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Purpose: Despite the number of studies on abusive supervision and voice, there is still limited knowledge on why individuals refrain themselves from information sharing. Moreover, very little is known on when individuals become cynical and when they do not under abusive supervision. Hence, to address the existing gaps in the literature this study aims to investigate the moderating role of positive reappraisal on the link between abusive supervision and cynicism; the associations between cynicism and two forms of voice, promotive and prohibitive; and the mediating effect of cynicism on the relationship between abusive supervision and voice. Design/methodology/approach: We conducted a survey among 685 highly skilled employees and their immediate supervisors in manufacturing companies. Among the 685 responses, we excluded 258 incomplete questionnaires and thus analyzed a total of 427 responses. Hierarchical regression analysis and structural equation modeling were utilized to assess the validity of the hypotheses. Findings: The findings indicate that positive reappraisal moderates the link between abusive supervision and cynicism; furthermore, cynicism is negatively related to promotive voice and mediates the relationship between abusive supervision and promotive voice. Moreover, the results reveal that the association between cynicism and prohibitive voice is nonsignificant and that cynicism does not mediate the link between abusive supervision and prohibitive voice. Originality/value: This study is the first to provide empirical evidence on the moderating role of positive reappraisal on the relationship between abusive supervision and cynicism, the association between cynicism and promotive voice and the mediating role of cynicism on the link between abusive supervision and promotive voice. Future research directions: We recommend that future research consider other forms of voice, such as acquiescent and prosocial voice, in investigating the links between cynicism and employee voice. [ABSTRACT FROM AUTHOR]

This study investigates the relationships between abusive supervision and two forms of silence, ineffectual and defensive; the moderating role of self-efficacy in the association between abusive supervision and ineffectual silence and the contingency role of fear in the relationship between abusive supervision and defensive silence. We collected data from 685 employees in manufacturing companies. Of these, 271 were incomplete questionnaires and were excluded from the study; the remaining 414 responses were assessed in the analyses. The results indicate that abusive supervision fosters ineffectual and defensive silence. Moreover, the results suggest that even if supervisors are abusive, individuals with a higher level of self-efficacy tend to have a lower level of ineffectual silence. Furthermore, fear strengthens the link between abusive supervision and defensive silence. According to our knowledge, this work is the first to investigate the relationship between abusive supervision and ineffectual silence, the contingency role of self-efficacy in the link between abusive supervision and ineffectual silence and the moderating role of fear in the relationship between abusive supervision and defensive silence. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this study is to examine the mediating role of empowerment on the relationship between paternalistic leadership styles such as benevolent, moral, and authoritarian and employee innovative behavior. Design/methodology/approach: The data were collected from 390 employees of manufacturing companies in the Republic of Korea. To assess the validity of hypotheses we used a structural equation modeling procedure. Findings: The findings suggest that empowerment mediates the relationships among moral and authoritarian leadership styles and employee innovative behavior. However, results indicate that employee innovative behavior does not mediate the associations between benevolent leadership style and employee innovative behavior. Originality/value: Our work is the first to investigate the mediating role of empowerment on the link between paternalistic leadership styles such as benevolent, moral, and authoritarian and employee innovative behavior. [ABSTRACT FROM AUTHOR]

Purpose/Research Question: In general, networks have played a role in improving innovation, and early-stage companies adopt an entrepreneurial orientation to secure competitiveness. In other words, the companies would like to penetrate global markets due to the CEO’s international entrepreneurial orientation. In addition, by utilizing their networks, the companies would like to improve their international performance. Relatively few studies have been devoted to investigating the empirical relationships between entrepreneurial orientation, networks, and international performance. In particular, technology-based firms are one of the best samples. Therefore, this study aims to explore the characteristics of the firms and then investigate comprehensively and empirically the relationships between international entrepreneurial orientation, networks, and international performance, based on data from technology-based firms in South Korea. Design/Methodology/Approach: The study analyzes data from technology-based small and medium-sized enterprises (SMEs) using structural equation modeling (SEM). It assumes that networks will play a moderating role in the relationships between international entrepreneurial orientation and international performance. We carried out the survey after conducting interviews with CEOs of SMEs. Findings/Results: International entrepreneurial orientation has a significant effect on international performance. Moreover, the stronger the networks that SMEs have with other stakeholders such as universities, industries, and technoparks, the higher their international performance. With stronger networks, tech-based SMEs have easier access to useful technologies and hence better international performance. Research Limitations/Implications: There are some limitations to this study. First of all, the study relied heavily on quantitative methods, such as surveys. This approach is inadequate for considering individuals’ in-depth opinions. Therefore, future research utilizing both qualitative and quantitative measures needs to be carried out. Second, this study has some academic limitations. In fact, this study considered restricted factors regarding innovation and networks; thus it is necessary to evaluate other variables such as environmental factors (e.g., regulations or support policies) that might be significantly associated with networks and innovation hereafter. Finally, due to the fact that this study was focused on SMEs, it is difficult to generalize the above results. However, this study implies that stronger network ties improve international performance, thus SMEs must establish and reinforce networks to improve the performance. [ABSTRACT FROM AUTHOR]

We examined the mediating role of empowerment in the associations among centralization, formalization, and employee innovative behavior in organizations. Respondents were 750 highly skilled full-time employees of manufacturing organizations in the Republic of Korea who completed a self-administered survey. Structural equation modeling was used to evaluate the hypotheses of our study. The findings demonstrated that centralization and formalization were negatively related with empowerment. Empowerment was positively associated with employee innovative behavior, and played a mediating role among centralization, formalization, and innovative behavior. We recommend that managers of organizations establish self-managed teams that are able to make decisions autonomously, and that managers use a less formalized organizational structure to enhance employee empowerment. [ABSTRACT FROM AUTHOR]