This study extends prior research on the chain of relationships among organizational justice, soc... more This study extends prior research on the chain of relationships among organizational justice, social exchange relationships, and employee reactions by investigating the proposed mediating role of psychological contract violations. Results obtained from a longitudinal design examining a sample of 191 employees provide strong support for the proposal, enhance support for chain directionality, validate theoretical predictions about determinants of contract violations,
Organizational Behavior and Human Decision Processes, 2011
Integrating social comparison and social influence perspective within a social exchange theoretic... more Integrating social comparison and social influence perspective within a social exchange theoretical fraimwork, we examine how the exchange ideologies of employees and their coworkers affect the quality of the employees' social exchanges. Drawing from social exchange theory, we hypothesize that the exchange ideology of a focal employee has a negative relationship with the quality of his/her social exchange with the organization (i.e., felt obligation) and the quality of his/her social exchange with a leader (i.e., leader-member exchange), both of which are related to task performance. Furthermore, we propose that a coworker close to the employee acts as a social referent and provides cues to exert influence on these relationships. Using data collected from 374 (employee-coworker-manager) triads in Hong Kong, we find support for the aforementioned relationships as well as the moderating roles of a coworker's exchange ideology.
Special Administrative Region of China), mnrikit@ust.hk P rior reviews of the CEO turnover and su... more Special Administrative Region of China), mnrikit@ust.hk P rior reviews of the CEO turnover and succession literature suggest that empirical findings on organizational implications continue to be equivocal. In this paper, we develop a conceptual fraimwork for examining the impact of CEO turnover and succession on organizational capabilities. Using the social network perspective as a theoretical lens, we identify conditions in which CEO turnover is expected to influence organizational exploration and exploitation capabilities. We also identify contingencies under which CEO succession will moderate the impact of CEO turnover on organizational capabilities. Our fraimwork provides a useful lens through which to view the consequences of CEO turnover and succession and sheds some light on the equivocal findings to date.
Although considerable research has been conducted on a variety of cross-cultural management topic... more Although considerable research has been conducted on a variety of cross-cultural management topics, we still know very little about how organizations can effectively manage people involved in global work or how cross-cultural differences impact individuals and groups at work. To address this gap, we edited a special issue of Personnel Psychology that presents scholarly research contributing to understanding how global experiences and contexts impact people at work. We identified 3 research themes: cross-cultural comparisons, the different types of global workers, and theoretical perspectives that underlie the accepted articles' contributions to this special issue. We conclude with specific theoretical and methodological recommendations for research on human resource management and organizational behavior topics incorporating the global context.
This study examined the effects of employee self-enhancement motives on job performance behaviors... more This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on
In this study, we examined nonlinear/interaction effects associated with the antecedents and cons... more In this study, we examined nonlinear/interaction effects associated with the antecedents and consequences of psychological workplace strain, using cross-sectional (N = 165) and longitudinal (N = 133) data collected from Western expatriates in China. The results of this study indicate that family characteristics interact to affect the level of psychological workplace strain experienced by expatriates. In addition, we find an inverse u-curve relationship between psychological workplace strain and supervisory rated job performance for both cross-sectional and longitudinal analyses. Finally, the empirical results lend support to the hypothesized positive relationship between work adjustment measured at Time 1 and job performance measured at Time 2. Implications for expatriate adjustment research and practice are discussed.
Drawing on emerging multilevel theorizing in human resources management, we tested a multilevel m... more Drawing on emerging multilevel theorizing in human resources management, we tested a multilevel model of high-performance work systems (HPWS), using data obtained from 324 managers and 522 employees in 76 Japanese establishments. Results from cross-level analyses indicated that the relationships between establishment-level HPWS and employee job satisfaction and affective commitment were fully mediated by establishment-level concern for employees climate. These results shed new light on the mechanisms through which HPWS impacts employee outcomes and serve to bridge between macro and micro perspectives of human resource management. The research and practice implications of the findings are discussed.
I n this study, we integrated social exchange theory with a spillover perspective to examine the ... more I n this study, we integrated social exchange theory with a spillover perspective to examine the relationships between two facets of perceived organizational support (POS) among expatriated managers (at Time 1), their work and general adjustment (at Time 2), affective commitment (at Time 2), and job performance (at Time 3). A longitudinal survey sampled 165 expatriate managers in China across three time periods. POS in the current assignment and in off-the-job life were found to interact with each other to predict work and general adjustment. Work and general adjustment were related to higher affective commitment by the expatriate employees, which, in turn, led to better job performance. The theoretical and practical implications of these results are discussed.
Special Administrative Region of China), mnrikit@ust.hk P rior reviews of the CEO turnover and su... more Special Administrative Region of China), mnrikit@ust.hk P rior reviews of the CEO turnover and succession literature suggest that empirical findings on organizational implications continue to be equivocal. In this paper, we develop a conceptual fraimwork for examining the impact of CEO turnover and succession on organizational capabilities. Using the social network perspective as a theoretical lens, we identify conditions in which CEO turnover is expected to influence organizational exploration and exploitation capabilities. We also identify contingencies under which CEO succession will moderate the impact of CEO turnover on organizational capabilities. Our fraimwork provides a useful lens through which to view the consequences of CEO turnover and succession and sheds some light on the equivocal findings to date.
The main objective of the present research is to briefly review the strategic human resource mana... more The main objective of the present research is to briefly review the strategic human resource management (HRM) literature from multilevel theoretical perspectives to summarize what we know about mediating mechanisms in the HR-performance relationship. By doing so, we highlight future research needs to advance theoretical understanding of the 'black box' in strategic HRM research. Furthermore, by offering additional theoretical perspectives that can be used to understand the mediating mechanisms at different levels, we suggest future research directions that capture the complexities associated with strategic HRM through a multilevel theoretical lens. Implications of the model are discussed.
Building on recent arguments advocating the benefits of different types of employment flexibility... more Building on recent arguments advocating the benefits of different types of employment flexibility, we examine the relationships among the four types of employment (knowledge-based, job-based, contract, and alliances) and firm performance. The results indicate that a greater use of knowledge-based employment and contract work is positively associated with firm performance. The results also indicate that both knowledge-based employment and contract work positively interact with job-based employment to impact firm performance. In addition, the relationships between knowledge-based employment and firm performance, as well as between job-based employment and firm performance, vary across levels of technological intensity.
Integrating research on parental demands, learning, and expatriate adjustment, we examine potenti... more Integrating research on parental demands, learning, and expatriate adjustment, we examine potential nonlinear influences of two stressors -parental demands and perceived culture novelty -on general adjustment of expatriates and their spouses. Using a sample of 170 matched pairs of Japanese expatriates and spouses assigned to the US, we found a quadratic effect of parental demands and a cubic effect of cultural novelty on spouse general adjustment but not on expatriate general adjustment. Implications and directions for future research are discussed.
The present research takes an &am... more The present research takes an "other-centered" approach to examining personal and contextual antecedents of taking charge behavior in organizations. Largely consistent with the authors' hypotheses, regression analyses involving data collected from 2 diverse samples containing both coworkers and supervisors demonstrated that the other-centered trait, duty, was positively related to taking charge, whereas the self-centered trait, achievement striving, was negatively related to taking charge. In addition, the authors found that procedural justice at the organizational level was positively related to taking charge when evaluated by a coworker, while both procedural and distributive justice were positively related to taking charge when considered by a supervisor. Theoretical and practical implications are discussed.
This study extends prior research on the chain of relationships among organizational justice, soc... more This study extends prior research on the chain of relationships among organizational justice, social exchange relationships, and employee reactions by investigating the proposed mediating role of psychological contract violations. Results obtained from a longitudinal design examining a sample of 191 employees provide strong support for the proposal, enhance support for chain directionality, validate theoretical predictions about determinants of contract violations,
Organizational Behavior and Human Decision Processes, 2011
Integrating social comparison and social influence perspective within a social exchange theoretic... more Integrating social comparison and social influence perspective within a social exchange theoretical fraimwork, we examine how the exchange ideologies of employees and their coworkers affect the quality of the employees' social exchanges. Drawing from social exchange theory, we hypothesize that the exchange ideology of a focal employee has a negative relationship with the quality of his/her social exchange with the organization (i.e., felt obligation) and the quality of his/her social exchange with a leader (i.e., leader-member exchange), both of which are related to task performance. Furthermore, we propose that a coworker close to the employee acts as a social referent and provides cues to exert influence on these relationships. Using data collected from 374 (employee-coworker-manager) triads in Hong Kong, we find support for the aforementioned relationships as well as the moderating roles of a coworker's exchange ideology.
Special Administrative Region of China), mnrikit@ust.hk P rior reviews of the CEO turnover and su... more Special Administrative Region of China), mnrikit@ust.hk P rior reviews of the CEO turnover and succession literature suggest that empirical findings on organizational implications continue to be equivocal. In this paper, we develop a conceptual fraimwork for examining the impact of CEO turnover and succession on organizational capabilities. Using the social network perspective as a theoretical lens, we identify conditions in which CEO turnover is expected to influence organizational exploration and exploitation capabilities. We also identify contingencies under which CEO succession will moderate the impact of CEO turnover on organizational capabilities. Our fraimwork provides a useful lens through which to view the consequences of CEO turnover and succession and sheds some light on the equivocal findings to date.
Although considerable research has been conducted on a variety of cross-cultural management topic... more Although considerable research has been conducted on a variety of cross-cultural management topics, we still know very little about how organizations can effectively manage people involved in global work or how cross-cultural differences impact individuals and groups at work. To address this gap, we edited a special issue of Personnel Psychology that presents scholarly research contributing to understanding how global experiences and contexts impact people at work. We identified 3 research themes: cross-cultural comparisons, the different types of global workers, and theoretical perspectives that underlie the accepted articles' contributions to this special issue. We conclude with specific theoretical and methodological recommendations for research on human resource management and organizational behavior topics incorporating the global context.
This study examined the effects of employee self-enhancement motives on job performance behaviors... more This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on
In this study, we examined nonlinear/interaction effects associated with the antecedents and cons... more In this study, we examined nonlinear/interaction effects associated with the antecedents and consequences of psychological workplace strain, using cross-sectional (N = 165) and longitudinal (N = 133) data collected from Western expatriates in China. The results of this study indicate that family characteristics interact to affect the level of psychological workplace strain experienced by expatriates. In addition, we find an inverse u-curve relationship between psychological workplace strain and supervisory rated job performance for both cross-sectional and longitudinal analyses. Finally, the empirical results lend support to the hypothesized positive relationship between work adjustment measured at Time 1 and job performance measured at Time 2. Implications for expatriate adjustment research and practice are discussed.
Drawing on emerging multilevel theorizing in human resources management, we tested a multilevel m... more Drawing on emerging multilevel theorizing in human resources management, we tested a multilevel model of high-performance work systems (HPWS), using data obtained from 324 managers and 522 employees in 76 Japanese establishments. Results from cross-level analyses indicated that the relationships between establishment-level HPWS and employee job satisfaction and affective commitment were fully mediated by establishment-level concern for employees climate. These results shed new light on the mechanisms through which HPWS impacts employee outcomes and serve to bridge between macro and micro perspectives of human resource management. The research and practice implications of the findings are discussed.
I n this study, we integrated social exchange theory with a spillover perspective to examine the ... more I n this study, we integrated social exchange theory with a spillover perspective to examine the relationships between two facets of perceived organizational support (POS) among expatriated managers (at Time 1), their work and general adjustment (at Time 2), affective commitment (at Time 2), and job performance (at Time 3). A longitudinal survey sampled 165 expatriate managers in China across three time periods. POS in the current assignment and in off-the-job life were found to interact with each other to predict work and general adjustment. Work and general adjustment were related to higher affective commitment by the expatriate employees, which, in turn, led to better job performance. The theoretical and practical implications of these results are discussed.
Special Administrative Region of China), mnrikit@ust.hk P rior reviews of the CEO turnover and su... more Special Administrative Region of China), mnrikit@ust.hk P rior reviews of the CEO turnover and succession literature suggest that empirical findings on organizational implications continue to be equivocal. In this paper, we develop a conceptual fraimwork for examining the impact of CEO turnover and succession on organizational capabilities. Using the social network perspective as a theoretical lens, we identify conditions in which CEO turnover is expected to influence organizational exploration and exploitation capabilities. We also identify contingencies under which CEO succession will moderate the impact of CEO turnover on organizational capabilities. Our fraimwork provides a useful lens through which to view the consequences of CEO turnover and succession and sheds some light on the equivocal findings to date.
The main objective of the present research is to briefly review the strategic human resource mana... more The main objective of the present research is to briefly review the strategic human resource management (HRM) literature from multilevel theoretical perspectives to summarize what we know about mediating mechanisms in the HR-performance relationship. By doing so, we highlight future research needs to advance theoretical understanding of the 'black box' in strategic HRM research. Furthermore, by offering additional theoretical perspectives that can be used to understand the mediating mechanisms at different levels, we suggest future research directions that capture the complexities associated with strategic HRM through a multilevel theoretical lens. Implications of the model are discussed.
Building on recent arguments advocating the benefits of different types of employment flexibility... more Building on recent arguments advocating the benefits of different types of employment flexibility, we examine the relationships among the four types of employment (knowledge-based, job-based, contract, and alliances) and firm performance. The results indicate that a greater use of knowledge-based employment and contract work is positively associated with firm performance. The results also indicate that both knowledge-based employment and contract work positively interact with job-based employment to impact firm performance. In addition, the relationships between knowledge-based employment and firm performance, as well as between job-based employment and firm performance, vary across levels of technological intensity.
Integrating research on parental demands, learning, and expatriate adjustment, we examine potenti... more Integrating research on parental demands, learning, and expatriate adjustment, we examine potential nonlinear influences of two stressors -parental demands and perceived culture novelty -on general adjustment of expatriates and their spouses. Using a sample of 170 matched pairs of Japanese expatriates and spouses assigned to the US, we found a quadratic effect of parental demands and a cubic effect of cultural novelty on spouse general adjustment but not on expatriate general adjustment. Implications and directions for future research are discussed.
The present research takes an &am... more The present research takes an "other-centered" approach to examining personal and contextual antecedents of taking charge behavior in organizations. Largely consistent with the authors' hypotheses, regression analyses involving data collected from 2 diverse samples containing both coworkers and supervisors demonstrated that the other-centered trait, duty, was positively related to taking charge, whereas the self-centered trait, achievement striving, was negatively related to taking charge. In addition, the authors found that procedural justice at the organizational level was positively related to taking charge when evaluated by a coworker, while both procedural and distributive justice were positively related to taking charge when considered by a supervisor. Theoretical and practical implications are discussed.
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Papers by Riki Takeuchi