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As a new human resource management practice, developmental idiosyncratic deals (developmental I-deals) play an important role in attracting, retaining and motivating employees to promote creativity. Based on the social cognitive theory, the purpose of this study is to examine the impact of developmental I-deals on team creativity through team creative-efficacy and the moderating role of error management atmosphere in this process.

To reduce the effects of common method biases and causal lag effect, this study was divided into three stages for data collection, with a time interval of a month. A total of 365 employee samples (72 team samples) from seven internet enterprises in Shanghai and Wuhan were selected, and Bootstrap method and Johnson-Neyman method were used to test the hypothesis.

The results of this study show that developmental I-deals positively affect team creativity, and team creative-efficacy mediates the relationship between developmental I-deals and team creativity. Error management atmosphere strengthens the impact of developmental I-deals on team creative-efficacy and further strengthens the indirect effect of developmental I-deals on team creativity through team creative-efficacy.

Based on the social cognitive theory, this study examines the impact of developmental I-deals on team creativity through team creative-efficacy and the moderating role of error management atmosphere in this process. First, the study of I-deals category was further refined. The existing research defines the concept of I-deals in a general way and does not classify it in detail. Second, the internal mechanism of I-deals is revealed. Third, it expands the multi-level research of I-deals.

The purpose of this paper is to identify key developmental relationships for career‐spanning success and to examine relational models and support expectations associated with these relationships. The paper creates propositions associating developer‐protégé schema congruence and incongruence to relevant outcome variables.

Study 1 employed qualitative coding of developers identified in 77 hall of famer induction speeches and Study 2 used a cross‐industry survey of 425 respondents to assess the relational model and support expectations associated with the seven most highly‐cited developer roles from Study 1.

Study 1 identified these highly‐cited developer roles as a CEO, manager, work teammate, friend, spouse, parent, and unmet hero/idol. Study 2 described the expected relational models associated with these roles and found significant differences in the relational model and support expectations associated across roles.

While study 1 focused on a primarily male sample using retrospective data, it generalized and extended previous research on key developer roles for extraordinary career achievement. Based on the key findings from study 1, study 2 surveyed respondents regarding developer role expectations rather than expectations of particular developer‐protégé relationships.

These findings identify how and with whom protégés should consider initiating and fostering key developmental relationships to enhance their networks while broadening and deepening organizations' understanding of the importance of their members having a variety of organizational and non‐organizational developers.

These findings challenge the notion that developer‐protégé relationships fit a “one size fits all” reciprocal exchange motif as it is the first study to explore expectations associated with key developer relationships using relational models theory.

The purpose of this paper is to examine expatriates' developmental networks in terms of their structure and content.

The study employed in‐depth interviews with 64 expatriate professionals and managers in Singapore and China.

The study highlights the unique characteristics of expatriates' developmental networks in cross‐cultural contexts including the nature of cross‐border and culturally diversified network structures, the dominance of psychosocial support, and the importance of cross‐cultural transition support.

Expatriates' self reports and retrospective sense‐making may suffer from hindsight bias and/or attribution bias. A longitudinal study that follows expatriates over time is necessary to examine relationship dynamics through different relocation stages.

The findings suggest the necessity for companies to recognize the limited role of formal mentoring in expatriates' overseas adjustment and relocation success, and to encourage a wider range of developmental relationships that comprise expatriates' developmental networks.

This paper makes two main contributions to the mentoring, developmental networks, and expatriate literature. First, it highlights the necessity of using “network base” as a new structural dimension of developmental networks to examine expatriation and repatriation adjustment. Second, it points out the importance of psychosocial and cross‐cultural transition support in expatriates' relocation success.

To reveal the effective ways for leaders to motivate employees' innovative behaviour in complex environmental situations, the leadership rapport orientation is subdivided into two types of values-based/instrumental rapport orientation. The mechanism of supervisor developmental feedback in mediating between leadership rapport orientation and employees' innovative behaviour and the moderating effect of ambidextrous environments is explored. This paper aims to discuss the aforementioned objective.

Leadership rapport orientation is divided into value-based and instrumental rapport orientation to reveal effective ways for leaders to motivate employees' innovative behaviour in complex environmental situations.

The results show that the values-based (instrumental) rapport orientation of leaders impacts employees' innovative behaviour positively (negatively).

Leaders' values-based/instrumental rapport orientation indirectly influences employees' innovative behaviour through supervisor developmental feedback, which positively moderates the relationship between the values-based or instrumental rapport orientation of leaders and employees' innovative behaviour and further moderates the partially mediating role of supervisor developmental feedback between leaders' values-based/instrumental rapport orientation and employees' innovative behaviour.

The purpose of this study is to explore the different contributions of work and non‐work relationships that comprise individuals' developmental networks to career success.

A multi‐method approach provides a rich understanding of how work and non‐work developmental relationships combine to support individuals' careers. Survey data were analyzed from 254 working adults who were also part‐time MBA students. Semi‐structured interviews were conducted with 37 participants.

Quantitative results indicate that non‐work developers provide more overall support than work developers. Support from non‐work developers is positively associated with career satisfaction and life satisfaction. In contrast, support from work developers is positively associated with salary level and career satisfaction. Qualitative data indicate differences in the sub‐functions and quality of support offered by work versus non‐work relationships, particularly in terms of role modeling.

Developmental relationships from different domains emphasize different sub‐functions of support and differentially affect career outcomes. While broad functions – career support, psychosocial support, and role modeling – are identifiable across domains, non‐work relationships provide some distinct sub‐functions from work relationships.

Practicing managers should develop and maintain developmental networks that extend beyond the boundaries of their current organization. Human resource professionals will want to consider how well their initiatives encourage individuals to enlist a variety of potential developers into their networks.

The findings indicate that non‐work relationships are a critical part of developmental networks and individuals' career success.

The purpose of this study is to explore the developmental networks of graduate students of color participating in PROMISE, Maryland’s Alliance for Graduate Education and the Professoriate program, a National Science Foundation (NSF)-funded graduate retention and support program. The authors specifically examine how underrepresented minority students gain access to needed supports through building individual mentoring relationships and broader networks of support.

The authors rely on a case study approach to explore developmental networks and support accessed by students participating in the PROMISE program. A total of 16 students of color in STEM fields from three institutions in the University of Maryland System have participated.

Study findings reveal that scientists from underrepresented backgrounds construct and draw from diverse developmental networks that include individuals from within and outside of the academic community. Key relationships include advisors; faculty with whom they share identities, peers in and outside of their programs; and administrators. Developers play distinct roles within the networks including shaping students’ emerging professional identities as scientists and providing psychosocial support. Student agency and initiative as well as faculty engagement and programs like PROMISE further enhanced student access to mentorship.

This study offers unique insights into the nature, cultivation and resources gained from the relationships that make up the developmental networks of science graduate students from underrepresented backgrounds.

Traditional notions of mentoring and support, particularly in graduate education, highlight the role and importance of the student’s advisor in their growth and development. This study is unique in its focus on the multiple relationships students of color in science form. This study offers specific insight into the nature, construction and resources gained from developmental networks formed by a group of underrepresented minority students in STEM graduate education.

The purpose of this paper is to derive practical recommendations from Follett's conceptualization of the student-teacher relations.

The paper employs a narrative historical interpretation of Follett's speech, which was originally given at the Boston University in the late Fall of 1928, but for the first time published in 1970.

Follett's conceptualization of the teacher-student relation resonated well with the contemporary conceptualization of constructive-developmental theory of leadership.

The findings of this study should be interpreted with recognition that the single case study has inherent limitations in terms of generalization.

This paper offers unique practical recommendations for instructional methods of experiential learning based on reflection, problem solving and critical thinking, which are based on the authors' analysis of Follett's works and constructive-developmental scholarship.

The purpose of the study is to review some of the existing gaps in the third-generation of critical environmental justice (EJ) research and then propose promising combinations of theoretical concepts by adjoining (EJ) literature with other bodies of work with the use of qualitative research methods.

This paper is a critique of the third-generation of critical EJ literature. It demonstrates how the scope of this scholarship, particularly the third world EJ studies, can be expanded further by deploying various combinations of other theories and qualitative research methods.

Conceptually, this paper provides insights into the new directions that third world EJ theory can take by drawing from other bodies of work including the developmental state, caste, waste, informal sector and labor studies within its fold. Methodologically, the paper shows why and how qualitative research methods including single and multiple case study, participatory action research and ethnography can assist in developing these new integrations between theories.

This research calls for the need to conduct studies in each of the new research dimension suggested in this paper in novel empirical spaces. Such studies will enable the practice of EJ and will help to advance the field of EJ scholarship forward.

Analysis of new research combinations with qualitative research methods in new empirical spaces might create scope for practicing EJ in such spaces where various forms of environmental injustices prevail.

This paper identifies gaps in the third-generation of critical EJ research and proposes new research directions by combining other theories and qualitative methods.

Tuberous sclerosis complex (TSC) is a genetic disorder with a high prevalence of autism spectrum disorder (ASD), yet no single genetic, neurological or neurophysiological risk marker is necessary or sufficient to increase risk for ASD. This paper aims to discuss the utility of adopting a developmental perspective.

The increasing number of TSC infants presenting with abnormalities prenatally provides a unique opportunity to study risk pathways to ASD from birth. Here, the authors review findings to date that support the investigation of infants with TSC to further our understanding of typical and atypical development.

Evidence has accumulated from studies of infants at familial risk for ASD (“baby siblings”) to suggest that early markers of ASD are present in the first year of life. The early waves of prospective studies of infants with TSC indicate dynamic changes in developmental trajectories to ASD and are likely to provide insight into cascading effects of brain “insult” early in development. Emerging evidence of phenotypic and biological homology between syndromic and idiopathic cases of ASD supports the notion of a convergence of risk factors on a final common pathway in ASD.

The delineation of brain-based biomarkers of risk, prediction and treatment response in TSC will be critical in aiding the development of targeted intervention and prevention strategies for those infants at high risk of poorer developmental outcomes.

Inhibitory control (IC) is a central executive function that shows significant development throughout the preschool years. IC is known as a factor that underlies the ability to self-regulate in daily situations. This ability is challenged when a child faces negative emotions; a challenge that is seen in children’s IC performance and brain activity. This chapter elaborates on the effects that negative emotional experiences have on children’s IC functioning. Moreover, previous studies regarding the way emotional experiences are reflected in brain activity are included. Additionally, this chapter will offer a comprehensive review of the factors affecting individual differences in IC, including the role of children’s temperamental effortful control and negative affectivity. Further, the role of parenting behaviors will be discussed, focusing on the way in which maternal self-regulation influences child inhibitory control, including related educational implications.