This study aims to examine how employees engage in different types of negative information sharing behaviors about their organization, namely, negative megaphoning, in response to perceived organizational injustice. The role of employees’ negative affect and employee–organization relationship are also examined. Results of an online survey with 403 full-time employees in the U.S. across industry sectors showed that perceptions of organizational injustice increase employee’s negative affect, thereby increasing their internal, external, and anonymous website negative megaphoning behaviors. Injustice perception also decreased EOR (...) quality, which in turn, increases employees’ negative megaphoning behaviors on anonymous websites. Theoretical and practical implications are suggested. (shrink)

Prior research on employee–organization relationships has exclusively focused on the positive consequences of high-inducement EORs. Drawing from social exchange theory, we develop a model theorizing employee unethical pro-organizational behavior as one potential negative outcome of high-inducement EORs, as mediated by high-quality social exchange relationship between the employee and the employer. Empirical findings from two field studies provided convergent support to the mediation relationship between mutual-investment EORs and employee UPB via perceived social exchange. Moreover, the results in Study 2 further revealed (...) that the relationship was less significant among employees with higher levels of moral identity, because the positive relationship between perceived social exchange and employee UPB was weakened by high moral identity. The theoretical and managerial implications were discussed. (shrink)

This study investigates the impact of transparent communication (TRC) on job performance in higher education institutions (HEIs) in the Western Balkans during the COVID-19 pandemic, focusing on the mediating role of the employee–organization relationship (EOR). A quantitative methodology was employed, and an online survey was administered across public and private HEIs, garnering 1,020 responses. Using structural equation modelling, the study reveals that TRC positively influences both EOR and job performance. EOR also enhances job performance. However, the mediation analysis indicates a (...) complex dynamic, with EOR exhibiting a negative mediating effect between TRC and job performance. The findings contribute to organizational communication theory by integrating relationship management theory and social exchange theory, demonstrating how TRC strengthens employee relationships and performance during crises. Practical implications include the importance of fostering open, timely and participative communication to enhance employee engagement and productivity. This research highlights the critical role of internal communication strategies in maintaining organizational resilience, offering insights applicable beyond the higher education sector to other organizations facing crisis-induced challenges. (shrink)

Sustainable development of enterprises has attracted the attention of scholars and practitioners. Green entrepreneurship, as an important way to provide eco-friendly products and solve environmental problems, is a key way for the sustainable development of enterprises. However, due to the disadvantage faced by enterprises in pursuing costly sustainable actions, existing research on whether green entrepreneurial orientation (GEO) can bring about sustainable performance improvement has not yet reached a consensus, and the path and mechanism of transforming GEO into sustainable performance also (...) need further exploration. Based on the Natural-Resource-Based View (NRBV), Entrepreneurial Orientation Theory and Dynamic Capability View (DCV), this study examines the impact of GEO on sustainable performance, the mediating role and chain mediating role of entrepreneurial opportunity recognition (EOR), and business model innovation (BMI). The results based on 207 agricultural enterprises reveal that: (a) GEO positively influences economic performance, environmental performance, and social performance; (b) EOR and BMI play mediating roles in the above relationships; (c) GEO can also indirectly affects sustainable performance through the chain mediating effect of EOR and BMI. The research results provide a new theoretical perspective for understanding the key antecedents of sustainable performance of enterprises, further open the “black box” of the mechanism between GEO and sustainable performance, expand the NRBV, Entrepreneurial Orientation Theory and DCV, and provide practical implications for green transformation in the agricultural sector and promoting its sustainable development. (shrink)

Theories of embodied cognition hypothesize interdependencies between psychological well-being and physical posture. The purpose of this study was to assess the feasibility of objectively measuring posture, and to explore the relationship between posture and affect and other patient centered outcomes in breast cancer survivors with persistent postsurgical pain over a 12-week course of therapeutic Qigong mind-body training. Twenty-one BCS with PPSP attended group Qigong training. Clinical outcomes were pain, fatigue, self-esteem, anxiety, depression, stress and exercise self-efficacy. Posture outcomes were vertical (...) spine and vertical head angles in the sagittal plane, measured with a 3D motion capture system in three conditions: eyes open, eyes open relaxed and eyes closed. Assessments were made before and after the Qigong training. The association between categorical variables was measured by Cramer’s V. In the EO condition, most participants who improved in fatigue and anxiety scales also had better vertical head values. For the EOR condition, a moderate correlation was observed between changes in vertical head angle and changes in fatigue scale. In the EC condition, most of the participants who improved in measures of fatigue also improved vertical head angle. Additionally, pain severity decreased while vertical spine angle improved. These preliminary findings support that emotion and other patient centered outcomes should be considered within an embodied framework, and that Qigong may be a promising intervention for addressing biopsychosocially complex interventions such as PPSP in BCSs. (shrink)

The present paper is inspired by Sylvan and Plumwood’s logicBM defined in “Non-normal relevant logics” and by their treatmentof negation with the ∗-operator in “The semantics of first-degree en-tailment”. Given a positive logic L including Routley and Meyer’sbasic positive logic and included in either the positive fragment of Eor in that of RW, we investigate the essential De Morgan negation ex-pansions of L and determine all the deductive relations they maintainto each other. A Routley-Meyer semantics is provided for each logicdefined (...) in the paper. (shrink)

This interesting book is a compilation of the lectures and discussions held during a four-day event "Grand Challenges for Science in the 21st Century" organized by Para Limes at the Nanyang Technological University in Singapore. The elite group of speakers included Nobel laureate Sydney Brenner who called on all scientists to adopt a truth-seeking approach and not be afraid of challenging assumptions. The other panellists were Martin Rees, Astronomer Royal and past President of the Royal Society, the much-cited Terrence Sejnowski (...) from the renowned Salk Institute for Biological Studies, the well-known keynote speaker in economics and complexity sciences Brian Arthur, the former President of the European Research Council Helga Nowotny and the Director of the Parmenides Center for the Conceptual Foundations of Science Eors Szathmary. The lively sessions were moderated by the Danish writer Tor Norretranders. The panel tackled topics from evolution and the origin of the universe to modern technologies and artificial intelligence. The challenges presented during the event are bound to get the reader thinking about what may lie ahead in our future. (shrink)

In the employment relationship, organizational factors are the main factors that affect employee behavior. Especially for knowledge-based workers, it is even more crucial for organizations to give enough attention to their individual needs. Based on Existence, Relatedness, and Growth theory, this study constructs a moderated mediating model to explore how the impact of the employee–organization relationship on work engagement and work well-being of knowledge-based employees. In this study, existence–relatedness–growth need satisfaction is used as a mediator and the perceived symbiotic relationship (...) is used as a moderator. Data collected from 791 knowledge-based employees in higher education institutions from more than 20 provinces and cities in China are used to test the model. The results show that EOR has significant positive effects on WE and WWB. Need satisfaction for relatedness partially mediates the effects of EOR on WE and WWB. Need satisfaction for growth mediates the effect of EOR on WE while the mediating role of need satisfaction for growth between EOR and WWB is unsupported. The mediating role of need satisfaction for the existence of EOR on both WE and WWB is unsupported. The perceived symbiotic relationship moderates the relationship between EOR and WE and WWB. The findings are of theoretical significance in expanding the research field of EOR and providing a basis for organizations to implement EOR strategies. (shrink)

The interest in ethical leadership has grown in the past few years, with an emphasis on the mechanisms through which it affects organizational life. However, research on the boundary conditions that limit and/or enhance its effectiveness is still scarce, especially concerning one of the main misconceptions about ethical leadership, its incompatibility with effectiveness . Thus, the present study examines the relationship between ethical leadership and organizational deviance via affective commitment to the organization, as a reflection of the quality of the (...) employee–organization relationship and proposes this relationship is conditional on the supervisor’s personal reputation for performance . Using a sample of 224 employees and their respective supervisors from 18 organizations, we confirmed our hypotheses . Our findings suggest that ethical leadership is positively related to employees’ affective commitment to the organization, particularly when supervisor’s reputation for performance is high, which in turn is associated with decreased organizational deviance. The theoretical and practical implications of these findings conclude the paper. (shrink)