intention is significant among the male employees and insignificant among the female employees for Chinese sample. Whereas for the American sample, the moderating effects are significant among both the male and the female employees.Originality/valueThis study improves the theoretical model of Turnley and Feldman (1999) by examining the moderating effect of familial collectivism and gender differences on the relationship between psychological contract violation and turnover intention. And two samples (China vs the USA) are used in the study, which helps to explain the possible difference in influencing the relationship between psychological contract violation and turnover intention between two nations. The main practical implication for managers is that organizations should recognize the importance of the gender role and individuals’ culture orientation when implementing different human resource management policies.

Despite a plethora of studies that demonstrate the positive impact of strategic human resource management on firm performance, existing knowledge of the processes through which such gains can be achieved remains limited. This study aims to extend our knowledge by investigating the mechanism through which a teamwork-oriented executive strategic human resource management system impacts organizational ambidexterity. Specifically, by integrating the resource-based view and information-processing theory, we examine the mediating role of top management team effectiveness and the moderating role of knowledge-sharing intensity from middle managers to top management teams. Drawing on a multiple-source and multiple-respondent survey from 144 manufacturing firms in China, we show that top management team effectiveness partially mediates the effect of the executive strategic human resource management system on organizational ambidexterity. Moreover, knowledge-sharing intensity from middle managers to top management teams strengthens the effect of the executive strategic human resource management system on organizational ambidexterity. © 2016 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

Work-family conflict (WFC) and work-family enrichment (WFE) have been shown to be important predictors of employees' domain-specific satisfaction and well-being. In this meta-analysis, we consider how the effects of WFC/WFE on various outcomes differ across different national cultures and economic settings. We hypothesized that WFC would have stronger effects on employees' domain-specific satisfaction and well-being in high individualistic nations and economies with higher levels of economic development, whereas WFE would have stronger effects on employees' domain-specific satisfaction and well-being in low individualistic nations and economies with lower levels of economic development. Results generally supported these hypotheses, suggesting that employees in more individualistic and more developed countries are more sensitive to how work interferes with family life, whereas employees in less individualistic and less developed countries are more sensitive to how work provides material, social, and cognitive resources that help in the fulfillment of family roles. Further research is needed exploring more detailed explanations for these differences and their implications for spillover theory and work-family practices in organizations.

Gratitude and anger represent 2 fundamental moral emotions in response to help or harm. Research suggests that individuals perceive organizations to have humanlike qualities and thus hold them responsible for helpful or harmful treatment. Given this line of reasoning, we hypothesized that workers direct gratitude toward their organizations in response to supportive treatment and anger toward their organizations in response to unsupportive treatment. Gratitude and anger, in turn, were expected to influence daily extrarole behavior. After developing short measures of organization-directed anger and gratitude in 2 pilot studies, we tested these hypotheses in a daily diary study of 54 workers providing 421 daily reports. Results indicate that perceived organizational support was related to chronic gratitude and anger, which is stable from day to day, and chronic gratitude was in turn related to chronic differences in organizational citizenship behavior. Episodic anger and gratitude, which vary daily, were related to daily supervisor interactional justice and helping behavior, respectively, and in turn predicted daily episodic variance in organizational citizenship and counterproductive work behavior. These findings suggest that the moral emotions of gratitude and anger toward the organization are indicators of employee affective well-being and play a mediating role in the effects of organizational and supervisor supportiveness on employee performance. (PsycINFO Database Record

To understand the implications of the dynamic nature of daily interpersonal justice, we examined the relationship between daily shifts and variability in interpersonal justice over time and recovery experiences at home. A ten-day daily diary study of 58 workers with 422 observations was conducted. Results from multi-level modeling revealed that daily shifts in interpersonal justice at the within-person level, operationalized as residual changes across consecutive work days, positively predicted daily levels of psychological detachment, which in turn predicted daily levels of positive low-arousal affect at home. Variability in interpersonal justice at the between-person level, operationalized as the standard deviation of interpersonal justice over the ten-day period, was negatively related to the chronic level of psychological detachment, which in turn was related to chronic negative low-arousal affect at home. Variability in interpersonal justice explained unique variance in psychological detachment beyond the average level of interpersonal justice. We conclude that within-person daily shifts in interpersonal justice and between-person differences in interpersonal justice variability over time may play critical roles in the negative spillover of interpersonal injustice from work to home. Practical implications such as training on consistent treatment are discussed.

Integrating the frameworks proposed by Glomb et al (2011) and Good et al (2016) regarding how mindfulness influences workplace outcomes, we theorize that mindfulness-based practices will increase i...