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Colquitt et al. (Journal of Applied Psychology, 2000, 85, p. 678) integrative theory based on meta-analysis and model testing has served as the foundation for our understanding of training motivation. However, the applicability of the theory today may be limited for several reasons. There has been significant growth in training motivation research since Colquitt et al. (Journal of Applied Psychology, 2000, 85, p. 678) proposed and tested their theory. Also, advances in meta-analysis and model testing allow for a more complete and rigorous test of the theory than was previously possible. As a result, we propose and test a contemporary and comprehensive theory of training motivation based on Colquitt et al. (Journal of Applied Psychology, 2000, 85, p. 678) and other studies conducted over the last 20 years. To do so, we conducted an updated meta-analytic review of 167 independent studies and tested a mediation model of training motivation theory using both conventional meta-analytic structural equation modeling (MASEM) and full-information MASEM (FIMASEM). The results support a partially mediated model of training motivation that includes additional antecedents (e.g., openness to experience, extroversion, agreeableness, and goal orientation) and learning outcomes (e.g., turnover intentions and job satisfaction) not included in Colquitt et al. (Journal of Applied Psychology, 2000, 85, p. 678). In addition, we conducted exploratory analyses to understand the relative importance of the antecedents of both motivation to learn and learning outcomes and the moderating role of training and studying characteristics on the relationships between motivation to learn and its antecedents and consequences. Finally, the authors discuss the implications of the results for theory, practice, and future research directions. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Strategic human resource management (HRM) research considers HRM systems a potential source of competitive advantage due to their positive effects on performance outcomes. However, previous research has not paid enough attention to how peer companies' use of HRM systems is associated with the adoption and the effects of HRM systems of a focal company. Specifically, drawing upon the institutional theory, we propose that a focal company's adoption of high-investment human resource systems (HIHRS) will be positively related to the level of HIHRS used in its peer companies. We also argue that the extent to which a focal company's HIHRS use is associated with organizational outcomes is contingent on the adoption of HIHRS in peer companies. Using a sample of 912 publicly traded companies in the U.S. stock market from 2002 to 2015, we found a positive relationship between the average HIHRS use of peer companies in the previous year and the change in focal company's HIHRS use. We also found that a focal company's HIHRS use is more likely to enhance financial performance (e.g., sales growth and profit growth) when the adoption of HIHRS is low in peer companies. However, HIHRS use is more positively related to employer certifications received by a focal company when the adoption of HIHRS is high in peer companies. These findings suggest that peer companies play an important role in understanding the adoption and the effects of HIHRS use of a focal company. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

The objective of the study was to understand the genetic basis of eight traits conferring grain appearance and yield in a recombinant inbred line (RIL8) derived from a cross between cultivated Indica rice varieties Dexiang074B and Pujiang6. We conducted whole genome re‐sequencing for the two parental lines and genotyping by sequencing (GBS) for the RIL8 population. Next, we aligned the clean reads to the rice genome Nipponbare IRGSP 1.0, constructed the genetic linkage map (GLM), and performed the quantitative trait loci (QTL) analysis. In total, 2631 high‐quality markers were generated for 315 RIL8 samples. We identified a rice GLM containing 12 linkage groups (total map distance: 1946.71 cM; average map distance: 0.74 cM) and 98 QTLs related to the rice yield, including 31 high credible QTLs. In addition, 39 QTLs were identified to be associated with the G*E interaction. While most of the QTLs were co‐localized with previously reported rice QTLs, some novel QTLs were identified for the first time in this study. These findings provide a genetic basis for developing cultivated rice with good economic characteristics based on molecular breeding technologies.

Organizational leaders are eager to unlock the creative potential of followers. Yet, there is growing evidence that creativity can also have a dark side within organizations. Building on research linking creativity and unethical behavior, we develop the construct of creative unethicality—behavior that is both unethical and novel. We draw on social exchange theory to develop a model that identifies both why and when creative unethicality emerges within organizations. Specifically, we investigate the exchange dynamics through which creative support provided by empowering leaders facilitates creative unethicality under conditions of high performance pressure. Across two multi-wave, multi-source field studies with employee-coworker and leader-subordinate dyads and an experimental study with a novel unethicality measure in a business simulation, we find convergent support for our theoretical model. These findings have important theoretical and practical implications for fostering creativity in organizations without simultaneously facilitating creative unethicality.

The science–practice gap has been recognized as a grand challenge for management scholars in the 21st century. Despite the generation of a considerable amount of knowledge, which is clearly relevant to practice, the science–practice gap continues to persist. We challenge past notions that areas of management have not sufficiently developed to be prescriptive. The Editorial leadership of the Journal of Management commissioned our team to change the conversation on the science–practice gap by changing the question to one which focuses on adherence. We introduce an adherence-based framework from the medical literature to advance the conversation on the science–practice gap in management. This includes a rubric that identifies five criteria to evaluate the prescriptive readiness of research (theoretical grounding, rigor, relevance, practical recommendations, and communication) that produce five levels of research advancement (exploratory, preliminary, option, guidelines, and standards). We identify how scholars and practitioners can overcome structural, social, and psychological barriers to adherence (make recommendations possible, easy, normative, rewarding, and sometimes required). While the science–practice gap may remain a persistent concern, an adherence-based approach can serve to change the nature of the conversation in order to reduce the gap in many areas of management.

This special issue is devoted to Professor David P. Lepak, who passed away on December 7, 2017. The special issue is meant to honor Professor Lepak’s (or affectionately called Dave among his close friends and peers) intellectual contribution to the field of human resource management (HRM) and his academic influence on many of us who study HRM-related topics. We first introduce the special issue by highlighting three research topics that were central to Dave’s work: (1) strategic management of human capital resources; (2) strategic HRM; and (3) multilevel HRM. We then introduce nine articles in the special issue and discuss how each of them contributes to one or more of the three topics of Dave’s interest. We also provide a general discussion of all the articles and offer directions for future research.

The informal institutions construct has not been well understood in prior research. We contribute to the informal institutions literature by developing a generalized two-by-two conceptualization of institutions that juxtapose the dimension of behavioral uncertainty versus environmental uncertainty and the dimension of informal institutions versus formal institutions. In particular, we theorize informal institutions based on the extent to which they reduce behavioral uncertainty or environmental uncertainty, as well as their alignment with the formal institutional environment with respect to the two types of uncertainty. Leveraging this fourfold typology, we shed new light on the importance of informal institutional conditions in theories of firms’ absorptive capacity and performance. Using a cross-country meta-analytical approach, we find that a firm’s absorptive capacity is more positively related to performance outcomes in countries with informal institutions that reduce behavioral uncertainty and environmental uncertainty. Furthermore, the misalignment between informal and formal institutions with respect to behavioral uncertainty and environmental uncertainty weakens the relationship between absorptive capacity and performance outcomes. Overall, by re-emphasizing the fundamental role of informal institutions in reducing behavioral and environmental uncertainties, our typology offers a fine-grained perspective to conceptualize informal institutions and constitutes an opportunity to advance theory in informal institutions and international business.

This study introduces the construct of human resource practice salience (HR salience) and examines it as a moderator in the HR practices–employee outcomes relationships. In Study 1, we used a polic...

Extant diversity climate research has been based primarily upon the Interactional Model of Cultural Diversity (IMCD). While prior research has supported the beneficial effects of prodiversity climates (i.e., work environments that employees view as fair and socially integrative of all personnel) on worker attitudes and behaviors, less is known about the potential boundary conditions of diversity climate-outcome relationships. To address this concern, we conducted a meta-analysis of diversity climate using 109 independent samples from 94 studies. Meta-analytic results indicate that diversity climate–outcome relationships are moderated by climate measure type, outcome type, demographic diversity, climate strength, and measurement source. These findings show that diversity climate is more strongly related to outcomes when measured as inclusion climate (vs. diversity climate), for attitudinal outcomes compared to performance and withdrawal criteria, when work contexts are more racially and ethnically diverse, when personnel exhibit stronger versus weaker agreement in their diversity climate perceptions, and when diversity climate and outcome data are collected from the same source versus different sources. The theoretical and practical implications of our findings are noted and discussed.

PurposeThis paper aims to propose a new adaptive strategy for two-dimensional (2D) nonlinear finite element (FE) analysis of the minimal surface problem (MSP) based on the element energy projection (EEP) technique.Design/methodology/approachBy linearizing nonlinear problems into a series of linear problems via the Newton method, the EEP technique, which is an effective and reliable point-wise super-convergent displacement recovery strategy for linear FE analysis, can be directly incorporated into the solution procedure. Accordingly,a posteriorierror estimate in maximum norm was established and an adaptive 2D nonlinear FE strategy ofh-version mesh refinement was developed.FindingsThree classical known surfaces, including a singularity problem, were analysed. Moreover, an example whose analytic solution is unavailable was considered and a comparison was made between present results and those computed by the MATLAB PDE toolbox. The results show that the adaptively-generated meshes reflect the difficulties inherent in the problems and the proposed adaptive analysis can produce FE solutions satisfying the user-preset error tolerance in maximum norm with a fair adaptive convergence rate.Originality/valueThe EEP technique for linear FE analysis was extended to the nonlinear procedure of MSP and can be expected to apply to other 2D nonlinear problems. The employment of the maximum norm makes point-wisely error control on the sought surfaces possible and makes the proposed method distinguished from other adaptive FE analyses.

Several psychologists posit that performance is not only a function of personality but also of situational contexts, such as day-level activities. Yet in practice, since only personality assessments are used to infer job performance, they provide a limited perspective by ignoring activity. However, multi-modal sensing has the potential to characterize these daily activities. This paper illustrates how empirically measured activity data complements traditional effects of personality to explain a worker's performance. We leverage sensors in commodity devices to quantify the activity context of 603 information workers. By applying classical clustering methods on this multisensor data, we take a person-centered approach to describe workers in terms of both personality and activity. We encapsulate both these facets into an analytical framework that we call organizational personas. On interpreting these organizational personas we find empirical evidence to support that, independent of a worker's personality, their activity is associated with job performance. While the effects of personality are consistent with the literature, we find that the activity is equally effective in explaining organizational citizenship behavior and is less but significantly effective for task proficiency and deviant behaviors. Specifically, personas that exhibit a daily-activity pattern with fewer location visits, batched phone-use, shorter desk-sessions and longer sleep duration, tend to perform better on all three performance metrics. Organizational personas are a descriptive framework to identify the testable hypotheses that can disentangle the role of malleable aspects like activity in determining the performance of a worker population.

Drawing upon socioanalytic theory of personality, we hypothesize and test inverted U-shaped relationships between team members' assertiveness and warmth (labeled as the "getting ahead" and "getting along" facets of extraversion) and peers' reactions (i.e., advice seeking by peers and peer liking, respectively) that, in turn, predict members' emergence as informal leaders in self-managed teams. Integrating research on prosocial motivation, we also examine whether prosocially motivated members have more enhanced positive curvilinear influences of assertiveness and warmth on peer reactions. Based on 223 members in 69 student project teams (Study 1) and 337 employees in 79 self-managed work teams (Study 2), we found support for the inverted U-shaped relationships between assertiveness and advice seeking by peers, and between warmth and peer liking. Further, prosocial motivation enhances the inverted U-shaped effect of assertiveness in Study 2 and those effects of warmth in both studies. Advice seeking by peers and peer liking, in turn, were positively related to leadership emergence in both studies. Our findings have important theoretical and practical implications for dispositional and motivational factors that shape peer reactions and facilitate leadership emergence in teams. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Assessing performance in the workplace typically relies on subjective evaluations, such as, peer ratings, supervisor ratings and self assessments, which are manual, burdensome and potentially biased. We use objective mobile sensing data from phones, wearables and beacons to study workplace performance and offer new insights into behavioral patterns that distinguish higher and lower performers when considering roles in companies (i.e., supervisors and non-supervisors) and different types of companies (i.e., high tech and consultancy). We present initial results from an ongoing year-long study of N=554 information workers collected over a period ranging from 2-8.5 months. We train a gradient boosting classifier that can classify workers as higher or lower performers with AUROC of 0.83. Our work opens the way to new forms of passive objective assessment and feedback to workers to potentially provide week by week or quarter by quarter guidance in the workplace.

Work teams have become an essential part of organizations, but how implementation of work teams influences performance outcomes over time still remains unclear. This study aims to explore this issue by examining implementation of high-performance work teams (HPWTs) in a manufacturing context. We draw upon team development and adaptation literature and organizational change literature to propose a 2-phase adaptation model whereby the growth rates of performance outcomes initially decline after implementation of HPWTs and later increase and become higher than the rates before implementation. Over a 4-year period, a field quasi-experiment was conducted in 20 plants producing automation and control equipment for a Fortune 500 firm and collected monthly data regarding plant-level labor productivity and inventory turnover before and after implementation of HPWTs. Results based on piecewise growth modeling indicate that the growth rate of labor productivity declines immediately after conversion to HPWTs and recovers to the original level but not higher, whereas the growth rate of inventory turnover does not decline significantly but shows a long-term improvement. We discuss the effects of HPWT implementation on the 2 dependent variables and provide implications for practices and future research. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Supplemental material, References_For_Online_Supplemental_File for A Meta-Analysis Integrating 25 Years of Diversity Climate Research by Oscar Holmes, Kaifeng Jiang, Derek R. Avery, Patrick F. McKay, In-Sue Oh and C. Justice Tillman in Journal of Management

Sphingomonas carotinifaciens strain L9-754T (DSM 27347) is a gram-negative, chemoheterotrophic, and rod-shaped endophyte isolated from the stem tissues of Jatropha curcas L. This strain has putative in vitro antagonistic ability against the plant pathogenic fungus Magnaporthe grisea. A draft genome of L9-754T was obtained using the PacBio SMRT cell platform. By analyzing the genome of strain L9-754T, a gene cluster (GQR91_18700 - GQR91_18715) related to an antioxidant enzyme was identified in the obtained draft genome. The information obtained from the draft genome is expected to reveal the putative properties helpful in biocontrol applications.

Strategic human resource management (SHRM) scholars and practitioners have long recognized the importance of HRM as a source of competitive advantage (e.g., Boxall, 1998; Coff, 1997; Wright, McMaha...

Research on retirement decisions has invited studies to examine how personal, work-related, and environmental factors interplay to affect older workers’ retirement decisions. Drawing upon the perso...

Recent years have witnessed significant growth in the field of strategic HRM. This article summarizes the literature in this field by conducting a meta-review, a review of the reviews that have cov...

HRM systems are an organization-level construct that affect outcomes at the firm, unit, and individual levels of analysis. The multilevel nature of the field creates a need for both theoretical and empirical modeling that cuts across levels to effectively understand the linkages between HRM systems and various operational and financial performance outcomes. Ordinary least squares (OLS) regression which is designed to analyze the same level of data is not suited for analyzing such hierarchal data. Multilevel modeling accounts for variance among variables at different levels; dealing with sources of errors more rigorously than OLS. Multilevel structural equation modeling separately estimates between and within effects, takes into account measurement errors and allows for criterion variables that are situated at higher levels. Thus, multilevel modeling significantly advances HRM research by more accurately predicting HRM effects and estimating complex HRM models. The articles included in this collect...

To answer the call of introducing more Bayesian techniques to organizational research (e.g., Kruschke, Aguinis, & Joo, 2012; Zyphur & Oswald, 2013), we propose a Bayesian approach for meta-analysis with power prior in this article. The primary purpose of this method is to allow meta-analytic researchers to control the contribution of each individual study to an estimated overall effect size though power prior. This is due to the consideration that not all studies included in a meta-analysis should be viewed as equally reliable, and that by assigning more weights to reliable studies with power prior, researchers may obtain an overall effect size that reflects the population effect size more accurately. We use the relationship between high-performance work systems and financial performance as an example to illustrate how to apply this method to organizational research. We also provide free online software that can be used to conduct Bayesian meta-analysis proposed in this study. Research implications and future directions are discussed.

Objectives Achromobacter spanius is a newly described, non-fermenting, Gram-negative, coccoid pathogen isolated from human blood. Whole-genome sequencing of the A. spanius type strain was performed to investigate the mechanism of pathogenesis of this strain at a genomic level. Methods The complete genome of A. spanius type strain DSM 23806T was sequenced using single-molecule real-time (SMRT) DNA sequencing. Results The complete genome of DSM 23806T consists of one circular DNA chromosome of 6 425 783 bp with a G + C content of 64.26%. The entire genome contains 5804 predicted coding sequences (CDS) and 55 tRNAs. Genomic island (GI) analysis showed that this strain encodes several important pathogenesis- and resistance-related genes. Conclusions These results strongly suggest that GIs provide some fitness advantages in A. spanius type strain DSM 23806T. This report provides an extensive understanding of A. spanius at a genomic level as well as an understanding of the evolution of A. spanius.

The ubiquitous use of social media enables researchers to obtain self-recorded longitudinal data of individuals in real-time. Because this data can be collected in an inexpensive and unobtrusive way at scale, social media has been adopted as a “passive sensor” to study human behavior. However, such research is impacted by the lack of homogeneity in the use of social media, and the engineering challenges in obtaining such data. This paper proposes a statistical framework to leverage the potential of social media in sensing studies of human behavior, while navigating the challenges associated with its sparsity. Our framework is situated in a large-scale in-situ study concerning the passive assessment of psychological constructs of 757 information workers wherein of four sensing streams was deployed - bluetooth beacons, wearable, smartphone, and social media. Our framework includes principled feature transformation and machine learning models that predict latent social media features from the other passive sensors. We demonstrate the efficacy of this imputation framework via a high correlation of 0.78 between actual and imputed social media features. With the imputed features we test and validate predictions on psychological constructs like personality traits and affect. We find that adding the social media data streams, in their imputed form, improves the prediction of these measures. We discuss how our framework can be valuable in multimodal sensing studies that aim to gather comprehensive signals about an individual's state or situation.