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Sustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well‐being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively associated with job satisfaction but that this relationship is moderated by employees' identification with the organization and country‐level individualism–collectivism. Thus, we suggest national culture functions as a second‐level moderator of the relationship of sustainable HRM with organizational identification on job satisfaction. Findings from the multi‐level analyses using data from 14,502 employees nested within 54 countries provided support for our hypotheses, namely that employee perceptions of sustainable HRM were positively associated with job satisfaction and that this relationship was more pronounced for employees with lower levels compared to higher levels of organizational identification in individualistic rather than collectivistic countries. These findings bear important implications for both theory and practice. [ABSTRACT FROM AUTHOR]

Entrepreneurship has become increasingly important in the workplace. Research suggests motivational traits are important in pursuing entrepreneurial activities. Yet, the extent to which factors influencing entrepreneurial versus managerial goals differ remains unclear. This study assessed the influence of goal orientation and self-efficacy in predicting entrepreneurial and managerial career anchors development. Data from 158 college students indicated learning goal orientation (LGO) and performance-prove goal orientation (PPGO) predicted entrepreneurial career anchors when coupled with high self-efficacy. For managerial goals, self-efficacy did not influence these relationships. Findings suggest providing opportunities for increased self-efficacy and adaptive goal orientations may affect entrepreneurial development. (Contains 2 tables and 1 figure.)

Ethnic and cultural diversity is an increasing reality in the US workplace. The current study highlights the importance of acknowledging the culturally heterogeneous nature of ethnic groups, and the need to focus on social identity characteristics such as cultural values when assessing group differences. We demonstrate that cultural values (i.e., individualism) contribute to employees' experiences of work-family conflict beyond the effects of ethnicity. Specifically, we introduce a model informed by social identity theory that explains why acculturation is related to work-family conflict. The model was tested with a sample of 309 employed Caucasian and Hispanic Americans. An empirical test of our model provides evidence that individualism mediates the relationship between language- and social-based acculturation and work-family conflict, even when controlling for ethnicity. Additionally, alternative models further reveal that the effects of acculturation and individualism contribute to work interfering with family. As an implication of the current study, we suggest that researchers and organizational managers should consider the cultural values of their diverse workforce when implementing policies that affect conflict between work and family. © 2013 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

This study aimed to investigate how mass layoffs impact surviving employees in organizations. More specifically, this study ascertained the relationships between mass layoffs and employee work behaviors. It was theorized that mass layoffs will be negatively related to employee performance and organizational citizenship behaviors (OCB) through its relationships with job insecurity and psychological contract breach. Moreover, it was expected that perceived manager support would buffer against the negative relations of contract breach with employee performance and OCB. A study among 615 employees in multiple Chilean organizations showed support for the hypotheses: job insecurity and psychological contract breach mediated the relationships between mass layoffs and employee performance and OCB. We also found moderating relationships of manager support, but the relations of breach with performance and OCB were particularly negative when manager support was high, indicating feelings of betrayal among high-support employees in response to contract breach. Moreover, the relation of contract breach with performance was positive for low-support employees, and non-significant for high-support employees. Our study advances understanding of the processes underlying how mass layoffs influence employee behavior in the workplace, through introducing the psychological contract as a way of understanding the relationships. [ABSTRACT FROM PUBLISHER]

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Neighborhood satisfaction is an important component of life satisfaction. As a contributor to life satisfaction, neighborhood satisfaction is influenced by individual and household background variables. However, there is limited understanding of how physical environments influence neighborhood satisfaction. This paper examines the effect of landscape components (structures, pavement, trees) and land use (residential, commercial, and open space) on neighborhood satisfaction. A survey of 276 respondents in College Station, Texas, was georeferenced and analyzed with landscape components and land-use GIS data. A structural equation model (SEM) examines the relationships among background variables, land use, landscape components, and neighborhood satisfaction simultaneously. Landscape components and land use were both found to play an important role in neighborhood satisfaction. Trees were found to have a positive effect on neighborhood satisfaction while structures were negative. Pavement, when commercial land use and structures in the SEM model were accounted for, shows a positive relationship with neighborhood satisfaction, suggesting that not all pavement is seen as undesirable. Commercial land use was also found to have a negative effect on neighborhood satisfaction, while background variables have no significant impact. The amount and arrangement of land uses and landscape components in neighborhoods may improve the well-being of residents by increasing their neighborhood satisfaction. [ABSTRACT FROM AUTHOR]