Фрагменти до біографії І. Мазепи

Мета цієї статті увести до наукового обігу три документи, які стосуються життя й діяльності І. Мазепи. Перший з них нами було виявлено у польських архівосховищах. Автором цього листа, адресованого, очевидно, королеві Яну III Собеському, був учасник посольства Речі Посполитої до Москви, яке очолював вармінський біскуп і коронний канцлер Августин Міхал Радзейовський. Лист важливий тим, що проливає світло на малознаний період біографії Івана Мазепи, коли той був генеральним осавулом на лівобічній Гетьманщині. Другий і третій документи мають меншу цінність. Один з них - це типова рукописна газета - “новина”, у якій повідомляється про польсько-російські переговори у Варшаві у 1695 р. у зв’язку з азово-дніпровськими походами, у котрих визначну роль відіграли українські війська на чолі з гетьманом Іваном Мазепою. Автором наступного документа був Лаврентій Крщонович, визначний церковний діяч, ігумен деяких православних монастирів Гетьманщини, зокрема Свято-Троїцького Іллінського у Чернігові

How Do Employees Perceive Corporate Responsibility? Development and Validation of a Multidimensional Corporate Stakeholder Responsibility Scale

Recent research on the microfoundations of corporate social responsibility (CSR) has highlighted the need for improved measures to evaluate how stakeholders perceive and subsequently react to CSR initiatives. Drawing on stakeholder theory and data from five samples of employees (N = 3,772), the authors develop and validate a new measure of corporate stakeholder responsibility (CStR), which refers to an organization’s context-specific actions and policies designed to enhance the welfare of various stakeholder groups by accounting for the triple bottom line of economic, social, and environmental performance; it is conceptualized as a superordinate, multidimensional construct. Results from exploratory factor analyses, first- and second-order confirmatory factor analyses, and structural equation modeling provide strong evidence of the convergent, discriminant, incremental, and criterion-related validities of the proposed CStR scale. Two-wave longitudinal studies further extend prior theory by demonstrating that the higher-order CStR construct relates positively and directly to organizational pride and perceived organizational support, as well as positively and indirectly to organizational identification, job satisfaction, and affective commitment, beyond the contribution of overall organizational justice, ethical climate, and prior measures of perceived CSR

The mediating role of discrete emotions in the relationship between injustice and counterproductive work behaviors:a study in Pakistan

Purpose: Our study explores the mediating role of discrete emotions in the relationships between employee perceptions of distributive and procedural injustice, regarding an annual salary raise, and counterproductive work behaviors (CWBs). Design/Methodology/Approach: Survey data were provided by 508 individuals from telecom and IT companies in Pakistan. Confirmatory factor analysis, structural equation modeling, and bootstrapping were used to test our hypothesized model. Findings: We found a good fit between the data and our tested model. As predicted, anger (and not sadness) was positively related to aggressive CWBs (abuse against others and production deviance) and fully mediated the relationship between perceived distributive injustice and these CWBs. Against predictions, however, neither sadness nor anger was significantly related to employee withdrawal. Implications: Our findings provide organizations with an insight into the emotional consequences of unfair HR policies, and the potential implications for CWBs. Such knowledge may help employers to develop training and counseling interventions that support the effective management of emotions at work. Our findings are particularly salient for national and multinational organizations in Pakistan. Originality/Value: This is one of the first studies to provide empirical support for the relationships between in/justice, discrete emotions and CWBs in a non-Western (Pakistani) context. Our study also provides new evidence for the differential effects of outward/inward emotions on aggressive/passive CWBs

Perceived Cohesion and<br />Opportunistic Behaviors: Evidence from Franchised Chains

International audienc

Deviation from Standards and Information Withholding in Franchising Firms: The Role of Perceived Task Cohesion

International audienc

Synergy or substitution? The interactive effects of insiders’ fairness and support and organizational socialization tactics on newcomer role clarity and social integration

Drawing on fairness heuristics theory (Lind, 2001) and cue consistency theory (Maheswaran & Chaiken, 1991; Slovic, 1966), we test a moderated mediation model that examines whether the institutionalization of organizational socialization tactics enhances or constrains the beneficial effects of supervisory and coworker-referenced justice and support on newcomer role clarity and social integration. The findings of a three-wave study of 219 French newcomers show that although institutionalized tactics strengthen the positive indirect effects of supervisory interpersonal and informational justice on role clarity, via perceived supervisor support, it also acts as a substitute that weakens the positive indirect effect of coworker-referenced interpersonal justice on social integration, via perceived coworker support. Implications of the findings for socialization research and practice are discussed