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This study examines how transformational leadership on the part of senior attorneys in law firms may affect their subordinate attorneys' performance in an industry experiencing both distinctive leadership challenges and widespread economic upheaval. Specifically, our multilevel theoretical model attempts to capture the moderated mediation relationships between transformational leadership, innovative climate, entrepreneurial orientation, and individual performance.

The study employs of a multilevel path analysis to examine the earlier described conceptual model utilizing primary data collected from 484 attorneys at 31 professional service firms.

The authors used multilevel path analysis to examine the existence and the extent of a multilevel mediation effect. They found that a firm's entrepreneurial orientation mediates the relationship between supervising attorneys' transformational leadership and individual attorneys' performances. The authors also found that the indirect effect of supervising attorneys' transformational leadership on individual attorneys' performances through entrepreneurial orientation is conditional on the degree of firm innovative climate.

The authors draw on theories of social learning to construct a dual-level theoretical model that connects domains within the leadership and entrepreneurship literatures. It does so by examining the relationships between the law firms' supervising attorneys' change-oriented leadership and their subordinate attorneys' billable hours during a period of severe economic disruption.

Purpose – This chapter provides an overview of multilevel modeling with a focus on the application of hierarchical linear modeling (HLM) in international management research.

Findings – The key topics covered include an introduction to hierarchical linear models, how to apply appropriate hierarchical linear models to address different types of international management research questions, and six methodological issues concerning international management research with a multilevel analysis.

Originality/value – The overview of HLM and its relevance for international management research facilitates researchers to apply this powerful analytical strategy in their future research.

The purpose of this paper is to examine the influence of high-performance work systems (HPWS) on unit performance relative to the mediating roles of collective human capital (CHC) at the unit level and perceived HPWS at the employee level.

Data were collected from 181 branch managers and 504 employees. The proposed path model was tested using the statistical package M-plus (v. 7) using a 2-1-2 multilevel approach for mediation analysis.

Generally, branch managers actively implement HPWS, and employees perceive a fairly high level of HPWS. Further, the path model indicated that CHC at the unit level and perceived HPWS at the employee level partially mediate the relationship between implemented HPWS and unit performance.

This study is the first to explore multilevel mediating mechanisms in the context of the largest four state-owned banks in China. A 2-1-2 multilevel analysis procedure was used to separate measurement error into relevant employee- and branch-level components to create more precise assessments of multivariate associations. Such analyses have not yet been conducted in research on HPWS prior to this study of the Chinese banking sector, but they are essential for teasing out the micro- and macro-level effects of HPWS.

This study aims to examine the relationship between entrepreneurial leadership (EL) and new product development performance (NPDP) at the firm level (level 2) of analysis and employee’s creativity (EC) at the cross level (level 1) of analysis. It also examines the serial mediations of (1) intrinsic motivation (IM)-EC and (2) creative self-efficacy (CSE)-EC on the relationship between EL and NPDP.

A systematic random sampling technique was used to collect data through self-administered surveys from leaders and employees of small and medium-sized enterprises (SMEs) in Pakistan’s IT sector. Analysis was conducted on net responses from 114 leaders and 476 employees.

The results revealed significant positive associations between EL and NPDP at the firm level of analysis and EC at the cross level of analysis. The results of the cross-level serial mediations show that (1) IM and EC, and (2) CSE and EC serially mediate the relationship between EL and NPDP.

This study is among the few to use the Coleman bathtub model to show top-down and bottom-up relationships. The study extends and complements the multilevel perspective on leadership and new product development research by simultaneously examining the relationships between EL and NPDP at the individual and firm levels.

Primarily, this research aims to examine how and when firm-level corporate social responsibility (CSR) translates into individual-level attitudes and behaviors of employees under cross-level boundary conditions of firm-level family ownership (FO) and group-level ethical leadership.

Philosophically, the present research comes under the post-positivist paradigm, with a deductive approach. The multilevel, multisource and multimethod data for this research were collected by employing a time-lagged design through the survey strategy and from annual reports of 60 manufacturing firms in Pakistan. The multilevel path analysis was conducted using MPlus.

The authors found that organizational identification (OID) statistically and significantly mediates the impact of firms' CSR disclosure on employees' innovative job performance (EIJP). However, the partial mediation of OID between firm-level CSR perception and EIJP was noticed. Moreover, a firm-level contingency of FO and group-level ethical leadership further intensifies the impact of CSR disclosure and perception on EIJP through OID.

Theoretically, this research widens the current understanding of employees' reactions to firms' CSR disclosure and perception by investigating the contingencies of firm-level FO and group-level ethical leadership. Practically, the managers can consider the underlying framework presented in this research in defining CSR as the antecedent of the OID and EIJP. For example, organizations must deliberately concentrate on not only their CSR initiatives and engagements but also immense attentiveness should be given to CSR disclosure because disclosing CSR will assist the top management in achieving the desired workplace attitudes and behaviors of employees. This research will also help business leaders to understand the integration of CSR and ethical leadership while making CSR-related strategic decisions.

Existing research on CSR still needs advancement due to competing explanations, inconsistencies in the findings, and a lack of multilevel studies. Although few studies on CSR have considered multilevel aspects by devising and testing multilevel mechanisms but largely remained deficient concerning cross-level boundary conditions. Furthermore, the authors also noticed that the academic literature predominantly analyses the impact of perceived CSR either at the individual level or the firm aggregated level on employee attitudes and behaviors. However, research on the effect of organizational CSR disclosure on the behaviors and attitudes of employees remains scarce.

This study aims to understand the role of employee competencies in terms of the relationship between Human Resource Practices (HRPs) and firm performance.

A sample of 60 HR managers and 546 employees from large-scale food processing firms were considered for the study. The study presents a 2-1-2 multilevel mediational analysis in which HRPs and firm performance are measured at the firm level (Level-2) and employee competencies are measured at employee level (Level-1).

Positive relationship was found between HRPs and firm performance, which was partially mediated by employee competencies.

The study highlights the importance of employee-related factors by focusing on the wider dimensions of human capital (e.g. academic qualification, job experience) in HRPs–performance relationship.

The study undertakes a 2-1-2 multilevel mediational analysis, which is rarely applied in HRM studies; however, this interaction between macro- and microlevel effects will create a better understanding of organization studies from an integrated and multilevel context.

This study aims to examine the relation between error management culture and restaurant employee promotive and prohibitive voices. Drawing on socially desirable responding theory, the authors also propose a dual-mediation mechanism underlying the impact of error management culture on employee voice: psychological empowerment, as the agentic motive, and psychological safety, as the communal motive.

The authors recruited 223 participants working in 37 restaurants in China for the two-wave surveys with a one-week interval. The authors use a multilevel modeling paradigm to test the study hypotheses.

This research examines a multilevel model suggesting that error management culture can boost employee promotive voice and prohibitive voice via the mechanisms of psychological safety and empowerment. In addition, the results suggest that psychological empowerment (vs psychological safety) has a strong mediation effect between error management culture and promotive voice, but the authors find no difference in mediating effects between error management culture and prohibitive voice.

Restaurants can encourage employee voice by developing and maintaining an error management culture. Organizations can also consider motivating employees from both agentic and communal perspectives. Moreover, managers should focus more on empowering employees in areas characterized by Confucianism or collectivism.

The current research adds to the voice literature by identifying an organizational cultural antecedent of employee voice–error management culture. Agentic and communal motives are two motivational paths of employee voice. It also extends the social desirability theory by highlighting the role of the agentic motive in the Chinese restaurant context.

The purpose of this paper is to examine the link between employer psychological contract (PC) fulfillment and employee attitudes (job satisfaction, organizational commitment and intention to leave the organization) by using employees’ perceptions of PC violation and organizational justice as serial mediators.

Data from 44 managers and 880 employees from 44 Spanish organizations were analyzed through multilevel structural equation modeling.

Results showed that employees’ feelings of PC violation and justice perceptions mediated the relationships between the employers’ PC fulfillment assessed by managers and job satisfaction and organizational commitment assessed by employees. The mediation effect was not significant for employees’ intention to leave the organization.

This study contributes to understand the process through which PC influences work outcomes, outlining the relevance of organizational justice as social exchange theory and PC theory (Guest, 2004) stated. In addition, present results extend the influence of PC on work outcomes from the individual to the organizational level.

The number of early career teachers leaving the profession continues to be an ongoing issue across the globe. This pressing concern has resulted in increased attention to the instructional and psychological conditions necessary to retain early career educators. However, less formal attention has been paid to the social infrastructure in which early career teachers find themselves. The purpose of this paper is to foreground the role of social capital and its effect on job attitudes and educators’ intention to leave the profession.

Data were collected from 736 teachers within ten secondary schools in Flanders (Belgium). Using social network and multilevel moderated mediation analysis techniques, the relationships between teachers’ social connectedness, job attitudes, and the intention to leave the profession for both novice and experienced teachers were analyzed.

Findings indicate that being socially connected to other educators within the school is associated with a reduction in teachers’ intention to leave the profession, mediated by their job attitudes, for both early career and experienced teachers. However, social connectedness was significantly more important for early career teachers. No significant effects are found for being socially connected to the mentor.

This study provides evidence for the importance of social capital for teachers, particularly early career educators. Moreover, by introducing teachers’ social connectedness as related to intention to leave, this study makes a significant and unique contribution to the literature.

The purpose of this paper is to test a multilevel model of the main and mediating effects of supervisor conflict management style (SCMS) climate and procedural justice (PJ) climate on employee strain. It is hypothesized that workgroup-level climate induced by SCMS can fall into four types: collaborative climate, yielding climate, forcing climate, or avoiding climate; that these group-level perceptions will have differential effects on employee strain, and will be mediated by PJ climate.

Multilevel SEM was used to analyze data from 420 employees nested in 61 workgroups.

Workgroups that perceived high supervisor collaborating climate reported lower sleep disturbance, job dissatisfaction, and action-taking cognitions. Workgroups that perceived high supervisor yielding climate and high supervisor forcing climate reported higher anxiety/depression, sleep disturbance, job dissatisfaction, and action-taking cognitions. Results supported a PJ climate mediation model when supervisors’ behavior was reported to be collaborative and yielding.

The cross-sectional research design places limitations on conclusions about causality; thus, longitudinal studies are recommended.

Supervisor behavior in response to conflict may have far-reaching effects beyond those who are a party to the conflict. The more visible use of supervisor collaborative CMS may be beneficial.

The economic costs associated with workplace conflict may be reduced through the application of these findings.

By applying multilevel theory and analysis, we extend workplace conflict theory.