What does team–member exchange bring to the party? A meta‐analytic review of team and leader social exchange

Both leader–member exchange (LMX) and team–member exchange (TMX) measure the quality of reciprocal exchange among employees in the workplace. Although LMX focuses on supervisor–subordinate relationships while TMX examines the relationships among team members, both have theory‐based and empirically proven relations with workplace outcomes such as job performance, organizational commitment, job satisfaction, and turnover intentions. However, it is not yet known which has more of an impact on such workplace outcomes—specifically, it is not clear if an employee's time is best spent developing vertical relationships among supervisors and subordinates (LMX) or on the horizontal relationships among team members (TMX). Accordingly, this meta‐analysis explores the incremental validity and relative importance of these two social exchange‐based constructs. The theoretical logic underlying LMX and TMX is clarified, and the parameter estimates between LMX, TMX, and work outcomes are reported. Results demonstrate that TMX shows incremental validity above and beyond LMX for some outcomes (organizational commitment and job satisfaction), but not others (job performance and turnover intentions). Also, LMX shows greater relative importance across all four outcomes. In sum, the clarification of the theoretical and empirical landscape lays a foundation for recommendations for future research. Copyright © 2013 John Wiley & Sons, Ltd.     

Multiple dimensions of human resource development and organizational performance

Building on strategic human resource management literature, this study investigates the effects of various human resource development (HRD) dimensions on organizational performance. We identify four distinct dimensions of HRD that reflect either quantitative or qualitative approaches from either managerial or employee perspectives. Furthermore, we propose that HRD affects organizational performance by shaping employee outcomes, a prevailing but rarely tested assumption. Multi‐source data collected from 207 manufacturing companies at three time points over a 5‐year period largely support our theoretical propositions. A series of structural path analyses confirm that HRD improves employee commitment and competence, which in turn determine the financial performance of the organization. The quantitative dimensions of HRD (resource investment in HRD) predict only employee commitment. By contrast, the qualitative dimensions of HRD (management support for, and perceived benefits of, HRD) enhance both employee commitment and competence. Our analysis also demonstrates synergistic interactions between the quantitative and qualitative dimensions of HRD in predicting employee outcomes. This study elaborates the distinct values of different dimensions of HRD and highlights the significance of employee outcomes as the mediating mechanism between HRD and firm performance. Copyright © 2014 John Wiley & Sons, Ltd.     

Significant work events and counterproductive work behavior: The role of fairness,emotions, and emotion regulation

In this diary study, we investigated multi‐level predictors of daily counterproductive work behavior (CWB) relying on the theoretical frameworks of affective events theory and the emotion‐centered model of CWB. We assessed significant work events, event‐based fairness perceptions, negative emotional reactions to work events, and employee CWB over a 10‐day period. We tested within‐person relations predicting CWB, and cross‐level moderating effects of two emotion regulation strategies (suppression and reappraisal). Results from a multi‐level path analysis revealed that significant work events had both direct and indirect effects on negative emotional reactions. Further, negative emotional reactions in turn mediated the relationships between significant work events and all forms of daily CWB as well as the relationship between event‐based fairness perceptions and daily CWB‐O. Results also supported the moderating role of reappraisal emotion regulation strategy on relations between significant work events and negative emotional reactions. Less support, however, was found for the moderating influence of suppression on the link between negative emotional reactions and CWB. Among the broad work event categories we identified, our supplemental analyses revealed that negative work events involving interactions with supervisors elicited the highest levels of employee negative emotional reactions. We discuss the theoretical and practical implications of these findings. Copyright © 2014 John Wiley & Sons, Ltd.     

The mediating role of psychological capital between perceived management commitment and safety behavior

Introduction: Among attempts that address high incidences of fatalities and injuries in coal mines, increasing attention has been paid to management commitment to complement the traditional focus on technological advances in safety management. However, more research is needed to explain the influence of perceived management commitment, with extant research drawing commonly on Griffin and Neal (2000) to focus on safety knowledge, skills, and motivation. This study draws on social cognitive theory (Bandura, 1986) to investigate psychological capital as a link between thought process and safety behavior. Method: This study uses survey data from 400 frontline workers in China’s coal mines to test hypotheses. Result: Results suggest that perceived management commitment to safety correlates positively with workers’ safety compliance and participation, and four constituents of psychological capital—self-efficacy, hope, optimism, and resilience—explain the influence of perceived management commitment on safety compliance and participation. Practical Applications: Findings offer both researchers and practitioners an explanation of how perceived management commitment influences safety behaviors, and clarify the roles psychological capital constituents play in explaining the influence of perceived management commitment on safety compliance and safety participation.     

Contribution of different sectors to developed countries’ fulfillment of GHG emission reduction targets under the first commitment period of the Kyoto Protocol

Greenhouse gas (GHG) data submitted in April 2014 on land use, land use change and forestry (LULUCF), energy, industrial processes, solvents and other product use, agriculture, and waste for 37 developed countries was analyzed to estimate the relative contributions of different sectors to GHG emission reductions. This GHG data from the first commitment period of the Kyoto Protocol included 35 parties to Annex B of the Kyoto Protocol, the United States and Canada. Results show that the contribution of each sector was, in order: energy (36.9%), industrial processes (12.4%), agriculture (9.9%), LULUCF (7.7%), waste (3.4%), and solvents and other product use (0.1%). The average proportion of base year emissions reduced in each sector by countries in Annex B was, in order: energy (7.4%), agriculture (2.7%), LULUCF (1.9%), industrial processes (1.2%), waste (0.5%), and solvents and other product use (0.1%). Overall, the energy sector contributed the highest GHG emission reductions, while the agriculture and LULUCF sectors also made contributions. Most countries achieved limited absolute GHG reductions from their chosen LULUCF activities, but the relative contribution of GHG emission reductions from LULUCF was significant but small. This suggests that, unless there are substantial changes to accounting rules, future emission reductions will mainly result from mitigation actions targeting fossil fuel consumption, while the agriculture and LULUCF sectors will continue to play auxiliary roles.     

Political commitment to CO<Subscript>2</Subscript> capture and storage: evidence from government RD&;D budgets

For CO₂ capture and storage (CCS) to succeed as a mitigation strategy, political commitment is one of several prerequisites. This article offers an appraisal of political commitment to a CCS strategy among high-income countries in Europe and North America: Which governments are committed, and what particular interests and concerns do they seek to accommodate by supporting CCS? In order to answer these questions, new data are reported on government CCS research, development and demonstration (RD&;D) budgets. RD&;D budgets divided by GDP is used as an indicator of political commitment, and explanations are sought for cross-national differences. The analysis shows that fossil fuels reserves and extraction within a country has a very strong bearing on funding levels. Likely explanations include the potential for combining CCS with enhanced resource recovery. All large economies (population >50 million) have a funding program. The smaller states that provide funding (Norway, Canada, the Netherlands) have the highest funding levels relative to GDP. These findings suggest that high-income petroleum producing countries are likely to be leaders in promoting CCS and a favorable regulatory environment. The fact that all large, high-income countries in the two regions now display some interest in CCS further improves its political outlook.     

日本环境管理咨询体系研究

环境执政能力已成为亚洲发展中国家的主要议题之一.政府通过立法、政策、行政和制度手段,可确保实现良好的执政.作为经济、政治和社会现代化的制度手段之一,环境咨询体系(EAS)在日本得以建立.其针对公众不断增长的对环境净化和保护的需求,增加公众参与政府决策过程的力度.强化环境执政能力的经验教训:①EAS产生的背景,即日本工业化和城市化初期几十年的环境退化和环境立法的艰难历程表明,公众对国家和地方政府的环境保护压力与日俱增.②识别了从"防治污染措施咨询委员会"(ACAP)发展到"中央环境咨询委员会"(CEAC)和"内阁全球环境委员会"(CGEC)的主要变化因素、内容和作用.ACAP主要考虑制定污染防治政策,监测、评估和补偿环境污染(如水俣病、痛痛病、呼吸道疾病等)造成的损害.CEAC和CGEC越来越多地涉及到环境保护中,包括地方、国家及全球尺度的污染预防和环境应急准备.     

Human resource management systems and work attitudes: The mediating role of future time perspective

This paper examines the role of employees' future time perspective (FTP) in the association between human resource management (HRM) systems and work‐related attitudes. Drawing on social exchange theory, signaling theory, and affective events theory, we hypothesize HRM systems' indirect effects on individual‐level job satisfaction and affective organizational commitment as mediated by FTP. The results of this multilevel study, comprising 913 employees of 76 business units, provide evidence that HRM systems have (i) direct effects on employees' FTP and (ii) indirect effects on job satisfaction and organizational commitment via FTP. In addition, three HRM bundles' (i.e., knowledge, skills, and abilities enhancing; motivation enhancing; and opportunity enhancing) corresponding indirect effects are explored. We discuss the results, theoretical contributions, and practical implications of the study, as well as future research directions. Copyright © 2016 John Wiley & Sons, Ltd.     

Fostering green innovation in achieving sustainable performance

Nowadays, sustainable development has been underlined as critical in relation to firm performance and is becoming a global concern. Green innovation is believed to be a fundamental approach to environmental protection and determines the firms' competitiveness. Many factors drive the success of adopting green innovation. Unfortunately, many studies generally focus on large industries. This study investigates the influence of the firms' external pressure and internal factors simultaneously on the adoption of green innovation in small enterprises in developing countries. We conceptualized the four factors that may determine the successful implementation of green innovation to achieve sustainable performance, including environmental regulations, customer pressure, resources and capabilities, and management commitment. Data were gathered from 160 food sector SMEs in Malang Raya, Indonesia. Data analysis used structural equation modeling with the partial least squares approach (SEM-PLS). The empirical results conclude the positive effects of customer pressure, resources and capabilities, and commitment management on green innovation, which in turn had a positive on sustainable performance. The results also confirmed that environmental regulations did not significantly impact green innovation. The findings provide valuable contributions and encourage SMEs to foster green innovation's potential for better sustainable performance and competitive advantage. The findings also offer integrated perspectives on how firms should be more innovative toward sustainability.     

不同承诺能力下可耗竭资源的最优消耗

通过对可耗竭资源经济学的文献回顾,目前尚没有发现在可变时间偏好理论框架下探讨可耗竭资源的最优消耗等问题.该文尝试在双曲线贴现的可变时间偏好下,对一个可耗竭资源的纯消耗问题进行分析,讨论在不同承诺能力下资源的最优消耗速度及对资源的保护效果.模型结果证明,在国家的完全承诺能力下,资源的最优消耗速度最慢,选择的初始资源消耗最低,与时间偏好不变情况下的社会计划者问题等价.相反,在完全无承诺能力下,资源的最优消耗速度最快,选择的初始资源消耗最高,其短视的资源消耗行为必然会导致可耗竭资源的过度消耗.部分承诺能力下的情况则介于完全承诺能力情况与完全无承诺能力情况之间.因此,在双曲线贴现的时间偏好下,资源消耗的最优速度依赖于承诺能力,承诺能力的提高会导致更低的有效时间偏好率,从而导致更低的资源消耗速度和初始资源消耗.承诺技术纠正了人们的不耐心程度与短视行为,从而达到保护可耗竭资源的目的.