A cross-cultural study of the relationship between organizational justice and organizational commitment: China, South Korea, and Australia

Organizational justice is a major concern of employees. It has been suggested that it is related to organizational commitment, which is one of the most important employee attitudes reflecting the quality of the employee-organization relationship. However, insufficient is known about this relationship and its mechanism in cross-cultural contexts. Additionally, most justice research investigates North America or conducts comparisons between North America and other cultures. To better contribute to this area, this thesis further examines the justice–commitment relationship focusing on China, South Korea, and Australia. Data were collected from university employees of the three countries/cultures. Analyses were based on three models, and examined effects across the three countries/cultures. The first model compared organizational commitment’s relationships with distributive and procedural justice, and the mediating effect of trust in the organization in these relationships. The second model simultaneously examined the moderating roles of two cultural values (individualism and power distance), and the mediating role of trust in organizational commitment’s relationships with distributive justice and procedural justice. Using a similar approach, the third model employed two cultural orientations (Doing and Mastery cultural orientations), which have not previously been examined in this context, as moderators to test the unmediated and trust-mediated justice–commitment relationships. Results revealed a number of significant cross-cultural differences in the relationship between justice and commitment and the trust-mediated mechanism. All four cultural values/orientations at least partially moderated the first stage of the justice–trust–commitment relationship. Although strong evidence for cross-cultural differences in the moderating effects of cultural values/orientations was not obtained, the small proportion of significant moderating effects also provide some interesting findings. This thesis extends our knowledge of the justice–commitment relationship through the use of more refined approaches, the investigation of the Asia-Pacific region, and the simultaneous study of China, South Korea, and Australia. It largely confirms previous cross-cultural justice literature, informing the generalizability of justice research to this relatively new context. More importantly, it initiates a new perspective in the area of justice by integrating culture and justice using a mediation-moderation combination. Further, consideration of cultural aspects as attributes of the individual as well as the society, through individual-level and societal-level comparisons of the justice–commitment relationship and its mechanism, have added new knowledge (e.g., the roles of Doing and Mastery cultural orientations) that is useful for further development of theories linking culture and fairness issues

Building cultural intelligence through supervisor support: Social exchange and subjective career success as mediators and organizational support as a moderator

This study offers a new perspective on how organizational factors influence migrant workers’ cultural intelligence (CQ) by examining a moderated mediation model of the mechanism underlying the relationship between perceived supervisor support and CQ. We tested our model using a survey on a sample of 462 migrants. We found that employees’ social exchange and subjective career success mediated the relationship between their perceptions of supervisor support and CQ. Further, perceived organizational support moderated the social exchange-CQ relationship, and this relationship was stronger among workers with perceived high organizational support than for those with perceptions of low support. We also found that the indirect effect of employees’ perceived supervisor support on CQ via social exchange was stronger for those with perceived high organizational support than for those with perceptions of low support. This study contributes to a better understanding of factors that foster migrant workers’ abilities to navigate diverse workplaces

Leader-member exchange and subjective well-being: The moderating role of metacognitive cultural intelligence

Purpose: This study examines employees' metacognitive cultural intelligence as a moderator in the relationship between leader-member exchange (LMX) and employees' subjective well-being. Design/methodology/approach: We tested the conceptual model using regression analysis from a sample of 462 migrant workers in Australia. Findings: The results demonstrated that employees' metacognitive cultural intelligence moderated the relationship between LMX and employees' subjective well-being in such a way that the effect was stronger among those employees with lower levels of metacognitive cultural intelligence. Research limitations/implications: The cross-sectional design, with self-reporting at one point in time, could affect a causal relationship among variables, although each relationship was built on strong theoretical perspectives. However, prior research emphasizes that a single source is not considered to be an issue when interactions are examined. Practical implications: One way to improve metacognitive cultural intelligence for global leadership effectiveness could be through the introduction of diversity and cross-cultural training, such as didactic programs provided either in-house or by external institutions. Originality/value: Drawing on Conservation of Resources theory, this paper contributes to the literature by demonstrating that employees' metacognitive cultural intelligence is a boundary condition that alters the strengths of the LMX–subjective well-being relationship

Additional file 1 of Incorporating genetic similarity of auxiliary samples into eGene identification under the transfer learning framework

Additional file 1. Table S1. Number of genes determined by whether the P-values of regression coefficients and TLegene-oScore are less than 0.05. Table S2. Number of genes determined by whether the P-values of regression coefficients and TLegene-fScore are less than 0.05.  Table S3. Number of genes determined by whether the P-values of regression coefficients and TLegene-aScore are less than 0.05. Table S4. Number of genes determined by whether the P-values of regression coefficients and TLegene-HMP are less than 0.05. Table S5. eGenes which identified by TLegene in the all ten TCGA cancers. Figure S1–S9. Comparison of power for the five test methods under the alternative scenarios. Figure S10. Upset plot represents the number of shared eGenes across the ten TCGA cancers. Figure S11. Bar plot represents the percentage of replicated eGenes by the traditional method using linear regression and PancanQTL, respectively. Figure S12. R2 distribution of SNP effects of eGenes identified in TCGA cancers. Figure S13. Result of the KEGG enrichment analysis of eGenes for COAD, LUAD and PAAD. Figure S14. Result of the GO enrichment analysis of eGenes for LUSC, LUAD, BRCA, COAD and PAAD. Figure S15. Enrichment of differentially expressed ones of all identified eGenes in terms of expression level across 54 GTEx tissues in BRCA and STAD. Figure S16. Enrichment of differentially expressed ones of all identified eGenes in terms of expression level across 54 GTEx tissues in COAD, LUAD, LUSC and PAAD. Figure S17. Result of the GO enrichment analysis of eGenes identified in the Geuvadis project. Figure S18. Enrichment of differentially expressed ones of all identified eGenes in terms of expression level across 54 GTEx tissues in Geuvadis

Building cultural intelligence through supervisor support: Social exchange and subjective career success as mediators and organizational support as a moderator

This study offers a new perspective on how organizational factors influence migrant workers’ cultural intelligence (CQ) by examining a moderated mediation model of the mechanism underlying the relationship between perceived supervisor support and CQ. We tested our model using a survey on a sample of 462 migrants. We found that employees’ social exchange and subjective career success mediated the relationship between their perceptions of supervisor support and CQ. Further, perceived organizational support moderated the social exchange-CQ relationship, and this relationship was stronger among workers with perceived high organizational support than for those with perceptions of low support. We also found that the indirect effect of employees’ perceived supervisor support on CQ via social exchange was stronger for those with perceived high organizational support than for those with perceptions of low support. This study contributes to a better understanding of factors that foster migrant workers’ abilities to navigate diverse workplaces

Cognitive cultural intelligence and life satisfaction of migrant workers: The roles of career engagement and social injustice

This paper examines the mediating effect of career engagement on the relationship between cognitive cultural intelligence (CQ) and life satisfaction among international migrant workers in Australia. It also examines the moderating effect of perceived social injustice on the cognitive CQ–career engagement relationship, as well as on the indirect cognitive CQ–life satisfaction relationship via career engagement. Using survey data from four hundred and sixty-two migrant workers in Australia, it was found that cognitive CQ was positively related to life satisfaction and that career engagement mediated this relationship. Social injustice moderated the impact of cognitive CQ on career engagement such that the impact was stronger among those perceiving a higher rather than a lower level of social injustice. Furthermore, the indirect effect of cognitive CQ on life satisfaction via career engagement was also stronger for those perceiving higher social injustice. These findings provide new insights regarding the antecedents of life satisfaction as well as reveal a vocationally relevant mechanism underlying the relationship between cognitive CQ and life satisfaction. The results inform potential practical strategies to enhance the career progression and life satisfaction of international migrant workers

Leader-member exchange and subjective well-being: The moderating role of metacognitive cultural intelligence

Purpose: This study examines employees' metacognitive cultural intelligence as a moderator in the relationship between leader-member exchange (LMX) and employees' subjective well-being. Design/methodology/approach: We tested the conceptual model using regression analysis from a sample of 462 migrant workers in Australia. Findings: The results demonstrated that employees' metacognitive cultural intelligence moderated the relationship between LMX and employees' subjective well-being in such a way that the effect was stronger among those employees with lower levels of metacognitive cultural intelligence. Research limitations/implications: The cross-sectional design, with self-reporting at one point in time, could affect a causal relationship among variables, although each relationship was built on strong theoretical perspectives. However, prior research emphasizes that a single source is not considered to be an issue when interactions are examined. Practical implications: One way to improve metacognitive cultural intelligence for global leadership effectiveness could be through the introduction of diversity and cross-cultural training, such as didactic programs provided either in-house or by external institutions. Originality/value: Drawing on Conservation of Resources theory, this paper contributes to the literature by demonstrating that employees' metacognitive cultural intelligence is a boundary condition that alters the strengths of the LMX–subjective well-being relationship

Thriving at work: A mentoring-moderated process linking task identity and autonomy to job satisfaction

Building on two studies, this research explored thriving at work by considering task identity and autonomy as its antecedents and job satisfaction as its outcome, with a focus on the moderating role of mentoring. Through a three-wave survey conducted among 140 Chinese university students with volunteer work, Study 1 found that task identity and autonomy positively predicted thriving, which in turn was positively related to job satisfaction. This mediation effect of thriving was verified in Study 2 with a sample of 522 Australian student nurses undertaking a clinical placement job. Supporting the moderating role of mentoring, Study 2 also found that the effect of task identity on thriving as well as its indirect effect on job satisfaction via thriving became weaker when the quality of mentoring increased. These results not only offer important theoretical insights by confirming relatively new antecedents of thriving and their boundary condition (i.e., mentoring), but also generate practical implications regarding how to use motivating job characteristics and relational resources to foster positive individuals with enhanced well-being at work

Cultural intelligence and voice behavior among migrant workers: The mediating role of leader–member exchange

This empirical study is the first to explicitly examine cultural intelligence (CQ) as an antecedent of voice behavior and to explore the mediating role of leader–member exchange (LMX) in the CQ–voice relationship. Two hundred and sixty-one usable questionnaires were collected from migrant workers in Australia using an online survey. The data were analyzed with regression analyses and structural equation modeling. Results showed that migrant employees with higher CQ were more likely to engage in voice behavior. The positive relationship between CQ and voice behavior was partially mediated by LMX. These findings verify a relatively new individual antecedent (i.e. CQ) of voice behavior and reveal the underlying mediation mechanism that explains the effects of CQ on employee voice. This study also carries important implications for managing culturally-diverse workforces (i.e. migrant workers) regarding the promotion of voice

Perceived red tape and precursors of turnover: The roles of work engagement and career adaptability

Drawing on job demands-resources theory, we propose that perceived red tape, as a hindrance job demand, triggers attitudinal and behavioral precursors of turnover in employees (turnover intentions and job search behaviors) by reducing their work engagement. In addition, we hypothesize that career adaptability, as a personal resource, buffers the detrimental effects of perceived red tape. In Study 1, three-wave data collected from employees (N = 202) working in Tanzanian public sector organizations supports the finding that work engagement mediates the effect of red tape on turnover intentions. Study 2 confirms this mediation, using data (N = 405) collected at three time points from a Chinese private organization, further verifying the mediating role of work engagement in the effect of red tape on job search behaviors. Supporting the moderating role of career adaptability, Study 2 also found that career adaptability attenuated the influence of red tape on work engagement and, subsequently, on turnover intentions and job search behaviors. Our article theoretically and empirically contributes to the understanding of how and when perceived red tape in organizations leads employees to consider leaving and prepare to leave