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Multinational corporations encounter numerous challenges in making ethical decisions as they navigate diverse factors in every country where they conduct business. To the best of the authors’ knowledge, no research has been committed to investigating the effects of one’s cultural perspectives and moral virtue. Building on a theoretical foundation recently laid out in the literature (i.e. the culture-influenced value-specific model), this study aims to investigate the relationship between components of national culture (i.e. power distance, individualism, uncertainty avoidance and masculinity) and the moral virtue of integrity.

This paper uses a quantitative analysis methodology conducted among 160 US-based workers to test a direct effect model of the relationship between national culture and integrity. The hypothesized relationships are examined using linear regression. Additional analysis includes reliability and representativeness analyses.

Direct effects support the hypotheses that a worker’s cultural perspectives affect integrity. Specifically, this study found that a worker’s cultural aspects of power distance, individualism and masculinity are negatively and significantly related to an individual’s level of integrity. Additionally, an individual’s level of uncertainty avoidance is positively related to integrity.

This study contributes to the literature and practice by demonstrating how the culture in which one resides has an impact on the level of integrity one holds and potentially exhibits in the workplace. These findings are significant in that they are among the first to consider culture and moral virtue in an ethical decision-making model. Furthermore, these findings open an additional pathway for research concerning ethical behavior in the workplace.

This study aims to investigate the mediating effect of career resilience (CR) on Generation Z’s emotional intelligence (EI) and perceived career outcomes such as career satisfaction (CSAT), burnout and intention to leave a career. In its short organizational tenure, Gen Z has faced the adverse effects of global events affecting their views of career and, ultimately, CR.

A cross-sectional survey method was used to test the hypothesized relationship. A total sample of 160 respondents were assessed. Hypotheses in this study were tested by using Hayes’s (2018) PROCESS tool based on OLS regression and with a bootstrap method.

The most significant finding of this study concludes that although small, CR has a positive mediating indirect effect on Gen Z’s CSAT and burnout. However, contrary to past findings, we found a negative relationship between Gen Z’s EI and CR. Furthermore, although EI and CSAT have a positive relationship, CR and CSAT are negatively correlated. Meanwhile, Gen Z’s EI through CR positively affects Gen Z’s CSAT.

The study has implications for how organizations can attract, retain and engage Gen Z.

Despite Gen Z being a part of the workforce for at least six years, limited empirical research on Gen Z has been published. Indeed, Gen Z’s workforce inexperience does not yield in-depth explanations of CR concepts; however, as we continue to learn more about Gen Z and their interactions with the work environment, the authors begin to get a peek into the future of the workforce.

Limited research has been devoted to the entanglement of emotions between leaders and followers (i.e. emotional congruence) and how these emotions may be altering job satisfaction. Current research hints that a leader's emotional intelligence (EI) directly influences follower's satisfaction at work. Using the affective events theory (AET), emotional contagion theory (ECT) and the multi-level model of emotion and leadership, this research attempts to directly examine perceptions of the leader–follower relationship and the relationship's enhancement of follower job satisfaction.

This paper employs a survey among 427 USA-based workers to test a moderated model of the relationship between follower and leader EI and job satisfaction. The hypothesized relationships and moderation effects are examined using the SPSS macro PROCESS (Hayes, 2018). Common method variance (CMV) was analyzed and confirmatory factor analysis (CFA) is presented.

Direct effects support the hypotheses that follower and leader EI contribute to the job satisfaction of followers. Moderation effects support the enhancing effect of EI congruence, such that the relationship between follower and leader EI and follower job satisfaction is stronger at higher levels of congruence.

These findings are significant in that the findings are among the first to examine leader and follower EI similarity and the similarity's effect on an employee's satisfaction at work. The findings highlight new opportunities for leadership and emotion researchers to better understand the leader–follower relationship.

There is no innovation without ideas. More than ever before, these ideas are increasingly difficult to express in a changing environment ripe with emotions. Today's organizations need to understand why their employees may or may not develop, voice and implement innovative ideas in the face of this emotional tension. Current literature focuses on external factors that empower employees to innovate. This research attempts to shift the focus to the individual by investigating the relationship between emotional intelligence, openness to experience and innovation voicing behavior.

This study employs a quantitative survey among 288 US-based workers to test a mediated model of emotional intelligence, openness to experience and innovation-focused promotive voice. The authors assessed both the measurement and structural models through partial least squares structural equation modeling (PLS-SEM), while controlling for a range of variables with the potential to confound construct measurements.

The findings validated the positive effect of emotional intelligence on openness to experience, while also finding a significant impact of openness to experience on innovation-focused promotive voice. More importantly, evidence suggests that openness to experience mediates the relationship between emotional intelligence and innovation focused promotive voice.

These findings shed new light on why employees might start the innovation process by developing and, ultimately, voicing innovative ideas. Further, this new insight focuses on the impact of intrapersonal factors as it relates to innovation and attempts to fill a gap in what is known about innovative behavior.

Today’s organizations continue to suffer from the detrimental effects of employee disengagement. Leaders and their behavior play a significant role in limiting these negative effects. The literature provides evidence that facets of the full-range leadership model impact employee engagement. This paper aims to extend the leader-engagement connection to include the role authentic leadership plays in cultivating meaningfulness and engagement.

This research uses a quantitative survey of 90 working professionals to test a mediated model and its hypothesized relationships among authentic leadership, meaningfulness and employee engagement. Hypotheses were tested with ordinary least squares regression in the PROCESS macro for Statistical Packages for the Social Science.

The results confirmed the positive impact of authentic leadership on engagement. The indirect effect of authentic leadership on engagement through meaningfulness was not found to be significant. However, post hoc analysis found evidence that the impact of authentic leadership is mediated by the dimensional aspect of meaningfulness, positive meaning.

These findings extend the empirical evidence tying leadership behavior to employee engagement by clarifying how authentic leadership influences employees to participate more fully in their organization’s activities. Further, this research provides alternative pathways for leaders to encourage and elicit engagement from their followers.

The changing environment of today’s organizations creates an atmosphere ripe for emotions. This ebb and flow of emotions need to be managed to facilitate positive outcomes such as job satisfaction. This paper aims to provide evidence that emotional intelligence directly impacts one’s satisfaction at work. This paper attempts to go beyond these higher-order findings to examine the dimensional aspects of emotional intelligence and the impact each one has on job satisfaction.

Using a quantitative survey conducted among 427 US-based workers, this paper tests a disaggregated emotional intelligence model and its hypothesized relationships with job satisfaction through structural equation modeling (SEM). Additional analysis includes confirmatory factor analysis (CFA) and a two-stage common method variance assessment.

The results confirmed the positive impact of the dimensions of emotional intelligence on job satisfaction. However, with interactive effects in place, the results also found signs of reciprocal suppression and could not confirm that all four emotional intelligence dimensions significantly and positively related to job satisfaction.

These findings are significant in that they are among the first to elaborate on the dimensions of emotional intelligence and their role in the improvement of one’s satisfaction at work. Further, these findings legitimize the use of the theoretical higher-order model of emotional intelligence in lieu of investigating its dimensional aspects.

The purpose of this paper is to investigate whether a firm’s undertaking of a bond IPO influences the monitoring of the private loans granted to the firm by private lenders. If it does, in which direction the monitoring changes?

The author uses both univariate and multivariate analyses to test the hypothesis. For the purposes of this research, the author’s primary data sources are LPC Dealscan, which provides data on private loans; Mergent FISD, which provides data on public bond issues; and the Compustat Industrial Annual Database, which provides the required financial data for the sample firms. The author’s sample covers non-financial US firms for the period of 1991-2010. The author’s final sample consists of nearly 23,000 private loans granted to about 5,500 non-financial US firms.

The major finding of this research is that private lenders increase their degree of monitoring of loans that they extend to a firm after it issues a bond IPO. The results of the two-stage bond IPO anticipation model further strengthen the findings. The evidence suggests that as the firm issues public debt for the first time, private lenders get concerned about the potential increase of agency problems and leverage, and consequently, find it valuable to increase the degree of monitoring of loans. Also, the magnitude of change in monitoring is strongly influenced by the degree of information asymmetry, leverage, profitability, and potential to waste free cash flow.

This paper enhances one’s understanding of the contracting dynamics between private lenders and the firm as it issues in the public debt market. The findings can aid firms anticipate the borrowing conditions they will face if they undertake a bond IPO. Further, the cross-sectional analysis on covenant changes from pre- to post-bond IPO period identifies specific firm characteristics that impact the magnitude of change of covenant intensity and comprehensiveness. As a result, uncertainty regarding post-bond IPO outcomes is reduced for borrowing firms.

We examine the market valuation of targets with multiple large shareholders (MLS) and single large shareholder (SLS) structures, in an international sample of M&A announcement in 19 countries outside North America. We find that the presence and power of MLS in these firms are negatively associated with abnormal returns and first-bid-to-merger-completion returns, suggesting that MLS mitigate agency problems in the target, and hence their acquisition is perceived as “a loss of good governance.” The negative association between MLS targets and returns is stronger in widely held firms suggesting that MLS indeed curb expropriation of minority shareholders. By contrast, when the second largest shareholder in the MLS structure of the target is a family, we find positive cumulative abnormal returns at the merger announcement, suggesting exacerbated agency problems in these firms that should benefit from the “acquisition of good governance.” Our evidence is robust to a battery of tests and to addressing potential endogeneity.

Current issues of Publishers' Weekly are reporting serious shortages of paper, binders board, cloth, and other essential book manufacturing materials. Let us assure you these shortages are very real and quite severe.

The importance of early and developmentally appropriate science education is increasingly recognized. Consequently, creation of common guidelines and standards in early childhood science education has begun (National Research Council (NRC), 2012), and researchers, practitioners, and policy makers have shown great interest in aligning professional development with the new guidelines and standards. There are some important issues that need to be addressed in order to successfully implement guidelines and make progress toward accomplishing standards. Early childhood teachers have expressed a lack of confidence in teaching science and nature (Torquati, Cutler, Gilkerson, & Sarver, in press) and have limited science and pedagogical content knowledge (PCK) (Appleton, 2008). These are critical issues because teachers’ subject-matter knowledge is a robust predictor of student learning outcomes (Enfield & Rogers, 2009; Kennedy, 1998; Wilson, Floden, & Ferrini-Mundy, 2002) and is seen as a critical step toward improving K-12 student achievement (National Commission on Mathematics and Science Teaching for the 21st Century (NCMST), 2000; NRC, 2000). We argue that the same is true of preschool teachers.

This chapter discusses: (a) theories and practices in early childhood science education (i.e., preschool through 3rd grade) in relation to teaching for conceptual change, (b) research on methods of professional development in early childhood science education, and (c) innovative approaches to integrating scientific practices, crosscutting concepts, and disciplinary core ideas with early childhood professional development.