The Moderating Role of Context in Determining Unethical Managerial Behavior: A Case Survey

We examine the moderating role of the situational and organizational contexts in determining unethical managerial behavior, applying the case-survey methodology. On the basis of a holistic, multiple-antecedent perspective, we hypothesize that two key constructs, moral intensity and situational strength, help explain contextual moderating effects on relationships between managers’ individual characteristics and unethical behavior. Based on a quantitative analysis of 52 case studies describing occurrences of real-life unethical conduct, we find empirical support for the hypothesized contextual moderating effects of moral intensity and situational strength. By examining these complex contextual moderators, we aim to contribute to organizational ethics research as we shed light on the critical role that context may play in influencing unethical managerial behavior

Acculturation, coping, and integration success of international skilled migrants: An integrative review and multilevel framework

In this article, we review the limited but growing body of research on international skilled migrants and examine to what extent knowledge generated in adjacent research streams-specifically, work on assigned and self-initiated expatriates-can be meaningfully applied to aid our under- standing of the challenges, coping strategies, and acculturation dynamics of skilled migrants. We develop a framework that explains how variables and processes at multiple levels (individual, organisational, and societal) influence migrant acculturation and coping and result in integration-related outcomes in the domains of personal/family life and workplace/career. We discuss directions for future research and implications for practice

Grand societal challenges and responsible innovation

Grand societal challenges (GSCs) represent complex, multi-level, multi-dimensional problems that require concerted efforts by various actors – public, private, and non-profit – to be successfully addressed. Businesses – alone or in conjunction with governmental and non-profit organizations – are relevant actors in this regard, as they represent a source of innovation. Responsible innovation (RI) is a framework that allows for the governance and evaluation of innovations with regard to their potential harmful consequences and positive contributions to societal challenges. Moreover, it stipulates that this evaluation process should be facilitated by appropriate governance structures at various levels. The aim of this article is to expand theorizing on GSCs and RI and to encourage research that explores their links. We outline pertinent characteristics of GSCs that make current conceptualizations of corporate social responsibility and social innovation limited in addressing GSCs. We explicate the reflexive and participative capacities of RI governance as a complementary and promising way forward. Finally, we introduce the contributions to this Special Issue as illustrations of relevant theoretical and empirical groundwork around GSCs and RI, and outline the agenda for future research

Looking out or looking up: gender differences in expatriate turnover intentions

Purpose - With the steady increase in the number of female expatriates and multinational corporations’ (MNCs’) pressing need for global female talent, understanding the factors that attract and retain female expatriates is urgent. Drawing from the literatures on gender differences in (domestic) labor turnover and gender differences in social networks, we investigate gender differences in expatriates' turnover intentions. Design/methodology/approach - We collected data via a questionnaire survey from an international sample of female (N=164) and male (N=1,509) expatriates who were on a company-sponsored international assignment at the time of completing the survey. Findings - Our findings show that female expatriates’ turnover intentions are mainly explained by satisfaction with company support. In contrast, male expatriates’ turnover intentions are explained by repatriation concerns and perceived gap between within- and outside-company career-advancement opportunities, in addition to satisfaction with company support. We did not find any gender differences in the levels of turnover intention per se. Practical implications - Since males dominate the expatriate cadre of most companies, existing expatriate retention strategies are likely to be geared toward males. Companies that value and want to retain their female talent, need to gain a better understanding of what matters to female expatriates in their decisions to stay or leave the company, and adjust their expatriation and repatriation management strategies accordingly. Originality/value – Our study is one of the first to empirically test the gender differences in expatriate turnover intentions. We propose two underlying mechanisms that explain gender differences in expatriate turnover intentions: (1) social integration, and (2) career advancement. Our findings point to an important new research frontier that focuses on gender differences in the underlying mechanisms of turnover intentions rather than in the level of turnover intentions

The upside of cultural differences: towards a more balanced treatment of culture in cross-cultural management research

Purpose –This introductory paper to the Special Issue encourages scholars to look at commonly considered phenomena in international business and cross-cultural research in new ways and to theorize and explore how cultural diversity, distance, and foreignness create value for global organizations. These considerations should result in a more balanced treatment of culture in cross-cultural management research. Design/methodology/approach – The idea that there are negative consequences associated with cultural differences is pervasive in hypotheses formulation and empirical testing in international business and cross-cultural management literature, as reflected in widely used constructs such as “cultural distance”, “cultural misfit”, “foreignness”, and related concepts. Consistent with a Positive Organizational Scholarship (POS) perspective on culture and cultural differences, the authors emphasize the positive role of distance and diversity across national, cultural, institutional, and organizational dimensions. In addition, they provide an overview of the contributions to the Special Issue. Findings – Examining the positive side of culture is not only beneficial theoretically in terms of filling the existing gaps in the literature, but is also crucial for the practice of international and global business. Accordingly, the contributions to the Special Issue highlight how explicitly considering positive phenomena can help better understand when and how cultural diversity, distance, and foreignness can enhance organizational effectiveness and performance at multiple levels. They include five research papers, a Distinguished Scholar Essay by Kim Cameron, the founder of the POS movement, and an interview piece with Richard Nisbett, a pioneer researcher in culture and cognition

The CMS Phase-1 pixel detector upgrade

The CMS detector at the CERN LHC features a silicon pixel detector as its innermost subdetector. The original CMS pixel detector has been replaced with an upgraded pixel system (CMS Phase-1 pixel detector) in the extended year-end technical stop of the LHC in 2016/2017. The upgraded CMS pixel detector is designed to cope with the higher instantaneous luminosities that have been achieved by the LHC after the upgrades to the accelerator during the first long shutdown in 2013–2014. Compared to the original pixel detector, the upgraded detector has a better tracking performance and lower mass with four barrel layers and three endcap disks on each side to provide hit coverage up to an absolute value of pseudorapidity of 2.5. This paper describes the design and construction of the CMS Phase-1 pixel detector as well as its performance from commissioning to early operation in collision data-taking.Peer reviewe

Alignment of the CMS tracker with LHC and cosmic ray data

© CERN 2014 for the benefit of the CMS collaboration, published under the terms of the Creative Commons Attribution 3.0 License by IOP Publishing Ltd and Sissa Medialab srl. Any further distribution of this work must maintain attribution to the author(s) and the published article's title, journal citation and DOI.The central component of the CMS detector is the largest silicon tracker ever built. The precise alignment of this complex device is a formidable challenge, and only achievable with a significant extension of the technologies routinely used for tracking detectors in the past. This article describes the full-scale alignment procedure as it is used during LHC operations. Among the specific features of the method are the simultaneous determination of up to 200 000 alignment parameters with tracks, the measurement of individual sensor curvature parameters, the control of systematic misalignment effects, and the implementation of the whole procedure in a multi-processor environment for high execution speed. Overall, the achieved statistical accuracy on the module alignment is found to be significantly better than 10μm

Search for new particles in events with energetic jets and large missing transverse momentum in proton-proton collisions at root s=13 TeV

A search is presented for new particles produced at the LHC in proton-proton collisions at root s = 13 TeV, using events with energetic jets and large missing transverse momentum. The analysis is based on a data sample corresponding to an integrated luminosity of 101 fb(-1), collected in 2017-2018 with the CMS detector. Machine learning techniques are used to define separate categories for events with narrow jets from initial-state radiation and events with large-radius jets consistent with a hadronic decay of a W or Z boson. A statistical combination is made with an earlier search based on a data sample of 36 fb(-1), collected in 2016. No significant excess of events is observed with respect to the standard model background expectation determined from control samples in data. The results are interpreted in terms of limits on the branching fraction of an invisible decay of the Higgs boson, as well as constraints on simplified models of dark matter, on first-generation scalar leptoquarks decaying to quarks and neutrinos, and on models with large extra dimensions. Several of the new limits, specifically for spin-1 dark matter mediators, pseudoscalar mediators, colored mediators, and leptoquarks, are the most restrictive to date.Peer reviewe

Combined searches for the production of supersymmetric top quark partners in proton-proton collisions at root s=13 TeV

A combination of searches for top squark pair production using proton-proton collision data at a center-of-mass energy of 13 TeV at the CERN LHC, corresponding to an integrated luminosity of 137 fb(-1) collected by the CMS experiment, is presented. Signatures with at least 2 jets and large missing transverse momentum are categorized into events with 0, 1, or 2 leptons. New results for regions of parameter space where the kinematical properties of top squark pair production and top quark pair production are very similar are presented. Depending on themodel, the combined result excludes a top squarkmass up to 1325 GeV for amassless neutralino, and a neutralinomass up to 700 GeV for a top squarkmass of 1150 GeV. Top squarks with masses from 145 to 295 GeV, for neutralino masses from 0 to 100 GeV, with a mass difference between the top squark and the neutralino in a window of 30 GeV around the mass of the top quark, are excluded for the first time with CMS data. The results of theses searches are also interpreted in an alternative signal model of dark matter production via a spin-0 mediator in association with a top quark pair. Upper limits are set on the cross section for mediator particle masses of up to 420 GeV