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PurposeThe authors propose and test these boundary conditions to the relationship between voluntary collective turnover and unit performance: job and organizational tenure and the time clustering of turnover.Design/methodology/approachThe authors analyze longitudinal data obtained from 231 units of an international clothing retailer in Spain assessed during 36 months.FindingsThe authors show that when the remaining workforce has moderate, but not low or high, levels of job and organizational tenure, the negative effect of quits on performance is buffered. Furthermore, their results show that time-clustered voluntary turnover patterns have stronger negative effects on unit performance than turnover patterns spread over time.Originality/valueThe authors extend the collective turnover literature addressing two qualitative properties of the content of voluntary turnover, the experience of the workers that remain in the unit after the turnover events happen and how these events are clustered/dispersed over time.

Pride is a self-conscious emotion evoked when individuals perceive themselves attaining an outcome that is congruent with their goals and being responsible for achieving a socially valued outcome. The experience of pride can influence one’s own behaviors but the accompanying expressions can also elicit behavioral changes in observers. Although pride is a positive emotion and provides individuals with psychological rewards and pleasant feelings, accumulated empirical findings show a broad range of consequences in response to both the experience and expression of pride in organizations. In attempts to explain the various outcomes, pride researchers have conceptualized the construct in different ways. Some researchers examine pride as a unified emotion that arises from the attainment of positive outcomes; others adopt a multifaceted view to explain its divergent consequences. The multifaceted view suggests that pride can be authentic or hubristic depending on whether the achievement is assumed to arise from one’s efforts or abilities, and promotive or preventive depending on whether the achievement is assumed to result from promotion-related eagerness or prevention-related vigilance. Pride may also be differentiated into specific facets based on whether it is elicited by the achievement of performance or moral standards. Furthermore, as the individual self is embedded in social contexts, pride can arise from group belongingness. Thus, the conceptualization of pride can extend beyond the individual level to cover group and organizational pride. This article concludes that pride is an important source of motivation for both individuals who experience it and those who express it in organizations. Yet, what outcomes or behaviors result depends crucially on the source of pride because pride leads individuals to repeat behaviors attributed as the original cause of the positive feeling. Although pride is commonly engendered by achievements and socially desirable outcomes, it can also arise from immoral behaviors when those behaviors are assumed to benefit the organization. The outcomes of pride experience and expression are also contingent on individual and contextual boundary conditions.

Using the framework of role balance theory, the authors take a cross-national view of an employee’s engagement in the work and nonwork domains of life. Employing the World Values Survey (WVS) with a sample of 21,270 married employees from 53 nations, we find cross-national variations in the relationship of employees’ degree of work and nonwork domain engagements with their subjective health and satisfaction with life. To explore the impact of the national focus on motivation for economic productivity and innovation, we used a country’s global competitiveness index (GCI), predicting that a nation’s GCI would moderate the relationship of an employee’s work and nonwork domain engagements with both subjective health and life satisfaction. Overall, the results suggest that work–nonwork balance leads to better subjective health and higher life satisfaction only for married employees living in nations high in GCI; for married employees living in countries low in GCI, higher subjective health and life satisfaction resulted for those more highly engaged in nonwork life domains. Theoretical and methodological contributions are discussed, along with implications for future research on national culture concerning work and its impact on employed persons.

The Journal of Management editorial team challenged us to consider how the COVID-19 pandemic impacted and altered the employer–employee relationship. In this guest editorial, we take stock of the pandemic-related lessons learned for human resources research and practice. We highlight three insights that many organizations made as the result of pandemic-related changes and describe how these lessons are likely to alter the employee–employer landscape for the foreseeable future. The lessons are (a) understanding that organizational communication practices should be authentic, continuous, and two-way in nature; (b) accepting that the virtual workforce brings unique challenges that do not yet have solutions; and (c) recognizing that success for stakeholders beyond just investors will require continual attention and intention. We also highlight needs and opportunities for future research that will inform theory and practice and lead to the betterment of organizations and society.

The relationship between syntactic structure and prosodic structure has received increased theoretical attention in recent years. Richards (2010) proposes that Japanese allows wh-elements to stay in situ because of a certain aspect of its prosodic system. Specifically, in contrast to some other languages like English, Japanese can prosodically group wh-elements together with their licensers. This prosodic grouping is phonetically signaled by eradication or reduction of the lexical pitch accents of intervening words. In this theory, a question still remains as to whether each syntactic derivation is checked against its phonetic realization, or what allows Japanese wh-elements to stay in situ is more abstract phonological prosodic structure, whose phonetic manifestations can potentially be variable. This paper reports an experiment which addressed this question, by testing whether there is eradication or reduction of lexical pitch accents based on the detailed analysis of F0 contours. Our analysis makes use of a computational toolkit that allows us to assess the presence of tonal targets on a token-by-token basis. The results demonstrate that almost all speakers produce some wh-sentences which show reduction or eradication of the lexical pitch accents, as well as some that do not. Those tokens that show reduction or eradication directly support the prediction of Richards’ (2010) theory. The variability observed in the results suggests that the property of Japanese that allows their wh-elements to stay in situ must be abstract, phonological prosodic structure, whose phonetic realizations can vary within and across speakers. We discuss several possible mechanisms through which such phonetic variation can arise.

Social support research proliferated across multiple disciplines for more than a half century. This growth, as well as disciplinary differences, resulted in mixed views, conceptualizations, and ope...

Vowel contrasts tend to be perceived independently of pitch modulation, but it is not known whether pitch can be perceived independently of vowel quality. This issue was investigated in the context of a lexical tone language, Mandarin Chinese, using a printed word version of the visual world paradigm. Eye movements to four printed words were tracked while listeners heard target words that differed from competitors only in tone (test condition) or also in onset consonant and vowel (control condition). Results showed that the timecourse of tone recognition is influenced by vowel quality for high, low, and rising tones. For these tones, the time for the eyes to converge on the target word in the test condition (relative to control) depended on the vowel with which the tone was coarticulated with /a/ and /i/ supporting faster recognition of high, low, and rising tones than /u/. These patterns are consistent with the hypothesis that tone-conditioned variation in the articulation of /a/ and /i/ facilitates rapid recognition of tones. The one exception to this general pattern-no effect of vowel quality on falling tone perception-may be due to fortuitous amplification of the harmonics relevant for pitch perception in this context.

Management scholars have examined various kinds of workplace mistreatment. These investigations and empirical summaries of the literature show that personal experience of mistreatment at work creates a variety of deleterious problems such as more negative job attitudes, lower performance, and poorer health. The bulk of the literature assumes that the key cause-effect relationship resides at the individual level. However, individuals do not experience mistreatment in a vacuum, but rather in a complex social environment that shapes interpretations of, and reactions to, individual mistreatment. In this integrative review, we depart from prior reviews that focus primarily on personal experiences of mistreatment and instead evaluate the literature on mistreatment in the context of others’ negative experiences. Analyzing 64 empirical articles on own and others’ mistreatment at work, we identify six key theoretical perspectives concerning how others’ experiences shape individual reactions to mistreatment. We then develop a sensemaking and social information processing framework for understanding mistreatment in context. We conclude the article by discussing theoretical and methodological recommendations for future research.

Every field of surgery has seen an explosion of new technologies aimed at improving surgical technique and reducing complications. The use of near-infrared (NIR) fluorescence to assess perfusion has been described in several surgical disciplines. NIR provides the surgeon with real-time perfusion assessment of a target organ or anastomosis and can be invaluable in aiding decision-making during the index operation. In the following article we discuss the use of fluorescence-guided perfusion assessment during colonic interposition for esophageal replacement. To our knowledge this is the first description of the use of fluorescence-guided perfusion assessment during colonic interposition.

We review research on the organizational causes (how do organizations contribute?) and consequences (how are organizations affected?) of economic inequality. Our review of 151 conceptual and empiri...

Few topics have received as much recent attention from researchers across disciplines, practitioners, policymakers, and popular media as “big data”. Yet, from our experiences on the Academy of Management Journal editorial team, we believe a great deal of ambiguity and even confusion still prevails around key questions such as: What does big data encompass? Does big data mean the end of theory? In what ways does big data research differ from conventional scientific methods of inquiry in management research? What does it take to publish a big data study in management journals?

Research Summary An initial public offering (IPO) ushers in many changes to the organization's boards of directors, including the installation of a formal and comprehensive board leadership structure. This paper shows that higher board undervaluation, that is, the average degree to which directors' qualifications based on normatively accepted criteria for board leadership are not duly reflected in their appointments to the board chair and committee chair positions, is associated with higher director turnover, and with lower qualifications among new directors in the subsequent years. Further, the effect of board undervaluation on firm performance is mediated both by director turnover and new directors' qualifications. But these two mediators operate as opposite forces on performance—director turnover is associated with lower firm performance, but counter‐intuitively lower new‐director‐qualifications are associated with higher firm performance. Managerial Summary How should a privately‐held entrepreneurial firm design its board leadership structure at IPO? What are the implications for board evolution and even firm performance? We find that higher board undervaluation, that is, the average degree to which directors' qualifications based on normatively accepted criteria for board leadership are not duly reflected in their appointments to the board chair and committee chair positions, is associated with higher director turnover, and with lower qualifications among new directors in the subsequent years. These two evolutionary paths act in opposite ways on performance—director turnover lowers firm performance, but lower new‐director‐qualifications improve firm performance. This has important implications for boards, investors, and stock exchange guidelines on board leadership structure.

In Tokyo Japanese, high vowels /i/ and /u/ are frequently devoiced when they are surrounded by voiceless obstruents. Controversy remains over whether vowel gestures in devoiced vowels are retained or instead deleted. Both static (Iwasaki et al., 2020) and dynamic (Iwasaki et al., 2022) ultrasound data have indicated that vowel-specific lingual gestures can persist even when vowels are devoiced. This study focuses on the lip articulation of devoiced vowels by examining lateral lip aperture, where lower values index a greater degree of the rounding of vowels. Native speakers of Tokyo Japanese produced nonce word pairs with the form of /C1VC2V2toko/. V1 was either /i/ or /u/. C1 and C2 were either voiced or voiceless, which determined the voicing of V1. Lateral lip aperture during the first mora was calculated by identifying facial landmarks using OpenFace 2.0 (Baltrusaitis et al., 2018), and compared across vowel quality (/i/ vs./u/) and vowel voicing (devoiced vs. voiced). Preliminary results show that lateral lip aperture is larger for /i/ than for /u/ in both devoiced and voiced environments, indicating that these vowels maintain their labial specifications even when devoiced, providing additional evidence that devoiced vowels can retain their articulatory gestures.

Explained pay dispersion theory (Shaw, Gupta, & Delery, 2002) contends that the consequences of pay dispersion depend on two critical contingencies: (1) the presence of legitimate or normatively acceptable dispersion-creating practices, and the (2) identifiability of individual contributions. In this chapter, the first 20 years of empirical evidence and theoretical offshoots of this theory are reviewed. Other recent studies on the outcomes of horizontal and vertical pay dispersion are also evaluated. The review concludes with an evaluative summary of the literature and the identification of several potential fruitful areas for future research.

Introduction: Pneumomediastinum (PM) is characterized by the presence of air within the mediastinum. The association between PM and coronavirus 2019 (COVID-19) has not been well established in the current literature. We sought to summarize the limited body of literature regarding PM in patients with COVID-19 and characterize the presentation and clinical outcomes of PM in patients with severe acute respiratory syndrome (SARS)-COV-2 pneumonia at our institution to better define the incidence, prognosis, and available treatment for this condition. Materials and Methods: All patients with a proven diagnosis of COVID-19 and PM between March 18, 2020 and May 5, 2020 were identified through hospital records. Retrospective analysis of radiology records and chart review were conducted. Clinical characteristics and outcomes were collected and descriptive statistics was analyzed. Results: Thirty-six patients met inclusion criteria. Out of the 346 intubated COVID-19 patients, 34 (10%) had PM. The incidence of PM increased for the first 4 weeks of the pandemic, and then began to decrease by week 5. At the endpoint of the study, 12 (33.33%) patients were alive and 24 patients (66.67%) had died. Conclusion: PM, although a rare phenomenon, was more prevalent in COVID-19 patients compared with historical patients with adult respiratory distress syndrome. The etiology of this condition may be attributed to higher susceptibility of patients infected with SARS-CoV-2 to a combination of barotrauma and airway injury.