Background: This study investigated the association between presenteeism and the perceived availability of social support among hospital doctors in China. Methods: A questionnaire was administered by doctors randomly selected from 13 hospital in Hangzhou China using strati ed sampling. Logit model was used for data analysis. Results: The overall response rate was 88.16%. Among hospital doctors, for each unit increase of the perceived availability of social support, the prevalence of presenteeism was decreased by 8.3% (OR=0.91, P=0.000). In particular, if the doctors perceived availability of appraisal support, belonging support and tangible support as su cient, the act of presenteeism was reduced by 20.2% (OR=0.806, P=0.000) 20.4% (OR=0.803, P=0.000) and 21.0% (OR=0.799, P=0.000) respectively with statistical differences. Conclusion: In China, appraisal support, belonging support and tangible support, compared to other social support, had a stronger negative correlation with presenteeism among hospital doctors. The bene ts of social support in alleviating doctors' presenteeism warrant further investigation.

This position paper presents the state-of-the art of the field of workplace commitment. Yet, for workplace commitment to stay relevant, it is necessary to look beyond current practice and to extrapolate trends to envision what will be needed in future research. Therefore, the aim of this paper is twofold, first, to consolidate our current understanding of workplace commitment in contemporary work settings and, second, to look into the future by identifying and discussing avenues for future research. Representative of the changing nature of work, we explicitly conceptualize workplace commitment in reference to (A) "Temporary work", and (B) "Cross-boundary work". Progressing from these two themes, conceptual, theoretical and methodological advances of the field are discussed. The result is the identification of 10 key paths of research to pursues, a shared agenda for the most promising and needed directions for future research and recommendations for how these will translate into practice. ARTICLE HISTORY

Employee volunteering is a topic of growing importance in workplaces around the globe. Likewise, research on employee volunteering has seen a marked increase over the past decade, particularly in leading management and psychology outlets. Despite this increasing visibility, there is little consensus on the state of the literature or directions for the future. In particular, research is currently based on a variety of different definitions and operationalizations and is spread across several disciplines. In order to advance management research on employee volunteering, this review focuses on three contributions: (1) clarifying the definition and various forms of employee volunteering, (2) reviewing the current body of knowledge on employee volunteering, and (3) providing a future research agenda for the role of employee volunteering in the workplace. Keywords: employee volunteering; work life management; corporate social responsibility; reviewEmployee volunteering is a topic of growing importance in workplaces around the globe. Each year, reports suggest that employees continue to devote time and effort-either on their personal time or as part of a company initiative-to volunteering (Bureau of Labor Statistics, 2013 worldwide support employee engagement in charitable activities as part of their strategy for corporate social responsibility (Basil, Runte, Easwaramoorthy, & Barr, 2009). Indeed, estimates suggest that close to 90% of companies now support employee volunteering in some fashion (Committee Encouraging Corporate Philanthropy, CECP, 2011; Points of Light Foundation, 2006). Reports also indicate that the newest generation of employees places significant value on volunteering opportunities when evaluating employers (Deloitte Development, 2014).In reaction to this growing attention to volunteering in practice, research on employee volunteering has markedly increased-particularly in leading management and psychology outlets (e.g., Caligiuri, Mencin, & Jiang, 2013;Grant, 2012;Jones, Willness, & Madey, 2014;Rodell, 2013). This work has largely demonstrated that employee volunteering is beneficial for both employees and companies. It provides an opportunity for employees to develop skills, improving morale and ultimately performance (Caligiuri et al.;Jones, 2010;Rodell), and serves as a resource to attract and retain employees (Jones; Jones et al.).Beyond the increasing popularity of this topic in both research and practice, there are several additional reasons for presenting an integrative analysis and discussion of this literature. First, there is little definitional and operational consensus about the construct of employee volunteering (e.g., Grant, 2012;Penner, 2002;Rodell, 2013; see also Clary & Snyder, 1999;Musick & Wilson, 2008). Scholars have adopted different definitional approaches, for example, examining the intensity versus longevity of volunteering efforts (e.g., Booth, Won Park, & Glomb, 2009;Caligiuri et al., 2013). In addition, they have conceptualized volunteering as having different boundar...

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The purpose of the present commentary is to discuss the nature and correlates of workplace commitment across cultures. We asked six organizational behavior scholars, who are intimately familiar with Brazil, China, Denmark, Germany, or Israel as their country of origin or extended residence, to "contextualize" workplace commitment. They did so by explicating institutional and cultural characteristics of their context on the emergence, meaning, and evolution of commitment by reference to their own research and extant local research. Their responses not only supported the utility of three-component model of commitment but also revealed the differential salience of various commitment constructs (e.g., components and foci of commitment) as well as possible contextual moderators on the development and outcomes of commitment. The commentators also described changes including the growing prevalence of multicultural workforces within national borders and changes in employment relationships and cultural values in their national contexts and considered future research directions in culture and commitment research.

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This study investigated whether participating in inter-organisational (i.e. selfdirected, non-strategic) employee volunteering, which is common but rarely studied, is associated with increased organisational commitment. We find evidence for this relation in a sample (N 5 385) of employee volunteers and their non-volunteering co-workers. We statistically account for self-selection into the volunteering program by incorporating individual motives for volunteering. Volunteers compared to non-volunteers exhibited relatively stronger motives of expressing altruistic values and avoiding negative affect, but a weaker motive of attaining career advancement. Our findings point to an efficient way of increasing organisational commitment that is relatively inexpensive to implement. They also complement existing research from other employee volunteering contexts, pointing to a possible trade-off between the desired outcomes of effectively managing volunteering programs.

Researchers using survey methods can choose among a variety of methods aimed at detecting insufficient effort responding among the participants in their studies. Some of these methods entail modifying the survey questionnaire by adding bogus items, instructed-response items, or instructed manipulation checks. While these methods have been found effective in detecting insufficient effort responding, it remains unclear whether their presence in a questionnaire can affect responses to items of substantive research interest. We conducted an experiment investigating this potential impact in a sample (N 5 1,092) of working adults. Adopting an invariance testing approach, we assessed whether employing bogus items, instructed-response items, or instructed manipulation checks, with or without warning study participants, respectively, would lead to non-invariant estimates of parameters for substantive variables. Results suggest that, while most parameter estimates were invariant to the use of insufficient effort responding detection methods, the reliability of measurements may be adversely impacted, posing a threat to construct validity and statistical conclusion validity. However, reliability might be maintained when participants are warned at the beginning of the questionnaire. Results also suggest that bogus items may have some advantages over other methods in terms of parameter invariance. We discuss the implications of our findings.