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Drawing on social identity theory, this research frames a multimediational model that delineates how broad‐based employee stock ownership (BESO) and employee‐perceived involvement practice in tandem yield a productive workforce at the organization level. In our theoretical model, we propose that social cohesion and voluntary turnover are collective attitudinal and behavioral outcomes resulting from the shared perception of we‐ness that employees experience through both participatory practices. Our path analysis of a multisource, time‐lagged dataset from 176 large U.S. companies revealed the sequential mediating roles of social cohesion and voluntary turnover between these organizational practices and labor productivity. Our theoretical claims and empirical evidence will contribute to a systematic understanding of how and why BESO and employee involvement leverage greater organizational productivity from employees. [ABSTRACT FROM AUTHOR]

Following an internal fit perspective, this research aims to explore diverse patterns of relationships among human resource (HR) practices in relation to financial performance of manufacturing organizations in South Korea. We specifically focus on participatory management practices prevalent in manufacturing organizations, and drawing on ownership theories, we then classify them into involvement-oriented and equity-oriented practices. By analyzing a multi-source data-set of 333 South Korean large manufacturing organizations, it is substantiated that involvement-oriented practices not only have additive associations with one another, but also positively interact with equity-oriented practices in relation to the organizations’ return on equity. Our research helps to elucidate how HR practices interact to realize their performance-improving impacts. Compared to existing evidence in the Western context, our findings also call attention to contextual differences in understanding the effectiveness of HR practices in an international context. [ABSTRACT FROM PUBLISHER]

Drawing on a multilevel model of motivation in work groups and a functionalist perspective of citizenship and socially responsible behaviors, we developed and tested a multilevel model of voluntary workplace green behavior that explicates some of the reasons why employees voluntarily engage in green behavior at work. For a sample of 325 office workers organized into 80 work groups in three firms, we found that conscientiousness and moral reflectiveness were associated with the voluntary workplace green behavior of group leaders and individual group members. Furthermore, we found a direct relationship between leader green behavior and the green behavior of individual subordinates as well as an indirect relationship mediated by green advocacy within work groups. Our theory and findings shed new light on the psychological and social conditions and processes that shape voluntary workplace green behavior in organizational settings and suggest implications for organizations striving to improve their social responsibility and environmental sustainability. [ABSTRACT FROM AUTHOR]