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Within the literature of global mindset there has been much discussion of antecedents. Few attempts have been made, however, to analyze the outcomes of a global mindset. Our chapter undertakes a thematic analysis of global mindset antecedents and outcomes in the 1994–2013 literature. Adopting an inductive approach and borrowing methods from international business and managerial cognition studies, we map, assess, and categorize 42 empirical and 10 theoretical studies thematically. We focus on the antecedents and outcomes at individual, group, and organizational levels. We conceptualize corporate global mindset as a multidimensional construct that incorporates global mindset at the individual level and is dependent on a robust communications infrastructure strategy for its cultivation throughout the organization. Our study categorizes antecedents and outcomes by level and identifies the gaps in global mindset outcomes and firm performance for future researchers to address.

This study aims to explore how employees’ meaningful work is associated with organizational outcomes at public Jordanian universities with the existence of individual work performance as a mediating variable.

The population of the study was 7,746 administrative staff working at four public Jordanian universities. Questionnaires were distributed to 576 participants. However, only 442 questionnaires were acceptable for further investigation, and these questionnaires were analyzed using SPSS version 22. Several statistical data analysis techniques were used including exploratory factor analysis, Cronbach’s alpha, descriptive analysis and multiple regression. Moreover, Baron and Kenny’s approach was applied to test the hypotheses developed.

A new dimensionality of variables under investigation emerged at the purification stage using validity and reliability techniques. The findings of the study show that meaningful work has a positive relationship with organizational outcomes. The findings also indicate that individual work performance shows a partial mediating role in the link between meaningful work and organizational outcomes. In addition, the findings imply that any effort to improve individual work performance at public Jordanian universities can help in offering a better understanding of organizational outcomes.

This study recommends that universities focus more on meaningful work and individual work performance programs and practices.

This study provides a framework and understanding of how work meaning and individual work performance relates to organizational outcomes in one model.

Improving the nutritious quality of diets for individuals and populations is a central goal of many public health advocates and intergovernmental organizations. Yet the outcome of healthy eating has been shown to systematically vary across individual-level socioeconomic lines, and across countries in different locations of the food system. We therefore assess variation in the association between eating nutritionally dense fresh fruits and vegetables and both self-rated health (SRH) and body mass index (BMI) across individual income and country locations in the food system.

We use nationally representative survey data from 31 countries drawn from the International Social Survey Programme’s 2011 Health module. We estimate the effect of the frequency of eating fresh fruits and vegetables using random-intercept, random-coefficient multilevel mixed-effects regression models.

We confirm that eating nutritionally dense fresh fruits and vegetables frequently associates with more positive health outcomes. However, this general conclusion masks substantial individual- and country-level heterogeneity. For both SRH and BMI, the largest beneficial associations are concentrated among the most affluent individuals in the most affluent countries. Moving away from either reduces the positive association of healthy eating.

Our results provide an important wrinkle for policies aimed at changing the nutritional quality of diets. Adjustments to diets without taking into account fundamental causes of socioeconomic status will likely be met with attenuated results.

We compare two important health outcomes across a wide variety of types of countries. We demonstrate that our main conclusions are only detectable when employing a flexible multilevel methodological design.

Organizations have become increasingly interested in developing their human resources. One tool that has been explored in this quest is mentoring. This has led to a surge in mentoring research and an increase in the number of formal mentoring programs implemented in organizations. This review provides a survey of the empirical work on mentoring that is organized around the major questions that have been investigated. Then a conceptual model, focused on formal mentoring relationships, is developed to help understand the mentoring process. The model draws upon research from a diverse body of literature, including interpersonal relationships, career success, training and development, and informal mentoring. Finally, a discussion of critical next steps for research in the mentoring domain is presented.

Employees today face a number of threats to their work and financial well-being (i.e., economic stress). In an aim to provide an agenda and theoretical framework for research on multilevel outcomes of economic stress, the current chapter considers how employees’ economic stress gives rise to emergent outcomes and how these emergent outcomes feed back to influence well-being. Specifically, we draw from Conservation of Resources theory to integrate competing theoretical perspectives with regard to employees’ behavioral responses to economic stress. As employees’ behaviors influence those with whom they interact, we propose that behavioral responses to economic stress have implications for group-level well-being (e.g., interpersonal climate, cohesion) and group-level economic stress. In turn, group-level and individual-level behavioral outcomes influence well-being and economic stress in a multilevel resource loss cycle. We discuss potential opportunities and challenges associated with testing this model as well as how it could be used to examine higher-level emergent effects (e.g., at the organizational level).

This study aims to build on the existing research regarding workplace conflict by arguing that task conflict (TC) leads to resource gains for individuals with non-routine technical jobs, which increases individuals’ work engagement (WE) and leads to positive individual-level outcomes. Specifically, this study uses a resource investment/acquisition approach with the aim of offering insight into the consequences of group-level TC on individual-level outcomes, including task performance (TP), contextual performance and turnover intention.

Multi-rater data was collected from 508 telecom engineers and 35 supervisors working in Pakistan’s telecom sector. The engineers were divided into 31 teams and the data were analysed using confirmatory factor analyses and structural equation modelling to test the interrelationships among study constructs.

As expected, TC was positively correlated with both TP and contextual performance, while it was negatively correlated with turnover intention; these relationships were mediated by WE. The results reveal that TC in technical jobs leads to resource gains and, through WE, facilitates task and contextual performances at the individual level. Similarly, TC mitigates individual-level turnover intention through the mediation of WE.

The current study contributes to the literature on the conflict by delineating a resource investment/acquisition process within the conservation of resources theory, whereby TC (an exchange and acquisition of cognitive resources) leads to resource investment (in the form of WE), which, in turn, leads to positive individual-level outcomes.

Part-time employment is a vital portion of the U.S. labor force, yet research to date has provided only limited insights into how to successfully create and manage this sector of the workforce. We propose that these limitations are due, at least in part, to an inadequate explication of the levels issues inherent in this area. In this article, we present a summary framework of constructs at the economic, industry, organization, individual, and work levels that influence part-time work arrangements. We then specify a cross-level moderator model that examines how the number of hours worked by employees influences their attitudes and behaviors. We posit that this relationship is moderated by a number of contextual effects at multiple levels. Using this sample model, we demonstrate the way in which researchers examining part-time work arrangements can effectively address levels issues. Our article concludes with a discussion of the implications that this summary framework has for researchers, practitioners, and policy makers.

We provide a brief review of how the concept of justice has evolved over time from a single construct (distributive justice) to one represented by four constructs (distributive, procedural, interpersonal, and informational justice). We then compare and contrast two recent meta‐analytic views of organizational justice, focusing on the relationships each documents between justice constructs and organizational outcomes. We conclude by arguing that the justice literature needs to focus on identifying moderators of the justice‐outcome relations noted in the meta‐analyses.

Job Corps is the United State’s largest and most comprehensive training program for disadvantaged youth aged 16–24 years old. A randomized social experiment concluded that, on average, individuals benefited from the program in the form of higher weekly earnings and employment prospects. At the same time, “young adults” (ages 20–24) realized much higher impacts relative to “adolescents” (ages 16–19). Employing recent nonparametric bounds for causal mediation, we investigate whether these two groups’ disparate effects correspond to them benefiting differentially from distinct aspects of Job Corps, with a particular focus on the attainment of a degree (GED, high school, or vocational). We find that, for young adults, the part of the total effect of Job Corps on earnings (employment) that is due to attaining a degree within the program is at most 41% (32%) of the total effect, whereas for adolescents that part can account for up to 87% (100%) of the total effect. We also find evidence that the magnitude of the part of the effect of Job Corps on the outcomes that works through components of Job Corps other than degree attainment (e.g., social skills, job placement, residential services) is likely higher for young adults than for adolescents. That those other components likely play a more important role for young adults has policy implications for more effectively servicing participants. More generally, our results illustrate how researchers can learn about particular mechanisms of an intervention.