We assess the impact of organizational culture on employees' psychological safety using data from 2451 employees across 18 societies. Our multi-level structural equation models reveal that organizations that emphasize a clan culture foster significantly higher psychological safety than those that emphasize a hierarchy culture, and trust in top management mediates the effect of organizational culture on psychological safety. Additionally, macro-environmental factors, specifically a society's cultural context and governance quality, moderate the effect of trust in top management, explaining variance in psychological safety globally. Our findings make a novel contribution to the literature on psychological safety, international management, and organizational behavior. We outline vital implications for managers and provide directions for future research.

While business studies on gender have increased, they continue to adopt traditional approaches with limited samples drawn from general populations (e.g., students and teachers). In contrast, we investigate gender differences with our focus solely on business professionals. Specifically, we study 40 societies using the four dimensions of subordinate influence ethics (SIE) behaviors: pro-organizational behaviors, image-management behaviors, self-serving behaviors, and maliciously intended behaviors. We employed crossvergence theory as our theoretical foundation, with its two competing forces, sociocultural (gender differences) and business-ideological ( no gender differences), which translates to a global-business-subculture effect. We found no gender differences for three of the four SIE behaviors and minimal differences for the fourth for our sample of business professionals. Thus, our findings differ significantly from those of previous general-population samples. We also tested for societal-level moderating effects of collectivism and individualism using the business values dimensions (BVD) measure. Our individualism findings, the primary values dimension associated with business success, in conjunction with findings from other studies, support our nonsignificant SIE differences findings. In sum, the truly minimal gender differences that we found provide strong support for the perspective that there is a global-business-subculture effect. Our findings also suggest that ethical differences between gen-ders are minimal across the global workforce. We discuss the implications for inter-national business. 2025 Kelley School of Business, Indiana University. Published by Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.

Drawing from status characteristics theory, we develop a multilevel model to explain the relationships between gender composition (e.g., female-female supervisor-subordinate dyads, a female majority at the next higher level, and a female majority at the same job level) in the workplace and women's career satisfaction. We hypothesise that working with a female supervisor and a female majority at the same level will be negatively related to women's career satisfaction, while a female majority at the next higher level will be positively related to women's career satisfaction. Moreover, we propose that formal societal (gender-equality) institutions and informal cultural (gender-egalitarian) values, each has a moderating effect on the impact of gender compositions on women's career satisfaction. Our results from a multilevel analysis of 2291 women across 35 societies support the three hypothesised main effects. Whereas institutions that support gender equality weaken the positive effect of working with a female majority at the next higher level, they amplify the negative effect of a female majority at the same hierarchical level. Our findings highlight the complex and paradoxical nature of gender composition effects on women's career satisfaction. We discuss the theoretical contributions of our findings and their implications for the diversity management practices of multinational enterprises.

When someone violates a social norm, others may think that some sanction would be appropriate. We examine how the experience of emotions like anger and disgust relate to the judged appropriateness of sanctions, in a pre-registered analysis of data from a large-scale study in 56 societies. Across the world, we find that individuals who experience anger and disgust over a norm violation are more likely to endorse confrontation, ostracism and, to a smaller extent, gossip. Moreover, we find that the experience of anger is consistently the strongest predictor of judgments of confrontation, compared to other emotions. Although the link between state-based emotions and judgments may seem universal, its strength varies across countries. Aligned with theoretical predictions, this link is stronger in societies, and among individuals, that place higher value on individual autonomy. Thus, autonomy values may increase the role that emotions play in guiding judgments of social sanctions.

We investigate whether different individual-level microculture cohorts, as defined by respondents’ gender and life-stage, exhibit different organizational culture preferences in business organizations. We conceptualize the microculture cohorts by combining gender (male and female) with life-stage (young-adulthood and middle-adulthood) to form four microculture cohorts. Further, we take a holistic perspective with our model by including a meso-level predictor (Trust-in-Top-Management) and a macro-level moderator (Human Development Index) to better define the specificity of the environments surrounding these individuals. Using hierarchical linear modeling across our 40-society sample of business professionals, we identify life-stage as a primary influence in determining these microculture cohort preferences for organizational cultures (Clan/Adhocracy/Market/Hierarchy). Interestingly, we found that gender played a negligible role. Thus, contrary to previous studies using general-population samples (e.g., teachers, students), which have found a plethora of gender differences, we found that there were next to none in our sample of business professionals. These findings support the perspective that a global-business-subculture has evolved into existence, and that this subculture is different from the other sectors of societies in our 40-society sample. We discuss the organizational and societal implications of our research relative to less culture-specific research findings.

We investigate the relationships between gender-role-orientation (i.e., androgynous, masculine, feminine and undifferentiated) and subjective career success among business professionals from 36 societies. Drawing on the resource management perspective, we predict that androgynous individuals will report the highest subjective career success, followed by masculine, feminine, and undifferentiated individuals. We also postulate that meso-organizational culture and macro-societal values will have moderating effects on gender role's impact on subjective career success. The results of our hierarchical linear models support the hypothesized hierarchy of the relationships between gender-role-orientations and subjective career success. However, we found that ethical achievement values at the societal culture level was the only variable that had a positive moderating impact on the relationship between feminine orientation and subjective career success. Thus, our findings of minimal moderation effect suggest that meso- and macro-level environments may not play a significant role in determining an individual's perception of career success.

Since the days of Hofstede (1980), cross-cultural comparisons of countries based on societal-level work values have been a norm. This approach has been represented more recently in Ronen and Shenkar’s (2013) 11 clusters of country cultures. However, more contemporary research found within-country heterogeneity of values/behaviors is substantial and growing exponentially across today’s twenty-first century businessworld. We investigated, across a sample of 39 societies, whether work values variance within societies was greater than work values variance across societies, and whether individual work values differences contributed more to predictions of behavioral performance criteria than the society in which the individuals lived. Both sets of analyses addressed how work values conceived at societal-levels are relevant in understanding the twenty-first century businessworld. Our findings revealed first that there was substantial within-society values heterogeneity, which resulted in the failure to replicate Ronen and Shanker’s (2013) societal cluster aggregations. Second, we found individual-level values contributed significantly to the prediction of employees’ behaviors, while societal-level values contributed substantially less. These findings strongly suggest that cross-cultural studies of work values predictive power are most relevant when conducted at the individual-level. Finally, we also make available for future investigators a 51-society database containing 11,780 individual-level records.

O-GlcNAcylation is a dynamic post-translational modification mediated by O-linked beta-N-acetylglucosamine transferase (OGT) and O-GlcNAc hydrolase (OGA), that adds or removes a single beta-N-acetylglucosamine (GlcNAc) moiety to or from serine/threonine residues of nucleocytosolic and mitochondrial proteins, respectively. The perturbed homeostasis of O-GlcNAc cycling results in several pathological conditions. Human OGA is a promising therapeutic target in diseases where aberrantly low levels of O-GlcNAc are experienced, such as tauopathy in Alzheimer's disease. A new class of potent OGA inhibitors, 2-acetamido-2-deoxy-D-glucono-1,5-lactone (thio)semicarbazones, have been identified. Eight inhibitors were designed and synthesized in five steps starting from d-glucosamine and with 15-55% overall yields. A heterologous OGA expression protocol with strain selection and isolation has been optimized that resulted in stable, active and full length human OGA (hOGA) isomorph. Thermal denaturation kinetics of hOGA revealed environmental factors affecting hOGA stability. From kinetics experiments, the synthesized compounds proved to be efficient competitive inhibitors of hOGA with K-i-s in the range of similar to 30-250 nM and moderate selectivity with respect to lysosomal beta-hexosaminidases. In silico studies consisting of Prime protein-ligand refinements, QM/MM optimizations and QM/MM-PBSA binding free energy calculations revealed the factors governing the observed potencies, and led to design of the most potent analogue 2-acetamido-2-deoxy-D-glucono-1,5-lactone 4-(2-naphthyl)-semicarbazone 6g (K-i = 36 nM). The protocol employed has applications in future structure based inhibitor design targeting OGA. (C) 2021 The Authors. Published by Elsevier Masson SAS.

The original version of this Article contained an error in the author affiliations. Cecilia Reyna was incorrectly associated with ‘Universidad Nacional de Cordoba (UNC). Facultad de Psicologia (UNC), Ciudad Universitaria, Bv. de la Reforma esquina, Enfermera Gordillo s/n, Cordoba, Argentina.’ instead of the correct ‘Instituto de Investigaciones Psicologicas (IIPsi), Consejo Nacional de Investigaciones Cientificas y Tecnicas (CONICET), CABA, Republica Argentina.’ This has now been corrected in both the PDF and HTML versions of the Article.

Employment of refugees is high on the agenda of researchers and policy makers alike. Research has shown that employment is a key factor towards successful participation in society. Given the importance of employment for refugees, there is surprisingly little knowledge regarding the pathways into work for these at the organisational level. While several aspects at the individual and macro level may affect refugees’ employment, their pathways into work occur in a specific organisational context with several actors involved in this process. In this study, we aim to analyse how refugees’ pathways into work are conceptualised in the relevant literature and what can be learnt from these for research about refugees in organisations, and what are the implications for managerial practice. To address these points, we carried out a systematic literature review of publications in four major databases (Business Source Premier, EconLIT, SocIndex and PsycInfo) published up to the end of June 2020. The search resulted in 259 publications, addressing refugees’ pathways into work. In our analysis, we followed a three-step iterative process, conducting both descriptive statistical as well as qualitative thematic analysis of full-texts addressing refugees in organisations. Proposing a so-called ‘Toblerone model’ of refugees’ pathways into work, we aim to provide a more coherent representation of the pathways emphasising 1) the co-construction of such pathways, 2) the heterogeneity between actors and factors impacting these pathways, 3) the interrelatedness between actors involved at the macro, organisational as well as individual level and 4) dynamic development over time.

Biological control against microbial infections has a great potential as an alternative approach instead of fungicidal chemicals, which can cause environmental pollution. The pigment producer Metschnikowia andauensis belongs to the antagonistic yeasts, but details of the mechanism by which it inhibits growth of other microbes are less known. Our results confirmed its antagonistic capacity on other yeast species isolated from fruits or flowers and demonstrated that the antagonistic capacity was well correlated with the size of the red pigmented zone. We have isolated and characterized its red pigment, which proved to be the iron chelating pulcherrimin. Its production was possible even in the presence of 0.05 mg/ml copper sulphate, which is widely used in organic vineyards because of its antimicrobial properties. Production and localisation of the pulcherrimin strongly depended on composition of the media and other culture factors. Glucose, galactose, disaccharides and the presence of pectin or certain amino acids clearly promoted pigment production. Higher temperatures and iron concentration decreased the diameter of red pigmented zones. The effect of pH on pigment production varied depending of whether it was tested in liquid or solid media. In addition, our results suggest that other mechanisms besides the iron depletion of the culture media may contribute to the antagonistic capacity of M. andauensis.

Norm enforcement may be important for resolving conflicts and promoting cooperation. However, little is known about how preferred responses to norm violations vary across cultures and across domains. In a preregistered study of 57 countries (using convenience samples of 22,863 students and non-students), we measured perceptions of the appropriateness of various responses to a violation of a cooperative norm and to atypical social behaviors. Our findings highlight both cultural universals and cultural variation. We find a universal negative relation between appropriateness ratings of norm violations and appropriateness ratings of responses in the form of confrontation, social ostracism and gossip. Moreover, we find the country variation in the appropriateness of sanctions to be consistent across different norm violations but not across different sanctions. Specifically, in those countries where use of physical confrontation and social ostracism is rated as less appropriate, gossip is rated as more appropriate.

Prejudiced attitudes and political nationalism vary widely around the world, but there has been little research on what predicts this variation. Here we examine the ecological and cultural factors underlying the worldwide distribution of prejudice. We suggest that cultures grow more prejudiced when they tighten cultural norms in response to destabilizing ecological threats. A set of seven archival analyses, surveys, and experiments (∑N = 3,986,402) find that nations, American states, and pre-industrial societies with tighter cultural norms show the most prejudice based on skin color, religion, nationality, and sexuality, and that tightness predicts why prejudice is often highest in areas of the world with histories of ecological threat. People’s support for cultural tightness also mediates the link between perceived ecological threat and intentions to vote for nationalist politicians. Results replicate when controlling for economic development, inequality, conservatism, residential mobility, and shared cultural heritage. These findings offer a cultural evolutionary perspective on prejudice, with implications for immigration, intercultural conflict, and radicalization.

Thermobifidas are thermotolerant, compost inhabiting actinomycetes which have complex polysaccharide hydrolyzing enzyme systems. The best characterized enzymes of these hydrolases are cellulases from T. fusca, while other important enzymes especially hemicellulases are not deeply explored. To fill this gap we cloned and investigated endomannanases from those reference strains of the Thermobifida genus, which have published data on other hydrolases (T. fusca TM51, T. alba CECT3323, T. cellulosilytica TB100T and T. halotolerans YIM90462T). Our phylogenetic analyses of 16S rDNA and endomannanase sequences revealed that T. alba CECT3323 is miss-classified; it belongs to the T. fusca species. The cloned and investigated endomannanases belong to the family of glycosyl hydrolases 5 (GH5), their size is around 50 kDa and they are modular enzymes. Their catalytic domains are extended by a C-terminal carbohydrate binding module (CBM) of type 2 with a 23-25 residues long interdomain linker region consisting of Pro, Thr and Glu/Asp rich repetitive tetrapeptide motifs. Their polypeptide chains exhibit high homology, interdomain sequence, which don't show homology to each other, but all of them are built up from 3-6 times repeated tetrapeptide motifs) (PTDP-Tc, TEEP-Tf, DPGT-Th). All of the heterologously expressed Man5A enzymes exhibited activity only on mannan. The pH optima of Man5A enzymes from T. halotolerans, T. cellulosilytica and T. fusca are slightly different (7.0, 7.5 and 8.0, respectively) while their temperature optima span within the range of 70-75°C. The three endomannanases exhibited very similar kinetic performances on LBG-mannan substrate: 0.9-1.7mM of KM and 80-120 1/sec of turnover number. We detected great variability in heat stability at 70°C, which was influenced by the presence of Ca2+. The investigated endomannanases might be important subjects for studying the structure/function relation behind the heat stability and for industrial applications to hemicellulose degradation.

Purpose– The purpose of this paper is to examine the effects of damage incurred by the trustor as a result of a trust violation and the impact of different levels of post-violation trust repair behaviours by the trustee on the subsequent erosion of trust.Design/methodology/approach– Data were collected from 232 middle to senior level managers using a two-part scenario-based experimental design to test the impact of damage incurred (avoided) and post-violation repair behaviour. Respondents’ levels of trust were measured pre- and post-violation as well as forgiving and a range of demographic variables.Findings– Results showed that trust eroded independent of the level of damage that may have been caused. Further, post-violation trust repair behaviour by the trustee led to a significantly lower erosion of trust as compared to not engaging in such behaviours. Furthermore, erosion of trust was minimized, when the trustee engaged in increasing levels of trust repair behaviour. Results also showed that trustors who were relatively more forgiving were less likely to lose trust in the trustee after a violation.Research limitations/implications– In this study we focused on two key factors influencing the erosion of trust. Further factors need to be identified and empirically tested in order to get a more holistic view on how trust erodes. The results serve as one step towards building an integrated model of trust erosion.Practical implications– For practicing managers, the results imply that the actual incurrence or avoidance of damages from a trust violation appears to be peripheral – trustors are more concerned about the violation as a principle and a harbinger of similar future incidents. Further, quickly engaging in trust repair behaviours, such as offering an a good explanation, a heartfelt apology, and appropriate remedy, helps minimize the erosion of trust.Originality/value– This paper addresses an under-investigated facet of trust research in organizations – erosion of trust – which is especially crucial in light of the growing awareness that most organizational relationships actually start off with high levels of trust rather than low trust. Thus, this study offers insights into maintaining (as opposed to building) trust.

Is the societal-level of analysis sufficient today to understand the values of those in the global workforce? Or are individual-level analyses more appropriate for assessing the influence of values on ethical behaviors across country workforces? Using multi-level analyses for a 48-society sample, we test the utility of both the societal-level and individual-level dimensions of collectivism and individualism values for predicting ethical behaviors of business professionals. Our values-based behavioral analysis indicates that values at the individual-level make a more significant contribution to explaining variance in ethical behaviors than do values at the societal-level. Implicitly, our findings question the soundness of using societal-level values measures. Implications for international business research are discussed.