A cross-cultural examination of the relationships among human resource management practices and organisational commitment: an institutional collectivism perspective

Previous research has shown that human resource management (HRM) practices vary across cultures. However, little research has empirically compared the effects of various HRM practices on firm-level or individual-level outcome variables across cultures. Drawing upon psychological contract theory and the literature on cultural values, the present study examined the effects of three organisational-level HRM practices on individual organisational commitment in a survey of 2424 individuals in 120 organisations located in four countries and three industries. Based upon the GLOBE study, we classified the four countries into two groups – high versus low institutional collectivism. The results of our hierarchical linear modelling (HLM) analyses found significant differences in the effects of organisational-level HRM on individual organisational commitment across cultures for two of the three HRM practices included in our model: training and teamwork. We also found partial support for differences across cultures for the effects of the third HRM practice: employee involvement in decision making. Overall, our results support the utility of theoretical and empirical models that address multiple levels of analyses to better understand the mechanisms through which the HRM-performance link takes place across national cultures

Direct and contextual effects of individual values on organizational citizenship behavior in teams

We utilize Schwartz’s values theory as an integrative framework for testing the relationship between individual values and peer-reported organizational citizenship behavior (OCB) in teams, controlling for sex, satisfaction, and personality traits. Utilizing hierarchical linear modeling in a sample of 582 students distributed across 135 class project teams, we find positive, direct effects for achievement on citizenship behaviors directed toward individuals (OCB-I), for benevolence on citizenship behaviors directed toward the group (OCB-O), and for self-direction on both OCB-I and OCB-O. Applying relational demography techniques to test for contextual effects, we find that group mean power scores negatively moderate the relationship between individual power and OCB-I, while group mean self-direction scores positively moderate the relationship between self-direction and both OCB-I and OCB-O

Comparative study on efficacy of empagliflozin versus sitagliptin, as an add-on therapy to metformin in type 2 diabetic patients

Introduction: More than 28.7 million individuals throughout the globe suffer from diabetes mellitus, with an estimated 11 percent of the population living with the condition in India. Changes in lifestyle and a variety of treatment plans are used in management. Metformin is a key drug for glycemic control, both when used alone and in combination. Our research compares the effectiveness of glycemic control achieved by empagliflozin plus sitagliptin. Methods: This study took place from November 2022 to April 2023 at the tertiary care hospital. The study did not begin until the ethical review was completed. There were two groups of patients, A and B. Everyone received a daily dose of Metformin 1,000 milligrams. Sitagliptin (50 mg twice daily) was administered to individuals in Group A, whereas Empagliflozin (10 mg once daily) was given to those in Group B. After three months of therapy, HbA1c was used to compare the two groups' levels of glycemic control to those at the start of treatment. To do this, we employed a proforma. Version 25 of the Statistical Package for the Social Sciences (SPSS Inc., Chicago, USA) was used for the analysis. Results: The average age of the 300 patients that participated in the trial was 42.33. There were 57.67% men and 42.33% females. “The mean reduction in HbA1c from baseline in Group A was −0.65 ± 0.11% and in Group B was −1.34 ± 0.13% with statistically significant P-value (P-value = 0.000).” Conclusion: The combination of Empagliflozin and Metformin is superior to that of Sitagliptin and Metformin for the maintenance of glycemic control

The effects of life satisfaction on student performance

Although it seems intuitively obvious that the happy student will be a more productive student empirical tests of that assumption are curiously sparse. We tested a model that included satisfaction with various life domains, overall life satisfaction, cumulative college GPA, and ratings on an assessment center exercise. Results indicated that overall life satisfaction was a significant predictor of both GPA and assessment center ratings, even with traditional academic achievement predictors controlled (e.g., cognitive aptitude, gender). We discuss implications of the results for future research and educational practice

An examination of the structural, discriminant, nomological, and incremental predictive validity of the MSCEIT© V2.0

We examined the structural, discriminant, nomological, and incremental predictive validity of a behavioral measure of emotional intelligence, using data from two undergraduate student samples. Covariance structure modeling indicated that the eight subscales of the MSCEIT© V2.0 were best modeled with a solution consisting of three first-order factors, and supported the existence of one higher-order factor of overall emotional intelligence. Multi-group confirmatory factor analyses indicated that the higher-order factor had discriminant validity from personality and conformity. Contrary to prediction, the higher-order factor was more highly correlated to social desirability than to general mental ability or long term affect. Finally, hierarchical regression results indicated that overall emotional intelligence did not predict incremental variance in either GPA or life satisfaction

Direct and moderated effects of emotional intelligence and general mental ability on individual performance

We examined the direct and moderated effects of an ability-based measure of emotional intelligence (MSCEIT© V2.0) on individual performance in a sample of business undergraduates. Controlling for general mental ability and personality, emotional intelligence explained unique incremental variance in performance ratings on only one of two measures of interpersonal effectiveness (public speaking effectiveness). However, the interaction of emotional intelligence with conscientiousness explained unique incremental variance both in public speaking and group behavior effectiveness, as well as academic performance (cumulative GPA). We conclude that the effects of emotional intelligence on performance are more indirect than direct in nature. Individuals must not only have emotional intelligence, but also must be motivated to use it. Copyright © 2006 John Wiley & Sons, Ltd

Construction and feasibility study of the SOFMER Activity Score (SAS), a new assessment of physical and cognitive activity

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