Effects of deep-sea water on training efficiency, locomotor function and respiratory metabolism in young and aged mice.

Deep sea water (DSW) contains many trace minerals, and its applications, which include its use as drinking water, have gradually been expanding. Generally, humans tend to be lacking in mineral intake and deficiencies of trace minerals may increase the risk of several health problems. In recent years, the lack of exercise among the elderly has become an issue, leading to the onset of frailty and sarcopenia, which in turn increases the risk of dementia.

Organizational-level perceived support enhances organizational profitability.

Although the importance of perceived organizational support on organizational outcomes has been highlighted in the literature, research is lacking concerning how organization-wide perceptions of support by employees (organizational-level perceived support [OPS]) may contribute to organizational performance. To address this critical deficiency in the literature, we extend organizational support theory to the organizational level and examine the influence of OPS on organizational profitability. We conducted two studies with samples of 224 and 96 organizations, respectively, in South Korea and found that workforce performance (Study 1) and workforce voluntary turnover rate (Studies 1 and 2) mediate the relationship between OPS and organizational profitability.

Reflecting on death amidst COVID-19 and individual creativity: Cross-lagged panel data analysis using four-wave longitudinal data.

The current COVID-19 pandemic has claimed millions of lives all across the globe, making death more salient to many who may not have been readily cognizant of their mortality. While employees in certain occupations routinely deal with the idea of death or mortality (e.g.

Taking peers into account: Adoption and effects of high-investment human resource systems.

Strategic human resource management (HRM) research considers HRM systems a potential source of competitive advantage due to their positive effects on performance outcomes. However, previous research has not paid enough attention to how peer companies' use of HRM systems is associated with the adoption and the effects of HRM systems of a focal company. Specifically, drawing upon the institutional theory, we propose that a focal company's adoption of high-investment human resource systems (HIHRS) will be positively related to the level of HIHRS used in its peer companies.

An episodic framework of outgroup interaction processing: Integration and redirection for the expatriate adjustment research.

Cross-cultural research has traditionally emphasized predicting adjustment, treating it as a level to be achieved more than a change process to be understood and controlled. The lack of focus on process integration has inhibited our understanding of precisely why and how adjustment processes unfold and ultimately cause (dys)functional change in criteria. In response, we review the motives and processes of cross-cultural adjustment and integrate these into a theoretical framework, examining the discrete episode of expatriate-host national interaction as the focal vehicle for change.

Too many motives? The interactive effects of multiple motives on organizational citizenship behavior.

Prior research indicates that employees engage in organizational citizenship behaviors (OCBs) because of prosocial values, organizational concern, and impression management motives. Building upon and extending prior research, we investigate all 3 OCB motives by developing a categorization scheme to differentiate their distinctiveness and by building a contextualized argument regarding their interactive effects on OCB in a more collectivistic culture. In a sample of 379 Chinese employee-supervisor dyads from Taiwan, we found that the relationship between prosocial values motives and OCBs directed at individuals was strengthened by organizational concern motives; likewise, the relationship between organizational concern and OCBs directed at the organization was strengthened by prosocial values motives.

Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity.

In this article, some information about the data used in the article and a citation were not included. The details of the corrections are provided.] This study uses 3-level, 2-wave time-lagged data from a random sample of 55 high-technology firms, 238 teams, and 1,059 individuals in China to investigate a multilevel combinational model of employee creativity.

Me or we? The role of personality and justice as other-centered antecedents to innovative citizenship behaviors within organizations.

The present research takes an "other-centered" approach to examining personal and contextual antecedents of taking charge behavior in organizations. Largely consistent with the authors' hypotheses, regression analyses involving data collected from 2 diverse samples containing both coworkers and supervisors demonstrated that the other-centered trait, duty, was positively related to taking charge, whereas the self-centered trait, achievement striving, was negatively related to taking charge. In addition, the authors found that procedural justice at the organizational level was positively related to taking charge when evaluated by a coworker, while both procedural and distributive justice were positively related to taking charge when considered by a supervisor.

The role of goal orientation during expatriation: a cross-sectional and longitudinal investigation.

Using cross-sectional and longitudinal data from expatriates in China, the authors investigated the roles of general, work, and interaction adjustment, as well as work stress, as mediators between the antecedents (learning, proving, and avoiding goal orientations, and perceived organizational support) and expatriate outcome (job performance and premature return intention) relationships. Results indicated that goal orientations toward overseas assignments had differential relationships with expatriate job performance and premature return intention. In addition, it was found that these relationships were partially mediated by expatriate adjustment facets.

An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations.

The resource-based view of the firm and social exchange perspectives are invoked to hypothesize linkages among high-performance work systems, collective human capital, the degree of social exchange in an establishment, and establishment performance. The authors argue that high-performance work systems generate a high level of collective human capital and encourage a high degree of social exchange within an organization, and that these are positively related to the organization's overall performance. On the basis of a sample of Japanese establishments, the results provide support for the existence of these mediating mechanisms through which high-performance work systems affect overall establishment performance.

Employee self-enhancement motives and job performance behaviors: investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment.

This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on managerial reward recommendation decisions should be stronger when managers believe the employees to be more committed.

An examination of crossover and spillover effects of spousal and expatriate cross-cultural adjustment on expatriate outcomes.

Integrating work-family and cross-cultural adjustment literatures, the researchers proposed and tested a spillover and crossover model of expatriates' cross-cultural adjustment with reciprocal relationships. Spillover effects refer to the influence that expatriate attitudes in a particular domain (e.g.