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Organizational scholars studying compensation often place an emphasis on certain employee groups (e.g., executives). Missing from this discussion is research on the compensation systems for low-wage jobs. In this review, the authors argue that workers in low-wage jobs represent a unique employment group in their understanding of rent allocation in organizations. The authors address the design of compensation strategies in organizations that lead to different outcomes for workers in low-wage jobs versus other workers. Drawing on and integrating human resource management (HRM), inequality, and worker literatures with compensation literature, the authors describe and explain compensation systems for low-wage work. The authors start by examining workers in low-wage work to identify aspects of these workers’ jobs and lives that can influence their health, performance, and other organizationally relevant outcomes. Next, the authors explore the compensation systems common for this type of work, building on the compensation literature, by identifying the low-wage work compensation designs, proposing the likely explanations for why organizations craft these designs, and describing the worker and organizational outcomes of these designs. The authors conclude with suggestions for future research in this growing field and explore how organizations may benefit by rethinking their approach to compensation for low-wage work. In sum, the authors hope that this review will be a foundational work for those interested in investigating organizational compensation issues at the intersection of inequality and worker and organizational outcomes.

This study aims to investigate the experiences of service providers supporting male victims and female perpetrators of intimate partner violence (IPV). The study explored the drivers, methods and treatments of female-perpetrated IPV, the nature and impact of abuse towards male victims, the barriers and facilitators to service provision and the impact on the practitioners themselves.

The study used a qualitative approach, using reflexive thematic analysis to analyse semi-structured interviews with 13 experienced service providers.

Two overarching themes were identified: systemic issues in service provision, including challenges with multi-agency approaches, funding and availability of services and the impact on practitioners; and gender stereotypes, which created barriers to male victims' help-seeking and influenced the treatment of female perpetrators.

The findings suggest the need for a multi-level approach, addressing gendered inequalities in IPV policy and funding, implementing gender-inclusive, evidence-based and trauma-informed practices, and raising public and professional awareness to challenge the dominant “domestic violence stereotype”.

This study provides a detailed, in-depth exploration of the experiences of service providers supporting “non-typical” populations in IPV, revealing the complex, multi-faceted challenges they face within a system that is inherently designed to support female victims of male perpetrators.

Status characteristics theory states that influence in small groups reflects the distribution of group members' status characteristics. This process is mediated by expectations for task performance. Vocal accommodation is an unobtrusive measure that indicates expectations. We test whether vocal accommodation predicts influence and then examine the role of expectations in this process.

We conducted a laboratory experiment in which status-differ-entiated dyads completed a collective problem-solving task. We use a common measure of vocal accommodation to predict influence, and we employ questionnaire data to measure performance expectations. We hypothesize that the actor that exerts more effort in the synchronization process will have less influence over group decisions and that performance expectations will mediate the effect.

Results from GSEM analyses of 65 dyads show that levels of vocal accommodation significantly predict influence. Further analysis shows that performance expectations mediate a significant portion of the relationship between AAR and influence.

Vocal accommodation is useful for predicting both status perceptions and influence. Since this technique is an unobtrusive measure, it presents new possibilities for status research, including opening new lines of theoretical inquiry, providing a tool for conducting replications outside of the standard experimental setting, and for examining status organizing processes in a variety of environments.

We present a novel method for examining status outcomes, including a measure of influence that is analogous to existing measures that status scholars use but which is more suitable for studying status processes in open interaction.

In today’s turbulent and complex era, initiative behavior is becoming more drawn to construction projects but challenging to arouse as it is free of the established regulations in project practice. Given the prevalence of social media (SM) in modern workplaces, this study is thereby motivated to investigate whether and how SM use can act to drive initiative behavior of construction project members (PMs) in this context.

This study sharply examines two distinct types of SM use – work-related and social-related – to explore their roles in driving the initiative behavior of construction PMs. Additionally, self-determination theory is employed to explore their underlying translation mechanisms and associated boundary conditions. A survey dataset collected from 229 construction PMs is used to empirically test the proposed theoretical model.

Empirical results show that role-breadth self-efficacy, psychological safety and project identification, by satisfying basic psychological needs respectively, act as crucial bridging roles in translating SM use into initiative behavior of PMs. Such mediation effects are applied to both work-related and social-related SM use with varied mechanisms. Besides, prevention focus is found to be a contingent moderator on these relationships, with a strengthening role toward role-breadth self-efficacy and a weakening role toward project identification.

This study digs into the nuanced mechanisms of how SM use benefits construction projects, especially in terms of PMs’ initiative. The findings of this research afford new insights into effectively invigorating the initiative behavior of construction PMs under the current digital momentum.

Organizational success in a dynamic environment demands leadership and agility. The extant literature on employee agility needs more empirical evidence and appropriate theoretical explanations. This study aims to contribute to the literature by bringing empirical evidence to understand the intervening mechanisms through which empowering leadership influences employee agility and to suggest alternate theoretical explanations.

The mediating role of knowledge-sharing behavior and psychological safety is examined using quantitative data from a sample of 924 employees working in India's information technology industry.

Findings reveal that empowering leadership contributes to psychological safety at the workplace, promoting employees' knowledge-sharing behavior and leading to employee agility. The findings are globally relevant and theoretically consistent.

The phenomenon is explained in two ways. Firstly, by combining the structural empowerment and motivation perspectives, and secondly, by combining the conservation of resources and social exchange perspectives.

The findings imply that psychological safety and knowledge-sharing behavior can be used as leading indicators to prepare the organization for success in a dynamic and volatile environment.

This study is one of the earliest attempts to explain the mediating mechanism between empowering leadership and employee agility using serial multiple mediations. Further, this study combines different theoretical perspectives to present the findings more logically.

This paper aimed at investigating the relationship between organizational climate for initiative, job autonomy, climate for innovation and innovative work behavior (IWB) in a developing economy context.

The study surveyed 444 manufacturing businesses in Morocco, collecting data from three sources: CEOs, middle managers and non-managerial employees in the production department. The data were analyzed using structural equation modelling, the Bayesian estimation approach and the bootstrapped moderated mediation technique.

This study revealed that middle managers’ job autonomy mediates the positive link between climate for initiative and middle managers’ IWB when climate for innovation is strong.

This study provides practical information for organizations intending to make their middle managers willing to be innovative in their job by granting them job autonomy and building favorable climates for initiative and innovation.

This research expands the human resource management and innovation literature by examining features of the work context (i.e. climates for initiative and for innovation, and job autonomy) as previous research has mainly focused on the context approach to work design (i.e. social environment of work design). The study highlights the role of middle managers as essential contributors to fostering innovations within their firms.

The growth of last-mile delivery presents challenges like environmental impact, operational inefficiencies and risks of theft or damage. This study explores parcel locker adoption as a potential solution, focusing on the roles of information framing and consumer characteristics in influencing consumer adoption. It offers insights into prioritizing benefits (environmental, security, convenience) in information framing and which consumer traits, such as regulatory focus and gender, to consider in designing and promoting parcel locker networks.

We test our hypotheses with three scenario-based experiments. The first focuses on the key parcel locker benefit of environmental sustainability framing, the second on security framing and the third on convenience framing.

Our results show that consumers are more likely to use parcel locker delivery when exposed to loss-framed environmental or security information, particularly when they are male. Additionally, promotion-focused individuals, particularly males, are the most likely users when presented with loss-framed messages emphasizing the inconvenience and insecurity of home delivery.

Our findings produce a middle range theory of gender and regulatory focus in the context of consumer participation in parcel locker delivery. Specifically, we find that gender and regulatory focus influence consumer reactions to information disclosure, with loss-framed information more strongly influencing consumer intent for promotion-focused individuals.

Managers seeking to introduce parcel lockers or expand existing parcel locker networks should incorporate security and convenience into their locker network decisions. Initial locker bays should be located in or near sites that experience high consumer traffic from promotion-focused males. Additionally, information disclosed should highlight these security and convenience benefits compared to the relative inconvenience and risk associated with home delivery.

While information disclosures often emphasize the environmental benefits associated with parcel locker use, likely users find other benefits more convincing. Highlighting these alternative factors and incorporating them into parcel locker network design will still allow for environmental benefits, including carrier CO2 reduction, to emerge from increased parcel locker use. As locker networks become more established, expanding the network to cater to additional consumers may allow service providers to focus information on environmental benefits.

Prior research assumes an existing parcel locker network or consumer base when studying network design and adoption. This study highlights the importance of tailoring information to consumer characteristics, emphasizing network features that best align with potential parcel locker users. Specifically, we found gender and regulatory focus to influence consumer reaction to information disclosure, where loss-framed information is the most influential particularly for promotion-focus individuals.

The purpose of this paper is to explore the different contextual and psychological determinants of organisational resilience (OR) in the context of global mobility in multinational enterprises (MNEs). Banking upon the conservation of resources theory, this paper studies how and when reattachment to work (RTW), work engagement (WE) and two types of presenteeism lead to OR. Further, in the backdrop of the post-pandemic world of work, this paper also conceptualises the conditional effects of trait resilience (TR), organisational support (OS) and expatriation type (ET) on the aforementioned linkages.

This paper develops a conceptual framework that depicts various antecedents of OR in MNEs. Several testable propositions are also offered alongside the model’s moderated mediation and moderated moderation relationships.

The conceptual framework depicts the causal relationships between RTW and OR, such that Flexible RTW increases OR through higher WE and functional presenteeism under the conditional influences of TR, OS and ET, whereas rigid RTW decreases OR through lower WE and dysfunctional presenteeism under the conditional effects of TR, OS and ET.

To the best of the authors’ knowledge, this paper is the first of its kind that explores the psychological and contextual antecedents of the OR of MNEs and offers numerous testable propositions. The nexus of unique relationships presented in the conceptual framework bridges a crucial gap in the literature that explores the complexities of the post-pandemic workplace in the context of global mobility.

Building on expectancy violations theory, this study aims to investigate the role of negative performance feedback in firm’s mergers and acquisitions (M&A) intensity, a typical risky strategic option which might entail negative reactions from shareholders, and also examine the moderating effects of top management teams (TMTs) regulatory focus on this relationship.

The authors use a longitudinal panel sample of 2,042 Chinese A-share listed manufacturing firms and data for the years between 2007 and 2019 collected from multiple data sources. Furthermore, the authors also conducted supplementary analyses and various robustness checks of the key variables.

The findings show that both the intensity and duration of negative performance feedback negatively impact firms’ M&A intensity. Besides, the effect of negative performance feedback on M&A intensity will be magnified when the focal firm of TMTs with high prevention focus.

During the period of performance depression, TMTs are supposed to focus on stability, keep an eye on potential risks and be prudent in making decisions like walking on eggshells to avoid making further losses.

This study develops a core mechanism – managers of underperformance firms prioritize meeting shareholder expectations as their foremost task to ensure minimal negative repercussions – and also highlights the role of fit between TMT prevention focus and negative performance feedback on M&A intensity.

This study examined the mediation-moderation role of innovation and market dynamism in the association between total quality management (TQM) practices and the performance of small and medium-scale enterprises' (SMEs') performance with empirical evidence from sub-Saharan Africa.

Using a questionnaire, the research model developed was tested with responses from 203 owners and managers of SMEs in Ghana. The analyses were done using Statistical Package for the Social Sciences (SPSS) and Smart Partial Least Squares Structural Equation Modeling (PLS-SEM).

The innovation initiatives partially and fully mediated the relationship between TQM practices and the performance of SMEs. Also, the indirect effect of TQM practices of SMEs on performance through innovation initiatives was negatively moderated by market dynamism.

The study contributes to the TQM literature by validating the indirect and direct relationship between TQM practices and performance in the context of SMEs in a developing region.

This paper presents a novel understanding of the relationship between TQM and SMEs in developing regions of the world. The paper serves as a guide for SME owners and managers to improve the performance of their organizations through TQM practices.