I will speak up if my voice is socially desirable: A moderated mediating process of promotive versus prohibitive voice.

Employees are likely to speak up if they perceive high efficacy and low risk associated with such behavior, that is, if they perceive voice is socially desirable. Drawing on socially desirable responding (SDR) theory, we reason that individual value on power distance and supervisory delegation are related to the agentic motive for SDR, and that these 2 factors interact to influence employees' perceived efficacy of voice. We also identify individual value on superficial harmony and group voice climate, which are both relevant to the communal motive for SDR, jointly affect perceived risk of voice.

Fairness heuristics and substitutability effects: inferring the fairness of outcomes, procedures, and interpersonal treatment when employees lack clear information.

Employees routinely make judgments of 3 kinds of justice (i.e., distributive, procedural, and interactional), yet they may lack clear information to do so.

Openness to Experience: its lower level structure, measurement, and cross-cultural equivalence.

Openness to Experience is an important but relatively poorly understood personality construct. Advances in openness research require further construct clarification as well as establishment of a common framework for conceptualizing and measuring the lower level structure of the construct. In this article, we present data from 3 studies to address this research need.

Maintaining faith in agency under immutable constraints: cognitive consequences of believing in negotiable fate.

Negotiable fate refers to the idea that one can negotiate with fate for control, and that people can exercise personal agency within the limits that fate has determined. Research on negotiable fate has found greater prevalence of related beliefs in Southeast Asia, East Asia, and Eastern Europe than in Western Europe and English-speaking countries. The present research extends previous findings by exploring the cognitive consequences of the belief in negotiable fate.

Social networks, personal values, and creativity: evidence for curvilinear and interaction effects.

Taking an interactional perspective on creativity, the authors examined the influence of social networks and conformity value on employees' creativity. They theorized and found a curvilinear relationship between number of weak ties and creativity such that employees exhibited greater creativity when their number of weak ties was at intermediate levels rather than at lower or higher levels. In addition, employees' conformity value moderated the curvilinear relationship between number of weak ties and creativity such that employees exhibited greater creativity at intermediate levels of number of weak ties when conformity was low than when it was high.

Transactive memory system links work team characteristics and performance.

Teamwork and coordination of expertise among team members with different backgrounds are increasingly recognized as important for team effectiveness. Recently, researchers have examined how team members rely on transactive memory system (TMS; D. M.

Coping with chronic renal failure in Hong Kong.

The purpose of the study was to investigate the coping behaviours of Chinese patients with chronic renal failure. The study, based on Lazarus and Folkman (Stress, Appraisal and Coping, Springer, New York, 1984) model of coping, was conducted to identify the process by which 11 chronic renal failure patients cope with their disease. The identified themes are coping with fluctuating feelings and concerns, motivation to cope, interdependent relationships between patients and their family members and modes of coping strategies.