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This study aims to investigate the effects of attribution of responsibility (AOR) for layoffs on the components of ethical decision-making. Internal, external and no-fault AOR were examined using the model of moral intensity to determine if placement of blame for the layoff influences ethical awareness, judgment and intent.

Surveys were collected from 397 students. The survey provided a scenario about a layoff situation involving an African-American woman and a Caucasian woman. Respondents then answered questions about moral intensity, moral judgment and moral intent concerning the layoff and identified the reasons they believed the layoff occurred. We tested our hypotheses using multiple regression analysis.

Subjects were more likely to make a moral judgment about the situation when layoffs were blamed on the company’s actions (external AOR) and less likely to make a moral judgment when the layoff decision was blamed on employee performance (internal AOR) or on economic factors beyond anyone’s control (no-fault AOR). Results also indicate that layoffs blamed on employee performance negatively moderate the relationship between moral judgment and moral intent.

Previous studies of layoff ethics have not examined the influence of AOR for layoffs using the model of moral intensity. Thus, this paper extends the current understanding of these concepts in ethical decision-making.

This study investigates the antecedents of career initiative, a proactive behavior, whereby individuals engage in activities to promote their career development. The authors first argue that organizational tenure – the length of time employed within a specific organization – will exhibit a curvilinear or inverted-U-shaped relationship with career initiative. In the early years of an employment relationship, career initiative gradually increases as employees overcome the initial challenges of joining a new organization. However, career initiative will plateau and eventually decline as employees struggle to envision further development.

This study uses a survey design with data collected from the North American operations of a large global telecommunications company.

This study identifies two key mechanisms, both concerning relational context, that drive the curvilinear relationship between organizational tenure and career initiative: mentoring and barriers to networking. Specifically, increased mentoring and reduced barriers to networking both significantly weaken the curvilinear effect.

The results suggest that organizations can promote proactive behaviors through employee mentoring and by removing network barriers, particularly for those most at risk for reduced career initiative: early- and especially later-tenure employees.

Career initiative is a valued behavior among employees, but individual-level phenomena can be fostered, or inhibited, by relational context. So, while some scholars have found a trend toward “boundaryless” careers, this study reveals the importance of considering how the boundaries and social context within organizations can create an environment in which employee proactivity can flourish.

One of the biggest challenges facing global organizations is the ability of leadership and International Human Resource Management (IHRM) professionals to capture the positive outcomes of a diverse workforce while fostering inclusion amongst its workers. New theory based upon optimal distinctiveness theory has challenged researchers to approach inclusion in a holistic manner, transcending political boundaries and cultural meanings of diversity to instead promote the uniqueness of individuals within-group belongingness. This chapter proposes a theoretical model that suggests leader capabilities such as global mindset can foster inclusiveness while reaping the benefits of unique backgrounds and diverse ideas. Two important individual-level outcomes of inclusiveness are presented: creativity and psychological safety. Also discussed are implications for strategic IHRM through recruitment, selection, talent management, and performance management activities.

The purpose of this research is to examine how increased work overload of layoff survivors relates to their work‐life balance and job and life satisfaction.

Survey methodology was used to collect data from 510 layoff survivors in a high tech company. Regression analyses and structural equation modeling were used to test the hypotheses.

The study found that layoff survivors experience higher levels of workload which impact overall role overload that negatively affects work‐life balance. Findings suggest that high workloads experienced by layoff survivors contribute to reduced job and life satisfaction through reduced work‐life balance as a mediating mechanism.

The data used in this paper is cross‐sectional and conducted within a single organization. Also, most of the data is obtained from self report survey data and subject to common method bias. As such, longitudinal studies are recommended for future research.

This study makes a contribution by joining two distinct research streams – the job loss literature with research on work‐family issues. Findings suggest that high workloads experienced by layoff survivors contribute to reduced job and life satisfaction with work‐life balance acting as a mediator. Future research should determine whether these findings generalize to diverse layoff survivors in distinct industries, and assess whether these phenomena change over time.

The purpose of this study is to study gender differences in the relationship between McClelland's needs, stress, and turnover intentions with work‐family conflict.

Survey data were collected from 383 individuals representing 15 different industries. Multiple regression analysis was used to test the hypotheses.

Results suggest that McClelland's needs act as an antecedent of work‐family conflict, and that they have a differential impact on work‐family conflict for women and men.

The subjects were college graduates, hence it was a self‐selected sample, and the results may not generalise to other populations.

Women are more affected by family obligations than men and this may impact the performance and turnover intentions of women in organisations.

This paper enhances understanding of work‐family conflict by specifically examining individual differences such as need for power, need for achievement and need for affiliation and evaluating their impact on turnover intention and job tension.

The purpose of this study is to examine the effect that work locus of control has on perceptions of trust, perceived organizational support, procedural justice and interactional justice.

Survey data were collected from 679 alumni of a university in the Southwestern USA. Regression analyses and structural equation modeling were used to test a series of hypotheses.

The results indicate that work locus of control has a significant positive relationship on all variables. Perceived organizational support fully mediated the relationship between work locus of control and perceptions of both procedural and interactional justice. Organizational trust fully mediated the relationship between work locus of control and interactional justice, but only partially mediated the relationship between work locus of control and procedural justice.

The data used in this paper are cross‐sectional. Also, results are based on self‐report survey data and subject to common method bias. As such, longitudinal studies are recommended for future research, as are finding antecedents to perceptions of justice that may help managers improve the way they communicate about decision‐making at work.

Findings from the study suggest the important role that personality plays as a precursor to justice perceptions in organizations.

The purpose of this paper is to examine the factors that influence the success of entrepreneurial ventures started by members of the Indian diaspora in Silicon Valley.

It is based on survey data collected from Indian-born high-tech entrepreneurs living in Silicon Valley, and uses Bayesian estimation to test hypotheses aimed at understanding entrepreneurial growth. Specifically, the paper examines the linkages between prior startup experience, participation in diasporic networks, and new venture growth.

It finds that entrepreneurs with prior startup experience displayed more active participation in diasporic networks, and were more likely to have co-founders. Active network participation over a length of time was positively related to new venture growth. The findings contribute toward the understanding of the value of startup experience in leveraging social networks, and the relationship between diasporic network participation and entrepreneurship.

As a cross-sectional study with a single data source, it is subject to concerns about causality and common method variance.

The results highlight the value of serial entrepreneurship and the potential benefits to immigrant entrepreneurs of participating in diasporic social networks, especially those with a global reach. They also suggest that investors would be better off investing in entrepreneurs who have greater startup experience and participate actively in diasporic networks.

The paper is based on a very unique sample of Indian-born immigrant high-tech entrepreneurs based in the Silicon Valley. It provides a deeper understanding of the role of diasporic social networks, and their relationship with prior startup experience and entrepreneurial success within that context.