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This study examined whether organizational socialization content areas are applicable across cultures. Data were gathered from 324 U.S. and 198 Hong Kong employees who completed a questionnaire assessing four socialization content domains (training, understanding of the job, coworker support, and future prospects within the company), five measures of job satisfaction, and three measures of organizational commitment. Based on the merged data from the two cultures, all four socialization domains played a significant role in predicting satisfaction and commitment. These socialization measures also were stronger predictors than a variety of demographic measures. Although there were some differences in the relative strengths of the socialization measures when the data were analyzed separately for each nation, the overall results support the idea that the socialization content areas tested are applicable across cultures. Implications for managing employees in the different cultures are discussed.

Transformational leadership (TFL) has been suggested to create positive changes in employees with the goal of developing them into leaders. The authors integrate this well-established leadership style with recent research on idiosyncratic deals (i-deals). The authors suggest TFL as a predictor of task and development-based i-deals, and propose i-deals as a mediating mechanism linking TFL to employee outcomes (job satisfaction, job stress and manager-rated performance).

The authors used a time-lagged research design, and collected four waves of data from 140 employees and 78 leaders.

TFL was found to be an important predictor of i-deals. I-deals predicted job satisfaction and job stress; and it mediated the relationship between TFL and these two employee outcomes. Yet, i-deals were not associated with employee performance and did not mediate the relationship.

First, it shows that transformational leaders who consider employees' unique skills and support their professional growth are more likely to grant personalized arrangements. Second, drawing from social exchange theory, it illustrates that i-deals may act as a linkage between TFL and employee outcomes. The paper bridges leadership and i-deals literature to identify key leverage points through which leaders can enhance employee satisfaction, well-being and performance.

The purpose of this paper is to explore the relationship between stress due to mistreatment by patients and caregivers’ own well-being indicators (anxiety, depression, and behavioral stress indicators). Based on predictions consistent with the job demands-resources model, it is anticipated that satisfaction with job resources would moderate the relationship between mistreatment by patients and well-being indicators.

Hypotheses were tested with a sample of 182 employees in a leading training and research university hospital in Istanbul, Turkey. Results were partially replicated for a separate sample of 122 healthcare workers. Data were collected using the survey methodology.

The findings suggest that patient injustice is positively related to depression and behavioral stress indicators when satisfaction with job resources is high. Results illustrate that satisfaction with job resources has a sensitizing, rather than a buffering, role on the relation between mistreatment by patients, depression, and behavioral stress indicators, negatively affecting employees with higher levels of satisfaction with job resources.

Organizational justice researchers recently started recognizing that in addition to organizational insiders, organizational outsiders such as customers and patients may also be sources of fair and unfair treatment. Based on this stream of research, unfair treatment from outsiders is associated with retaliation and a variety of negative employee outcomes. The study extends the currently accumulated work by examining how mistreatment from care recipients relates to healthcare workers’ own health outcomes.

The purpose of this study is to validate, in an Italian sample, a multidimensional training motivation measure (T‐VIES‐it) based on expectancy (VIE) theory, and to examine the nomological network surrounding the construct.

Using a cross‐sectional design study, 258 public sector employees in Northeast Italy (participating in a range of employer‐sponsored training programs) filled out the T‐VIES‐it and questionnaires on goal orientation, job support for learning, and intention to transfer learning gained through training to the workplace. To validate the T‐VIES‐it and test its nomological network confirmatory factor analysis and structural equations models were used.

Results showed acceptable confirmatory factor analysis fit indices and psychometric properties of the T‐VIES‐it. Acceptable fit indexes were also found for the structural equations models tested. The modified model showed significant relations between learning goal orientation and the three dimensions of training motivation; and between the expectancy subscale and job support and intention to transfer.

The paper highlights that the T‐VIES‐it is a validated multidimensional assessment of training motivation, and the first its kind in Italian. The scale should provide value in training evaluations and in research related to training motivation.

Work enthusiasm and organizational socialization (Training, Understanding, Coworker Support, and Future Prospects) were compared in two predominantly Chinese regions, i.e., Macau (a former Portuguese territory in China) and Zhuhai in the People’s Republic of China. Data were collected from 276 (96 Macau and 180 Zhuhai) full‐time, line‐level, ethnic Chinese employees in the two regions. Results revealed the Zhuhai employees to be much more enthusiastic at work. The Zhuhai employees also evaluated Training, Understanding, and Future Prospects more highly than did the Macau employees (no differences were found for Coworker Support). Regression analyses revealed Future Prospects to be the strongest predictor of work enthusiasm in Zhuhai, while education and years on the job explained most of the variance for work enthusiasm in Macau. The results of the comparisons are discussed in terms of the similarities and differences in the cultures and economic development of the regions.

Drawing on identity theory and the symbolic interactionism perspective of identity theory, this study aims to construct a moderated mediation framework to test the effects of perceived overqualification (POQ) on knowledge sharing (KS) through professional identity threat (PIT) and the moderating role of coworkers' help-seeking behavior (CHSB).

This paper uses a quantitative multistudy research design with a combination of a scenario experiment (Study 1) and a two-wave field study among 220 supervisor-subordinate dyads at a power company in China. Using analysis of variance, confirmatory factor analysis (CFA) and bootstrapping method, the authors validated the research hypothesis.

In the scenario experiment study (study 1), the authors find that POQ is positively related to PIT and that CHSB negatively moderates the positive impact of POQ on PIT. The field study (study 2) replicated the above findings and found that PIT mediates the negative effect of POQ on KS. In addition, CHSB negatively moderates the mediating role of PIT between POQ and KS.

First, the current study extended the nomological network of POQ research by examining its influence on employees' KS. Second, this study empirically investigated the mediating role of PIT, which provided a new explanatory mechanism for the influence of POQ. Finally, this study demonstrates the moderating role of CHSB—a situational factor that has been ignored in previous studies.

This study aims to explore the objectivity in third-party ratings. Third-party ratings are often based on some form of aggregation of various experts' opinions with the assumption that the potential judgment biases of the experts cancel each other out. While psychology research has suggested that experts can be unintentionally biased, management literature has not considered the effect of expert bias on the objectivity of third-party ratings. Thus, this study seeks to address this issue.

Ranking data from the US News and World Report between 1993 and 2008, institution-related variables and, to represent sports prominence, NCAA football and basketball performance variables are leveraged in testing our hypotheses. A mediating-model is tested using regression with panel-corrected standard errors.

This study finds that the judgments of academicians and recruiters, concerning the quality of universities, have been biased by the prominence of a university's sports teams and that the bias introduced to these experts mediates the aggregated bias in the resultant rankings of MBA programs. Moreover, it finds that experts may inflate rankings by up to two positions.

This study is particularly relevant for university officials as it uncovers how universities can tangibly manipulate the relative perception of quality through sports team prominence. For third-party rating systems, the reliability of ratings based on aggregated expert judgments is called into question.

This study addresses a significant gap in the literature by examining how a rating system may be unintentionally biased through the aggregation of experts' judgments. Given the heavy reliance on third-party rating systems by both academics and the general population, addressing the objectivity of such ratings is crucial.