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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

This study advances research on the return from entrepreneurial orientation by examining how a firm's internal system (i.e. strategic human resource management) and the external environment (i.e. technical turbulence) within which a firm operates interact in the relationship between entrepreneurial orientation and product innovation performance. Using a matched sample of 151 chief executive officers and other top executives from Chinese manufacturing firms, this study finds that entrepreneurial orientation is positively related to product innovation performance and that this relationship is stronger among firms implementing strategic HRM practices to a greater extent. Furthermore, the three-way interaction test indicates that the interactive effect of entrepreneurial orientation and strategic HRM practices on product innovation performance is stronger for firms operating in a less turbulent environment.

Product innovation is an important research topic that has stimulated significant interest among management scholars and practitioners. Leadership has been suggested to be a critical factor affecting product innovation. Numerous studies have documented that transformational leadership positively influences product innovation performance, which is conceptualized as the degree to which a new product and/or service has achieved its market share, sales, rates of asset return, rates of investment return, and profit objectives. However, there is a lack of studies examining the specific means through which transformational leadership influences product innovation performance at the firm level. Therefore, this study aimed to investigate the processes through which such effect is achieved and to determine whether corporate entrepreneurship and technology orientation as intervening factors influence this effect. To test the hypotheses, data were collected from 151 matched top management team (TMT) members and chief executive officers (CEOs) from Chinese manufacturing firms. Two separate questionnaires were used to collect the data. TMT members� questionnaire included measures of CEO's transformational leadership, whereas CEOs� questionnaire included questions about corporate entrepreneurship, technology orientation, and product innovation performance. Hierarchical linear regression was used to test the hypothesized effects. The results of the analysis provided the support for the fully mediating role of corporate entrepreneurship on the relationship between CEOs' transformational leadership and product innovation performance. In addition, technology orientation was found to significantly moderate the CEOs' transformational leadership�corporate entrepreneurship linkage. Furthermore, the mediated moderation effect of corporate entrepreneurship on the relationships among CEOs� transformational leadership, technology orientation, and product innovation performance was significantly supported. By studying leadership among CEOs, this study contributes to the research by elucidating the mechanisms through which transformational leadership influences product innovation performance. The mediating role of corporate entrepreneurship encourages managers to improve their leadership style so as to enhance the development of corporate entrepreneurship and innovation practices. The findings also show that technology orientation provides the conditions for the smooth translation of the CEO's transformational leadership into actual entrepreneurial activities. Hence, firms should prioritize technology orientation to optimize the implementation of transformational leadership so as to emphasize innovation and new venture creation.

The business value of information technology (IT) has been one of the top concerns of both practitioners and scholars for decades. Numerous studies have documented the positive effects of IT capabi...

As it has become more and more urgent to solve the problems of environmental protection, we consider it necessary to conduct multilevel studies to examine the impact of business strategy on both employees’ and firms’ performances in environmental protection. Synthesizing the perspectives of strategic orientation, corporate strategy, and firm performance, we propose a comprehensive theoretical model linking market orientation and environmental performance. Based on a survey of 134 matched chief executive officers, senior marketing managers and frontline workers from Chinese firms, we found that market orientation positively affects environmental strategy which, in turn, influences both environmental product quality and employees’ environmental involvement. These latter two variables consequently have a positive influence on environmental performance. At the same time, environmental commitment moderates the link between market orientation and environmental strategy.

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.

Chinese lower-level employees' perspective on western-style HRM is neglected. Partly remedying this gap, we report changes in non-managerial employees' feelings as they move from employment in Chinese-owned enterprises to that in Anglo-American-invested multinational corporations (MNCs). We investigate the employees' appreciation of their enterprise and three work aspects linked both to their enterprise HRM environment and to Chinese cultural emphases. Our findings show that increases in pride in enterprise and in feeling responsible for own work correlate significantly with increased intention to stay, but increases in feeling involved in enterprise decision-making do not. This suggests that Chinese non-managerial employees appreciate western-style HRM practices that resonate with their cultural values but not otherwise. Further, this suggests that Chinese cultural emphases on mianzi, collectivism and power distance remain important for non-managerial employees and that Chinese MNC unit managers, when introducing HRM practices, need to take account of possible differences in outlook between them and their subordinates.

In light of recent scholarship on the role of fairness and legitimacy in occupational strain, we tested in two studies the hypothesis that workload is more strongly associated with depressive symptoms when it exceeds occupational norms for time pressure. First, analyses of an occupationally heterogeneous sample revealed that when workers reported workload levels that exceeded occupational norms for time pressure they were more likely to report depressive symptoms, even after controlling for depressive symptoms from a prior assessment approximately 10 years earlier. A second cross-sectional study found similar results, with some of the effect accounted for by psychological contract violation. These findings suggest that workload is most strongly associated with depressive symptoms to the extent that it exceeds occupational norms for time pressure. Psychological contract violation may explain some of these effects.

This field study investigated the relationship between strategic human resource management, internal environmental concern, organizational citizenship behavior for the environment, and environmental performance. The originality of the present research was to link human resource management and environmental management in the Chinese context. Data consisted of 151 matched questionnaires from top management team members, chief executive officers, and frontline workers. The main results indicate that organizational citizenship behavior for the environment fully mediates the relationship between strategic human resource management and environmental performance, and that internal environmental concern moderates the effect of strategic human resource management on organizational citizenship behavior for the environment.

This study examines the impact of employees' perceptions of information privacy on their affective commitment to work organizations. Based on a survey of 320 Chinese employees, the findings suggest that, for information privacy, perceptions of information handling control and of legitimacy of organizational information practices positively relate with affective commitment. The relationship between perception of information handling control and affective commitment is only significant, however, for employees identifying weakly with collectivism and is stronger for male than for female employees. The relationship between perception of legitimacy of organizational information practices and affective commitment is only salient for female employees. The implications of these findings for organizational and legal polices are discussed.

This study adopts a framework of structural contingency and gender theories in a case-study-based investigation of changes in workers' attitudes towards their jobs and employers when working for enterprises with alliances with varying degrees of closeness to Western partners (equity joint venture- and contract joint venture [CJV]-type alliances). Workers moving from non-foreign-invested enterprise (FIE) to FIE employment perceived their enterprise FIEs to have more HR practices, and their attitudes towards their jobs and companies became moderately more positive. There were, however, limited differences by alliance type. This was explained by the intervening role of gender in the relationship between structure and attitudes, producing the unexpected result that CJV women experienced the least positive change in their attitudes, a finding the authors explained utilising (un)met expectation theory.

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...

The emotional taxing nature of emotional labor at work has been increasingly recognized, but the effects of emotional labor at work on employees' spouses have not yet been explored. Drawing on the ...

Answering Watson et al.(2010)’s call for IS researchers to address the environmental sustainable challenge, this article purposes to conduct an empirical study to examine the role of IT in enabling environmental management and enhancing environmental performance. Drawing upon Hart’s natural- resource-based view of the firm and literature on IT and environmental sustainability, we introduce the concept of IT- environmental integration as a synergistic capability and proposed a theoretical model to examine the relationships among IT capabilities and IT-environmental integration and environmental performance. Data from the survey on Chinese manufacturers verifies the mediating effect of IT-environmental integration on the relationship between IT capabilities and environmental performance. The moderating effect of environmental orientation is also verified on the impact of IT capabilities on IT-environmental integration. The present study, thus, advance our understanding of IT capabilities and their implicati...