How do transformational leaders foster positive employee outcomes? A self‐determination‐based analysis of employees' needs as mediating links

Although followers' needs are a central aspect of transformational leadership theory, little is known about their role as mediating mechanisms for this leadership style. The present research thus seeks to integrate and extend theorizing on transformational leadership and self‐determination. In particular, we propose that the satisfaction of followers' basic needs (autonomy, competence, and relatedness) mediates the relationship between transformational leadership and employee outcomes (job satisfaction, self‐efficacy, and commitment to the leader). We tested this model in two studies involving employees from a broad spectrum of organizations in Germany (N = 410) and in Switzerland (N = 442). Results revealed largely consistent patterns across both studies. The need for competence fulfillment solely mediated the link between transformational leadership and occupational self‐efficacy; the need for relatedness fulfillment solely mediated the link between transformational leadership and commitment to the leader. The mediating pattern for the link between transformational leadership and job satisfaction varied slightly across studies. In Study 1, only the need for autonomy fulfillment was a significant mediator, whereas in Study 2, all three needs mediated this relationship. Taken together, our study integrates theorizing on transformational leadership and self‐determination by corroborating that need fulfillment indeed is a central mechanism behind transformational leadership. Copyright © 2012 John Wiley & Sons, Ltd.     

Bridge building within the province of proactivity

The research questions posed in this study highlight the importance of valuing proactivity in both prompting an individual to engage in proactive behavior and encouraging the expression of that behavior. We integrate a variety of constructs from the proactivity literature to gain a deeper understanding of proactive behavior as it relates to proactive motivation and supervisory performance evaluations. First, we draw upon self‐determination theory, expectancy–value theory, and the recent integration of the proactive motivation literature to hypothesize that proactive behavior is predicted by the interaction of “can do” and “reason to” proactive motivational states. Second, on the basis of performance theory, we hypothesize that the relationship between proactive behavior and performance depends upon the extent to which the supervisor values proactivity. Specifically, we argue that supervisors with proactive personalities are more likely to value and reward subordinate proactive behavior than passive supervisors. Results provide support for both of our hypotheses. Interestingly, results show that proactive behavior did not result in negative consequences but rather that there was a cost (i.e., lower performance rating) for not taking charge for employees with proactive supervisors. Copyright © 2012 John Wiley & Sons, Ltd.     

Making a significant difference with burnout interventions: Researcher and practitioner collaboration

Burnout research over the past 30 years has yielded both knowledge and tools to apply to interventions at unit and organizational levels. Examples of innovative partnerships between researchers and practitioners point to the importance of multi‐level approaches in generating relevant and effective solutions to the burnout problem. Copyright © 2011 John Wiley & Sons, Ltd.     

Demography and disappearing merchandise: How older workforces influence retail shrinkage

Prior research on retail shrinkage has taken a largely individual‐level approach to theorizing about why it occurs, showing that older employees are less prone to theft and more vigilant in preventing customer shoplifting than younger personnel. However, given the influence of organizational contexts on organizational behavior, theorizing about shrinkage may be enhanced by the consideration of business‐unit level contextual variables. The present study addressed this concern by examining the relationship between store‐level age composition, whistle‐blowing (WB) climate, and shrinkage in 726 retail stores. Results indicated that the negative mean age–shrinkage relationship was stronger when there was less age diversity or a climate more supportive of WB. Moreover, the negative WB climate–shrinkage linkage was stronger when the mean age was higher. Copyright © 2011 John Wiley & Sons, Ltd.     

The many benefits of employee well‐being in organizational research

We undertake three objectives in this Incubator. We begin with a discussion of how well‐being has been considered in organizational research. Second, we provide an overview of the relationship between employee well‐being and such workplace outcomes as job performance, employee retention, and cardiovascular health. Third, we introduce exciting research directions. Copyright © 2012 John Wiley & Sons, Ltd.     

美国减灾的应急及社会联动机制研究——以卡特里娜飓风为例

卡特里娜飓风是美国历史上最严重的一次自然灾害.本文从法律依据和国家灾难恢复和反应框架入手分析美国政府、社会各方对卡特里娜飓风灾害的应急反应和灾难恢复体系,从社会参与角度探讨美国的灾难联动参与反应机制,从新奥尔良市Broadmoor社区的恢复重建过程剖析美国的自下而上的社区主导型恢复重建体制,美国特色的防灾减灾社会联动机制能对加强和完善我国应急反应体系,对建设符合我国国情的减灾救灾社会参与机制提供启示与借鉴.     

产酸脱硫反应器中碳硫比对群落生态特征的影响

通过产酸脱硫反应器处理高浓度含硫酸盐废水的连续流试验,从群落动态的角度研究碳硫比(COD/SO₄^2-)从4.2降低到2.0的过程中,pH值、氧化还原电位(ORP)、碱度(ALK)和末端产物(VFAs)组成、优势种群分布等群落生态特征的变化规律试验证明,在此过程中ORP和ALK提高,而pH值和VFAs中乙酸的分布比例降低,群落类型由高碳硫比稳定型转化为低碳硫比亚稳定型,但仍未改变乙酸型顶极群落的典型特征.     

产酸脱硫反应器中COD/SO42-比制约的群落生态演替规律

通过产酸脱硫反应器的动态试验和配套的静态试验,考察致变因子 COD/SO₄^2-比制约的乙酸型顶极群落的结构、优势种群的组成和生态演替的规律; 阐明乙酸型代谢和乙酸型顶极群落是产酸脱硫生态系统的典型特征;揭示乙酸型顶极群落内平衡与反馈调节的生理代谢机制,并以因变因子**pH值、氧化还原电位和碱度来表征生态演替过程中优势种群的三维实现生态位.     

Ambivalence towards discourse of disaster resilience

This paper investigates empirically how the international aid community (IAC)—donors and practitioners—considers and implements disaster resilience in a specific country setting, Nepal, and throughout the rest of the world. A key finding is that there is ambivalence about a concept that has become a discourse. On a global level, the IAC utilises the discourse of resilience in a cautiously positive manner as a bridging concept. On a national level, it is being used to influence the Government of Nepal, as well as serving as an operational tool of donors. The mythical resilient urban community is fashioned in the IAC's imaginary; understanding how people create communities and what type of linkages with government urban residents desire to develop their resilience strategies is missing, though, from the discussion. Disaster resilience can be viewed as another grand plan to enhance the lives of people. Yet, regrettably, an explicit focus on individuals and their communities is lost in the process.     

Fieldwork after conflict: contextualising the challenges of access and data quality

Despite sustained scholarly interest in post‐conflict states, there has not been a thorough review and analysis of associated methodology and the challenges of conducting research in these contexts. Addressing this gap, this paper directs attention to the particular effects of these settings on access and data quality and their ramifications for the resulting scholarship. It assesses the intrinsic challenges of performing fieldwork in these environments, drawing on both relevant social science literature and the authors’ experiences of carrying out research in Afghanistan and Timor‐Leste. The study demonstrates that the post‐conflict environment moulds research design and, consequently, influences how questions are answered as well as the questions asked. Moreover, it highlights ways to mitigate these issues. This work is of relevance to scholars planning to engage in field research and to researchers reflecting upon their work, as well as to policymakers who are considering undertaking programmes or commissioning research in post‐conflict areas.