The Knowledge-Sharing Implications of Social Responsibility of Firms: The Importance of Ethical Climate.

Using a variety of theoretical foundations, this paper examines the association between corporate social responsibility (CSR) and employees' knowledge-sharing behavior, investigating the sequential mediation role of perceived organizational support and organizational commitment as well as the moderating role of ethical climate. Hypotheses were formulated to address both the sequential mediation effect of perceived organizational support and organizational commitment on the link between CSR and knowledge-sharing and the moderation effect of ethical climate on the relationship between CSR and perceived organizational support. In order to mitigate the problems of potential common method bias, data were gathered from a sample of 204 South Korean employees at three distinct time points. The results of the study offer compelling evidence that CSR activities exert a positive influence on employees' knowledge-sharing behavior, an effect that is sequentially mediated by both perceived organizational support and organizational commitment. Furthermore, the research uncovers the positive moderating role played by the ethical climate in the relationship between CSR and perceived organizational support. By integrating multiple theoretical frameworks, this study not only advances the extant literature but also offers invaluable insights for organizations striving to bolster knowledge-sharing through the strategic implementation of CSR initiatives.

Corrigendum: The effect of unstable job on employee's turnover intention: the importance of coaching leadership.

[This corrects the article DOI: 10.3389/fpubh.2023.1068293.].

Corrigendum: The effect of unstable job on employee's turnover intention: the importance of coaching leadership.

[This corrects the article DOI: 10.3389/fpubh.2023.1068293.].

The effect of unstable job on employee's turnover intention: The importance of coaching leadership.

Swift social and economic environmental changes such as COVID-19 pandemic have led to increased job insecurity. The current study examines the intermediating mechanism (i.e., mediator) and its contingent factor (i.e., moderator) in the association between job insecurity and employee's turnover intention, especially from the perspective of positive psychology. By establishing a moderated mediation model, this research hypothesizes that the degree of employee meaningfulness in work may mediate the relationship between job insecurity and turnover intention. In addition, coaching leadership may play a buffering role to positively moderate the harmful impact of job insecurity on meaningfulness of work. With three-wave time-lagged data that was collected from 372 employees in South Korean organizations, the current study not only demonstrated that meaningfulness of work mediates the job insecurity-turnover intention relationship, but also that coaching leadership functions as a buffering factor in reducing the harmful influence of job insecurity on meaningfulness of work. The results of this research suggest that the level of meaningfulness of work (as a mediator) as well as coaching leadership (as a moderator) are the underlying processes and the contingent factor in the job insecurity-turnover intention link.

The Mental Health Implications of Corporate Social Responsibility: The Significance of the Sense-Making Process and Prosocial Motivation.

As corporate social responsibility (CSR) has progressively ascended to prominence among academics and industry professionals, numerous studies have embarked on examining its impact on employees' perceptions, attitudes, and behaviors. Notwithstanding, the current body of research has predominantly overlooked the influence of CSR on employees' mental health, encompassing depression, anxiety, and burnout. In order to acknowledge the critical role of employee mental health within an organization, our exploration is focused on discerning the effect of CSR on depressive states. Furthermore, our paper undertakes a thorough analysis of the link between CSR and depression, probing its underlying processes and potential contingent factors. We posit that CSR can alleviate the incidence of employee depression by amplifying the sense of meaningfulness that work provides. Moreover, the element of prosocial motivation among employees may act as a positive moderating variable that intensifies the beneficial effect of CSR on the sense of meaningfulness derived from work. By relying on data obtained through a tripartite online survey involving 214 South Korean workers, this paper scrutinized the proposed hypotheses via the application of moderated mediation analysis with structural equation modeling. We contend that the insights yielded by this study bear significant theoretical and practical implications.

The influence of corporate social responsibility on safety behavior: The importance of psychological safety and the authentic leadership.

Considering the importance of safety behavior, the current study investigates the relationship between CSR and safety behavior. To be specific, we delve into the underlying mechanism and its contingent factor of the association. This paper proposes that CSR promotes employee safety behavior through the mediation of psychological safety. In addition, authentic leadership may function as a positive moderator that amplifies the positive effect of CSR on psychological safety. Utilizing 3-wave time-lagged survey data from 213 South Korean workers, the current study empirically tests the hypotheses by establishing a moderated mediation model by utilizing structural equation modeling. The results demonstrate that CSR enhances employees' safety behavior by increasing their psychological safety and that authentic leadership positively moderates the relationship between CSR and psychological safety. This research's findings have meaningful theoretical and practical implications.

The Impact of Job Insecurity on Knowledge-Hiding Behavior: The Mediating Role of Organizational Identification and the Buffering Role of Coaching Leadership.

As the global economic situation deteriorates due to the prolonged COVID-19 pandemic, the business environment is plagued by uncertainty and risk. To address this, many organizations have sought to optimize efficiency, especially by downsizing and restructuring, to reduce costs. This causes anxiety among employees, who worry about whether they will be fired. We hypothesize that such job insecurity increases knowledge-hiding behavior by employees, and we investigate the mechanism underlying such a negative effect. In addition, we attempt to capture the boundary conditions of how to reduce the adverse effects of job insecurity, focusing on the role of coaching leadership. Using three-wave time-lagged cohort-study data from 346 Korean workers, we empirically found that employees who perceive job insecurity are less likely to feel organizational identification, leading to increased knowledge-hiding behavior. This study also demonstrated that coaching leadership operates as a boundary condition which buffers the negative influence of job insecurity on organizational identification. Theoretical and practical implications are discussed.

Job insecurity during the COVID-19 pandemic and counterproductive work behavior: The sequential mediation effects of job stress and organizational identification and the buffering role of corporate social responsibility.

Swift social and economic environmental changes such as those associated with the COVID-19 pandemic have led to decreased job security. Although numerous previous studies have examined the influence of job insecurity on employee perceptions, attitudes, and behaviors, the link between job insecurity and negative behavior and its underlying or intermediating mechanisms remain underexplored. The significance of an organization's positive behaviors, which fall under the umbrella of corporate social responsibility (CSR), also deserves more attention. To address these gaps, we examined both the mediator and the moderator in the association between job insecurity and negative employee behavior by establishing a moderated sequential mediation model. We hypothesized that the levels of employee job stress and organizational identification sequentially mediate the relationship between job insecurity and counterproductive work behavior as a representative negative behavior. We also hypothesized that CSR activities play a buffering role that moderates the influence of job insecurity on job stress. We used three-wave time-lagged data collected from 348 employees in South Korean organizations to demonstrate that job stress and organizational identification sequentially mediate the relationship between job insecurity and counterproductive work behavior, and that CSR activities function as a buffering factor that decreases the influence of job insecurity on job stress. The results of this research suggest that the levels of job stress and organizational identification (as sequential mediators) as well as CSR activities (as a moderator) are underlying mechanisms in the link between job insecurity and counterproductive work behavior.

The Performance Implication of Corporate Social Responsibility: The Moderating Role of Employee's Prosocial Motivation.

Although there has been extensive research on the corporate social responsibility (CSR)-performance link, full understanding is still elusive. A possible reason for this is the limited understanding of the underlying processes that affect the relationship. Grounded in institutional theory, which emphasizes the importance of micro-level intermediating processes (e.g., employees' perceptions and attitudes) to explain a macro-level association (i.e., CSR to organizational performance), we built a moderated mediation model where: (i) organization commitment mediated the influence of CSR on organizational performance, and (ii) an employee's prosocial motivation moderated the relationship between CSR and organizational commitment. Using three-wave time-lagged survey data obtained from 302 Korean workers, we found that organizational commitment is an important micro-level process in the CSR-performance link, and that the level of an employee's prosocial motivation can positively moderate that link. We discuss theoretical and practical implications, along with limitations and future research directions.

"The Power of Ethical Leadership": The Influence of Corporate Social Responsibility on Creativity, the Mediating Function of Psychological Safety, and the Moderating Role of Ethical Leadership.

A body of existing literature delves into how corporate social responsibility (CSR) affects employees' cognition, emotion, and behavior within an organization. These previous studies, however, pay relatively little attention to the influence of CSR on levels of creativity in employees. Considering that creativity is closely related to innovative capability, which is critical for a firm to survive, the relationship between CSR and employees' creativity and its elaborate underlying processes need further investigation. Based on a group creativity model, we argue that CSR may increase levels of creativity in employees through mediation of enhanced levels of psychological safety in employees. In addition, existing works on CSR have relatively underexplored the contextual role of leadership in translating CSR practices into employees' attitudes, perceptions, and behaviors. Using three-wave time-lagged survey data from 311 employees in South Korea, we found that CSR enhances employees' creativity via mediation of psychological safety. Additionally, ethical leadership positively moderates the relationship between CSR and psychological safety. Our findings suggest that psychological safety in employees functions as an important underlying mechanism to describe the CSR-employee creativity link. Furthermore, this paper emphasizes the importance of the moderating role of ethical leadership in the process of CSR activities.

The Performance Implications of Job Insecurity: The Sequential Mediating Effect of Job Stress and Organizational Commitment, and the Buffering Role of Ethical Leadership.

Although previous works have examined how job insecurity affects the perceptions, attitudes, and behaviors of members in an organization, those studies have not paid enough attention to the relationship between job insecurity and performance or the mediating processes in that relationship. Considering that organizational performance is a fundamental target or purpose, investigating it is greatly needed. This research examines both mediating factors and a moderator in the link between job insecurity and organizational performance by building a moderated sequential mediation model. To be specific, we hypothesize that the degree of an employee's job stress and organizational commitment sequentially mediate the relationship between job insecurity and performance. Furthermore, ethical leadership could moderate the association between job insecurity and job stress. Using a three-wave data set gathered from 301 currently working employees in South Korea, we reveal that not only do job stress and organizational commitment sequentially mediate the job insecurity-performance link, but also that ethical leadership plays a buffering role of in the job insecurity-job stress link. Our findings suggest that the degree of job stress and organizational commitment (as mediators), as well as ethical leadership (as a moderator), function as intermediating mechanisms in the job insecurity-performance link.

Recent advances in biocompatible semiconductor nanocrystals for immunobiological applications.

Quantum confinement in inorganic semiconductor nanocrystals produces brightly luminescent nanoparticles endowed with unique photo-physical properties, such as tunable optical properties. These have found widespread applications in nanotechnology. The ability to render such nanostructures biocompatible, while maintaining their tunable radiation in the visible range of the electromagnetic spectrum, renders them appropriate for bio-applications. Promising in vitro and in vivo diagnostic applications have been demonstrated, such as fluorescence-based detection of biological interactions, single molecule tracking, multiplexing and immunoassaying. In particular, these fluorescent inorganic semiconductor nanocrystals, generally known as quantum dots, have the potential of remarkable immunobiological applications. This review focuses on the current status of biocompatible quantum dots and their applications in immunobiology - immunosensing, immunofluorescent imaging and immunotherapy.

Subcortical grey matter changes in untreated, early stage Parkinson's disease without dementia.

BACKGROUND: Previous MRI studies have investigated cortical or subcortical grey matter changes in patients with Parkinson's disease (PD), yielding inconsistent findings between the studies. We therefore sought to determine whether focal cortical or subcortical grey matter changes may be present from the early disease stage. METHODS: We recruited 49 untreated, early stage PD patients without dementia and 53 control subjects. Voxel-based morphometry was used to evaluate cortical grey matter changes, and automated volumetry and shape analysis were used to assess volume changes and shape deformation of the subcortical grey matter structures, respectively. RESULTS: Voxel-based morphometry showed neither reductions nor increases in grey matter volume in patients compared to controls. Compared to controls, PD patients had significant reductions in adjusted volumes of putamen, nucleus accumbens, and hippocampus (corrected p < 0.05). Vertex-based shape analysis showed regionally contracted area on the posterolateral and ventromedial putamen bilaterally in PD patients (corrected p < 0.05). No correlations were found between cortical and subcortical grey matter and clinical variables representing disease duration and severity. CONCLUSIONS: Our results suggest that untreated, early stage PD without dementia is associated with volume reduction and shape deformation of subcortical grey matter, but not with cortical grey matter reduction. Our findings of structural changes in the posterolateral putamen and ventromedial putamen/nucleus accumbens could provide neuroanatomical basis for the involvement of motor and limbic striatum, further implicating motor and non-motor symptoms in PD, respectively. Early hippocampal involvement might be related to the risk for developing dementia in PD patients.