No abstract

Although team diversity facilitates team innovation, research on the relationship between organizational tenure diversity and team innovation has produced mixed findings. To reconcile these inconsistent past findings, the present study is designed to investigate the possible curvilinear relationship between organizational tenure diversity and team innovation, and the moderating effect of team-oriented HR practices. We collect data from 67 R&D teams, including 321 engineers, for our sample, and hierarchical regression analyses are conducted to test hypotheses. The results show that the curvilinear relationship does exist between organizational tenure diversity and team innovation, and this nonlinear relationship is moderated by team-oriented HR practices.

PurposeThis study aims to examine what kind of role social capital plays in the relationship between human capital and career outcomes, with a particular focus on testing the mediation and moderation models.Design/methodology/approachUsing data compiled from 111 employees at three financial institutions in Taiwan, social capital was measured by employees based on network in‐degree centrality, and development potential was measured by supervisors.FindingsResults showed that the effects of human capital on developmental potential were fully mediated by social capital. Moreover, employees with firm‐specific human capital, managerial positions and longer tenure, received higher potential evaluations by their supervisors through their central positions.Research limitations/implicationsThe study shed light on the direct and significant effects of social capital on developmental potential, while human capital should translate into social capital to get positive career outcomes. That is, it is social capital that transforms human capital into workplace gains, e.g. producing positive career outcomes and increasing supervisors' perception of potential.Practical implicationsEmployees should make best use of social capital transformed from human capital to obtain positive career outcomes in the organizations.Originality/valueSupport for the authors' mediation model suggests that both social capital and careers literature can be enhanced though integration. It follows that future research on career outcomes would benefit from the inclusion of social capital variables.

PurposeThis study was aimed to experimentally and numerically investigate the feasibility of measuring cerebral white matter perfusion using pseudocontinuous arterial spin labeling (PCASL) 3T magnetic resonance imaging (MRI) at a relatively fine resolution to mitigate partial volume effect from gray matter.Materials and MethodsThe Institutional Research Ethics Committee approved this study. On a clinical 3T MR system, ten healthy volunteers (5 females, 5 males, age = 28±3 years) were scanned after providing written informed consent. PCASL imaging was performed with varied combinations of labeling duration (τ = 1000, 1500, 2000, and 2500 ms) and post-labeling delay (PLD = 1000, 1400, 1800, and 2200 ms), at a spatial resolution (1.56x1.56x5 mm3) finer than commonly used (3.5x3.5 mm2, 5-8 mm in thickness). Computer simulations were performed to calculate the achievable perfusion-weighted signal-to-noise ratio at varied τ, PLD, and transit delay.ResultsBased on experimental and numerical data, the optimal τ and PLD were found to be 2000 ms and 1500-1800 ms, respectively, yielding adequate SNR (~2) to support perfusion measurement in the majority (~60%) of white matter. The measurement variability was about 9% in a one-week interval. The measured white matter perfusion and perfusion ratio of gray matter to white matter were 15.8-27.5 ml/100ml/min and 1.8-4.0, respectively, depending on spatial resolution as well as the amount of deep white matter included.ConclusionPCASL 3T MRI is able to measure perfusion in the majority of cerebral white matter at an adequate signal-to-noise ratio by using appropriate tagging duration and post-labeling delay. Although pixel-wise comparison may not be possible, region-of-interest based flow quantification is feasible.

Purpose -To provide a further examination into the explanatory factors of employees' mobility for organizations wishing to improve performance by keeping right employees judging from their goal orientation and organizational commitment. Design/methodology/approach -The multivariate statistical methods (MANOVA) together with a longitudinal design are used to test the hypotheses generated from the theory with data gathered from two Taiwan-based financial institutions. Findings -Suggests that those who quit for what they perceive as upwardly mobile career moves and those who enjoy in-house promotions both demonstrate a greater degree of positive learning goal orientation than their colleagues who remain stationary in long-term positions with the same firm. Makes note of the inability of performance goal orientation and organizational commitment to explain employee mobility behaviors. Research limitations/implications -Generalizability is limited due to the concentration of this longitudinal-design study on two institutions of a single industry in Taiwan. Practical implications -Provides a positive advice for organizations to create mechanisms and environment that can engage learning-oriented employees as meaningful contributors in principal challenges and to use learning experiences to revitalize them and deepen their commitment. Originality/value -This paper clarifies the influence of goal orientation and organizational commitment upon employees' mobility and identifies their relationship with findings suggesting a direct link between positive learning goal orientation and positive job performance.