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Do it right the first time! But, how? Current dialogue on the expansion of emerging market multinational enterprises (EMNEs) is pervasive. Nonetheless, it ought to have examined strategic attributes and the speed of implementing different strategies for their first venture. Drawing on the springboard perspective, this study tests the impact of EMNEs' first cross-border acquisition (CBA) strategy and speed on their consequential expansion frequency and performance. We also examine the boundary conditions of comparative nationalism between countries, in view of the resurgence of nationalism in an era of deglobalization. Findings reveal that EMNEs' rapid adoption of a focused strategy for their first CBA increases their expansion frequency, while the adoption of a conglomerate strategy decreases it. These relationships are affected in reverse by high comparative nationalism, and the performance consequences of expansion vary with firms using different strategies for their first attempt. This study enriches the EMNE literature and highlights the role of national ideologies in international business research.

Little research to date has focused on understanding employee motivation to share and hide knowledge. Using self-determination theory, we tested the premise that knowledge sharing and hiding might be differentially motivated and that work design characteristics might influence the motivation to share knowledge with colleagues. In a panel survey of Australian knowledge workers and in a Chinese knowledge-intensive organization, we asked knowledge workers, using time-lagged designs, about perceptions of work design, motivation to share knowledge, and self-reported knowledge sharing and hiding behaviors. Results, largely replicated across both samples, indicated that cognitive job demands and job autonomy were positively related to future reports of knowledge-sharing frequency and usefulness via autonomous motivation to share knowledge. Unexpectedly, task interdependence was positively related to the three forms of knowledge hiding (evasive and rationalized hiding, and playing dumb) via external regulation to share knowledge. Implications for the design of jobs that motivate knowledge sharing and demotivate knowledge hiding are discussed.

[...]a trade-off occurs when the intervention has an undesirable albeit foreseeable consequence. [...]whereas side effects are construed as inherently undesirable (Watts et al.), we contend this perspective fails to consider desirable intervention outcomes beyond the main goals (Leslie, 2019; Merton, 1936). [...]an organizational intervention targeted at one outcome may have a positive effect on another. Organizational psychology research has identified psychological safety—the “perceptions of the consequences of taking interpersonal risks in a particular context”—as an important antecedent of speaking up (Edmondson & Lei, 2014, p. 24). [...]the research team sought to examine the influence of briefings on engendering psychological safety among surgical teams as a means of enhancing communication and patient safety because briefings are expected to help create group norms of respectful information sharing and speaking up.

Purpose The purpose of this paper is to offer an understanding of the development and consequence of absorptive capacity (AC) at the individual level of analysis. The authors assess how perception of organizational commitment to learning and intrinsic motivation affects individual potential AC, and employee creativity and job performance as the key outcomes of individual AC. Furthermore, the authors examined the dual role of realized AC as a mediator in the potential AC-creativity relationship, and a moderator on the creativity-job performance relationship. Design/methodology/approach This paper draws from 125 paired supervisor-employee survey data, where supervisors rated subordinates’ creativity and job performance. Hierarchical regression was used to test the proposed hypotheses. Findings The results confirm that both perception of organizational commitment to learning and intrinsic motivation contribute to the development of individual potential AC (above and beyond extrinsic motivation). Individual realized AC mediated the potential AC-creativity relationship. Employee creativity was positively related to job performance. Research limitations/implications This study speaks directly to the question of how an organization can encourage its employees to absorb new knowledge, and the benefits of employee learning activities on their creativity and job performance. Originality/value This is one of the first studies to offer a more nuanced understanding of the development and consequences of individual AC – a level of analysis has been lack of empirical studies. It further point out how individual characteristic and perceptions can influence their learning capacity, and in turn, their performance.

Through collaborative research partnerships with VIOs, our team of I-O psychology researchers have spent the last two decades building the science to inform and guide evidence-based volunteer management practices that enhance the volunteer journey. How we utilized I-O psychology expertise in VIOs We have applied our I-O-psychology expertise to various management activities in VIOs such as recruitment, onboarding, leadership, and work design. Because VIOs often struggle to attract enough volunteers, they perceive no opportunity to turn down offers from people who do not “fit” or have the necessary knowledge, skills and abilities to do the work. Leaders of volunteers are often volunteers themselves and have not necessarily had education or training to undertake a leadership role. Animal shelters need volunteers to clean cat condos and dog kennels, and animals are often not in a psychological state to be playful or cuddly.

Purpose: The review aimed to (1) examine the effectiveness of mobile technology interventions on cancer-related outcomes for cancer patients in rural settings and (2) identify elements of such intervention designs.Methods: A systematic review was performed. PubMed, Cochrane Central, and Embase were searched for studies in English dating from January 2009 to January 2019. Data was then extracted from eligible studies based on pre-determined selection criteria created using the PICOS framework. Quality of the studies were assessed using the Cochrane Collaboration tool for assessing risk of bias and the quality of evidence was assessed using the GRADE approach.Results: The literature search yielded 660 total studies of which only three studies were eligible. All studies used phone-call-based mobile technologies. The interventions had a small-to-medium effect on pain intensity (one study), a small effect on constructs related to psychological well-being (three studies), barely any effect on physical well-being (three studies), and no effect on HRQOL (three studies). There were several methodological issues including low sample size, large drop-out number, and high risk of selection, performance, and publication bias that greatly affected the quality of evidence.Conclusion: The intervention effects are mixed and had no high effect sizes. However, due to the dearth of studies and methodological limitations, further research is needed to understand the full effects.

This research examines the differential impact of the importance of internally and externally sourced information and knowledge and their relationship to absorptive capacity and firm performance. In addition, this analysis deals directly with the unobservable heterogeneity amongst firms that is generally viewed as the raison d'être for a unique resource-based perspective of organizational performance. Latent class, finite mixture regression models are used that show that a single model relating knowledge sourcing, absorptive capacity and firm performance is inadequate in explaining even a minor portion of the variation which is seen between firms.

The postnatal period is an underserved aspect of maternity care. Guidelines for postnatal care are not usually informed by what matters to the women who use it. This qualitative systematic review was undertaken to identify what matters to women in the postnatal period, to inform the scope of a new World Health Organization (WHO) postnatal guideline. We searched MEDLINE, CINAHL, PsycINFO, POPLINE, Global Index Medicus, EMBASE, LILACS, AJOL, and reference lists of eligible studies published January 2000-July 2019, reporting qualitative data on women's beliefs, expectations, and values relating to the postnatal period. Author findings were extracted, coded and synthesised using techniques derived from thematic synthesis. Confidence in the quality, coherence, relevance and adequacy of data underpinning the resulting findings was assessed using GRADE-CERQual. We included 36 studies from 15 countries, representing the views of more than 800 women. Confidence in most results was moderate to high. What mattered to women was a positive postnatal experience where they were able to adapt to their new self-identity and develop a sense of confidence and competence as a mother; adjust to changes in their intimate and family relationships, including their relationship to their baby; navigate ordinary physical and emotional challenges; and experience the dynamic achievement of personal growth as they adjust to the 'new normal' of motherhood and parenting in their own cultural context. This review provides evidence that what matters to women in the postnatal period is achieving positive motherhood (including maternal self-esteem, competence, and autonomy), as well as fulfilling adaptation to changed intimate and family relationships, and (re)gaining health and wellbeing for both their baby, and themselves. Where this process is optimal, it also results in joy, self-confidence, and an enhanced capacity to thrive in the new integrated identity of 'woman and mother'.

Defining reference models for population variation, and the ability to study individual deviations is essential for understanding inter-individual variability and its relation to the onset and progression of medical conditions. In this work, we assembled a reference cohort of neuroimaging data from 82 sites (N=58,836; ages 2–100) and used normative modeling to characterize lifespan trajectories of cortical thickness and subcortical volume. Models are validated against a manually quality checked subset (N=24,354) and we provide an interface for transferring to new data sources. We showcase the clinical value by applying the models to a transdiagnostic psychiatric sample (N=1985), showing they can be used to quantify variability underlying multiple disorders whilst also refining case-control inferences. These models will be augmented with additional samples and imaging modalities as they become available. This provides a common reference platform to bind results from different studies and ultimately paves the way for personalized clinical decision-making.