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This study investigated how the controllability attributional style of an employee influences the effect of participative leadership on psychological empowerment and work performance. The controllability attributional style refers to the extent to which employees habitually attribute their negative organizational experiences such as failures and setbacks to controllable or uncontrollable causes. The results of two studies consistently showed that participative leadership had a weaker impact on employees' psychological empowerment for those who had a low rather than high controllability attributional style. In Study 2, psychological empowerment was found to fully mediate the joint effect of participative leadership and the controllability attributional style on the objective work performance of employees measured a month later.

PurposeGiven the increasing influence and importance of professionals in modern society, this study aims to investigate the influence of organizational commitment and professional commitment on professionals' intention to leave their organizations for professional advancement (ILPA).Design/methodology/approachA total of 500 members of a large Hong Kong association of computer specialists were drawn randomly from the membership list. E‐mails were sent directly to those 500 members through a web‐based survey, which is an effective way to collect confidential information and potentially reduced the resistance due to the survey sensitivity. After two follow‐ups via e‐mail, a total of 265 responses were collected with a response rate of 53 percent.FindingsThe study found that organizational affective commitment (OAC) would be more effective for reducing ILPA. For the interactions between different commitment components, there is a substitution effect of professional affective commitment (PAC) and professional continuance component (PCC) toward their impacts on ILPA.Research limitations/implicationsThe findings would be explained by the self‐justification process due to cognitive dissonance on the professional's continuance commitment and his/her affective commitment in an organization. Moreover, there would be a complementary relationship between organizational and professional commitment.Originality/valueThis study would answer the question on how to effectively avoid a professional leaving an organization.

AbstractGiven recent studies have begun to question the siloed nature of employee voice research this paper attempts to theorise the boundaries between Organisational Behavior (OB), Human Resource Management (HRM) and Industrial and Employment Relations (I/ER) voice. Researchers examine specific organisational contexts that may influence employees' voice behavior, with OB researchers paying particular attention to the micro contextual influences of leadership behavior and psychological safety climate on individual voice behavior; HR researchers emphasizing the meso role of HR practices that may facilitate employee voice; and I/ER researchers focusing more on how macro institutional supports such as unions and collective bargaining can protect employees and facilitate voice. The paper proposes a model of "contextual voice efficacy" as a bridge between these disparate literatures, and develops propositions as to how OB, HR and I/ER voice mechanisms can combine together in a single model.

AbstractThere are strong links between music and 'sense of place'. This study investigates the connotations and features of the sense of place in songs against the background of social change between 1912 and 2019 in China. From 1912 through 1949, the sense of place was chiefly patriotic. From 1950 to 1979, the influence of socialism resulted in songs that concentrated on historical sites to form place identity. After 1980, the music market influenced the writing of songs about 'place'. Since 2010, the sense of place has involved the activities of individuals and events within an area that shape the feel and impression of the place, and it is complex and plentiful. The results indicate that the relationships between people and the places they sing about become more abundant and detailed over time, along with a change from each place having a dominant style to a more diverse scenario. Before the opening-up and reform of China in 1979, the sense of place was often a shared collective memory, whereas today, the trend is towards personal songs. Additionally, sense of place is studied in regard to social processes as well as individual music pieces, and the driving force of each period is the response to basic social contradictions.

The aim of this study was to identify some structural and cultural barriers to employees' trust in management. Multilevel analyses of data from 160,577 employees in 46 countries suggested that job formalization is negatively associated with trust in management, especially in individualistic countries, and that this relationship is mediated by less open employee–management communication. By contrast, in collectivistic countries no strong link was found between job formalization and both trust and open communication.

Prior studies examined cross-national differences in the links between organizational characteristics and workers' attitudes and behaviors using a nation-as-a-moderator analytical model. We point out four major methodological problems of testing the nation-as-a-moderator model at individual level. Based on two series of cross-national studies that successfully employed multilevel modeling, we propose a cross-level nation-as-amoderator model to resolve the methodological problems. We further contend that the cross-level approach may also offer an alternative theoretical perspective for researchers to map and explain cross-national variation in organizational behaviors.