We examine cross-national differences in attitudes and decisions toward risk by comparing Chinese (collectivists), South Korean (collectivists, but with distinctive localized cultural norms), and Australian (individualists) undergraduate student samples from a balanced cross-cultural perspective. Individual evaluation revealed that risk was least favored by the Chinese students in their attitudes and choices, followed by the South Korean and Australian students. Unlike previous results from South Korean and Australian student samples that exhibited unique shifts toward risky choices indicative of group polarization, the Chinese students did not tend to take greater risks when making group versus individual decisions (i.e., risky shift). This was regardless of the group's gender composition, although the pattern did vary according to financially oriented risk domains. The implications of these results are discussed in terms of each country's indigenous sociocultural norms.
Drawing on the broaden-and-build theory and trait-activation theory, this study investigates the mediating effect of thriving at work on the relationship between learning goal orientation (LGO) and promotive voice behavior, as well as the moderating effect of intrinsic career growth (ICG) on the relationship between employees’ LGO and thriving at work. Using the two-wave design with a 4-month time lag involving 279 employees, the results demonstrate that employees’ LGO is positively associated with promotive voice behavior by thriving at work. Furthermore, ICG moderates the relationship between LGO and thriving at work. ICG also moderates the mediating effect of thriving at work on the relationship between LGO and promotive voice behavior, such that the mediating effect is only significant when employees perceive high ICG.
Drawing upon the conservation of resources theory and self-determination theory, this study examines the subjective social status (SSS) of employees and how it moderates the two-way interaction effect of job insecurity and perceived organizational politics on the types of silence (i.e., acquiescent, and defensive silence [DS]). Using data of about 350 employees in South Korea, it was found that the relationship between job insecurity and employees' acquiescent silence (AS) was stronger for individuals who perceived their organizations as highly political. The results also indicated a three-way interaction between job insecurity, perceived organizational politics, and employees' SSS on employees' AS, such that in a highly political work environment, the relationship between job insecurity and employees' AS was stronger especially for employees with low social status. However, the same pattern did not exist between job insecurity and DS.
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