Interpersonal affect and host country national support of expatriates: An investigation in China

The purpose of this paper is to examine the role played by host country nationals’ (HCNs) collectivism and the interpersonal affect they develop toward expatriate colleagues, in determining the degree to which Chinese HCNs would be willing to offer role information and social support to expatriates from India and the USA. While empirical studies examining HCN willingness to offer role information and social support have begun to emerge in the expatriate literature, only a couple of studies have included interpersonal affect as a key determinant. Given that interpersonal affect is a key determinant of individuals’ reactions to others, but also a complex construct, the findings confirm the need for organizations to examine how this impacts performance and co-worker interactions in the workplace

Indian nurses in the United Kingdom: a two-phase study of the expatriate-host country national relationship

It is well established that expatriates need support from host country nationals (HCNs) to successfully adjust in their new location, and subsequently perform well on their jobs. Drawing on a sample of 149 Indian nurses in the United Kingdom, this two-phase study illustrates how expatriate-HCN interactions unfold over time (two years). To do this, we draw upon social identity theory and show that effective expatriate-HCN relationship building (i.e., perceived categorization and perceived values similarity) lead to HCN support and, subsequently, expatriate adjustment. Results confirmed that perceptions of categorization and value similarity significantly impacted HCN willingness to offer support. We also find that expatriate age, education level, and time spent in the host country significantly impact adjustment. We discuss theoretical and practical implications and offer suggestions for future research

The moderating effects of transformational leadership and self-worth in the idiosyncratic deals - employee reactions relationship:A study of Indian hospitality industry

Purpose This paper examines the relationship between timing of negotiations and idiosyncratic deals (i-deals) through the moderating effects of core self-evaluations (CSE), and between i-deals and employee reactions through the moderating effects of transformational leadership behaviour (TLB) in the Indian hospitality industry. Design/methodology/approach A total of 275 employees working in 39 companies responded to a self-administered questionnaire. To test the research hypotheses, the methodology of structural equation models was used. Findings The results show that the relationship between before hiring negotiations and i-deals is stronger for those individuals who had low self-worth, due to countervailing forces created by their belief that they may not be eligible for i-deals. In contrast, the relationship between after hiring negotiations and i-deals is stronger for those who had high self-worth, due to their belief that they were entitled to i-deals. Additionally, the research highlights that the relationship between i-deals and employee reactions is stronger for those organisations, which are high on TLB. Research limitations/implications The data does not allow for investigating dynamic causal inferences, because they were collected using a questionnaire at a single point in time, and they were reported in retrospect, raising measurement concerns about recall bias. Practical implications From a managerial point of view, the findings of this study inform that in negotiating both employment conditions and work arrangements, organisations should try to achieve i-deals that are primarily flexibility focused, and that in increasing efficiency organisations should make the employees feel well supported in order to develop more confidence in deploying skills and abilities to address a more open view of their i-deals. Originality/value The study contributes to our understanding about the Indian hospitality industry by utilising the self-enhancement theory in examining whether individual differences moderate the relationship between the timing of negotiations and i-deals, and also by utilizing the social exchange theory to examine whether TLB moderates the relationship between i-deals and employee reactions

HR outsourcing:The impact on HR's strategic role and remaining in-house HR function

Past research on HR outsourcing (HRO) has offered conflicting views about its impact on HR's strategic position. This study highlights the processes by which decisions to outsource HR are made, followed by the processes implemented post such decisions and their effect on the HR function. Using a case study approach and semi-structured interviews (N = 35) within a German subsidiary of a US MNC, we provide a framework of HR processes seeking to achieve standardization in terms of harmonization of HR activities across the subsidiary. The findings reveal that the effects of outsourcing on in-house HR showed a decrease in flexibility of the HR function, a slowdown in processing time of transactional HR as well as a decrease in satisfaction and work intensification for HR managers. Further, it remains questionable as to whether the function of HR was able to enhance its strategic position through outsourcing

Investigating the Serially Mediating Mechanisms of Organizational Ambidexterity and the Circular Economy in the Relationship between Ambidextrous Leadership and Sustainability Performance

In this study, based on a resource-based view, we investigate the influence of ambidextrous leadership (reflected in transformational and transactional leadership styles) on sustainability performance (reflected in economic, environmental, and social performance) through the serially mediating mechanisms of organizational ambidexterity (reflected in explorer and exploiter attributes) and the circular economy (reflected in fields of action). By applying structural equation modelling analyses to survey data collected from private and public Greek organizations, which operate in manufacturing, services, and trade sectors, under an externally dynamic environmental context, we found that (a) organizational ambidexterity and the circular economy fields of action positively mediate the relationship between ambidextrous leadership and sustainability performance and (b) the mechanism originating from transformational leadership has a higher impact on sustainability performance compared to the mechanism that originates from transactional leadership. Accordingly, this study addresses the aspect of the special issue that refers to modern approaches to management and leadership for sustainable business performance research and makes several theoretical and practical implications. © 2023 by the authors

A trilogy of organizational ambidexterity:Leader’s social intelligence, employee work engagement and environmental changes

By proposing an integrative multilevel framework, this paper analyzes the simultaneous impact of two internal micro-antecedents (i.e., leader’s social intelligence and employee’s work engagement) and one external macro-antecedent (i.e., dynamically changing environment) of organizational ambidexterity on two dimensions of organizational performance (i.e., creativity and productivity) through the simultaneous pursuance of organizational exploration and exploitation by firms. The analysis is based on a sample of 657 Greek employees working in 99 private organizations, by adopting a multi-level structural equation modeling via Mplus. The findings reflect that leader’s social intelligence has higher positive impact on creativity through exploration activities, compared to productivity through exploitation activities. Additionally, the dynamically changing environment has a lower positive impact on creativity compared to the positive impact on productivity. This study contributes to the field of ambidexterity and behavioral integration literature by simultaneously examining micro- and macro-antecedents and consequences of organizational ambidexterity

Idiosyncratic deals in less competitive labor markets: testing career i-deals in the Greek context of high uncertainties

This study investigates the impact of pre-hiring (ex-ante) and after-hiring (ex-post) negotiation on organizational citizen behavior (OCB), through three serially connected relationships: (1) between the timing of negotiation and career i-deals (idiosyncratic deals), moderated by feelings of self-worth; (2) between career i-deals and OCB, mediated by psychological contract fulfillment, and employee organizational commitment; and (3) between employer and employee psychological contract fulfillment, mediated by employee organizational commitment. To do so, it utilizes the social exchange theory, and a sample of 1768 employees working within 162 private organizations in the current context of high economic and financial uncertainties in Greece. Using a comprehensive framework tested by structural equation multilevel modeling, the study conclusions imply that in the less-competitive labor market of Greece, (a) core self-evaluation (CSE), which reflect individual differences, do not moderate the relationship between timing of negotiation and career i-deals, but independently predicts career i-deals; (b) career i-deals influence psychological contract expressed in promises fulfillment (PF); employee organizational commitment constitutes the binding epicenter of the relationships between employer and employees PF and between career i-deals and OCB. Based on these findings, the study has several theoretical and practical implications for high uncertainty contexts

Drf1-dependent Kinase Interacts with Claspin through a Conserved Protein Motif

The Dbf4/Drf1-dependent kinase (DDK) is required for the initiation of DNA replication in eukaryotes. Another protein, Claspin, mediates the activation of a cellular checkpoint response to stalled replication forks and is also a regulator of replication. In this study, we found that DDK phosphorylates Claspin in vitro and forms a nuclear complex containing Cdc7, Drf1, and Claspin in Xenopus egg extracts. In addition, purified Claspin and DDK are capable of a direct in vitro interaction. We identified a conserved binding site on Claspin required for its interaction with DDK. This site corresponds to the first of two sequence repeats in the Chk1-binding domain of Claspin. Furthermore, we have established that two amino acids in this motif, Asp^(861) and Gln^(866), are essential for the interaction between Claspin and DDK. We found that mutant forms of Claspin incapable of interacting with DDK are still able to associate with and activate Chk1 in response to DNA replication blockages. However, Claspin-depleted egg extracts that have been reconstituted with these mutants of Claspin undergo DNA replication more slowly. These findings suggest that the interaction of DDK with Claspin mediates a checkpoint-independent function of Claspin related to DNA replication

Histological changes in intra-oral skin flaps

This review outlines the histological features of intra-oral skin flaps and their pathology as encountered in a routine head and neck diagnostic histopathology service. Problems in recognising and interpreting unfamiliar and complex appearances, and areas of diagnostic and prognostic uncertainty, are highlighted

Displacement and re-accumulation of centromeric cohesin during transient pre-anaphase centromere splitting

The ring-shaped cohesin complex links sister chromatids until their timely segregation during mitosis. Cohesin is enriched at centromeres where it provides the cohesive counterforce to bipolar tension produced by the mitotic spindle. As a consequence of spindle tension, centromeric sequences transiently split in pre-anaphase cells, in some organisms up to several micrometers. This ‘centromere breathing’ presents a paradox, how sister sequences separate where cohesin is most enriched. We now show that in the budding yeast Saccharomyces cerevisiae, cohesin binding diminishes over centromeric sequences that split during breathing. We see no evidence for cohesin translocation to surrounding sequences, suggesting that cohesin is removed from centromeres during breathing. Two pools of cohesin can be distinguished. Cohesin loaded before DNA replication, which has established sister chromatid cohesion, disappears during breathing. In contrast, cohesin loaded after DNA replication is partly retained. As sister centromeres re-associate after transient separation, cohesin is reloaded in a manner independent of the canonical cohesin loader Scc2/Scc4. Efficient centromere re-association requires the cohesion establishment factor Eco1, suggesting that re-establishment of sister chromatid cohesion contributes to the dynamic behaviour of centromeres in mitosis. These findings provide new insights into cohesin behaviour at centromeres