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Vision communication (VC) is an important way for leaders to express their ideas about a blueprint of the future to convince employees that their work is valuable and meaningful in total quality management. This research studies the influence of vision communication (VC) on quality performance (QP) through the mediation of total employee involvement (EI) and the moderation of leader support (LS). With the use of Smartpls 3.0, the collected data based on 2996 samples in Shanghai were used to analyze the various constructs. The results show that both VC and EI affect QP and should be influenced by LS. EI was found to partially mediate the relationship between VC and QP. The results also demonstrate that EI can positively affect improvement in QP via stronger LS and that high-level employee involvement is positively associated with quality performance when leader support is high (vs. low). This research can be inferred as one of the very limited empirical analyses that explored the mediating impact of EI on VC and QP. In the quality management (QM) field, the exploration of the moderating effect of LS on the mediation of the EI between VC and QP can be viewed to be a significant theoretical finding. The findings will be instrumental in assisting managers and administrators in understanding the significance of vision communication and leader support in quality management practice. [ABSTRACT FROM AUTHOR]

Jamile A Ashmore,1,2 Anthony C Waddimba,2– 4 Megan E Douglas,5 Stacey V Coombes,6 Tait D Shanafelt,7 J Michael DiMaio2,4,8 1Office of Professionalism and Well-Being, Baylor Scott & White-The Heart Hospital, Plano, TX, USA; 2College of Medicine, Texas A&M University, Dallas, TX, USA; 3Division of Surgical Research, Department of Surgery, Baylor University Medical Center, Dallas, TX, USA; 4Research Development & Analytics Core, Baylor Scott and White Research Institute, Dallas, TX, USA; 5Trauma Research Consortium, Baylor Scott and White Research Institute, Dallas, TX, USA; 6OrganizationRx, Los Angeles, CA, USA; 7Department of Medicine, Stanford University School of Medicine, Stanford, CA, USA; 8Division of Cardiothoracic Surgery, Baylor Scott & White-The Heart Hospital, Plano, TX, USACorrespondence: Jamile A Ashmore, Office of Professionalism and Well-being, Baylor Scott & White-The Heart Hospital, 1100 Allied Drive, Plano, TX, 75093, Tel +1469814-4289, Email Jamile.Ashmore@BSWHealth.orgImportance: Physician burnout has reached crisis levels. Supportive leadership is one of the strongest drivers of physician well-being, and monitoring supervisor support is key to developing well-being focused leadership skills. Existing measures of leader support were designed within “direct report” supervision structures limiting their applicability to matrixed leadership reporting structures where direct reports are not the predominant norm. Antecedently, no measure of leadership support is validated specifically for implementation in matrixed leadership structures.Objective: Adapt and validate the Mayo Leadership Impact Index (MLII) for settings with matrixed leadership structures.Design: A psychometric validation study utilizing classical test theory and item response theory.Setting: A tripartite hospital system in the southwestern US.Participants: Physician-respondents to a 2023 cross-sectional survey.Main Outcomes and Measures: After pilot testing, the adapted MLII was examined using a unidimensional graded response model and confirmatory factor analyses. Convergent validity was investigated via correlations with professional fulfillment, perceived autonomy support, self-valuation, and peer connectedness/respect. Divergent validity was tested via correlations with burnout.Results: Of the three candidate revisions of the MLII, the 9-item adaptation was selected for its superior validity/reliability indices. Standardized Cronbach’s and Ordinal alpha coefficients were 0.958 and 0.973, respectively. CFA loadings exceeded 0.70 (p < 0.001), and coefficients of variation (R2) exceeded 0.60 for all items. GRM slope parameters indicated “high” to “very high” item discrimination. Items 2, 5, and 8 were the most informative. Positive correlations of the adapted MLII with professional fulfillment, perceived autonomy support, and peer connectedness/respect were observed, supporting convergent validity. Negative correlation with overall burnout supports divergent validity.Conclusions and Relevance: The findings provide evidence of the adapted MLII’s validity, reliability, and appropriateness for implementation within matrixed leadership settings. Prior to this study, no leadership support measure had been validated for use among the growing number of healthcare systems with matrixed leadership reporting structures.Plain Language Summary: Question: What is the validity and reliability of a well-being centered leadership measure adapted for use in healthcare systems with matrixed, multiform reporting structures?Findings: Classical test theory and item response theory analyses of cross-sectional survey data from 158 physician-respondents supported the adapted measure’s construct validity. All reliability coefficients were strong. Leadership ratings positively correlated with professional fulfillment, autonomy support, self-valuation, and peer connectedness/respect, and negatively correlated with burnout.Meaning: Findings support the adapted measure’s validity and reliability. This study is the first to demonstrate a valid empirical measure of well-being centered leadership behaviors in settings with multiform, matrixed leadership structures.Keywords: physician, psychometrics, well-being, burnout, leader support

Political scientists have long sought to understand power dynamics across the Global South, but efforts to systematically capture political power have been limited, and existing datasets have faced conceptual and measurement challenges. The Political Settlements (PolSett) dataset was developed to address these issues. This original expert survey-based dataset includes over one hundred political economy variables coded for forty two countries from 1946 or independence to 2018 (totalling 2,718 country years). It allows for a detailed mapping of countries' power configurations, capturing information on the relative size, power and social composition of competing political blocs in society, as well as their internal cohesion, accountability relations and distribution of benefits. The dataset is expected to enable more direct and rigorous analyses of power differentials in the Global South and their impact on political and economic developments. This letter describes the conceptual background of the dataset, how it was constructed, discusses its validity, and highlights some of its key features. [ABSTRACT FROM AUTHOR]

How and when do leader prototypical implicit followership theories (IFTs) facilitate follower organizational citizenship behaviour (OCB)? In line with behavioural confirmation theory, we propose that leaders who have a higher level of prototypical IFTs provide their followers with more support, which subsequently facilitates follower OCB. Furthermore, we argue that leader prototypical IFTs shape both leader support and subsequent follower OCB not only independently but also in conjunction with follower prototypical IFTs. We collected survey data from 137 leader - follower dyads in China. Our preliminary results showed that the prototypical IFTs of leaders were positively related to leader support, which in turn was positively related to follower OCB; however, the sole predictive effect of leader prototypical IFTs became nonsignificant when leader-follower congruence in prototypical IFTs was included as a predictor. The results, which were obtained using polynomial regression and response surface analysis, showed that when leaders and followers held congruent prototypical IFTs, a high level of prototypical IFTs was related to higher levels of both leader support and follower OCB. Therefore, leaders' IFTs, followers' IFTs, and the congruence between these factors should all be taken into account in attempts to facilitate follower OCB. [ABSTRACT FROM AUTHOR]

This study investigates how open innovation (OI) functions in the Thai food industry, focusing on the direct and indirect effects of leader support (LS) on OI through organizational culture (OC), intellectual property (IP), and collaboration (CO). The study employs a sample size of 380 units and utilizes path analysis and bootstrapping techniques to assess the relationships among the variables. The results indicate that LS has a significant direct impact on OI, with OC, IP, and CO serving as crucial mediators. Specifically, OC acts as a mediator, with IP and CO following, emphasizing their substantial indirect impacts on OI. OC, IP, and CO act as mediators, emphasizing their substantial indirect impacts on OI. These findings underscore the importance of effective LS in fostering a culture of innovation within the Thai food industry, where traditional recipes intersect with modern culinary trends. By elucidating the mechanisms through which LS influences OI, this study offers practical insights for organizational leaders seeking to stimulate creativity, encourage risk-taking, and foster collaboration in order to ultimately drive innovation and maintain competitiveness in the dynamic landscape of the Thai food industry. This research contributes to the body of knowledge by identifying collaboration as a critical mediator, integrating constructs from leadership, collaboration, and innovation literatures, and validating the mediation model in the context of the Thai food industry.

Research has been scarce when it comes to investigating associations between leader support, teacher self-efficacy (TSE,) and student outcomes. Thus, the objective of the present study was to investigate associations between leader support teacher self-efficacy (TSE), classroom emotional climate (CEC), and literacy skills. Two aspects of TSE were included; self-efficacy to discipline and motivate students. 5810 first graders from 300 classes participated, including their respective class teachers. Analysis was conducted by applying structural equation modeling. Leader support related positively to self-efficacy to discipline and motivate students. Moreover, self-efficacy to discipline and CEC were positively related, and CEC related positively to literacy skills. A significant indirect association was found between the discipline dimension of TSE and literacy skills through CEC. School managers should support employees to increase TSE, as a strong sense of TSE can contribute to a sound CEC and improve literacy skills among children in their early school years. [ABSTRACT FROM AUTHOR]

The evolving landscape of workforce learning underscores the increasing importance of self-directed learning (SDL) within business organizations. SDL shifts the learning responsibility to learners themselves, requiring self-control, self-management, and autonomous motivation. Despite its numerous benefits for both business organizations and workers, it is challenged by the varying degrees of workers' individual self-direction. This literature review aims to articulate the significance of social context – the support from leaders and peers – in facilitating workers' SDL. It highlights leader autonomy support as the key factor of fostering workers' autonomous motivation in SDL. Moreover, it examines the role of learner-peer interactions, including help, feedback, and information seeking, as specific aspects of peer support. These interactions further facilitate positive attitudes towards SDL and advance problem-solving, potentially leading to collaborative learning. The literature review is concluded by outlining possible future research directions. [ABSTRACT FROM AUTHOR]

The purpose of this study is to obtain insight into whether, how and under which circumstances a novel workplace intervention works. This intervention aims to strengthen the supportive behaviour of Dutch supervisors in promoting the work participation of employees with common mental health problems (CMHPs), provided by occupational health professionals (OHPs). In a mixed-methods realist design, we evaluated changes over time, reasoning that supportive behaviour would be changed through motivation and skills and we explored how mechanisms of change may be triggered by personal, environmental and intervention factors. Compared to baseline (n = 92), self-reported supportive behaviour of supervisors increased post-intervention (n = 65, 3 months) and increased significantly post-follow-up (n = 56, 6 months). A statistically significant regression model (R2 = 0.29) indicated that factors such as increased self-efficacy and skills, being assessed as supervisor on sick leave numbers, previous collaboration between OHP and supervisor, and having dealt with CMHP before were positively related to the changes in supervisors’ supportive behaviour. According to supervisors, working mechanisms on the interpersonal level were the OHPs’ expertise and trust and the co-supervisors collective efficacy. On the individual level, mechanisms were self-efficacy, willing to improve and skills to act. Enabling circumstances to trigger those mechanisms were being given time and structural, low-key access to OHP expertise, in a safe learning climate. This preventive, multifaceted, action-oriented workplace intervention had a positive impact on supervisor support in promoting work participation among employees with CMHP. These findings may encourage employers to invest in supervisors’ capacity, thereby enabling employees with CMHP to keep working and perform well in their jobs.

Creativity is an important resource for companies and social sustainability in organizational development is well advised to include employees’ ideas. While even employees, who are not required to be creative, can develop valuable ideas, there is limited knowledge about ideas that go beyond existing job role expectations. To address this issue, we investigated extra-role creativity, a theoretically assumed creativity dimension aiming to understand its link to innovation taking social facilitating factors into account. We applied a mixed-method approach with two studies: (a) a qualitative interview study with nine employees from a German transport and logistics organization to get in-depth insights and develop a model of extra-role creativity and its connection to innovation, and (b) a questionnaire study with 141 employees from that organization in which we tested quantitatively parts of our previously developed model. Results supported the theoretical assumptions about extra-role creativity. They further highlighted the particular function of employees and leaders as social influences: First, the team's support for innovation facilitated extra-role creativity to be voiced and, second, a leader's support was essential for voiced ideas to get implemented. Limitations and implications are discussed.

While there have been recent trends in investigating the role of leader support on technological integration, such research in educational settings is rare. Moreover, the attention paid towards investigating leadership support for the integration of technological changes in education has not led to the explicit specification of what support teachers would entail from their mid-level academic leaders regarding the current challenge of ITLTs-low uptake in developing countries. Therefore, the present study investigates the influence of leader support and integration of ITLTs among academicians of the selected Tanzanian universities, mediating the effect of the Technological Knowledge Level (TKL). A questionnaire was used as the main collection tool to collect data from 192 academic staff. The study used Structural Equation Modeling (SEM) to analyse the extent to which leader support influences the integration of ITLTs, mediated by the TKL when controlled for demographic factors such as age, gender, and ITLTs prior knowledge. The yielded results reveal that the integration of ITLTs among academics is positively influenced by leader support; the higher the support the academics receive from their leaders, the better the integration of ITLTs. Furthermore, the perceived leader support is also predictive of academicians' technological knowledge level; however, no significant effect of technological knowledge level was found when mediating the two variables, indicating that leaders support strongly influenced the integration of ITLTs. This study, therefore, proves the inclusive findings and extends the research on the potential of mid-level academic leadership to bring about educational change in higher learning and thus, enhance the integration of ITLTs. [ABSTRACT FROM AUTHOR]

This study aims to enhance our understanding of the relationship between team innovation climate within the purchasing team and the level of purchasing involvement in open innovation (OI) initiatives. Previous research in psychology and management has documented the impact of team climate on innovation capacity. Furthermore, the purchasing function has been recognised as a bridge between internal and external resources in OI. However, to date, research has not examined the link between the team innovation climate and the role of the purchasing function in OI initiatives. To address this gap, we studied a sample of 258 purchasing teams across industries in France based on a self-audit and questionnaire using established team innovation climate scales. From our analyses, four dimensions of the purchasing team climate towards innovation emerge: the team cohesiveness, the team creativity, the leader support for innovation and the institutional support for innovation. We subsequently conduct regression and necessary condition analysis. Our results show that institutional support is both necessary and positively related to involvement. Moreover, purchasing's ability to contribute to inbound OI is constrained by each of the four dimensions of the team innovation climate, to various extents. Our work thereby elucidates the individual elements and the collective impact of the team innovation climate that enable the exploitation of the innovative potential of suppliers through purchasing's bridge function between external and internal innovation actors providing new insights into the human side of OI at team level. Managerial Highlights • Team innovation climate plays an important role in the management of open innovation. • Team innovation climate influences the purchasing team's involvement in open innovation projects of its firm i.e. the way its open innovation is managed. • There are four dimensions affecting the purchasing team innovation climate: institutional support, team leader support, team creativity and team cohesiveness. • High levels of involvement of the purchasing function do not occur without at least medium levels of these four dimensions. • Only institutional support is directly and positively related to the increasing level of involvement of purchasing in open innovation initiatives. [ABSTRACT FROM AUTHOR]

Although research on High-Performance Work Systems (HPWS) has been studied predominantly from the perspective of organizations, recent work calls for the need to incorporate the perceptions of HPWS by employees. Drawing on assertions from social exchange and signaling theory, we propose that employees' perception of HPWS (PHPWS) will promote innovative behaviors through perceived organizational support (POS). Furthermore, the positive relationship between PHPWS and innovative behaviors will strengthen when employees are supported by their leader. Hypotheses are tested with a sample of 714 employees from 10 South Korean firms. Results indicate that employees' PHPWS have positive associations with POS and innovative behavior, and that POS mediates this positive relationship. Moreover, we found that a positive relationship between their POS and innovative behavior and the indirect effect of PHPWS on innovative behavior via POS were even more strengthened by perceived leader support, confirming its moderating effect. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

The purpose of this research is to discover the impact of leadership support and life satisfaction on job performance in the banking industry and to contribute to the literature in this area. A questionnaire was applied to 355 bank employees. Statistical analyzes were made via the "SPSS 23 for Windows" program. Demographic data were classified according to age, gender, marital status, and educational status and analyzed by Pearson Correlation Test, multiple/two-stage regression analysis. In the light of the findings, it is concluded that leader support and life satisfaction can positively affect job performance. The author anticipates that the research can contribute to the existing literature as well as the results of previous studies.

Singkawang City is one of the cities in The Province of West Kalimantan that has implemented E-Procurement as a system for goods and services procurement. The process of procuring goods and services in Singkawang City can be accessed through the integrated online official website. Potential problems still arise in the process of procuring goods and services starting from planning, preparation, selection of suppliers, and handover of goods / services. The purpose of this study was to investigate readiness from local government officials of the Singkawang City in carrying out the e-procurement process. Support from leaders is needed so this system can run smoothly. The research data are primary data derived from questionnaires survey. From all government institutions in Singkawang City, there are 35 Procurement Service Unit staffs and all of them are taken as respondents in this study. The data collected was processed by linear multiple regression. The results showed that the implementation of e-procurement had a significant positive effect on the effectiveness of the procurement of goods and services and leader support was proven to be a strengthened variable to the effect of the implementation of e-procurement on effectiveness of the goods and services procurement.

This longitudinal research explores team cohesion as a potential mediator explaining the associations between agreeableness as a personality trait and well-being. Additionally, the study examines whether the leader offering support moderates the mediating role of perceived group cohesion. The sample consists of male military personnel (N = 648) from six different units. The longitudinal design examined two time points, T1 and T2, during the soldiers' training period. The PROCESS macro for SPSS was utilized to determine the significance of the moderator and the mediation effect. The results indicate that an agreeable personality and team cohesion at T1 predicted increased well-being at T2 (two months later). In addition, the moderated mediation hypothesis was significant, indicating that when leaders offered more support, the indirect link between an agreeable personality and well-being via team cohesion was stronger than when they offered less. The findings suggest that an agreeable personality and leader support are important in the organizational domain, and these variables promote well-being. By understanding the contribution of both external and internal sources of support to soldiers' well-being, intervention plans can be developed to lessen the stressors of their mental well-being and help them reach their maximum potential. [ABSTRACT FROM AUTHOR]

This study aimed to explore predictors of Chinese university faculty's occupational well-being in the reshaped work environment. To achieve this aim, the job demands-resources model was utilized to test the relationships of job demands (work–family conflict) and job resources (leader support) to occupational well-being among 375 university faculty (145 males and 230 females) at a comprehensive research university in China. We further intended to extend the theory by incorporating personal demands (the perfectionism personality) within the research model. Results indicated work–family conflict was indirectly related to job satisfaction via the mediator of emotional exhaustion. Leader support was indirectly related to job satisfaction via the mediators of emotional exhaustion and work engagement. The two perfectionism dimensions (concerns and strivings) functioned differently in the model. The concerns dimension positively predicted exhaustion but was nonsignificant for engagement. By contrast, the strivings dimension positively predicted engagement but was nonsignificant for exhaustion. [ABSTRACT FROM AUTHOR]

Our study aims to analyze the impact of organizational and leader support on eco-friendly commitment and ecofriendly behavior. This study depends on a survey of 325 respondents from the government and private offices in Indonesia. Partial Least Squares-Structural Equation Modelling was employed to test the hypotheses. The results perform organizational support has a positive impact on eco-friendly commitment. It also has an indirect effect on eco-friendly behavior through eco-friendly commitment. Similarly, the Sobel test demonstrates that eco-friendly commitment has also mediated organizational support and eco-friendly behavior relationship. However, leader support has no direct impact on eco-friendly commitment. In addition, our empirical findings demonstrated that leader support has no an indirect effect on eco-friendly behavior. The Sobel test also revealed that eco-friendly commitment has no mediating effect on leader support and eco-friendly behavior relation. To sump it up, eco-friendly commitment plays mediating role to support the green office behavior in Indonesia. [ABSTRACT FROM AUTHOR]

This study investigates how open innovation (OI) functions in the Thai food industry, focusing on the direct and indirect effects of leader support (LS) on OI through organizational culture (OC), intellectual property (IP), and collaboration (CO). The study employs a sample size of 380 units and utilizes path analysis and bootstrapping techniques to assess the relationships among the variables. The results indicate that LS has a significant direct impact on OI, with OC, IP, and CO serving as crucial mediators. Specifically, OC acts as a mediator, with IP and CO following, emphasizing their substantial indirect impacts on OI. OC, IP, and CO act as mediators, emphasizing their substantial indirect impacts on OI. These findings underscore the importance of effective LS in fostering a culture of innovation within the Thai food industry, where traditional recipes intersect with modern culinary trends. By elucidating the mechanisms through which LS influences OI, this study offers practical insights for organizational leaders seeking to stimulate creativity, encourage risk-taking, and foster collaboration in order to ultimately drive innovation and maintain competitiveness in the dynamic landscape of the Thai food industry. This research contributes to the body of knowledge by identifying collaboration as a critical mediator, integrating constructs from leadership, collaboration, and innovation literatures, and validating the mediation model in the context of the Thai food industry. [ABSTRACT FROM AUTHOR]

The performance on employees of Human Resources Development Agency in West Kalimantan can be said to be not optimal when viewed from the accuracy of their internal reporting The results of this study can be concluded: 1) there is an influence of leader support on organizational commitment of employees of the Human Resource Development Agency in West Kalimantan. It can be proven empirically that the higher the suitability between the leader's support and its members, it will increase organizational commitment to employees; 2) there is the influence of leaders' support on the performance of employees of the Human Resources Development Agency in West Kalimantan; 3) there is an influence of competence on organizational commitment of employees of the Human Resource Development in West Kalimantan. This is the higher competence of employees, the higher the commitment of employees of the human resource development in West Kalimantan. There is the influence of competence on the performance of employees of the Human Resource Development Agency in West Kalimantan; 4) there is an organizational influence on the performance of employees of the Human Resources Development Agency in West Kalimantan.

The purpose of the study. The goal of this research was to see how leadership support for sports infrastructure affected the frequency with which people participated in sports. Materials and methods. Tests and observations were used as data collecting strategies. The data was descriptively and qualitatively examined. Results. The study's findings demonstrate that while Pahlawan University's infrastructure does not meet all of the requirements, it is already usable. Conclusions. Although there is leadership support, it is still insufficient, causing current participants to underutilize existing infrastructure owing to the civitas' hectic working hours.

Purpose: As organizations look to the future, many are planning a hybrid working model where employees split their working time between in-office and remote work. The shift to a hybrid workplace is a significant change. While requiring vision, budgets, and talents to produce positive results, every change is particularly dependent on the presence of supportive leaders who build a safe psychological environment to motivate people and ensure their involvement and commitment. The aim of this paper is to review recent empirical studies on key antecedents of employee responses to organizational change through which leaders shape a supportive environment for change. Design/methodology/approach: The review includes empirical studies from different disciplines, published between 2015 and 2021. Findings: The analysis shows that trust in leaders is an important enabler of organizational change. Perceived justice, communication, and psychological empowerment also feature prominently in the recent studies, and, together with trust, play an important role between leadership and positive employee responses toward change. Practical implications: Managers can considerably improve the success rate of their change initiatives by having insight into what key factors have impact on employees’ attitudes toward organizational change. They can build on them to create and develop an environment that motivates individuals and ensures their involvement and commitment to change. Originality/value: This article provides insights into the key factors influencing employee attitudes toward organizational change, which have recently attracted the attention of the scientific community across different disciplines. It also includes a research agenda proposal highlighting opportunities for future studies on leadership in organizational change. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic significantly impacted the mental, emotional and psychological health of Frontline nurses. This study examines the impact of fear of COVID-19 on nurses' turnover intention, secondary trauma, and psychological distress. Additionally, we explore the possible moderating variable, i.e., leadership support that may compensate for the negative impact of fear of COVID-19 on the nurses' turnover intention, secondary trauma, and psychological distress. Initially, 700 nurses were contacted; however, the response of 380 nurses was received. It is found that fear of COVID-19 significantly affects nurses mental health. We concluded that hospital administrations should support, encourage and motivate Frontline nurses to reduce negative emotional and mental health issues. [ABSTRACT FROM AUTHOR]

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Radical innovation is a fundamental approach to achieving sustainable and competitive advantage. However, existing studies have not adequately explored the antecedents of radical innovation; in particular, consideration of leadership factors in a Chinese context is lacking. Ambidextrous leadership provides a new perspective for explaining radical innovation. In this study, we developed a moderation model and tested it with three‐wave data of 511 employees from the Chinese mainland, linking ambidextrous leadership with radical innovative capability. The results support our hypotheses that high‐empowering–low‐directive leadership (punctuated ambidextrous leadership) is more beneficial for radical innovation, and strong leader support can strengthen this effect. However, our hypothesis that simultaneous ambidextrous leadership influences positively radical innovation capability was not supported. These findings indicate that leaders should change their original conservative and directive strategies to enhance radical innovative capability. [ABSTRACT FROM AUTHOR]

COVID-19 has emerged as one of the deadliest and most disruptive events in recent human history. Drawing from political science and psychological theories, we examine the effects of daily confirmed cases in a country on citizens' support for the political leader through the first 120 d of 2020. Using three unique datasets which comprise daily approval ratings of head of government (n = 1,411,200) across 11 world leaders (Australia, Brazil, Canada, France, Germany, Hong Kong, India, Japan, Mexico, the United Kingdom, and the United States) and weekly approval ratings of governors across the 50 states in the United States (n = 912,048), we find a strong and significant positive association between new daily confirmed and total confirmed COVID-19 cases in the country and support for the heads of government. These analyses show that political leaders received a boost in approval in the early months of the COVID-19 pandemic. Moreover, these findings suggest that the previously documented "rally 'round the flag" effect applies beyond just intergroup conflict. [ABSTRACT FROM AUTHOR]

The decline in environmental quality is a global issue today, the biggest contributor to environmental degradation is industrial waste. For this reason, this study aims to measure the green behavior of industrial employees and their impact on employee performance. This research is very important role in developing a conceptual and practical model in improving employee performance based on green behavior. This research uses quantitative methodology through a structural equation model approach. Primary data were obtained from industrial employees by distributing a list of structured questions with purposive sampling. The results of this study found that there was a significant relationship between organizational culture and green behavior, a significant relationship between leader support and green behavior, a significant relationship between leader support and employee performance, and a significant relationship between green behavior and employee performance. Green behavior of employees can be a solution in improving employee performance while helping to deal with the adverse effects of climate change. This research model can contribute to the development of the concept of green behavior and for managers to be used as a reference in making decisions on employee behavior engineering towards green behavior. [ABSTRACT FROM AUTHOR]

Organizational commitment is a psychological concept that expresses the feelings of belonging and loyalty. Commitment and leader support can increase job satisfaction, but factors such as economic crises, epidemics, globalization increase socio-economic problems such as unemployment and productivity loss. In this context, leader support such as career development, information sharing, feedback and finding solutions to the problem may cause employees to feel valuable and to make effort. This research shows that a leader-manager is the person who not only maintains the current period but also understands employee behaviors and reactions. As an effect of this research, employees do not see their job as compulsory, but find it meaningful and consequently job satisfaction may increase. The purpose of this research is to examine the mediating effect of leader support in the effect of organizational commitment on job satisfaction. For this purpose, a questionnaire was conducted with 126 blue-collar workers in textile company in Istanbul. In the analysis of research data, SPSS 21 statistical software and multiple regression method were used. As a result of the research, the mediating role of leader support in the effect of organizational commitment on job satisfaction has been determined. This research also contributes to researchers, employers and employees in the field of human resource, productivity and organizational behaviour. [ABSTRACT FROM AUTHOR]

The implementation of sustainable corporate energy-saving behaviors (CESB) is key initiatives to ease the pressure on energy resources and reduce the impacts of climate change. This paper constructed a quantitative research model of how perceived organizational green climate (POGC) and CESB promote each other using eastern and central China as an example, analyzing 859 valid questionnaires. Using a combination of analytical techniques such as multiple linear regression, partial least squares-structural equation model (PLS-SEM) and multi-group comparisons, the following findings were found. (1) Companies are more likely to implement day-to-day energy efficiency management practices than deeper social energy-saving behaviors (SEBs). (2) POGC effectively promotes the implementation of CESB and its sub-types, with member environmental perceptions having a mediating effect in some of pathways. (3) Behavioral implementation has a feedback effect on POGC and members' environmental cognition (MEC), in which leaders play a moderating role. (4) There is heterogeneity in the degree of industry pollution in their mutual reinforcement relationships. Finally, relevant recommendations are proposed to promote corporate energy-saving. [Display omitted] • Distinguish between corporate investing, managing & social energy-saving behavior • Introducing stimulus-organism-response theory to organizational behavior • An integrated model to explore the relation between green climate and energy saving • Multi-group comparison revealed the heterogeneity in industry pollution levels. • Promoting the implementation of sustainable corporate energy-saving behavior [ABSTRACT FROM AUTHOR]

Günümüz rekabet ortamında iş yaşamı ile aile yaşamı arasındaki etkileşim artmıştır. İşten aileye ve aileden işe yansıyan doğrudan ve dolaylı etkiler çalışanların tutum ve davranışında etkili olmaktadır. Duyguların iş yaşamındaki önemi giderek artmakta ve çalışan performansını etkilemektedir. Bu kapsamda; eğitim sektöründe iş-aile yaşam çatışması- duygusal emek ilişkisinin belirlenmesi ve bu ilişkide lider desteğinin aracılık rolünün olup olmadığını belirlenmesine yönelik ampirik bir çalışma yapılmıştır. Çalışma sonucunda iş-aile ve aile iş çatışması ile duygusal emek arasında bir ilişki olduğu ve lider desteğinin bu ilişkide aracılık rolü üstlenmediği belirlenmiştir.

• Leader passive management by exception negatively predicts safety climate strength. • Low safety climate strength increases employee' conscientiousness-role clarity link. • Strong relationship across time for both safety climate and safety climate strength. • Leader support fails to predict safety climate or safety climate strength. Safety researchers and practitioners seeking to have a long lasting impact on important variables such as safety climate typically investigate constructs operating within the immediate organisational environment such as leader support. These frequently have an impact on individual level perceptions. This paper contributes to theoretical development in this area by examining the impact of positive forms of leader support and negative forms such as passive management by exception on safety climate and safety climate strength (i.e. consistency in safety climate perceptions within a group). Results provide strong evidence for the negative influence of passive management by exception on safety climate strength across time and concur and support previous research demonstrating significant positive relationships between safety climate perceptions across time. Importantly, the impact of passive management by exception on safety climate strength flowed through to a cross-level moderation of the relationship between individual conscientiousness and role clarity suggesting that both leaders and safety climate strength fundamentally change individual behaviour. The results suggest an important potential for intervention work specifically correcting leadership styles which are passive to instead encourage proactivity in order to improve group safety climate strength and individual role clarity. In addition, the results indicate that safety climate constructs are highly related across time and efforts to change perceptions may lie earlier in the nomological network. [ABSTRACT FROM AUTHOR]

Utilizing the Social Cognitive Career Theory (SCCT) as the theoretical framework, this study proposed a moderated mediation model investigating the complex functioning mechanisms of how self-efficacy beliefs and leader support can be related to research motivation among Chinese university teachers. A group of 310 Chinese teachers working in different universities completed an online survey. Results from structural equation modeling (SEM) analysis revealed distinct influencing paths from the predictor variables (i.e., self-efficacy and leader support) to the outcome variables (i.e., intrinsic and extrinsic research motivation). Specifically, self-efficacy beliefs predicted both mastery and performance goal orientations; mastery goal orientation, in turn, positively affected intrinsic and extrinsic research motivation. In contrast, leader support was non-significant for the both types of goal orientations, but exerted strong direct influences on the both types of research motivation. Bootstrapping methods in SEM showed that it was primarily the mastery goal orientation that mediated the relationships between self-efficacy beliefs and research motivation. Furthermore, the results from the SEM and simple slope analysis revealed that leader support moderated the association between self-efficacy and extrinsic research motivation. [ABSTRACT FROM AUTHOR]

This study tested the moderation effect that leader support had on the relation between a family-supportive work environment (FSWE) and work–family conflict (WFC) in the Portuguese Navy. Data were collected through the application of a questionnaire to 260 career Navy junior and senior officers. Results indicated that a positive relation existed between the FSWE and WFC, being so that more FSWE related to more WFC. When bringing leader's support to the subject, the only relation found was between leader support and WFC in which less leader support related to more WFC. The results didn't back up the hypothesis that leader support had a positive moderating impact on the relationship between an FSWE and WFC. Given this, the results are discussed considering the theory on WFC and possible implications for future research and practice are presented for the Portuguese Navy. [ABSTRACT FROM AUTHOR]

The study examines the extent to leader's support mediating effect of leader-member exchange on job satisfaction. In this study questionnaire was used as data collection method. The research data was collected 338 employees from 72 manufacturing companies which are over 50 employees in East Marmara Region. The results of the research shows; Leader's emotianal support, and pratical support effect on LMX. It is also found that only leader's knowledge support is the most important predictor of job satisfaction. In addition, LMX increase job satisfaction too. [ABSTRACT FROM AUTHOR]